How IMAbled Works for Companies: Building Your Ability-Inclusive Hiring Programme

Ability-inclusive hiring is not a CSR activity — it is a talent strategy. Companies that build genuine ability-inclusive teams gain access to a motivated, loyal, and highly capable workforce that general recruitment channels consistently miss. IMAbled is the platform that makes this systematic, scalable, and measurable. Here is exactly how it works for your organisation.

Step 1: Register Your Company on IMAbled

Visit IMAbled.in/Company and complete your employer registration. You will need:

• Company name, CIN number (corporate identifier), and registered address
• Industry sector and primary business activity
• Company size (employee headcount)
• Primary HR contact and Diversity & Inclusion lead (if separate)
• Existing Equal Opportunity Policy (upload if available — required for large employers under RPWD Act)
• Current accessibility status: physical workspace, digital tools, transport support
• Previous specially-abled hiring history (helps calibrate your starting point)

IMAbled's employer success team reviews every registration. This is not a rubber-stamp process — we genuinely verify that joining employers are committed to ability-inclusive practices, not just diversity optics. This protects the integrity of the platform for every candidate on it.

Step 2: Complete the IMAbled Employer Charter

Every company on IMAbled agrees to the IMAbled Employer Charter — a set of commitments that are non-negotiable:

• Respond to every candidate application within 10 business days
• Provide accessible interview formats (upon request or proactively)
• Not discriminate on grounds of condition in hiring decisions
• Provide reasonable workplace accommodation to all employees who need it
• Maintain an Equal Opportunity Policy (or commit to creating one within 90 days of joining)
• Share placement outcome data with IMAbled (helps the ecosystem improve)

Companies that violate the charter are removed from the platform. This creates the trust that makes specially-abled candidates actually apply.

Step 3: Post Your First Job

Job posting on IMAbled is designed to produce better matches and fewer awkward conversations. When posting, you fill in:

Standard Role Information

• Job title, description, and responsibilities
• Required qualifications and experience
• Location (city / remote / hybrid)
• Salary range (we strongly encourage transparency — it dramatically improves application quality)

Ability-Inclusive Specifics — IMAbled's Difference

• Accommodation available: List what you can genuinely offer — accessible workspace, screen reader-compatible systems, flexible hours, remote option, sign language support, adjusted workload during health fluctuations
• Interview format options: Video call, phone, in-person at accessible venue, written response format — check all that apply
• Condition suitability notes: Which ability types are specifically well-matched to this role (optional — helps candidates self-match accurately)
• NGO partner preference: Whether you prefer NGO-sourced candidates, direct applicants, or both

Step 4: Access the Candidate Pool

Once your job is live, two things happen simultaneously:

1. Matching engine: IMAbled's algorithm surfaces your role to candidates whose skill profile, experience, location, and accommodation needs match your posting
2. NGO pipeline: Registered NGO partners see your posting and can submit candidates from their trained pools — this is particularly powerful for volume hiring or for roles requiring specific vocational training

You can also proactively search the candidate database with filters: skill set, experience level, condition type, location, accommodation needs, NGO training background.

Step 5: Review Applications and Candidates

Your employer dashboard shows all applications with:

• Candidate ability profile
• Skills and experience match score
• Accommodation needs (if the candidate has shared this)
• NGO partner assessment (if NGO-sourced) — this is particularly valuable because NGOs know their candidates well and can tell you the candidate's strengths, readiness, and what they need to thrive
• Portfolio or work samples (where the candidate has provided them)

You shortlist, message candidates, and schedule interviews through the IMAbled platform — keeping everything in one trackable system.

Step 6: Conduct Accessible Interviews

Before the interview, the candidate may request accommodations through IMAbled's messaging system. Your hiring team should be briefed to:

• Accept accommodation requests as normal, not exceptional
• Evaluate the candidate on their answers and capabilities — not on their communication style (which may differ from neurotypical candidates)
• Allow appropriate extra time if requested
• Provide written questions in advance for candidates who benefit from preparation time
• Use video calls for remote candidates — and ensure your video platform has captioning for deaf/hard-of-hearing candidates

IMAbled provides an employer guide to accessible interviews — available in your dashboard — with specific tips for interviewing candidates across different ability types.

Step 7: Make an Offer and Onboard Effectively

Once you select a candidate, send the offer through normal company processes. Before Day 1, your HR and facilities teams should confirm:

• Physical workspace accessibility (ramp, accessible desk, lighting, ergonomic equipment)
• IT tools configured (screen reader installed and tested, captioning enabled, accessible intranet)
• Buddy/mentor assigned for the first 90 days
• Team awareness session (optional but valuable — normalises the conversation)
• Accommodation documentation on file — not as a disability record, but as a standard HR "working preferences" note

Step 8: Track Inclusion Metrics

IMAbled's employer dashboard provides monthly and annual reports on:

• Applications received from specially-abled candidates by role
• Offers made and accepted
• Placement count by condition type, gender, experience level
• Retention rates at 30/90/180 days for IMAbled-sourced hires vs general hires
• Accommodation types provided

This data feeds directly into your:

• Annual CSR report (Companies Act Schedule VII reporting)
• SEBI BRSR (Business Responsibility and Sustainability Report) diversity metrics
• Internal D&I scorecards for leadership and board reporting
• RPWD Act compliance documentation (Section 21 equal opportunity records)

IMAbled Employer Pricing

IMAbled employer plans are structured to be accessible for companies of all sizes:

• Starter: Up to 5 active job postings, basic candidate search, standard matching — suitable for SMEs making their first inclusion hires
• Growth: Unlimited job postings, advanced candidate search, NGO partner access, inclusion metrics dashboard
• Enterprise: Everything in Growth plus dedicated employer success manager, custom onboarding programmes, priority NGO introductions, branded employer profile, and D&I advisory support

Contact IMAbled.in/Company to speak with the employer partnerships team and find the plan that fits your organisation's inclusion goals.

Frequently Asked Questions