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Role of Recruiters in Employment of PwDs
 
I am an undergraduate student, doing research as a summer intern with Voice of SAP, a non-profit that promotes the inclusion of Persons with Disabilities (PwDs).

Thank you very much for your time to provide inputs with this short 5-10-minute survey! Your responses are anonymous and only for research, learning purposes. We appreciate it if you can help us get more responses from your friends so we have a better understanding of the emerging employment trends as relates to Persons with Disabilities (PwDs).

This survey information will be used at an aggregated level for our research so kindly provide your valuable inputs. If you have any questions or can provide more inputs with the interview, let us know at [email protected]

Do you work as an in-house recruiter or as part of a recruiting agency?
In your experience, what is the approximate percentage of applicants who choose to disclose a disability when applying?
In your experience, at what rate do people who disclose a disability in their initial application move to the next stage of the hiring process compared to those who do not?
Have you noticed any change in your organization’s/employer demand for employees with disabilities over the past 5 years?
Based on your experience as a recruiter, what do you feel are the main reasons for the gap in employment between people with disabilities and people without disabilities?
From your perspective, at what stage in the application and hiring process does your organization have the most difficulty hiring people with disabilities?
Have you noticed any issues with retaining employees with disabilities after being hired?
Has your organization developed any program aimed at hiring more people with disabilities?
In your experience, have you noticed any employer hesitancy over hiring candidates with disabilities?
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