How do Leading Companies Hire, Retain, And Benefit From People With Disabilities?

Inclusivity and diversity are two values that top-notch companies have been implementing in their recruitment strategy. Not only are these principles ethically right, but they also have significant benefits for the company's culture and bottom line. Hiring people with disabilities have seen a prominent uptick in recent years, and for all the right reasons. Companies that do this right see increases in productivity, customer satisfaction, and even employee morale. In this blog post, we’ll explore best practices for employing people with disabilities and how leading companies are paving the way for truly inclusive workplaces.

• Change in Hiring Practices – With the increasing attention to mental health concerns and disabilities, companies are now taking extra measures to ensure inclusivity in their recruitment process. They also have recruiters and hiring managers who have experience in recruiting diverse candidates. Leading companies employ community recruitment specialists to help them connect with diverse candidates, including citizens with disabilities.
• Providing Accommodations – Accommodations are key to creating a more inclusive work environment. Companies that provide accommodation and invest in assistive technology to remove technology barriers often attract the best talent with disabilities. Providing employee accommodation minimizes absenteeism due to disability-related issues, saves on long-term costs, and improves employee satisfaction as a result of better productivity.
• Inclusive Adaptation – Providing an individual with a physical disability with a ramp is consistent with something known as an "adaptive work environment." These modifications assist the individual in adapting to the work environment more effectively, enabling them to contribute and feel included in the workplace. Inclusive design can also benefit a company’s marketing efforts and customer reach by considering disability indicators in marketing research.
• Employee Resource Groups – Leading companies have recognized the need to have employee resource groups for employees with disabilities. These groups make them feel more included. It is an opportunity for disabled staff to connect with the decision-makers within the company. Employee resource groups are not just beneficial for people with disabilities; they also enhance the company's inclusion and help in identifying areas for development.
• Accessibility – Leading companies ensure that their products and services are accessible and that they meet the International Standard set by the WCAG. Making their products accessible means that more people can use them, giving them a better market reach. By ensuring their products are accessible to people with disabilities, leading companies send a message that they care about their consumers. This, in turn, improves customer loyalty and engagement, thus improving the bottom line!

How can EasySource help to retain such talent?

EasySource revolutionizes the talent sourcing process by offering recruiters a fully automated tool that simplifies candidate search, engagement, and talent pipeline development with just a few clicks.

Key features of EasySource include:

• AI-powered candidate recommendations: EasySource leverages AI to provide recruiters with candidate recommendations that closely match their job openings.
• Contact information: EasySource assists in finding contact details, such as email addresses and phone numbers, for potential candidates.
• LinkedIn profile insights: EasySource offers valuable insights into candidates' LinkedIn profiles, encompassing their skills, experience, and education.
  
  With EasySource, recruiters can:
  
• Automate Candidate Outreach: By utilizing this AI-based tool, recruiters can effortlessly send messages to their entire candidate pipeline across multiple channels with just one click.
• Send hyper-personalized messages: Equipped with ChatGPT, EasySource empowers recruiters to send highly personalized messages using pre-designed templates or by creating their own.
• Optimize Workflows: This remarkable feature enables recruiters to design their own workflows and send emails, InMails, and LinkedIn connection requests to candidates at predetermined times, eliminating the need for manual intervention.
• Candidate Dashboard: EasySource provides recruiters with a convenient candidate dashboard, allowing them to monitor candidate responses and track their talent pipeline without navigating back and forth on the platform.
  
  Investing in a meticulous and effective recruitment process, such as leveraging EasySource, fosters a stronger connection between candidates and the organization, ultimately reducing the likelihood of employee turnover. By prioritizing recruitment efforts and conducting a comprehensive recruitment drive, organizations can more easily retain top talent.

Conclusion

The sustained effort of leading companies to hire and retain talented candidates with disabilities should inspire other companies to emulate these practices. Besides creating a supportive workplace, including employees with disabilities positively influences the company's financial success. Accommodations, accessibility, and resource groups are crucial for inclusion in the workplace. By providing equal opportunities, companies can reap a broader talent pool and a market with higher returns for their products and services. Companies that promote disability inclusion through hiring practices exhibit leadership in diversity and accessibility. By expanding their thinking to embrace the value addition of employing people with disabilities, they can unlock the full potential of their workforce.