1. Home
  2. Blog
  1. Home
  2. Blog
  3. Making the business case for disability recruitment

Making the business case for disability recruitment

Making the business case for disability recruitment

It's no secret that there is a growing need and trend for all organizations to focus on increasing inclusivity within their recruitment strategies.


The impact of 2014 revisions to Section 503 of the Rehabilitation Act means organizations with federal contracts must have at least seven percent of their workforce made up of individuals with disabilities. Meanwhile, the shortage of sufficient talent across many sectors means businesses should be looking to supplement their recruitment strategies with this highly skilled, often overlooked community of job seekers.

Indeed, with 20 percent of Americans having some sort of disability, this is a diverse group that offers significant untapped potential for employers. It is therefore a community that companies should be actively targeting within their talent acquisition efforts.


How can recruitment of people with disabilities help your business?

One of the most important aspects of any effective recruitment strategy is ensuring return on investment, and with hiring individuals with disabilities this can be easily achieved.


Workers with disabilities tend to show greater loyalty to their employer than other groups, meaning there is a greater likelihood of retention of these employees. This provides significant gains in terms of lower costs for replacing those leaving the business and a more long-term benefit of training and upskilling within this group.


Furthermore, the American Community Survey highlights that 14% of individuals with disabilities hold either a Bachelor’s or Advanced Degree, meaning that there are potentially millions of job seekers with the necessary skills and qualifications to excel within your business. And for disability recruitment solutions like GettingHired, the skill levels can be even higher - GettingHired’s Voice of the Jobseeker Survey in 2015 found that 54 percent of its job seeker community held a Bachelor's or Advanced degree.


Developing a more diverse workforce also helps improve recruitment outcomes in the long-term. If individuals with disabilities can see from the outset that an employer is inclusive to their community, they are likely to be more inclined to apply for jobs - a self-supporting process that improves with time and investment.


Offering more than just access to talent

Organizations that partner with Getting Hired can be assured they will receive only the highest standard of service when seeking to find the best candidates to expand their workforce. By partnering with us, you will receive a full service model - not simply access to talent, but also support in training and development of your recruiters and promotion of your employer brand across the disabilities community.


Detailed metrics enable Getting Hired to provide insight for our clients for hiring people with disabilities within their industry and beyond. Our years of experience in specializing in this field mean we are able to get your jobs more easily in front of a receptive and responsive community of individuals with disabilities.


For those interested in learning more about the benefits of hiring people with disabilities and why your business should increase its talent acquisition efforts in this area, connect with our team by contacting us on our website!

Related Content