Disability recruitment and selection best practices

  1. Source candidates from disabled job-seeker candidate pools available through state agencies that provide vocational and employment services (e.g., DVR, DSB, and WorkSource).
  2. Source candidates from external support services and networks that support disabled job-seekers.
  3. Use the state’s Supported Employment Program.
  4. Provide instruction to recruiters on screening and interviewing job candidates with disabilities.
  5. Provide instruction to hiring managers on interviewing job candidates with disabilities.
  6. Provide instruction/guidance on interviewing candidates with disabilities.
  7. Conduct a secondary review of disabled candidates who are screened out of the early stages of the hiring process to ensure there were no barriers to their full consideration.
  8. Ensure that job announcements identify the agency as an equal opportunity employer and encourage persons with disabilities to apply.
  9. Ensure that recruiting and application materials are available in alternative accessible formats(e.g. braille, large print, and electronic)
  10. Ensure that all recruitment materials include specific instructions on how to request accommodations.
  11. Ensure that job announcements use plain language that clearly describes required qualifications and job duties.
  12. Review and determine essential functions for all job positions to ensure that there is clarity on concepts like “Have the ability to attend field office meetings” as opposed to "Washington state driver license required."
  13. Ensure that persons with disabilities are represented in external communications, recruitment posters, and other relevant materials.
Last updated
Wednesday, November 15, 2023
This question is for testing whether or not you are a human visitor and to prevent automated spam submissions.