Recruiting of People with Disabilities

The suitable job advertisement
A number of special legal regulations often apply to the recruitment and hiring of people with disabilities. An employer should check whether the vacancy can be filled by a severely disabled person before advertising the position.
If necessary, explicitly point out that you are also interested in applicants with severe disabilities.
If there is a representative body for severely disabled employees or a works or staff council, these bodies must be included in the assessment of placement proposals or applications from severely disabled people.

Use suitable recruitment channels
When publicising the job vacancy, it is advantageous to use various publication channels so as not to exclude any applicant group. For example, blind people can only see a job advert in a daily newspaper with greater effort than an accessible online job advert. If you would like to specifically recruit people with disabilities for your company, you can also use job boards specialising in skilled workers with disabilities.
In many countries, there are specialised services that help people with special special needs to find a suitable apprenticeship or job.  
Internships or comparable practical phases are a good way for career starters in particular to gain initial impressions of each other. Practical experience in the business world gives them the opportunity to prove their skills in the working world outside of a protected training framework.

Planning and organising the interview
Once you have received applications from interested candidates, the next step is the selection process. Planning a job interview with a person with a disability only differs from regular job interviews in a few respects.
However, the individual requirements of the applicant should always be taken into account so that everyone has the same opportunity to show their potential. This can, for example, affect the journey of physically disabled people if the interview takes place at a location without barrier-free access. However, communication during the interview itself can also pose an additional challenge for people with sensory impairments, which does not necessarily have to lead to limitations in their subsequent work.
In the interview itself, you can check the skills and abilities of the individual applicant. A general question about a severe disability is usually not permitted. However, you can ask about general support needs. Health restrictions should only be asked in relation to the specific requirements of the job, for example if it requires heavy physical labour or places high demands on concentration and vision.

After the interview
Once you have decided to hire a person with a disability, the next steps are no different from hiring non-disabled people: The employer draws up an employment contract, which is signed by the employer and the skilled worker. The special provisions for people with a severe disability are automatically effective and do not need to be included in the employment contract. In addition, the regular conditions and cancellation terms apply to people with disabilities during the probationary period.
The integration of people with disabilities is often subsidised by the state.
If you have decided against hiring a severely disabled applicant, the reasons for this decision must be stated in the event of a rejection. However, the reasons must not be related to the applicant's disability.