Recruitment & Selection

2007 Category Winner - Recruitment & Selection

Name of organisation:
Kernan's Centra & Kernan's Diner

Number of employees:
77

Industry Sector:
Retail

Some examples of what Kernan's Centra & Kernan's Diner have done:

The organisation has a recruitment & selection strategy. It is regularly reviewed through the organisation’s business plan and using the NDA’s employment strategy. Last year two staff went on training relating to equality legislation.

Job descriptions are drawn up using non-discriminatory and work related criteria only and this process is through the recruitment and selection handbook. This handbook has broken down particular jobs and tasks related to those jobs. A job coach can use these job descriptions to ensure there is a good job match with the person with a disability and to identify where accommodations would be needed.

When designing job advertisements, the organisation includes a statement about commitment to equal opportunities, specifically invite applications from people with disabilities, and states that candidates will be considered solely on the basis of their abilities.

The organisation will use alternatives to qualifications when selecting/short listing candidates. This is done through work experience. Manager looks for attitude rather than qualifications – ‘Attitude not aptitude’.

If a person with a disability is successful in the recruitment process, the job coach provides disability awareness to team members, team leaders and work colleagues. This is informal ‘on the job’ training and the job coach will provide support for the person with a disability and other stakeholders involved.

Six people with disabilities are employed in the organisation and this due to winning the O2 Ability Award in 2006. The manager has presented at the parent organisation's National Conference, presenting the business case and positive angle on the employment of people with disabilities.