As a recruiting manager staffing for clients such as Google and Apple, I was concerned about three things: experience, unemployment gaps, and the probability of the person becoming a long-term employee.
I interviewed few disabled candidates and rarely considered their job prospects. As a recruiter, I rarely debated if and how they would be able to perform the duties of a position. I soon found a new perspective — one that changed the way I viewed both the role of the recruiter and the place of people with disabilities in the job market. Read More