FOR HR TEAMS;

DISABLED CANDIDATE SELECTION AND STAFFING TRAINING

The recruitment processes of disabled candidates should be handled in the same way as any other recruitment process in terms of assessing technical knowledge, competence, and experience; otherwise, it may cause discrimination.

  • What should we consider when we first examine the candidate’s CV?
  • What should we ask / not ask when we first reach the candidate over the phone?
  • How should we invite the candidate to the interview?
  • What should we pay attention to in the interviews?
  • How should we give briefs in executive interviews?
  • How do we define special needs, if any, before recruitment?
  • What should we pay attention to during the orientation process?

FOR EXECUTIVES;

TRAINING OF LEADERS MANAGING DIFFERENCES

After the hiring process by HR, the training we provide to managers on how to manage disabled employees, fair management style, and agility are aimed at finding answers to the following questions;

  • How are processes managed in inclusion?
  • How can support be provided for special needs, if any?
  • How is the team integration process managed?
  • Should there be different parameters in performance management?
  • How to separate the causes of the problems?

FOR ALL EMPLOYEES;

CONSCIOUS AND UNCONSCIOUS BIAS AND AWARENESS SESSIONS

These meetings, which increase awareness about disabled employment and diversity management, are aimed at having a positive effect on “inclusiveness” in the corporate culture.

All employees of a company can participate in these meetings, in which we share success stories and perform interactively.

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