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Advertising the position

When advertising positions make sure your process is inclusive for all potential applicants.

Consider this:

  • Focus on what is to be achieved in a job rather than how it is achieved.
  • Prioritise the essential skills above the desirable skills.
  • Make the advertisement easy to read.
  • Provide information in alternative formats.
  • Broaden the way you advertise and accept applications  – this will attract more candidates and more skilled workers to the position.


You can also encourage people to apply by including a statement welcoming diversity.

Example:
The Disability Services Commission (The Commission) promotes a workplace that actively seeks to include, welcome and value unique contributions of all people. The Commission encourages people with disability, Aboriginal Australians, young people and people from culturally diverse backgrounds to apply for this job.

Employment services

Australian Government employment service providers are a national network of community and private organisations dedicated to placing people with disability into employment. Their services are free to employers.

Disability Employment Services provide initial and ongoing support when you employ a person with disability. They can help you find the right person for the job and then support you both through the ongoing employment process.

Australian Jobsearch provides a list of Disability Employment Network members in Western Australia.

Programs and options to consider


The internet

An increasingly common recruitment tool is the internet. Consider the following to help make this process friendly for all applicants:

  • Ensure your website’s recruitment page is accessible and includes information on where people can apply.
  • Ensure images and non-text items have text labels so that people with vision impairment can use the site using screen reading software.
  • Check that any automated scanning and sorting software does not discriminate against people with disability.
  • Ensure that all online tests are accessible and non-discriminatory.
  • Provide the contact details of an individual who can offer more information about the specific role and alternative methods of application. This is especially important if the recruitment website you are advertising through does not meet the required accessible standard.


Application forms

If you are using application forms as part of the recruitment process, ensure:

  • the focus is on what is to be achieved in the job rather than how it is achieved
    essential skills are prioritised above desirable skills
  • the information gathered in the application form determines if the person can perform the job essentials
  • forms are short and to the point
  • application forms are available in alternative formats
  • questions relate only to the inherent requirements of the job.


Example:
The Public Sector Commission is encouraging public sector agencies to look at alternative ways to accept the way candidates address the selection criteria in their written application. Paragraph or page limits for addressing each or all criteria, cover letters and CVs, and portfolios are some ways this can be done.