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:
Conference Code:
Submit questions at any time during the presentation:
Type directly into the Chat window your screen
using #PEATTalks
Captioning is available:
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3. PEAT 2015 Survey Results on eRecruiting & Accessibility
Need info from Corinne

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 Partnership Perkins.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
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 /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
28% HR professional
26% senior management/leadership
16% recruiter
4% hiring manager

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
Image Description:
Dominique is a manager at Van Ness Inc. She is a hot yoga enthusiast, sells handmade rings on Etsy, and is a loving mother to her Corgi dog, Adele. There is a lot of pressure on her to fill the head customer service rep position as soon as possible.
Sebastian, the candidate, is a customer service rep at Van Ness Inc's competitor. He is an avid Crossfitter (aiming for a rope climb personal record torday) and is perfecting his cherry double-chocolate cookie recipe. He's a top performer ready to take the next step in his career.

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
Answer: A or B – ask Sebastian which method he prefers

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 the PDF to Sebastian
Ask Sebastian what format he prefers for electronic documents
Answer: B – the scanned PDF will likely not be accessible with a screen reader

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
Answer: A and B

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?
Support Sebastian by mentoring him, providing references, and alerting him of opportunities at the organization
Talk to HR about Sebastian’s growth
Oftentimes it takes awhile for inclusive practices to penetrate the entire organization - some departments may be more inclusive than others.

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