How can we support candidates with disabilities in the recruitment process?
In a time when disabled people are more than twice as likely to be unemployed than non-disabled people and they have to apply for 60% more jobs before employment on average, it begs the question ‘Why?’. Of course, some severe disabilities make work impossible, but the majority of disabled people are talented, determined, and just as capable of achieving great things as any non-disabled person.
We decided to delve further into this subject in order to determine the main issues and worries that disabled people face, the support that should be available, the support that is currently available, and how GTI as a company has tailored ourselves to support anyone with a disability and offer help to other companies who may require help implementing care strategies for disabled applicants. We did this by reflecting on Lauren Davies of TARGETrecruit’s experience presenting and discussing diversity, inclusion, and disability in recruitment issues with students of Birkbeck University of London.
The main issue that Lauren gathered was the anxiety and concern that disabled candidates can feel when considering that by declaring their disability they may automatically be at a disadvantage in the process or may be ruled out altogether from the start. With disabled applicants having to apply to 60% more jobs to be hired on average, there is no surprise that anxieties and concerns may be putting potential disabled applicants off or causing them to perform worse with this possibility at the back of their mind.
This is primarily caused by the lack of information available for students with disabilities around the application process. Companies need to be as informative and accessible as possible when it comes to informing students and reassuring them of the aid that they can receive during the recruitment process.
Companies can do this easily by:
Improving their website advertising of disability aid and information.
Companies should make aware the adjustments that they are required and able to make for disabled applicants.
Luckily, there are already companies out there, including Group GTI, that can help disabled students if they have any issues and advise companies that want to improve their disabled recruitment systems and/or advertising:
‘Know me for my abilities, not my disability’ is a famous quote by Guinness World Record Holder Robert M. Hensel, and he’s entirely right. We believe that students should be known for the abilities that they have and not disregarded or impeded because of a disability. We all have inabilities, but we focus on our abilities and their value is what allows us and our companies to thrive.
Know your student’s abilities:
Contact email@example.com to discuss how we can help you to improve your disability recruitment process.
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