Understanding the Job Search Experience

for Candidates with Disabilities Tania Lavin, Allegis Group June 24, 2014

Objectives • Understand job search attitudes of candidates with disabilities (CWD)

• Identify how the job search experience differs between CWD and

candidates without disabilities (CWOD)

• Identify opportunities for employers to improve

Methodology • GettingHired emailed the survey to candidates with disabilities

• Aerotek emailed the survey to recent applicants*

Responses

About The Research

2

Candidate Group Responses

Candidates with Disabilities 328

Candidates without Disabilities 255

* 1% of randomly selected Aerotek applicants self-identified as disabled

• Candidates with Disabilities (CWD)

• Candidates with Disabilities (CWD) vs.

Candidates without Disabilities (CWOD)

• Deeper Dive on Candidates with Disabilities

(CWD)

• Advice for Employers

Agenda

3

CWD: Demographics

4

Educational Attainment

Some high school 1%

High school graduate/GED 12%

Technical/trade/vocational school 5%

Some college 20%

Associates Degree (2 year) 17%

Bachelor’s Degree (4 year) 28%

Masters Degree or higher 17%

Occupation

Administrative/office support 28%

Customer service/call center 21%

Industrial/manufacturing 11%

Scientific or clinical 9%

IT 8%

Marketing 7%

Sales 6%

Engineering or technical 5%

Finance/accounting 4%

Legal 1%

Employment Status

Employed in a permanent job 30%

Employed in a temporary job 14%

Unemployed 49%

On disability leave 7%

Visibility of Disability

Not apparent 40%

Somewhat apparent 37%

Very apparent 23%

Veteran Status

U.S. Veteran 20%

Not a U.S. Veteran 80%

Gender

Male 42%

Female 58%

5

CWD: Active Job Seekers

Question: Do you plan to look for a new job in the next twelve months? What type of work will you look for?

• 87% will look for a job in the next 12 months

73% are open to a temporary assignment

84% would be open to a temporary assignment if there were the possibility of becoming full-time

Full-time, 58%

Part-time, 36%

Temporary, 6%

6

CWD: Employee Value Proposition (EVP)

Most Important When Choosing a New Job

1. Opportunity for consistent employment (56%)

2. Diversity/disability friendly environment (54%)

3. Location (47%)

4. Flexibility (45%)

5. Benefits (37%)

6. Compensation (32%)

7. Career advancement opportunities (28%)

8. Manager/supervisor (22%)

8. Company culture/brand (22%)

Question: Using the scale provided, please indicate how important each factor would be to you when choosing a new job.

• Do job descriptions unnecessarily

screen out applicants with disabilities?

• Do your job descriptions appeal to

people with disabilities?

7

CWD: Job Search Frustrations

Question: What frustrates you during a job search? Select all that apply

51%

58%

Job descriptions are too restrictive

Not enough or any positions that fit my skills and qualifications

CWD: Disclosure Timing

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Timing of Disclosure

When applying 22%

When invited to interview 9%

During the interview 21%

After the interview but

before an offer is made 2%

After I receive an offer 5%

After I accept an offer 4%

First day on the job 3%

After I have proven my

skills on the job 10%

Never 24%

54% Before An

Offer

21% After The

Offer

NEVER!!!

CWD: Most Critical to Disclosure Decision

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• Why do candidates with disabilities choose to disclose/not disclose?

Question: Using the scale provided, what impact do the following have on your decision to disclose or not disclose a disability?

81% Job Security

is important when deciding

whether to disclose

78% Disability inclusiveness/

friendliness of employer

72% Whether the employer actively

recruits people with disabilities

66% Need for accommodations

CWD: Less Critical to Disclosure Decision

10

• Fewer candidates with disabilities

mention the following as important to

their disclosure decision

Question: Using the scale provided, what impact do the following have on your decision to disclose or not disclose a disability?

43% Whether the employer has a

recruiter with a disability

48% Whether the employer has an

affinity group for PWD

49% Whether other employees have

disclosed successfully

49% Co-workers

Candidates with Disabilities

vs.

Candidates without Disabilities

CWD vs. CWOD: Demographics

12

Educational Attainment CWD CWOD

Some high school 1% 2%

High school graduate/GED 12% 8%

Technical/trade/vocational school 5% 9%

Some college 20% 23%

Associates Degree (2 year) 17% 18%

Bachelor’s Degree (4 year) 28% 31%

Masters Degree or higher 17% 9%

Occupation CWD CWOD

Administrative/office support 28% 19%

Customer service/call center 21% 13%

Industrial/manufacturing 11% 19%

Scientific or clinical 9% 8%

IT 8% 3%

Marketing 7% 2%

Sales 6% 3%

Engineering or technical 5% 28%

Finance/accounting 4% 3%

Legal 1% 1%

Employment Status CWD CWOD

Employed in a permanent job 30% 34%

Employed in a temporary job 14% 21%

Unemployed 49% 45%

On disability leave 7% -

Visibility of Disability CWD CWOD

Not apparent 40% -

Somewhat apparent 37% -

Very apparent 23% -

Veteran Status CWD CWOD

U.S. Veteran 20% 27%

Not a U.S. Veteran 80% 73%

Gender CWD CWOD

Male 42% 65%

Female 58% 35%

CWD and CWOD Agree About…

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Job Market Competitiveness

Prospective Employer

Communication

Prospective Employer

Feedback

However, CWD Are…

14

Less Likely to Feel Optimistic

After Interviews

Less Likely to Feel Welcomed by

Prospective Employers

More Likely to Feel Discriminated

Against by Prospective

Employers

CWD vs. CWOD: Post-Interview Optimism

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CWD are 14% less optimistic

after telephone interviews

than CWOD

CWD are 20% less optimistic

after face to face interviews

than CWOD

CWD vs. CWOD: Experience with Employers

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18% fewer feel welcomed

by potential employers

23% more have felt

discriminated against by a

potential employer

CWD vs. CWOD: Experience with Employers

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18% fewer feel welcomed

by potential employers

23% more have felt

discriminated against by a

potential employer

What are the

consequences?

Equal and Fair Treatment

18

30%-55% fewer agree that

potential employers treat all

candidates equally

25%-39% more have had a

hiring manager ask an illegal

or unethical question during

an interview

• Candidates with disabilities who do not feel

welcomed or who have felt discrimination:

Post-Interview Optimism

Telephone Interviews:

35%-48% difference in post-

interview optimism

Face to Face Interviews:

6%-16% difference in post-

interview optimism

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• Candidates with disabilities who do not feel

welcomed or who have felt discrimination:

Job Search Frustrations

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12%-14% more are

frustrated by the lack of

employer training

13%-24% more are

frustrated by workplaces that

are not disability friendly

• Candidates with disabilities who do not feel

welcomed or who have felt discrimination:

Disability Disclosure

21

18%-21% more say it is

easier to find work if you do

not disclose

5%-16% fewer disclose prior

to receiving an offer

• Candidates with disabilities who do not feel

welcomed or who have felt discrimination:

CWD’s Advice to Employers

22

• Treat candidates equally

– “Treat me as you would any applicant”

• Include only the necessary qualifications in your job descriptions

– “Keep a strong focus on the primary needs of the position”

• Focus on ability, not the disability

– “Look beyond my disabilities and look at my accomplishments”

– “Ask questions about my qualifications and skills”

– “Demonstrate that my disability doesn't matter”

• Consider flexible working solutions

– “Explain what the performance goals are, and what flexibility is permitted to achieve those goals”

• Allow candidates to prove themselves

– “Give me the opportunity to prove/show that I can get the job done”

CWD’s Advice to Employers (continued)

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Employers need to learn that people with disabilities are just as capable as someone without disabilities.

• Prepare when interviewing candidates with disabilities

– “Learn more about the disability if they know about it before the interview”

• Invest in sensitivity and interview training

– “Teach hiring personnel how to avoid discriminating against people with disabilities”

– “Educate hiring personnel on illegal questions”

– “Use disabled employees to administer employer-sponsored diversity training”

– “Refresh employee training”

• C-level involvement

– “It starts from the top down. If the top executives make it known as a intricate part of their workplace culture and have checks and balances in place to ensure lower level executives and employees know that individuals with disabilities are an asset to the company”

Where To Invest

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Marketing

Workplace

Accessibility Structured

Interviews

Performance

Management

Job Descriptions Training