Elements and Performance Criteria
- Determine job requirements
- Consult with relevant management personnel to determine workplace recruitment needs and position requirements
- Prepare job descriptions, capability and task specifications that accurately reflect inherent role requirements and workplace needs
- Develop selection criteria that reflect job specifications and support opportunities for candidates with disability
- Establish accessible application processes
- Undertake inclusive interview processes
- Design an interview guide and questions that can be presented in various formats, which reflect job role requirements and anti-discrimination standards
- Confirm the format, method of communication and environment through which interview will be undertaken, and outline alternative options to assist with meeting individual applicant needs and preferences
- Consult applicants on their individual communication and support needs, and identify any modifications, reasonable adjustments or alternative communication strategies to be implemented to assist them through the hiring process
- Conduct accessible interviews, through formats and techniques that match identified applicant needs
- Test the accessibility of any other assessment and selection tools used, and confirm that candidates are able to use them, or have available alternatives, to demonstrate their skills and capabilities
- Conclude recruitment process
- Assess and select candidates equitably and objectively using selection criteria
- Seek feedback from applicants on accessibility of recruitment process and implementation of any adjustments
- Seek feedback from manager of successful candidate on appropriateness of match to job specifications, to inform improvements for future recruitment processes
- Make recommendations to management responsible for workplace policies and practices to improve inclusive recruitment of people with disability