This is a great read on best practices for improving the hiring process for disabled candidates: https://bit.ly/4ePrhQv #prestigestaffing #hiringbestpractices
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Disability | Inclusion advocate | Coaching | Keynote speaker | Delivering Change through experience and knowledge
“How to Improve the Hiring Process for Disabled Candidates.” Disabled job candidates want to know where to work and whom to trust, but they must also manage concerns about bias and when to disclose the need for accommodations. They are advised to “control the narrative” and build trust by sharing their stories and needs, but at the same time to withhold any information that might be used against them until employment is secured and firmer legal protections are in place.
How to Improve the Hiring Process for Disabled Candidates
hbr.org
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Did you know that employers are legally required to make reasonable adjustments at the recruitment stage so that disabled people can apply and interview for jobs? This may mean making modifications to an interview task so that it is more accessible, or holding the interview in a wheelchair accessible location. Make sure your business has a robust process in place so that disabled people can request these adjustments. I can't count the number of times I've been ghosted by HR departments when I've asked for an adaptation to be made. I was also told by another disabled person how they emailed an inbox the business had set up specifically for reasonable adjustment requests, but it wasn't checked until months later. By failing to make these adjustments, you open yourselves up to legal action that could have been avoided, but you also miss out on great talent. #Recruiting #Leadership #Accessibility #Inclusion #DiversityAndInclusion #InclusiveEmployers #Diversity #DiversityMatters
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Does age matter? If the person has the right skills and fits in with your company culture? You may only have them for 5 years, but a lot can be done in that time frame. Studies show that most younger employees change jobs every two years. #agediversity #hiring #recruitment
Age bias claims highlight pitfalls of omitting older workers from DEI goals
hrdive.com
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Over twenty years of experience in Education Sales, Building District Partnerships, Selling Education Technology. Skilled in presentations and Business Development. Teaching Background in ESL and ELA, Higher Ed and K-12.
Having faced ageism by hiring managers, sales managers, CEOs, VPs, and even colleagues, I can only say that the effect on me is burdensome and painful. Unfortunately, many younger people view older people as if they were from Mars without realizing that they will face what I am facing today - blatant prejudice and unfair judgment. I almost want to start every interview with "I know I am older but my experience speaks for itself", which is not always viewed as an asset but a liability. And because I am older I can read people's expressions better than those younger than me. I can see beyond the smile and I know when I have been discriminated against. Usually, it's a clear and immediate response quite perceptible over a Zoom meeting. However, it's the silent killer. You can't prove it. So even though the law states that I should be protected I am not at all protected, and I can't prove that a hiring manager has looked at me and eliminated me because I don't fit their picture. I am looking for a company whose leaders are intelligent, wise, perceptive, and appreciative of experience, and not seeking to build a company of cheerleaders but true diversity.
Does age matter? If the person has the right skills and fits in with your company culture? You may only have them for 5 years, but a lot can be done in that time frame. Studies show that most younger employees change jobs every two years. #agediversity #hiring #recruitment
Age bias claims highlight pitfalls of omitting older workers from DEI goals
hrdive.com
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Senior Human Resources Consultant - Trainer - Coach (Leadership, People & Culture). Expert Web & E-Learning Soft-Skills Content Creator. MSc In Organizational Behaviour, Licensed Psychologist, NLP Trainer & Coach
How to Improve the Hiring Process for Disabled Candidates 👉 Leer artículo completo -->
How to Improve the Hiring Process for Disabled Candidates
hbr.org
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Searching for roles with disability-inclusive Employers? Check out some of our staff picks this week, from Employers across Australia who are levelling the playing Field in accessible hiring. #EqualityAppliesHere Not finding the right role for you? Explore more opportunities on the Field by checking out the comments below, or sign up for a job alert by selecting "create alert" in your search results. Image description in alt text.
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🛑 Beware of Discriminatory Hiring Practices 🛑 As business owners, it's essential to stay informed about recent developments that could impact our hiring processes. A recent case involving Olive Garden serves as a reminder of the importance of adhering to fair and legal hiring practices. The U.S. Equal Employment Opportunity Commission (EEOC) has filed a lawsuit against GMRI, Inc., the parent company of Olive Garden. The lawsuit alleges that a general manager asked inappropriate and illegal questions about a job candidate's disability during the interview process. This led to the candidate being denied employment based on the disclosed information. This incident highlights the significance of the Americans with Disabilities Act (ADA) in our hiring procedures. The ADA prohibits pre-offer questions that might reveal a candidate's disability or the extent of it. Employers must be cautious not to cross this line during interviews. To avoid similar situations, it's vital to ensure that our interview questions focus on the candidate's qualifications, skills, and experience rather than their personal circumstances. Feel free to call us if you have any questions. #BusinessCompliance #lever1 #theygrowwegrow
EEOC alleges Olive Garden asked illegal questions during a job interview
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Helping jobseekers attract more job offers with a personal-brand-focused LinkedIn profile, resume & content | Recruitment Advisor | Personal Brand Strategist
Jobseekers, do you skip the voluntary disclosure section? Here’s why you might reconsider! Job applications’ voluntary sections ask for ethnicity, disability status, and more... How do you feel about disclosing such information? The thing is, HR professionals do not use this info for evaluations. Not at all. UK employers gather this information for monitoring Equal Employment Opportunities. Also, it’s not just about compliance. It’s a two-way street. Companies benefit from your disclosures. They’re not just ticking boxes. They’re building diverse teams. Diversity isn’t a buzzword. It’s a strength. Disclosing can align you with their mission. So, share if you’re comfortable. It might just tip the scales in your favour. Let me know how you feel about disclosing sensitive information. ⤵ ___________________________________________________________________________ ✅ Comment on this and other of my posts before using a reaction emoji: this trains the algorithms that you want to see more of them ✅ Ring a Bell on my profile to be notified when I post ✅ Consider saving this post to refer back to later Doing all of the above guarantees you'll never miss my posts. #jobseekers #jobsearch #careercoach #equalitydiversityinclusion
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