A qualitative research on problems faced by people with disabilities in recruiting process

The recruitment function is important because it affects all other human resources functions and it yields positive results both for the business and the employee on the grounds that the right person is recruited. In this sense, this process is always handled with care. On the other hand, even though recruitment of an individual with disabilities should bring along some other regulations, the process is not attached the required importance, and people with disabilities, who frequently face negative attitude and behavior in society, also have to face various problems in the working life, starting from the recruitment process. In addition, in this process, not only people with disabilities but also employees in the human resources department face difficulties in some issues. In this context, the present study aimed to evaluate the problems experienced in the recruitment process from the perspectives of both people with disabilities and human resources employees and to provide a bidirectional perspective on the subject-matter. Therefore, a qualitative study was conducted with 24 participants in total, 12 individuals from each group, and these two groups were comprised of people with disabilities and human resources employees. MAXQDA 2020 program was used in the analysis of the data collected from the participants. As a result of the research, it was found that problems faced by people with disabilities in the recruitment process were negative attitudes and bias, lack of consideration regarding their qualifications, discrimination based on the type and level of their disability, accessibility, and having to face questions on their disability irrespective of the position in question during job interviews, while problems faced by human resources employees regarding the process were difficulties in communication, referral of candidates who did not meet the criteria by İŞKUR (Turkish Employment Agency), adapting the selection methods for people with disabilities, accessibility, provision of incomplete information by candidates on their disability, a narrow candidate pool, and the insufficiency regarding the education level. Keywords: Human Resource Management, Recruitment, People with Disabilities