Recruitment

• Pages: 20-25

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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.

Recruitment

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