Cooperative Education & Careers Division

The Following checklists and related websites are useful when reviewing access and disability provision in the workplace.

Best practice in Advertising & Recruitment

• Use positive wording such as 'we welcome applicants with disabilities'
• State that application material is available in alternate formats. Disc/ tape or on an accessible website
• Provide a point of contact for people who may be concerned about the recruitment process.
• Confer with expert agencies on best practice in recruitment and selection.
• Ensure that the job description -as advertised- focuses on the main competencies required to do the job.
• Concentrate on what is to be achieved in a job rather than how it is to be achieved

Ensure that you do not limit the effectiveness of your recruitment practices by unnecessarily disbarring high calibre candidates.

• Are your recruiters trained on how to focus on transferable skills?
• Do they know how to look for competencies and make adjustments rather than focus on a person's disability?

The Careers Division at UL supports proactive targeted recruitment of graduates and students with disabilities. The Careers Support Service assists employers in developing disability positive recruitment and selection procedures. Employers wishing to advertise a vacancy for students with disabilities should provide details to Jane Howlett.

Targeted recruitment seeks to increase the pool of applicants with disabilities who apply for jobs. Organisations that deliver a recruitment service and provide details on potential employees from among people with disabilities include:

• www.accessability.ie
• www.fas.ie/disability/Vacancies.htm
• www.readywillingable.net
• www.opportunities.org.uk

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Interview and selection

• Offer information about the interview in alternate formats
• Ensure that the interview venue is fully accessible. Check for example, that exits, toilets and doors are wide enough for a wheelchair. www.accessireland.info
• Ask the candidate if they would prefer to organise a signer or support worker, if one is needed. The main considerations are lead-time to organise for the provision of a signer and the question of payment.
• Be prepared to offer the candidate the alternative of a single interviewer with an observer present rather than an interview panel.
• Structure the interview around 'job-relevant' questions

Be a disability confidant employer.

When students or graduates disclose a disability prior to interview, it will be important for interviewers to be aware of disability and employment related issues including - communication etiquette and assistive technology.

The Careers Support Service at U.L. can assist employers when the interview includes a student or graduate that has disclosed an illness or disability. The following websites will be particularly useful.

• www.equality.ie
• www.fas.ie
• www.ibec.ie
• www.nda.ie
• www.workway.ie
• www.accessability.ie

Useful U.K websites

• www.employers-forum.co.uk
• www.abilitynet.co.uk
• www.shaw-trust.org.uk
• www.opportunities.org.uk

If the recruitment and selection process includes psychometric or ability tests ensure that the test is fair in approach, content and format. SHL, a provider of innovative workforce solutions and a global leader in psychometric assessment, has produced 'Guidelines for testing people with disabilities'.

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