Finding the right candidate for a job is as simple as connecting the needs of your business with people's abilities.
Recruiting people with disabilities is easier than you think. There are plenty of people ready and willing to work; it's just a matter of letting them know you're looking. Below are some simple, yet very effective recruiting suggestions you may want to consider:
Provide ability-focused job descriptions.
Follow this link to learn more.
Make job announcements available in alternate formats, such as large print, audiotape, or Braille.
Alternative Formats for Job Applicants
Large print: Information can be formatted by changing the font size on an office computer or a copier with enlargement capability. Commercial copiers can readily increase the size of the print of any document. A minimum of 16-point print, preferably in a sans-serif typeface, is necessary for individuals with visual disabilities.
Audio: Documents and other information may be read onto commonly used audio formats.
Braille: Documents can be produced in Braille in-house using special computer software and a Braille embosser. You can find a list of Braille transcribers through the National Library Service for the Blind and Physically Handicapped (NLS) toll free at 800-424-8567 (ask for reference). A list of Braille transcribers can also be found at:
http://duxburysystems.com/.
Make your workplace accessible.
Send all your vacancy announcements to disability-related organizations.
Mention your interest in receiving applications from people with disabilities.
Volunteer to serve on boards of disability groups.
Participate in job fairs, conferences and meetings sponsored by local disability-related groups.
Work with Connecticut's Bureau of Rehabilitation Services and Board of Education and Services for the Blind to help find qualified applicants.
Make sure your company website is accessible.
