Article from TLNT, Talent Management & HR

“Every business seeks improvement, whether that’s through bottom-line improvement or finding the best candidates to fill certain positions. Sometimes the two objectives go hand-in-hand, and actively seeking diverse candidates can help businesses improve both of these objectives. Diversifying your staff has been proven to lead to positive outcomes for multiple aspects of a business, but has your team ever thought about diversity in broader terms than a person’s race or gender? Recent trends have shown that businesses are beginning to embrace people with disabilities as a group to retain for a competitive advantage.

Disability inclusion allows businesses to receive additional financial incentives and tax breaks, fulfill hiring goals set by federal contractors and improve productivity, overall morale and corporate culture. However, sometimes, a company’s hiring practices can unknowingly screen out people with disabilities. The company I work for, Tangram Business Resourcing, works with businesses helping them to recruit, employ and retain people with disabilities. We’ve found that changing some hiring practices can help businesses better recruit and retain a talent pool that includes people with disabilities.

All businesses start with recruiting talent. HR professionals want to find the best candidates for their open positions, and recruiting practices dictate the types and quality of candidates that are ultimately attracted to these positions. Recruitment practices vary depending on the type of company, but common ways to recruit include industry-specific mailing lists, job fairs, hiring from within and advertisements. These options all work, but there is always room to improve your practices in order to achieve a more diverse staff.”