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The Impact of a Brief Meeting on Employer Attitudes, Knowledge, and Intent to Hire
Rehabilitation Counseling Bulletin ( IF 1.290 ) Pub Date : 2019-11-21 , DOI: 10.1177/0034355219889409
Michele C. McDonnall 1 , Karla Antonelli 1
Affiliation  

We evaluated the ability of an intervention that consisted of a one-on-one meeting between a vocational rehabilitation (VR) professional and an employer to improve employer attitudes, knowledge, and intent to hire people who are blind or visually impaired. We evaluated the relative effectiveness of two approaches (dual customer vs. educational) and the impact of the VR professionals’ vision status (blind or sighted) on our primary outcome measures and on interest in follow-up. Participants were 59 hiring managers employed by a large company who completed measures at three time points: pre, post, and 4-month follow-up. We found that, regardless of approach used or vision status of the VR professional, the intervention was successful at improving employers’ attitudes, knowledge, and intent to hire. The educational approach resulted in increases in knowledge that were retained at follow-up, while the dual customer approach did not. Improvements in intent to hire were not retained at follow-up, suggesting that ongoing contact with employers will be beneficial to positively impact the hiring of people who are blind or visually impaired. These findings are particularly relevant given the Workforce Innovation and Opportunity Act’s focus on employer engagement for VR agencies.

中文翻译:

简短会议对雇主态度、知识和招聘意向的影响

我们评估了干预的能力,该干预包括职业康复 (VR) 专业人员和雇主之间的一对一会谈,以改善雇主对雇用盲人或视力障碍者的态度、知识和意图。我们评估了两种方法(双客户与教育)的相对有效性,以及 VR 专业人员的视力状态(失明或有视力)对我们的主要结果指标和后续兴趣的影响。参与者是一家大公司雇用的 59 名招聘经理,他们在三个时间点完成了测量:事前、事后和 4 个月的随访。我们发现,无论使用何种方法或 VR 专业人士的视力状况如何,干预都成功地改善了雇主的态度、知识和雇佣意向。教育方法增加了在随访时保留的知识,而双客户方法则没有。雇用意向的改善在后续行动中没有保留,这表明与雇主的持续接触将有益于对盲人或视障人士的雇用产生积极影响。鉴于《劳动力创新和机会法案》侧重于 VR 机构的雇主参与,这些发现尤为重要。
更新日期:2019-11-21
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