Recruiting staff with disabilities

The recruitment of people with disabilities relies on the ability
of the organisation to regularly reach people with disabilities in
the community. This means that a policy should be introduced and
monitored which states that vacant posts are advertised widely in
line with best practice in accessibility.
It is increasingly argued that the nature of job analysis has changed
since jobs themselves are no longer necessarily clusters of similar
tasks, but often collections of activities and that selection should
focus more on what people could do rather than what they can
demonstrate having done in the past. Given that people with
disabilities tend to have had less opportunity than non-disabled
candidates to demonstrate their capability through a clear job
history, it seems that such an approach to recruitment and
selection, as well as benefiting the organisation as a whole, would
increase the chances of recruiting people with disabilities, and thus
enabling them to harness their capabilities in a meaningful way