translated from Spanish: Present guide for recruitment of people with cognitive disabilities

Foundation discover me, together with the support of the University of D Evelopment, launched in Concepción a “toolkit for the employment inclusion of people with disabilities.” The document, which is available free of charge to all companies, gives guidance on recruitment and selection processes from an inclusive approach to human rights, in order to promote access to the labour market of this population and The maintenance and generation of a work career.
Carola Rubia, executive director of Fundación Descovera explained that they developed this document to “support companies in their processes of inclusion of people with disabilities, and especially cognitive disabilities. We have identified that the areas of human resources, management, headquarters and work teams face some challenges that require clear approaches and guidelines for developing successful and sustainable labor inclusion processes, and this kit seeks to be a contribution In that sense. ”
Nicole Orellana, psychologist Laboral of Puerto Lirquén, explained that they received a lot of support from the foundation to implement their policy of employment inclusion. “They helped us in the process of including an administrative assistant, Felipe Castro, and they also made an awareness talk for the organization in general and especially for the team in which he was going to be included, which is the accounting area.”
Orellana added that they have had a good experience because “the team has been very cozy and Philip has adapted well to the charge. He is extremely responsible and at first came even an hour before the entrance. He was so involved that, although his day is 30 hours a week, he had to understand that he had to leave at the time that was his, which was earlier than his companions, because he wanted to leave his work finished. We’ve been making the adjustments. ”
Six phases for a sustainable inclusion process
“A company that recognizes itself as inclusive, which values and respects diversity, hires people with disabilities as collaborators who add value to the company,” said Soledad Lara, Foundation’s deputy Manager of business Management, discover me, at Present the six steps recommended to follow the Kit to generate successful inclusion processes.
According to the document, the following steps are recommended:
Analysis of the Workplace (APT): implies that the recruitment must respond to a real need of the organization, and not invent a position or functions determined for a person with a disability.
Application: Define the format and medium through which the job offers are published to guarantee the application of people with disabilities to the vacancies of the company, taking into account that they are accessible for all.
Preselection: Consider and call an interview to people who have reported their status in the application process automatically, which can reduce biases and prejudices to the potential of the collaborator who is postulating and demonstrate the commitment of the Company with inclusion.
Screening tests: Consider other types of tests or means of application for people with disabilities, such as practical tests, competency-focused interviews, or individual interviews.
Interviews: Make sure that this process is focused on the competencies required to get the best result. Adaptations that people with disabilities may require.
Get advice and support: doing this type of recruitment and selection process is a great challenge. It is recommended to go to expert entities in the field, to obtain support especially in the stages of interviews and tests to guarantee the accessibility of the processes.
The document will be available to be downloaded to the Fundación discover me website.

Original source in Spanish