Disabilities Policy and Procedures
Recruiting with Disabilities
Our Partnership with Disabled Associations like Western Cape Association for Persons with Disability, Colleges and other Institutions for the sourcing of Disabled staff is well founded. Through these Partnerships we are able to constantly feed our database with skilled people that can add enormous value to any organization. We work hand in hand with these associations to ensure that the candidate starts his or her career in a positive and proactive environment. The associations do a once of visit to ensure all the facilities and compliance are adhere to.
The Job Advert
For a Candidate with disabilities to assess whether they may qualify for a role or not they need as much information regarding the job function as possible. All Job adverts should be unambiguous and clearly discuss the requirements of the job function. In order to attract the most relevant applicant, skills, responsibilities and day to day functions should be detailed enough for any Job Seeker to make an informed application decision. Without detailed information, the relevancy of a candidate's application is that much more difficult to judge and recruiters often find themselves with huge volumes of irrelevant job applications.
Short Listing Applications
Successful recruitment of the 'best man for the Job' calls for a non-discriminatory, fair and unbiased selection process. No amount of emphasis can be placed on the importance of the Recruiters ability to identify relevant candidates based on their skill and ability and not their disability status. Again, should an applicant not possess thefunctional ability to perform a required task, they would not qualify for the role. Similarly if an able bodied candidate lacked the qualifications or experience required they too would be unsuccessful in their application.
The Job Interview
As with the short listing process, interviews must be conducted in a non-discriminatory, unbiased and fair fashion. If a Job Seeker has disclosed a disability or has a self-evident disability, this may be discussed but only in light of whether or not their impairment may affect their performance in the given role. Any other reference or questioning regarding a person's disability may not be entertained and would be considered discriminatory if paid irrelevant attention to.
Recruiters and employers are entitled to ask questions in order to meet 'reasonable accommodation' requirements but this must be managed in an unbiased manner and certainly not to the detriment of the Job Seekers application.
Candidates with disabilities are well aware of the challenges they have to face when looking for a job in South Africa. Regardless of social and legislative requirements, as Recruiters, it is our basic job function to conduct fair and unbiased recruitment processes with each candidate who commissions us to represent them. Provided that a candidate's skill and basic ability to perform a specific task matches the required criteria, employers are required to provide (reasonable accommodation) comfortable working conditions for all employees. So as employers may make provisions for air conditioners, sufficient lighting and ablution facilities for able bodied employees, they too are required to cater for Job Seekers with disabilities