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The toolkit offers a variety of informative tools. Learn about the skills people with disabilities bring to the workplace and use our ‘how-to’ resources, that provide practical tips and strategies on successful recruitment, hiring, inclusion and retention of people with disabilities.

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tool 5 icon selection2xThis involves screening applicants to ensure that the most appropriate candidate is hired.

1. Establish a list of criteria.

What are the skills, knowledge and attributes that the ideal candidate should possess? Use the job description to establish this list.

2. Review resumes and application forms from all job applicants.
Determine which applicants meet or exceed the minimum qualifications stated in the job posting.

3. Create a short list of the most promising applicants.
Plan and schedule inclusive interviews.

4. Conduct interviews with at least two interviewers.

5. Assess each applicant’s performance using an interview scoring grid.

In some instances, the selection process may be more extensive and may include these additional steps:

  • Written or skill tests.
Such tests are used to objectively assess potential candidates and should not be biased. All questions or tasks should be exclusively job-related. Test results are used to create a very short list of candidates.

  • Second and third interviews.
The second interview is used to assess a candidate’s responses to various job-related scenarios. Subsequent interviews can provide a platform for candidates to propose innovative solutions to challenges facing the organization.

6. Select the most appropriate candidate for the job.

7. Make the job offer.

Disclaimer :

HIRE for TALENT has made every effort to use the most respectful words possible while writing these materials. We realize, however, that the most appropriate terminology may change over time. We developed these materials with the intent to respect the dignity and inherent rights of all individuals.

This document is provided for information purposes only. The content provided is not legal advice and should not be used or relied upon as such. Applicable law may differ from jurisdiction to jurisdiction; if you are seeking legal advice, you are advised to consult a lawyer in your province or territory.

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My business understands how to write a job posting to effectively recruit a person with a disability?



By completing this short questionnaire, you can identify the best tools to hire and retain employees with disabilities, as well as increase your company’s performance.

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Employers often find that workers who identify as having disabilities have unique abilities; they also tend to work harder to prove themselves.
According to employers, people with disabilities perform as well or better than other workers. These employers concluded that hiring people with disabilities did not negatively impact their businesses.
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In a national survey of consumer attitudes towards various companies, 92% of the respondents gave favourable ratings to businesses that hire people with disabilities.
98% were satisfied or very satisfied with the service they received when dealing with an employee with a disability.