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Five Ways to Shorten the Hiring Process for Deaf Job Candidates

Shortening the hiring process is time-saving and cost-effective for any company or organization. By doing this, it can lessen the risk of losing top deaf talent to other employers. The long hiring process can alienate deaf and hard of hearing job candidates into taking another job elsewhere. Let’s see how the hiring process can be effectively shortened and planned out!

1. Good and Targeted Advertising

The first and preliminary step to hiring is putting up a well-written job advertisement and defining your target audience. Moreover, deciding the best way to advertise for the job position vacancy is also critical. For example, if the position specifically targets deaf and hard of hearing people, then the advertisements can be put up primarily on deaf-related job sites, including niche-oriented social media channels. According to the latest research, around 79 percent of job seekers use the Internet for their job search. This number increases to 86 percent of job seekers who are in the first ten years of their careers.

2. List Job Duties and Qualifications Clearly

Employers or hiring managers must clearly list the job duties and qualifications in the job advertisement as well as a list of skills that the deaf or hard of hearing candidate is expected to have. This first step can help the job candidates decide if they are qualified for the job and not to waste their time and employers' time if they are not qualified. Shortlisted job candidates with the right experience and skills can then be interviewed.

3. Creating a Great Job Interview Experience

It is important to create a positive and friendly environment for the deaf and hard of hearing interviewees so that they feel comfortable. Normally the candidates are wary of the interview and might feel anxious while answering questions. Putting them at ease can help the interviewees to give better answers to the questions asked. In addition, the job candidates are most likely want to work for the organization or company when they have positive interview experience. For this to happen, the hiring managers may need to refine their interview techniques and approach.

4. Simplify Your Hiring Process

The long and complicated hiring process can be frustrating not only for the deaf and hard of hearing job candidates but also for the hiring manager. Try to work with the Human Department to streamline the hiring process from start to finish. This includes the application process as well. The application form must not be too time-consuming and convoluted. Screening the deaf and hard of hearing candidates' resumes and setting up interviews also should be quick and timely. The screening process also includes quick background and reference checks.

5. Accelerate the Hiring Decision and Make a Job Offer

Once the hiring manager is confident about a deaf or hard of hearing candidate for the position, the hiring decision should not be delayed any further. Make a job offer to the selected candidate as soon as possible. Naturally, any company or organization does not want to lose talented candidates just because of the slow hiring process. The faster the candidate is extended with a job offer, the faster the new hire can start and get training for their new job. The best deaf and hard of hearing job candidates usually know they are in high demand, and they would not wait around very long for a job offer!

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