Disability, Recruitment and Selection
Disability, Recruitment and Selection
Recruitment and selection is a critical process for an organization, because the inaccuracies that occur during the recruitment and selection process can pass the costs on to an organization and detract the organizations overall efficacy. The overall objective of the recruitment and selection process is to select and appoint the best fit and/or most suitable candidate for the job. This also includes those applicants with disabilities. The recruitment and selection process is to ensure that all recruitment and selection procedures meet the terms of the equal opportunities policies. If the selection process is used inappropriately it may have the potential to discriminate against certain groups, for example, age, gender, and people with disabilities. Additionally, the process should also ensure that appointments are made on merit and that the candidate has the skills, qualities, abilities and experience necessary to do the job successfully. The central requirement of Title I of the American with Disabilities Act of 1990 is as follows: Employment discrimination is illegal against persons with disabilities who are able to execute the essential junctions of the job with or without rational accommodation. Apparently, persons who are blind, hearing impaired, or wheelchairs bound are individuals with disabilities. But the grouping also includes people who have a controlled injury. For instance, a person with epilepsy is disabled even if the epilepsy is controlled through medication. The impairment could be physical or mental, and not due to environmental, cultural, or economic causes. (American with Disabilities Act of 1990, as amended, 2009)
Titles 1 and V of the Americans with Disabilities Act of 1990 (ADA) makes it unlawful to discriminate against a qualified individual with a disability with regards to employment. The ADA
Recruitment and selection is a critical process for an organization, because the inaccuracies that occur during the recruitment and selection process can pass the costs on to an organization and detract the organizations overall efficacy. The overall objective of the recruitment and selection process is to select and appoint the best fit and/or most suitable candidate for the job. This also includes those applicants with disabilities. The recruitment and selection process is to ensure that all recruitment and selection procedures meet the terms of the equal opportunities policies. If the selection process is used inappropriately it may have the potential to discriminate against certain groups, for example, age, gender, and people with disabilities. Additionally, the process should also ensure that appointments are made on merit and that the candidate has the skills, qualities, abilities and experience necessary to do the job successfully. The central requirement of Title I of the American with Disabilities Act of 1990 is as follows: Employment discrimination is illegal against persons with disabilities who are able to execute the essential junctions of the job with or without rational accommodation. Apparently, persons who are blind, hearing impaired, or wheelchairs bound are individuals with disabilities. But the grouping also includes people who have a controlled injury. For instance, a person with epilepsy is disabled even if the epilepsy is controlled through medication. The impairment could be physical or mental, and not due to environmental, cultural, or economic causes. (American with Disabilities Act of 1990, as amended, 2009)
Titles 1 and V of the Americans with Disabilities Act of 1990 (ADA) makes it unlawful to discriminate against a qualified individual with a disability with regards to employment. The ADA
References: American with Disabilities Act of 1990, as amended. (25). Retrieved Oct 5, 2012, from http://www.ada.gov/pubs/ada.htm Disability and HR. (2012). Retrieved Oct 5, 2012, from http://www.ilr.cornell.edu/edi/hr_tips/article_1.cfm?b_id=27&h_id=2&view=true#hid2 Disabled in America Infographic. (01). Retrieved Oct 5, 2012, from http://www.disabled-world.com/disability/statistics/american-disability.php#ixzz28vU8uPcr EEOC. (2012). Retrieved Oct 5, 2012, from http://www.eeoc.gov/laws/types/disability.cfm EEOC. (2012). Retrieved Oct 5, 2012, from http://www.eeoc.gov/laws/statutes/ada.cfm