4. Recruitment
4.1. Preparing for recruitment
4.1.1. The principle of non-discrimination should be
respected throughout the recruitment process, to ensure
maximal benefit to the employer and equitable opportun-
ities for candidates with and without disabilities. Employers
could, for example, include a statement about commitment
to equal opportunity in their recruitment procedures and in
job advertisements, use a logo to signal that such a policy is
in force within the enterprise, specifically invite applica-
tions from people with disabilities, and state that candidates
will be considered solely on the basis of their abilities.
4.1.2. Employers should ensure that the recruitment
process attracts applications from as many qualified people
with disabilities as possible. They could do this, for exam-
ple, by consulting with the employment service for disabled
persons, or other special agencies by ensuring that job va-
cancies are publicized in a format which is accessible to
people with different disabilities – in print, on radio, on the
Internet – by providing job application materials in a range
of formats.
4.1.3. Where employers rely on agencies for the man-
agement of recruitment, the competent authorities could
collaborate with employers’ organizations, relevant organ-
izations of persons with disabilities and advertising associ-
ations to develop advertising practices which attract
applications from jobseekers with disabilities.
4.1.4. Competent authorities should assist employers
by facilitating the recruitment of disabled persons through

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