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How to recruit the right person
As an employer, you should ensure that your recruitment and employment practices
maximise the opportunity to attract and keep disabled people within your organisation.
Ways of recruiting the right person:
- place your advertisement with the specialised and general press and with
a Disability Employment Adviser at a Jobcentre Plus (www.jobcentreplus.gov.uk)
- interview all applicants with a disability who meet the minimum criteria
for the job vacancy and consider them on their abilities
- call only for skills and qualifications that are essential to the job (
i.e. do not ask for a clean driving licence if the travelling involved in
the job can be achieved through other means such as public transport or taxis)
- encourage disabled applicants on application forms with careful words by
stipulating on the job advertisement that you are an equal opportunities employer
- make the applications forms available in alternative formats such as Braille,
large print or tape
- ask the same questions to all the candidates, bearing in mind that it might
be necessary to ask a question concerning the person's disability and the
impact it may have on their future job (ask about the applicant's disability
in a positive way and indicate why you want the information and how it will
be used)
- adjust assessments, location, time and nature of interviews according to
the person's disability (for example, make sure the room is wheelchair accessible,
make sure any tests are given orally for applicants with a visual impairment,
make sure there is an BSL interpreter if the person is hearing impaired, etc)
- give a textphone number as well as the phone number on the job advertisment.
As well helping the hearing impaired, this will give a clear signal to other
disabled people that you are serious about access provision
- state on the job advertisement that 'All disabled applicants will be interviewed.'
Again, this gives a clear signal to other disabled people that you take their
applications seriously.
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