“…when employers are presented with options that ultimately enhance company operations, add value to the company in some tangible way, and that feature the competent support from agents who represent the job seeker they are likely to have positive views of disability in the workplace.”
Evidence expert
Overview
Many employers have limited understanding of the benefits of working with employment service providers, or of employing people with disability. At the same time, they often overestimate the costs and challenges of both, especially compared to their usual recruitment methods. Some employers also carry negative perceptions based on past experiences, such as receiving large numbers of poorly matched or ‘low-quality’ candidates. Others find the range of service providers confusing or lack clear information about what they offer.
To overcome these low expectations, it is critical to understand the benefits employers gain when they engage with employment services and hire well-matched candidates with disability. Australian research demonstrates these benefits clearly.
“The biggest benefit for us is retention … I would honestly say 50% of our people would not still be here today without the assistance … we’re retaining people and they’ve had support all the way through [from the employment service provider]”
Employer
Documented benefits to employers include:
- Links to diverse talent pipelines and larger pools of candidates
- Access to candidates with pre-employment training
- Tailored pre-employment assistance for candidates (e.g. travel to work planning, financial assistance for work clothing, Working with Children checks etc.)
- Assistance with candidate sifting and matching
- Faster hiring processes
- Savings in time and recruitment costs (e.g. advertising and agency costs)
- Assistance with onboarding new employees
- Increased retention of employees via post placement support
- Building HR capability - or providing these skills where they aren’t available, such as in small and medium enterprises
- Contributing to corporate social responsibility goals and/or recruitment targets
- Increasing employer reputation with customers and community, including consumer branding as part of business marketing
- Access to government funding (e.g. wage subsidies or funds for training)
- Making a positive difference to people’s lives by offering employment opportunities.
The business case for disability employment is well-established. Benefits of employing people with disability include:
- diverse perspectives, skills and talents which enhance a diverse and inclusive workplace culture
- lower absenteeism compared to employees without disability
- fewer occupational health and safety incidents.
Key strategies for success
- Identify the benefits to employers: understand the employer’s needs and demonstrate how hiring with support will meet them.
- Create value for employers value: identify ways a job seeker can add value to the business, including uncovering hidden job opportunities.
- Be a resource to employers: provide tailored, solution-focused support before, during, and after employment.