Free Employer Toolkit

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.

COVID-19 Tools

COVID-19 has significantly impacted Canadian businesses, forcing many employers to adapt. The value of diversity and inclusion has never been as important as it is today. Employers seeking to recover from the pandemic will be looking to their teams for resilience and adaptability. Once the world shifts back to normal, businesses that foster an inclusive workplace and hire with diversity in mind stand to benefit the most!

Visit our new COVID-19 tools for further information on how hiring people with disabilities will translate into overall business success after the pandemic.

COVID-19 Tools

tool 5.6 selection img2x

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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Facts & Stats

Growing your business requires the ability to attract talent in a shrinking market. Workplaces with a diverse, healthy, inclusive culture are becoming employers of choice.
Hire for Talent is focused on workers with disabilities because this talent pool, and the support services attached, have profound impact on workplace inclusion.
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Canada’s projected worker to retiree ratio will be 2:1 within 15 years. Recruitment from diverse talent pools will be essential!
The inclusion of people with disabilities generates measurable improvements in performance, innovation and company image.