PEAT Talks: Teaching Accessible eRecruiting as a Business Strategy

1. PEAT Talks: Teaching Accessible eRecruiting as a Business Strategy January 19, 2017 Rachel Kerrigan, Perkins-Business Partnership

2. Logistics • Audio is also available over a phone line: • Dial in number: 1-866-365-3921 • Conference Code: 7247886139 • Submit questions at any time during the presentation: • Type directly into the Chat window your screen • Email info@PEATworks.org • Tweet @PEATworks using #PEATTalks • Captioning is available: • http://www.captionedtext.com/client/event.aspx?CustomerID=1314&EventID=3130459

3. PEAT 2015 Survey Results on eRecruiting & Accessibility

4. PEAT Accessible eRecruiting

5. Why Perkins School for the Blind? “Our educational goal is to prepare students for a successful transition to life beyond the classroom.” -Dave Power, President and CEO, Perkins School for the Blind • On Campus • Prepare students with independent living and vocational skills • Off Campus • Students participate in work experience opportunities at local businesses • Educate the business community about accessibility and workplace inclusion

6. Perkins-Business PartnershipPerkins.org/PBP

7. Why is this important to businesses? • Diversity is more than race and gender • It’s a competitive strategy • Bring in new talent and retain current talent

8. Introduction to Inclusive Talent Acquisition, a free online course co-developed with Harvard Extension School, gives hiring managers and recruiters the tools they need to attract, interview and onboard qualified candidates with disabilities.  Winter Session: January 10 to March 6 Spring Session: March 14 to May 8 2017/2018 Dates TBA Enroll now for the Winter Session >> Watch the course trailer to learn more >> Introduction to Inclusive Talent Acquisition Learn more: Perkins.org/edX

9. Introduction to Inclusive Talent Acquisition: Fall 2016 Pilot Review 1,034 participants from 115 different countries Breakdown by Occupation

10. Introduction to Inclusive Talent Acquisition: Fall 2016 Pilot Review BEFORE THE COURSE AFTER THE COURSE • 26% of participants know strategies for effectively recruiting candidates with disabilities • 27% of participants understand what questions are appropriate to ask during an interview • 26% of participants know strategies for effectively onboarding employees with disabilities • 89% of participants know strategies for effectively recruiting candidates with disabilities • 90% of participants understand what questions are appropriate to ask during an interview • 92% of participants know strategies for effectively onboarding employees with disabilities

11. Introduction to Inclusive Talent Acquisition: Fall 2016 Pilot Review What did participants have to say? "Simple and practical.“ "The videos were fantastic!“ "I enjoyed the real life, personal stories." “An engaging way to be educated and feel empowered.” “Very good use of my time.” “I found myself wanting more!” “Definitely an eye opener.” “I got more than I bargained for.”

12. Questions?

13. The Employment Lifecycle: Dominique and Sebastian

14. 1. Recruitment: Paper Forms The Situation: Sebastian is looking forward to his interview at Van Ness Inc. but didn’t disclose his visual impairment in advance. Dominique realizes that Sebastian has to fill out a paper form for HR. • What should Dominique do? • Fill out the form with Sebastian and write in his responses • Send Sebastian the form in an accessible electronic format following the interview • Reschedule the interview

15. What should Dominique do in the future? • Talk to Human Resources and request the form be made into an accessible web form. • Make it a best practice to ask about accommodations during the phone screen • For ex: “During the in person interview, we ask candidates to fill out a paper form. Do you require any accommodations to complete the form?”

16. 2. Hiring and Onboarding: New Hire Manual The Situation: Sebastian landed the job and he starts in one week. Dominique realizes the New Hire Manual is only available in a printout format. • What should Dominique do? • Scan the New Hire Manual and email the PDF to Sebastian • Ask Sebastian what format he prefers for electronic documents

17. What should Dominique do in the future? Convert the New Hire Manual Binder into an accessible electronic document instead of using a printout – it’s better for the environment too!

18. 3. Work Immersion and Productivity: New Software The Situation: Sebastian has been working at Van Ness for 3 months. At his weekly check-in with Dominique, Sebastian expresses his concern that the company is changing their customer relationship management software next month. What if it’s inaccessible with his screen reader? • What should Dominique do? • Ask IT if Sebastian can test out a demo of the software • Ask IT if the software is accessible with screen readers • Reevaluate Sebastian’s job responsibilities

19. What should Dominque do in the future? Work with IT and Human Resources to make sure that accessibility is a priority with all software purchasing decisions

20. 4. Career Advancement: Promotions The Situation: Sebastian has been in his role for 2 years. He was in the running for a management job in their product development division but lost out to an external candidate, even though he has more experience and great references at Van Ness. What should Dominique do?

21. Key Takeaways • Short vs. long term solutions • Think of the entire employment lifecycle – not only hiring • Everyone has a responsibility to make accessibility a priority

22. Thank you! Any questions? Rachel Kerrigan Community Resource Manager, Perkins School for the Blind Rachel.Kerrigan@Perkins.org