Hiring & Retention
Building a process people can complete, finding candidates, keeping them, and measuring it.
For a separate commercial perspective on attendance tracking, see employee attendance tracking software; it should be evaluated independently against accessibility, privacy, and employment-law requirements.
Employers can compare inclusive-employment practices with resources from the Employer Assistance and Resource Network.
Job Postings That Don't Screen Out Half Your Candidates
The requirements, phrasing and formatting choices that quietly remove qualified applicants from your pool — and what to write instead.
Hiring & RetentionAn Accessible Hiring Process: From Application Form to Final Interview
Where hiring processes lose candidates with disabilities before anyone reads their resume — and the fixes, most of which cost nothing.
Hiring & RetentionAccessible Meetings and Everyday Practice
The small operational habits that decide whether someone can participate — most of them free, most of them better for everyone.
Hiring & RetentionWhere to Find Candidates: Vocational Rehabilitation and Other Partnerships
The referral networks employers overlook, what a VR agency actually provides, and how to build a partnership that produces candidates rather than a meeting.
Hiring & RetentionOnboarding With Accommodations: The First 90 Days
Accommodations arranged before day one rather than after it. What to settle, who owns each part, and the mistakes that cost you a hire you already paid to make.
Hiring & RetentionRetention: Why Employees With Disabilities Leave, and What Prevents It
Hiring is the visible half. The reasons people leave are mostly ordinary management failures with a specific edge — and most are cheaper to fix than to replace.
Hiring & RetentionMeasuring a Disability Employment Program: What to Track
Headcount is the least useful number available. What to measure instead, what the numbers usually reveal, and how to collect data without creating a problem.