The Disability Candidate Experience
 

1. Background

 
Somewhere, probably in many places, your EEO statement professes to focus on hire-ability and not be distracted by disability. The following survey attempts to see what this "ground floor" looks like to someone with a disability.

Your answers to the next few questions about how your firm accommodates disabled prospects in the HIRING PROCESS (not the job itself) will absolutely be kept anonymous.

CareerXroads will be the only one with access to your contact info. Your firm will NOT ever be listed as having participated. We require your contact info however to ensure a) no duplicates, b) a representative sample is acquired and c) to invite you to a private webinar that will share the results before they are published. If you are uncomfortable with this, do not go any further.

Your willingness to share can make a difference. A number of people and organizations: Dave Mendoza, Starr Tincup, ERE, John Sumser, Recruitingblogs, Peopleclick and more have joined forces to get this survey publicized.

Thank you
Gerry Crispin & Mark Mehler
CareerXroads

If anyone has any questions please give us a call.
732-821-6652.

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1. Your Name

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2. Your Company

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3. Your email

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4. Please check the category that most applies to you.

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5. Our company size (US employees) is approximately

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6. Geographically, which statement is best

7. General Information Access: Our collateral media (i.e. brochures, Career Website, videos, etc.) offer information describing accommodations in applying for a job (or link to such information or offer a number to call to get such information). Check one box for EACH ROW

 Not ApplicableNo InfoInfo is discoverableInfo is prominent
Company Career Site pages
Company Diversity Pages
College Brochure
Job Fair/Handout Material
General Videos used in Recruiting
Individual Job Postings
a Legal/Privacy Notice on Company Website

8. Our Facebook Fan pages include hiring accommodation information.

9. Our Linkedin Groups related to recruiting include a discussion item about disability accommodation in the recruiting process.

10. Any inquiry from a candidate about accommodations in the recruiting process is surfaced and responded to within 24 hours.

11. Our corporate Careers Site pages...

 YesNo
...include at least one photo of a visibly disabled employee.
...include at least one video of a visibly disabled employee.
...can be navigated with a screen reader.
...allow [disabled] visitors to request more time before a page times out.
...do not include blinking, marquee and other epileptic triggers.
...do not require color differentiation to see critical content.
...allow [disabled] users to skip past repetitive navigation links.
...provide captioning for ALL video and audio content.
...can be accessed w/o using a mouse.
...offer functional online forms, PDFs and PPTs for screen readers.

12. In addition to the above, we have...

 YesNo
...provided information about disability accommodations for our hiring process on our Company Careers HOME Page.
...reminded prospects about disability accommodations in the recruiting process immediately after they click "apply".

13. Our recruiters, sourcers and coordinators...

 YesSome, not ALLNo
...ALL have formal training in how to handle people with different disabilities during the recruiting process.
...ALL are formally asked/tested about their level of training in handling disabilities in the recruiting process when hired.
...include people with visible disabilities.
...have formal training in how to handle hiring managers' concerns and training needs.
...have access to disability content on how to accommodate different disabilities in recruiting on an intranet site.
...have periodic discussions on the topic at team meetings.
...meet with disability-related affinity groups in the company to better understand candidate issues.

14. We've taken some of the following initiatives to reach out to the disabled communities:

 YesNo
We've conducted SEM campaigns to disabled communities.
We've participated in wounded warriors initiatives or similar disabled vet activities/events.
Our relevant Affinity groups have a jobs initiative.
Some of our recruiters volunteer with local community organizations.
We post some jobs to niche disability job boards.
Our college recruiters include target schools like NTID (National Technical School for the Deaf) at Rochester Institute of Technology on their schedules.
Our Social networks have emphasized special events and/or accommodations in hiring.

15. What additional evidence would a disabled person come across that would suggest you welcome their participation in the recruiting process (as opposed to the work environment)?