Welcoming People With Disabilities: Making Hiring More Adaptable
The unemployment rate for people with disabilities is typically at least twice as high as it is for those without disabilities, according to UN data. But according to a survey by SHRM, 97% of HR managers said that employees with disabilities perform the same as, or better than, their peers who don’t have a disability.
When researchers at Rutgers and Syracuse universities sent out more than 6,000 fictitious resumes and cover letters for advertised accounting jobs, employers expressed interest 26% less often in candidates who disclosed a disability in their cover letter. The study also found more experienced, senior-level candidates with disabilities are 34% less likely to receive interest, despite high levels of qualifications that are equal to those of candidates without a disability.
Even though the Americans with Disabilities Act has been around for decades, traditional hiring methods often perpetuate discriminatory practices against people with disabilities. But AI technology is a promising solution that can make the hiring process more fair and inclusive, which benefits job seekers and hiring organizations alike.
Traditional Interviews a Barrier to People With Disabilities
Conventional face-to-face interviews can perpetuate bias in several ways. Nonverbal cues, such as body language and appearance, can influence interviewers’ perceptions and decisions. This means that interviewers may unconsciously favor candidates based on factors like their race, gender or physical presentation.
Unfortunately, this type of bias can also be intentional – for instance, if an interviewer incorrectly believes that a person who uses a wheelchair is automatically less capable of doing the job.
Interviewers also may inadvertently favor candidates who are similar to them in terms of background, experiences or abilities. These biases can result in discriminatory practices that hinder diversity and inclusion efforts within organizations.
Biases held by hiring managers or recruiters aren’t the only concern. In-person or video interviews can create a significant challenge for people with disabilities, leading to stress or anxiety and hampering their ability to perform at their best. For example, people with autism spectrum disorder or those who stutter can find in-person or video interviews particularly stressful.
Additionally, individuals with dyslexia and other learning or language disabilities may struggle with timed online selection assessments, underscoring the importance of identifying and eliminating these barriers.
So if conventional interviews are potentially unfair to candidates with disabilities, what is the most inclusive way to conduct interviews?
Chat-Based AI Interviews Reduce Discrimination
Using a chat-based AI interview that is untimed helps reduce discrimination against those with disabilities while also creating a more positive experience for candidates overall. This format is particularly helpful when traditional in-person interviews, video interviews or timed assessments may cause stress or discomfort that would make it difficult for the candidate to express themselves freely and adequately demonstrate their skills.
It’s also critical that candidates can give feedback after the interview process, so that your organization can continually improve the process based on real candidate experience.
How does an AI interview differ from a traditional interview? Your AI-powered interviewing should include:
- Structured interview process: All questions are based on specific traits and qualities defined as necessary for the job as well as company values, ensuring consistent evaluation criteria.
- Automated screening and ranking: AI interviews, screens and ranks every applicant objectively, shortlisting only the most suitable candidates.
- Mitigating bias: Conducting interviews over chat developed using responsible AI reduces unconscious biases. Continued monitoring is needed to ensure the process and tools are fair and unbiased.
- Data-driven continuous improvement: Collecting comprehensive analytics on candidate performance to ensure evidence-based hiring decisions and continuous improvement.
A More Inclusive Process Benefits Everyone
True diversity and inclusion starts with the way you hire. A chat-based AI interview allows people with disabilities and neurodiversity – real people, with real ambitions – to represent themselves fairly. Being more welcoming to applicants with disabilities will result in a more diverse workplace, where people with different perspectives and experiences can contribute to innovative problem-solving and creative thinking.
Hiring individuals with disabilities promotes an inclusive work culture where all employees feel valued and respected, leading to higher morale and teamwork. But that positive feeling goes beyond the walls of your company – a survey by the University of Massachusetts found that 92% of respondents viewed companies that hired people with disabilities more favorably than companies that did not. So it’s time to ensure that your process is fair and inclusive toward people with disabilities.
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