Recruitment Best Practices

“Our interns are completely integrated into the workplace and it really has a phenomenal cultural change in their departments…. New physicians are always reaching out to me because they want to start an intern program in their departments."

Notable recruitment channels included: overall company messaging, internship programs, extended interview strategies, mentoring, and specific job postings. It's important to have a presence in traditional recruitment channels such as career fairs and university recruitment events. Internal recruitment efforts can be helpful as well - in which employees recommend individuals they feel are good candidates. In addition, partnering with unions, nonprofits and/or government organizations that support recruitment efforts. Notable partner organizations across the U.S. can be found here.

company messaging.

In terms of overall company messaging, recruitment should be apart of the global strategy. It is improtant to integrate inclusion into the message the company uses to present itself. Including individuals with disabilities in stories, images, and leadership messaging demonstrates the company commitment, but also helps the company to see opportunities for inclusion.  

internship programs.

Internship programs are a fantastic way to integrate diversity and inclusion within the company. An example are an internship program that is 9 months long, teaching marketable skills to individuals with developmental and physical disabilities. The program would not guarantee employment, but it rather promise full integration in the working environment, in an effort to provide participants with invaluable professional experience. And who knows, you may come across some fantastic candidates you may have not otherwise have met. 

extended interview.

There is a company working on the development of a global strategy that integrates individuals with autism successfully into the workforce. A key aspect of the strategy includes a four-week interview process. Candidates with autism are selected for their skill sets as they apply to specific jobs. In lieu of a traditional interview, candidates have the option to do an integration interview. The first week is known as the “individual comfort zone” in which the candidate can acclimate themselves to the work environment; the following two weeks are known as the “team comfort zone” in which the candidate interacts with managers and colleagues. The goal is that by the time they are finished, they are already familiar with their mangers, team members, and HR – and in cases when the interview is successful, the candidate is also trained and ready to start. Imagine if you're company took the time to get to know candidates on this level - the opportunity to hire great candidates beyond the traditional interview process opens the doors to high performers.

mentoring day.

Having a mentoring day with young adults with autism is a fantastic effort to expose them to the workplace. A mentoring day also serves to demystify the diagnosis for the company employees, which helps ease the integration of individuals with autism who may join their teams.

specific-population job posting.

And finally, don't forget to include specific-population job postings in your integrated communication strategy. Have the job posts include skill sets that are specific to individuals with disabilities. This is helpful because it provides opportunities to high performers who may not otherwise be recognized.