Hiring the best possible candidate is the goal of every employer. But it’s not as simple as posting a job on your organization’s website or on a job board and hoping that someone great will apply. Being intentional and thoughtful about your attraction and recruitment process from the start will set you up for success.

Craft an Effective Job Description

You have a job vacancy and need to fill it. Before you post an old and possibly outdated job description, ask yourself:

• Have I clearly defined the core responsibilities for this job?
• Have I clarified what the job’s bona fide occupational requirements (the ‘must haves’) are, as opposed to the ‘nice to haves’, when it comes to experience?
• Have I described the work environment and location?
• Have I included any physical requirements to be successful in this job?

Prioritize an Inclusive Job Posting

Sometimes there are unintended and invisible barriers in the attraction and recruitment process. Before you post that job opening, consider these things:

• Is the job posting written in plain language that is easily understood?
• Is the job posting accessible for candidates with disabilities?
• Is there a clearly stated process for accommodating candidates with disabilities throughout the application process?
• Has a commitment to diversity, equity, and inclusion been expressed?

Work with an Employment Services Provider

To ensure that you are casting a wide net and tapping into previously untapped candidate pools, work with an employment services provider in your community. These service providers are specialists who can assist employers during the hiring process and can also provide one-on-one training in the workplace for employees with disabilities.

Discover a network of organizations that can help your business recruit, hire, train, and retain people with disabilities.