Recruitment

When recruiting for regular posts, recruitment of people with disabilities should be taken as a regular HR exercise with a disability employment policy ingrained in all procedures and steps of recruitment rather than it being only a CSR activity.

Effective recruitment of people with disabilities involves two components:

• Accessible outreach and hiring practices-Outreach and hiring resources generally should be equally accessible to workers with and without disabilities. For example, making recruitment literature and job applications easily available in digital and large-print formats, or holding outreach events in spaces without stairs or other barriers and with accessible communications technology, helps to ensure that people with disabilities will be included in recruitment practices.
• Targeted recruitment of workers with disabilities-But targeted recruitment enables employers to reach and interview qualified people with disabilities.