Inclusive Recruiting Process: Insights from Candidate-, Consulting- and Company Perspectives
- Event Datetime
- 12.03.2026, 14:00 - 15:30
The myAbility Business Forum creates space for knowledge exchange and networking on inclusion, business, and the world of work. In the webinar "Inclusive Recruiting: The Candidate Journey form the Perspective of People with Disabilities" perspectives from candidates, consulting and company pratice came together.
Reiko Onishi (Microsoft) and Kurt Kreul (Raiffeisenlandesbank NÖ-Wien) shared their experiences as applicants with disabilities. Bettina Hillebrand and Antonia Cichocki (myAbility) contributed insights from a survey of candidates with disabilities and from consulting practice. Pia Eberstein (Beiersdorf) demonstrated, using Beiersdorf as an example, how companies can strengthen inclusive structures in recruiting.
The discussion made it clear: inclusive recruiting works where companies create clarity, communicate openly, and are willing to develop solutions together with candidates. Many effective measures can already be implemented today along the recruiting process.
Clear job ads make it easier to enter the candidate journey
One of the first touchpoints between candidates and companies are job postings. A survey among candidates with disabilities showed that for 93% of respondents, clearly defined requirements and tasks in job ads are essential. Information on accessibility and contact options is also highly important.
For companies, this means: the clearer tasks, requirements, and framework conditions are described, the easier it is for candidates to assess whether a position matches their skills and needs.
What companies can do
- Formulate tasks and requirements clearly and understandably
- Clearly distinguish between must-have and nice-to-have criteria
- Make information on accessibility and possible accommodations visible
- Avoid unnecessarily high or vague requirement profiles
Further resources
- Additional data and practical checklists can be found in the factsheet "Inclusive Recruiting: Successfully Attracting Candidates with Disabilities"
- Visit the largest inclusive job platform for people with disabilities in the German-speaking region: myAbility.jobs
Openness in the application process requires safe conditions
Whether people openly talk about their disability during the application process is not just a personal decision. It strongly depends on the company. In the myAbility survey, 46% of respondents stated that they disclose their disability during the application process, while 37% make this decision depending on the company.
Reiko Onishi described how a lack of awareness about one’s own disability, as well as adapting to others’ expectations, can significantly shape career paths. This makes it all the more important to allow oneself the same starting conditions as others.
Kurt Kreul also emphasized how helpful open conversations in the application process can be when needs can be addressed without fear of disadvantages and when employers are willing to ask questions.
What companies can do
- Make it visible in the application process that accomodations are possible
- Ask respectfully instead of making assumptions
- Structure conversations so that competencies and requirements are in focus
- Do not demand openness, but enable it through trust
Further Resources
- Awareness-Trainings foster change of perspectives
Inclusive recruiting requires clear processes and confidence in dealing with disability
From a consulting perspective, it became clear that barriers in recruiting can arise at many points. Some are structural, such as missing information, digital barriers, or unsuitable assessments. Others are rooted in uncertainty, assumptions, and gaps in perception.
The role of recruiters, hiring managers, and leaders is particularly important. 47% of webinar participants stated that hiring managers’ understanding is not yet sufficient to recruit inclusively. Companies can make a strong impact here through clear responsibilities, structured templates, and practical training. Clear information about processes, requirements, and accommodation options not only supports candidates but also helps companies.
What companies can do
- Develop clear guidelines and templates for inclusive recruiting processes
- Provide all candidates with early information on processes, accessibility, and accommodations
- Train recruiters and hiring managers specifically
- Make internal responsibilities and contact persons visible
- Ensure digital accessibility of recruiting tools
Practical example: How Beiersdorf strengthens inclusive structures in recruiting
Pia Eberstein demonstrated how inclusive recruiting can be embedded in practice at Beiersdorf. During the application process, candidates have the option to indicate whether they have a disability. They can also decide whether the employee representative body for people with disabilities should be involved (in Austria known as the disability trust representative).
This example shows how important transparency, choice, and clear processes are. Support is offered based on individual needs.
Another important lever is internal learning and exchange formats. At Beiersdorf, inclusive interview trainings were implemented with recruiters to reduce uncertainty and build confidence in conversations. Employee communities such as Ability also play a valuable role by making lived experiences visible, raising awareness, and embedding inclusion sustainably within the company.
What companies can do
- Involve internal representatives or contact persons in processes
- Strengthen employee networks as spaces for knowledge and exchange
- Support recruiters with training and practical examples
- Ensure voluntariness and transparency throughout all process steps
Further Resources
- Visit Beiersdorf’s company profile on myAbility.jobs
- Learn from best practice examples of other companies as a member of the myAbility Business Forum
Conclusion
The perspectives from candidates, consulting, and companies show that inclusive recruiting succeeds where clarity, openness, and practical implementation come together. Companies that communicate requirements clearly, address needs respectfully, and strengthen internal structures create better conditions for fair application processes.This is where the opportunity lies: reaching more people through concrete actions and making recruiting processes more inclusive in the long term.
