Inclusive recruitment and induction

Overview 

Employers often benefit from support when reviewing and improving their recruitment policies and procedures. 

 Key strategies for success 

Key strategies and supports can include supporting employers to: 

• Connect with appropriate (and sometimes new) talent pipelines 
• Review job descriptions to focus on the essential duties (i.e. the inherent requirements) of the role 
• Ensure application processes are accessible 
• Adjust interview processes to meet diverse needs 
• Customise job roles 
• Provide reasonable workplace adjustments 
• Offer inclusive orientation 
• Adjust onboarding processes  
• Connect new employees with support systems and nominated workplace mentors or ‘buddies’. 

At the pre-employment stage, employers have highlighted that they value information and training to: 

• Understand and manage people with disability 
• Know rights and responsibilities under employment law 
• Build confidence in addressing mental health and its impact at work 
• Assess workplace needs, culture and ‘readiness’ to employ.

At the recruitment stage, employers are seeking ‘value adding’ strategies to: 

• Support disclosure of disability and the appropriate response to this 
• Explain how to make reasonable adjustments and access relevant funding 
• Minimise risk and optimise positive business outcomes 
• Link with specialist supports and information, when needed 
• Develop and offer alternative or targeted recruitment strategies 
• Customise jobs to achieve the best fit for both employer and employee.