Proactive V reactive, a case study.

Intro:

Looking for a job whilst blind can be very challenging on many fronts.

The way current firms deal with candidates can make a big difference on getting that special once in a life time role, or moving up within the job.

 

Current process.

The way that the whole job seeking process works now, is as follows.

  • The blind candidate will see a role and proceed to apply.
  • The employer decides that they want to get the candidate in for an interview.
  • The candidate discloses disability and explains the bennivets of them being chosen for the role.
  • The interview goes well, and the employer decides that they want to proceed to the next step.
  • Being confident that all is going to be as expected a company is engaged to perform the assessment of systems.
  • The assessment in this instance validates what the candidate has said in the interview and employment is offered and accepted.

Where is the problem?

The above example, is one where everything happens as expected and the candidate is employed.

There are to many instances where all is going well up to the point of the assessment. Based on experience, there are to many cases of things falling down at the last hurdle.

 

The typical reason for this happening, is that issues are found during the assessment that mean that the role isn’t going to be doable.

 

The solution to this is to encourage firms to consider a change to having role accessibility assessed on a proactive basis rather than the current reactive one.

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