How can you ensure your sourcing efforts are inclusive of candidates with disabilities?

1 Review your job descriptions

One of the first steps to inclusive sourcing is to review your job descriptions and make sure they are clear, accurate, and focused on the essential functions and qualifications of the role. Avoid using vague or ambiguous terms, such as "excellent communication skills" or "ability to work in a fast-paced environment", that might exclude or discourage candidates with disabilities. Instead, use specific and measurable criteria, such as "write and present reports to stakeholders" or "manage multiple tasks and deadlines". Also, avoid using jargon, acronyms, or technical terms that might not be familiar to all candidates. If you need to use them, provide a clear explanation or definition. Finally, include a statement that encourages candidates with disabilities to apply and indicates your commitment to providing reasonable accommodations.

2 Expand your sourcing channels

Another way to ensure your sourcing efforts are inclusive of candidates with disabilities is to expand your sourcing channels and reach out to diverse and relevant communities and networks. For example, you can partner with disability-focused organizations, such as the National Organization on Disability, the Job Accommodation Network, or the Disability:IN, that can help you connect with qualified candidates with disabilities and provide you with resources and best practices. You can also leverage social media platforms, such as LinkedIn, Twitter, or Facebook, to share your job openings and showcase your inclusive culture and values. Additionally, you can tap into your existing employees and encourage them to refer candidates with disabilities or share their own stories and experiences.

3 Optimize your screening process

A third step to ensure your sourcing efforts are inclusive of candidates with disabilities is to optimize your screening process and make it as accessible and fair as possible. For instance, you can use online tools, such as Textio or Gender Decoder, to check your screening questions and emails for any biased or discriminatory language that might deter candidates with disabilities. You can also offer multiple options for candidates to submit their applications and communicate with you, such as online forms, email, phone, or video. Moreover, you can inform candidates of the screening process and expectations in advance and ask them if they need any accommodations or adjustments. For example, you can provide alternative formats for tests or assessments, allow extra time, or use captions or transcripts for video interviews.

5 Evaluate and improve your sourcing strategy

A fifth step to ensure your sourcing efforts are inclusive of candidates with disabilities is to evaluate and improve your sourcing strategy and measure its impact and effectiveness. For example, you can collect and analyze data on the number and quality of candidates with disabilities that apply and progress through your sourcing process, the satisfaction and engagement of candidates with disabilities, and the retention and performance of hires with disabilities. You can also solicit feedback from candidates, employees, and managers on your sourcing practices and policies and identify any gaps or areas for improvement. Additionally, you can set and track goals and metrics for your sourcing strategy and report on your progress and achievements.

6 Celebrate and promote your inclusive sourcing efforts

A sixth and final step to ensure your sourcing efforts are inclusive of candidates with disabilities is to celebrate and promote your inclusive sourcing efforts and showcase your success and impact. For example, you can recognize and reward your sourcing team and employees for their contributions and achievements in sourcing candidates with disabilities. You can also share your stories and best practices with your internal and external stakeholders, such as your leadership, customers, partners, or media. Moreover, you can highlight your inclusive sourcing efforts in your employer branding and marketing materials, such as your website, blog, newsletter, or social media. By doing so, you can build your reputation and credibility as an inclusive employer and attract more candidates with disabilities to your organization.