Build an Inclusive Recruitment Campaign at Your Company in 5 Simple Steps

Business owners and hiring managers both have a simple duty when it comes to recruitment: hiring the best person for the job, regardless of their background, heritage, or condition. It is often the case that the best fit for your team is a person with disabilities. Talented professionals are rightfully discerning about job listings, though, especially if they are part of a group that commonly faces discrimination in the workplace. That is why you must offer attractive benefits and incentives in your recruitment campaign as well as convey an atmosphere for inclusivity throughout your company. Below, the Greater Beaumont Chamber of Commerce shares some simple steps you can follow to build an inclusive recruitment campaign that may appeal to skilled candidates with disabilities.

1. Get an EIN

If you're hiring your first employees, one of the things you'll need to do is get an Employer Identification Number (EIN) from the IRS. An EIN is a nine-digit number that is used to identify your business for tax purposes. Getting an EIN is free and relatively easy to do. You can apply online, by fax, or by mail. The entire process takes about 15 minutes. Once you have your EIN, you'll need to provide it to your employees so that they can fill out their tax forms correctly.

2. Start with Introspection

Before you can plan your recruitment efforts, you should first reflect on your company culture. Ask yourself if working at your company can be truly comfortable, fulfilling, and worthwhile for people with disabilities. The first step to achieving this is to take every precaution in being compliant with the Americans with Disabilities Act and ensure that you are able to offer reasonable accommodations to any potential employee.

It is also good to conduct an introspection on yourself as a boss. If you struggle to cultivate meaningful relationships with your staff, it can reflect in your recruitment efforts as well. 

3. Offer Scholarships and Internships

It is an unfortunate truth that some people with disabilities struggle to find career opportunities or chances for educational growth. You can address this by offering personal development benefits as part of your recruitment offerings.

Advocates for people with disabilities explain that you can efficiently build an inclusive internship program by collaborating with colleges and universities in your area. This can lead to a mutually beneficial arrangement for both your company and students who might otherwise have difficulty finding employment after graduation. As another idea for promoting growth, consider establishing a scholarship fund that aims to help individuals who might otherwise lack meaningful opportunities.

You can also offer tuition reimbursement for employees pursuing education relevant to their job. For example, they could earn a business bachelor's degree at an accredited online university that would allow them to complete coursework outside of work hours. 

4. Create a Policy of Receiving Feedback

According to t-three, it is good practice to regularly request feedback from every member of your team. In addition to providing an opportunity for employees to speak up, you should take it one step further by explaining to your team how you intend to follow up on their feedback. This allows for a culture of open communication in which everyone feels that their voice matters.

Feedback is just as crucial during the recruitment process. Whether or not you decide to onboard a candidate, their input can help you optimize your strategy and open your eyes to new inclusive possibilities.

5. Provide a Comprehensive Recruitment Document

Once you have a complete strategy for how to attract the best new hires who have disabilities, you need only spread the word to potential applicants. Consider compiling all of the structures, benefits, and incentives you’re offering into a comprehensive recruitment document in the form of a PDF. PDFs are easy to share via email or even on your social media pages. If you ever need to edit this document — for example, if you’ve implemented a new employee benefit — here’s a solution that offers PDF editing, merging, signature, and exporting tools. This way, your information is always up to date so you can attract the highest-quality candidates.

Welcome and Support All Employees

It can be said that the culture of your company is more important than its productivity. Start by getting an EIN if you’re hiring your first employees. Then establish a welcoming and inclusive culture so you attract the best talent who will naturally improve every aspect of the business by virtue of their skills and company pride. Finally, provide them with a benefits package that includes support of their pursuit of higher education.