I have always maintained that disabled job seekers don’t use disability specific job boards when searching for a job, not least that I wouldn’t if I was searching for a role now; I would use the same channels as any other person looking for a new role.
For any organisation looking to target the talents of disabled students first impressions across all touch points in the early stages really count. Every interface the student encounters, from your website and careers events to company representatives who will engage with the student, must consistently make them feel that you are inclusive of everyone, including those with disabilities.
It has been found that 70% of people now look to reviews prior to making any career decisions * highlighting that young people trust reviews from their peers and like to read first-hand what it’s like to work at specific employers before they apply.
For employers looking to target disabled students this is key. Having publicly available employee stories should be a major part of their Disability Recruitment Strategy if they are to ensure that their organisation is being considered by the increasing talent pool of disabled applicants.
With the 25 year anniversary of the introduction of the DDA fast approaching, questions will be no doubt be asked about how effective it has been.
When it comes to employment, the facts are stark: there are 7.6 million disabled people of working age in Britain, of whom 51.5% are in employment, compared to 81.7% of non-disabled people. This suggests that, whilst progress has been made, there is still much work to be done. But what is it that needs to be done, and who needs to do it? Read more
The marketplace is predicting that in 2019 many employers will continue to have to compete in an increasingly tough marketplace, typified by skills shortages, and that they will need to differentiate by improving the candidate experience. Employer branding has for a number of years been reported as a key trend to enable differentiation in attracting talented candidates.
