Our Achievements in Placing Candidates with Disabilities

We have candidates in the following industries:
• IT;
• Financial;
• Call Centre environment;
• Human Resources;
• Administration and secretarial; and
• And many other.

We have one of the biggest databases of candidates with disabilities in Gauteng. We are extremely proud of our process and techniques to find the best candidate for a specific work opportunity.

We represent candidates with the following disabilities:
• Paraplegic and Quadriplegic;
• Cerebral Palsy;
• Hearing Impaired;
• Visually Impairments;
• Post Polio;
• Amputation of upper or lower Limbs;
• Multiple Scleroses;
• Muscle Dystrophy;
• Albinism;
• Epilepsy;
• Neurological (For e.g. stroke ); and
• Other specific impairments.

Some of our placements were done at the following Companies:
• Price Water House Coopers;
• Phonak;
• Makro;
• Giscoe;
• Primeserv International;
• Selfrack;
• Autotec;
• Private Practices;
• Magnum Shield;
• McCarthy Audi ;
• Mecer/Mustek; and
• Eskom.

Our service includes:

Sourcing:
Finding a candidate that meets all your requirements and have a disability is a very difficult task. The wide variety of disabilities, insufficient databases and protection of these candidates are but a few of the stumbling blocks in sourcing a candidate. Not all candidates responding to ads have a disability or the required skills. We obtained various techniques to source the best candidates for your company.

Work visits:
Our Occupational Therapist can also visit the workplace to make sure our candidate will be able to adapt to the environment and that the environment is accessible. She can also meet with the relevant people to assist them in any queries regarding a disability.

In-depth Interview:
We conduct intensive initial interviews and thereby filtering through the candidates, saving our clients a lot of time. By interviewing our candidates, we not only assess their skills, but we can also determine what kind of culture or personalities they will tie in with. We gather information that is not on their CV’s. We integrate information such as the real reasons for leaving, image, verbal presentation, communication style, strength of character and current social environment. This kind of information is crucial in selecting the best candidate for any new position, as technical skill is not the only determining factor. The Occupational Therapist will refer a candidate to a vocational evaluation if she thinks that it is necessary before placing the candidate.

Detailed information in CV’s:
Our CV’s are of very high quality and are designed to make it easy for our clients to get a good reflection of the candidate’s abilities. We focus on giving as much relevant detail as possible to make sure our clients obtain the information they require. An added benefit on our CV is a short description of the disability and possible adaptation needed in the workplace. This is an exclusive service that will give a client a good indication what the implications could be of hiring a disabled candidate.

Reference check:
We character reference and skills reference all of our candidates, by contacting previous or current managers. This ensures that we can confirm that they have an unmarked track record and we can also inform our clients of what the candidate’s strengths and weaknesses in the working environment are.

Fear of change
Progressing to a new company is stressful for any candidate, so much more for the disabled person. It is our heart never to influence a candidate to accept a new opportunity if the candidate is not 100% sure of the new challenge. We will also prepare and support the candidate to make ensure that the candidate makes the best decision. Especially in our skills shortage market we find that when employing a new employee, there are always various factors that can influence the success of the process. One is fear of changing to a new company. Because we act as the intermediary, we are aware of obstacles that may arise from both sides. The candidate might not comfortable to discuss certain things with his new employee, such as the fear of change. It is human nature for a candidate to become scared and uncertain to whether he/she is making the right decision. We can prepare and support them for these feelings and can prevent their over emotionalism to complicate the process. Or if the company has any concerns about the candidate that they do not want to take up with him/her directly, we can act as a mediator in resolving these issues.

Salary check:
We can assess whether a candidate’s salary expectations are too high and can deal with it early in the process. Our point of view is that they should not make a decision based on the salary on offer, but on what the opportunity can mean for their career. This can save a lot of time by not going through the whole process up to the end with the candidate and then he/she does not want to accept the offer because they think it is too low. This way we can assure a 90% chance that the candidate will accept the offer.

Our guarantee period:
We offer a guarantee period of 3 months from the date when the candidate starts at the new employer. This period protects both the client and candidate when a wrong choice has been made. If, during the guarantee period, it becomes clear that the candidate-client fit is unsuccessful, we first try and resolve the problem. If incompatible, we replace the candidate free of charge or if the client is not happy with the replacements we can offer, they receive part of their payment back. This rarely happens as we try our utmost best to ensure a perfect match and constantly inquire whether both the client and candidate are happy. We want to build long-term relationships and not do business by once-off placements.

Desensitize of the work place:
We offer a unique service that prepares the environment for a candidate with a disability. Co-workers and Managers are prepared for e.g. what to expect from the candidate, more information about the disability. This is an essential service to ensure that placement is successful.

Why are we unique?
We’re not client driven, we’re candidate driven. We’re not in the business of finding people jobs. We are in the business of isolating only the strongest candidates for our clients.
We have combined expert knowledge of recruitment with extensive knowledge of disability to help our client make a perfect match.

Making money is not our motivation behind this new division! Our rationale is to empower a person with a disability to make life changing decisions in a safe environment by providing excellent service and information regarding the recruiting industry and new opportunities in the workplace.
We’re staffing associates, not sales people. We stay on the cutting edge of technical advancements and we also keep up to date with newest technology / equipment in the field of disabilities so that we can give our candidate the best chance to compete in the market.

We consider it our responsibility to protect your corporate interests while giving our candidate a fair change in the labour market.