Online Recruitment of People With Disabilities: Technology in Favor of Diversity?

Abstract

Purpose: To analyze Web Based Recruitment for people with disabilities. Originality/gap/relevance/implications: Few studies in the world have looked at the usability and accessibility of job recruitment websites for people with disabilities: none of which reviewed Web ads. In Brazil, no e-Recruitment for people with disabilities was found. Key methodological aspects: This is a descriptive and qualitative study. The author sought to analyze ads available on websites exclusively aimed at the recruitment of persons with disabilities. The categories of analysis were: the content of the ads, and their accessibility and usability of them. The analysis was done by means of automatic validation testing of the accessibility using a tool (Hera). Summary of key results: All the sites have errors that hinder the accessibility and usability of the page. The large number of registered CVs and job vacancies available on the websites indicate that online recruitment is reaching the goal of attracting candidates and companies. Regarding the content, there are particular issues related to this specific audience, besides the ones regarding each and every job, such as the availability of accessibility in the company, devices allowed by the contractor, using filters for the candidate's disability and special needs required by the company. Key considerations/conclusions: Companies which specialize in this type of recruitment need to be familiar with the Web experiences of people with various types of disabilities seeking employment. Although the ads put forth various forms of information relating to the jobs, there is clear evidence that they are not prepared to receive disabled workers. Also, they need better guidance with respect to the elimination of discriminatory practices.

Diversidade nas organizações a partir da análise de artigos brasileiros (2003-2016)

“…Dois artigos foram publicados em revista A2 (Dolz, Iborra;Safón, 2015;Ferreira;Rais, 2016) e seis, em revistas classifi cadas como B1 (FORTUNATO: GARCEZ, 2016;GONÇALVES et al, 2016;FERREIRA;DUTRA, 2016;LIMA, 2016;LORENTZ et al, 2016;MACCALI et al, 2015;NÓBREGA;JESUS, 2014). Foi possível identifi car que somente um dos artigos apresentados no congresso, que poderia caracterizar duplicidade, foi publicado em periódicos de estratos A2 e B1.…”

“…O primeiro artigo buscou compreender a interface entre a inclusão de defi cientes intelectuais e as práticas de recursos humanos em um caso paranaense. Dentre os artigos publicados em 2016, dois tratam especifi camente do grupo PcD (Ferreira;Rais, 2016;Lima, 2016), um sobre a questão de gênero Ferreira;Dutra, 2016); outro sobre gênero e raça (Gonçalves et al, 2016) e, fi nalmente, um deles trata o tema de forma geral, não especifi cando os tipos de diversidade (LORENTZ et al, 2016 Entretanto, foi apontada como difi culdade a carreira em forma de labirinto, com inúmeras possibilidades para a mulher, gerando dúvidas e incertezas. Por outro lado, a formação acadêmica, a presença de um mentor durante a trajetória e a pressão por masculinização foram apontadas como fatores importantes para a ascensão na carreira.…”

Recruitment and work arrangements for employees with intellectual disability in competitive employment

“…Centralised recruitment processes and streamlined recruitment practices through centralised web‐based platforms may limit employment opportunities for people with ID (De Lima, 2016; Moore et al, 2018). In addition, centralised HR management is increasingly involved in recruitment processes, resulting in reduced involvement by line managers or direct supervisors, which may hinder customisation opportunities for work seekers with ID.…”