Finding the right candidate for a position is exciting. Your new hire is ready to learn about your company while you are happy to welcome a qualified team member to the department. However, there’s a large gap between the accepted offer and the first day on the job. This is a period of paperwork, tax forms, and general overall onboarding.
Don’t ignore the importance of accessibility in your hiring process. You don’t want to frustrate or isolate a candidate because you aren’t prepared to bring them on to the job. Follow these steps to optimize your hiring and create a smoother experience for your employees.
Provide clear remote work policies
The post-COVID era has unleashed a new outlook on remote work. More companies are looking to offer remote options or hybrid work, where employees visit the office a few days each week. However, many companies aren’t clear about their remote policies or continue to adjust them every few months.
Implementing a consistent remote work policy can increase employee satisfaction and productivity. According to an analysis by McKinsey and Co., “employees who feel included in more detailed communication are nearly five times more likely to report increased productivity.”
Make remote work part of your job offer. Include detailed information on when your candidate can work remotely and when they need to be in the office. Not only will this clear policy communicate stability, but it can help your new employees plan their travel to the office.
Consider implementing flexible work hours
Along with clarifying your remote work policy, make sure your work hours are also part of your offer letter. This is particularly important if you offer flexible work hours, as opposed to mandating a nine-to-five schedule.
Flexible hours increase accessibility in multiple ways:
- Flexibility enables employees to schedule doctor’s appointments and physical therapy during the day without missing work.
- Flexible hours can help employees who need extra time in the mornings or who use public transportation.
- Flexible work time also benefits families who don’t want their kids to be home alone while they work.
According to the Gartner 2021 Digital Worker Experience Survey, 64 percent of job seekers are more likely to consider a role that offers flexible hours than one that does not. Additionally, 43 percent of employees say flexible hours were the main reason for increases in productivity.
Flexibility increases accessibility, but it can also boost recruitment, retention, and productivity.
Offer BYOD as an option
A bring your own device (BYOD) policy allows employees to bring technology from home to use at work. This policy often allows employees to use devices the company couldn’t afford and makes remote work easier because all of their work is on one computer. However, BYOD also intersects with accessibility.
- BYOD policies allow employees to bring assistive devices that help them work.
- BYOD policies let employees use technology they are already familiar with, rather than requiring them to learn new tools or systems.
- BYOD policies can take the burden off of the employer to provide the right technology for the needs of an employee.
While BYOD is useful, there are multiple considerations that your organization needs to keep in mind when allowing it. First, if an employee uses a device for work, make sure they receive a stipend for it. This includes the cost of the device and any wear that is caused by using it at work.
Next, personal devices can open the door for security threats. Work with your IT department to ensure personal devices are secure and include remote wiping software that you can use if a device is compromised.
Not every employee who uses assistive technology will be willing or able to bring their devices from home, so use BYOD as an option rather than an expectation for team members.
Gather any tools or assistive devices ahead of time
If you can’t implement a BYOD policy at this time, take steps to gather any information for your new hire ahead of their start date. Few things are more annoying to an employee (and their manager) than starting at a company without an email address, phone number, desk, and other systems. Your employee will be left to sit helplessly at their desk during their first few days.
Work with your new team members to ask about any assistive tools they use. Make sure these are delivered and ready for use before your new hire begins. Not only will this make the onboarding process smoother, but it can also make your team members feel more included.
Preparedness proves that your company is used to working with all workers and already has an inclusive environment.
Assign each new hire an onboarding assistant
Within your human resources team, assign each new hire an assistant who can help with the hiring and onboarding process. This team member serves multiple purposes:
- The assistant becomes the point of contact for all questions related to the first day of work and the days that follow.
- The assistant ensures each employee has the right tools and resources so they can do their jobs.
- The assistant pulls together onboarding paperwork, schedules training, and prepares the new hire to start at the company.
Oftentimes, new employees are handed off to their managers on the first day. Their managers might not have the answers to onboarding questions, leaving the new hire confused about who to reach out to. Having a dedicated assistant means there is always a lifeline to call if your new hire needs help.
Create a positive first impression when hiring
Your new employees learn a lot about your company during the hiring process. They learn how organized your business is. They also learn whether your company has hired employees with disabilities before and if you are prepared to accommodate individual needs.
A smooth hiring process lets new employees know that they made the right decision in choosing your company. It signals that you will be able to accommodate them and help them grow professionally.
Evaluate your hiring process with an accessible eye to help your new candidates start their careers successfully.
The modern workplace requires managers to consider both physical accessibility and digital accessibility for team members. Use our guides to improve your workplace to help any employee thrive.
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