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Use these two tips when recruiting people with disabilities

by , 26 May 2014
Over 4 million people live with disabilities in South Africa. The sad reality is people living with disabilities are often marginalised by employers.

In fact, HR Pulse says, when faced with the prospect of employing someone with a disability, many employers prefer to adopt ostrich-like behaviour and ignore the 'issue' rather than tackling it head on.

This is a BIG no-no, especially when recruiting. If you do this, not only could you miss out on a great candidate, but you could also end up at the Labour Court for unfair discrimination.

Don't take that risk.

Continue reading to find out two effective tips you can use when you recruit people with disabilities.


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Don't marginalise people with disabilities – make use of these two recruiting tips

Tip #1: Have a disability-friendly job advert

Welcoming people with disabilities starts with your job adverts. If you have a job advert that shows you're not tolerant of people with disabilities, chances are you'll also fail miserably when the person comes for an interview.

In this article, our experts at the Labour & HR Club explained that the person who plans the wording of your job advertisements must be sufficiently knowledgeable about disability.

Our experts add that 'your advertisements must give enough information about the job requirements to enable people with disabilities to make informed decisions as to whether to apply.'

This next tip will come in handy when a person with a disability comes in for an interview.


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Tip #2: Be sensitive to the candidate

The editor of HR Pulse, Lia Marus says if, for instance, you're conducting job interviews for a particular position and an interviewee with a great CV and recommendation walks in and looks you in the eyes, but, you notice he has a problem with his right eye, don't ask him: 'So, what's up with your right eye?'

Instead, look him directly in his left eye and try, as hard as you can, to ignore his right. Focus on finding out if he'll be the right fit for the job and your company, says Marus.

Disability is a sensitive issue when recruiting. One wrong move could land you at the Labour Court. Use these tips to avoid unfair discrimination claims.

And remember, 'before you overlook the next job candidate who walks into your office for a job interview because one of his eyes doesn't look straight at you, remember that you might be showing your top talent the door,' cautions Marus.

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