The main purpose of any recruitment process for an employer is to find a well skilled person to match the requirements of the role. The interview process is to find out whether an applicant has the skills to do what the job requires. Because we all come in different packages, it is not always easy to immediately recognise the person who will fit best in a particular job.
First impressions, and the assumptions you make when meeting someone new, are just that – first impressions. Unless as the recruiting manager we take the time to fairly interview applicants, we can reject people without taking the time to understand the real value they might bring to the role.
Therefore it makes good business sense to be seen as an employer with a good recruitment practice that attracts and ultimately employs the best person from the wider and diverse group of applicants which must include suitably skilled disabled people.
The information in this section has been developed to help employers to prepare the recruitment process so that you don’t miss the potential offered by disabled people.
In this section:
- Why hire?
- Job specification
- Recruitment agencies
- Induction into a new job
One of the areas that employers are often concerned about is disclosure and privacy.
- The fact sheet – “Disclosure and Privacy” issued by Australian Network on Disability – provides excellent advice.
An excellent resource to help answer those myriad of questions is this publication which you can download:
Another source of information:
- Barrierfree Recruitment is an interactive demonstration of what your organisation needs to do to achieve barrier-free e-recruitment for everyone.
- Workwise Employment Agency help employers gain and keep valuable employees by supporting people with mental health conditions to return to work and to stay in work. Read about the theory and principles of evidence-based supported employment ( EBSE), a proven approach to helping people find paid work.