How To Make The Recruitment Process Inclusive for Deaf Candidates?
The opportunity limits for candidates with hearing loss condition is a long time problem that should be ended now. Almost 74% of deaf people in a recent survey held by NHS England felt their opportunities to get a job are limited due to their hearing loss condition.
Within this unfortunate reality, we face the problems which some people with disability can't do a job equally like the others. To solve this long time problem, employers can do a few things. There are four steps HR leaders can provide to ensure their recruitment process can be inclusive for every candidate, including the one who has hearing loss condition.
Share Clear Requirement on Job Announcement
HR leaders should consider putting a clear requirement list on job adverts which says that this opportunity is equal for any candidates. They should affirm that they will fully support everyone with disabilities to fulfill their potentials. In addition, to demonstrate this commitment, they should provide job adverts in a friendly way to the disabled.
Ensure The Convenience of Recruitment Process
To persuade more deaf candidates to apply, HR leaders should state the simplification of recruitment process accessibility. To prove it, they need to adjust application process for deaf candidates by using BSL Interpretation tools or doing anything necessary to provide a simpler recruitment process.
Communicate To Applicants For Better Understanding
HR leaders shouldn’t assume every deaf candidate is equally the same. Even everyone’s needs are different. Therefore, they should build communication with deaf candidates to fully aware of what adjustments that the candidates actually needed.
Provide Ongoing Support
Only up to persuading stage to deaf people to apply on the roles isn’t enough. HR leaders should clearly state they are okay with having deaf employees work on their company. They need to explain and discuss that it is necessary to manage workplace adjustments and provide equipment to support deaf employees to work.
Overall, with the right adjustment steps and employer support, hearing loss can’t be a barrier between workflow processes. If any, it can make a revolutionary huge step to make a better workplace that equally welcoming every people with any condition. By giving hearing loss people the support they need, and educating the entire workforce, the company will profit from the diverse skills and talents many deaf people have to offer, and employees with hearing loss will be benefited, too.
Have you ever reconsider to fully support hearing loss candidates on the recruitment process?