As an employer, you want the right person for the job. The right person could be someone with disability. This guide provides information on some of the things you may want to consider when advertising a position to ensure that applicants with the right skills are encouraged to apply.
Advertise the position utilising accessible advertising
When advertising positions make sure you don’t exclude potential applicants. Consider this:
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focus on what is to be achieved in a job rather than how it is achieved
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prioritise the essential skills above the desirable skills
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make the advertisement easy to read
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provide information in alternative formats and
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broaden the way you advertise and accept applications—this will attract more candidates and more skilled workers to the position.
You can also encourage people to apply by including a statement welcoming diversity.
Online recruiting
The Internet is an increasingly common recruitment tool. While the same recruitment principles apply as for offline recruiting, there are some additional areas to consider to make this process friendly for all applicants:
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ensure your web site’s recruitment page is accessible and includes information on where people with disability can apply
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ensure images and non-text items have text labels so that people with vision impairment can use the site using screen reading software
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check that any automated scanning and sorting software does not discriminate against people with disability
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ensure that all online tests are accessible and non-discriminatory.
For more information about web accessibility and providing online forms see our Related Links.
Develop accessible application forms
If you are using application forms as part of the recruitment process, ensure that the information gathered in the application form determines whether the person can perform the job essentials.
Long and complex forms are annoying for everyone. Keep forms short and to the point to attract the right people. You may also want to consider providing application forms in alternative formats.
It is unlawful to ask questions about a person’s disability unless it relates to the inherent requirements of the job. As a result, disability related questions should not be incorporated into the application form.
For more information regarding accessibility, visit:
Using a recruitment agency
Job Services Australia, Disability Employment Services, the National Disability Recruitment Coordinator and private recruitment agencies can help you find the right person for your job.
Before selecting an agency check whether:
- staff have had disability awareness training
- the agency has disability and Equal Employment Opportunity policies
- the agency understands its obligations to make reasonable adjustments throughout the recruitment process.
Remember that the recruitment agencies and the employer engaging them are liable under the Commonwealth Disability Discrimination Act 1992 if an applicant is discriminated against during the recruitment process.
For more information on Australian Government employment service providers, visit: