Below are some specific strategies you can use with your Human Capital partners to ensure you are recruiting people with disabilities.
- Include the opinion of Federal employees with disabilities in the creation of your brochures, videos, and other materials. Consider using graphics and photos that represent people with disabilities.
- Ensure that information and communication technology/electronic media are accessible and usable for people with disabilities (e.g., all videos should be captioned and audio described).
- Make a clear statement in recruitment and other appropriate materials about your agency's readiness to provide accommodations for applicants with disabilities, and make the materials available upon request in alternate formats.
- Insert a nondiscrimination clause in all written materials.
- Contact your Selective Placement Program Coordinator (SPPC) or a Special Emphasis Program Manager (SEPM) or agency recruiter before an open position is announced to obtain qualified applicants for consideration under the Schedule A hiring authority and to discuss staffing plans for meeting future workforce requirements.
- Improve the ability of recruiting and outreach teams to interact with applicants with disabilities through training and mentoring.
- Since people with disabilities enter Federal service by various means, it is important to post job information in locations and formats (including Web sites like usajobs.gov) that are fully accessible to persons with disabilities.
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