Not having inclusive recruiting processes prevents employers from reaching qualified people with disabilities.

Restrictive processes can take the form of:

• Websites with small print and other inaccessible design features
• Selection software that screens for experience and other requirements that many people with disabilities may not have been able to access
  
• Not making it clear on job advertisements that your company upholds an inclusive hiring policy and will work with potential new hires to accommodate disabilities

Here are a few ways to improve the recruitment process:

• Contact a local advocacy group for resources and information to support a bias-free recruitment and selection process
• Make reference to disabilities in your job postings, and post job ads in alternative formats
• Look beyond traditional, mainstream sources for job applicants
• When you schedule each job interview, ask if the applicant has any accommodation needs
• Ensure the interview site is accessible
• Discuss with front office staff how to interact appropriately with people with disabilities before the interview takes place
• Be aware of what you can and cannot ask during a job interview and only ask for what is relevant to the job
• Instead of asking if an applicant can fill the job requirements, change the wording and ask how they will fulfill the job requirements
• Make the selection process consistent for all applicants
• Understand that the candidate is not defined by their disability, and they should be judged in the same way as any other applicants

Here are a couple of the benefits that businesses will receive when they commit to an inclusive hiring policy:

• By hiring people with disabilities, companies are rewarded with loyal employees with resilient work ethics and positive attitudes that are instilled into the entire team. The work environment becomes more inclusive and customers who frequent these businesses even report higher levels of satisfaction.
  
• For small businesses in particular, who may have difficulty attracting qualified candidates because they cannot offer the same salary and benefits as larger employers, overlooking capable candidates can mean having to settle for mediocrity. In the long run, not hiring the best workers available, regardless of whether they are disabled, can hinder the chances for small business success.