Hiring a person with a disability: the practical guide
Hiring a person with a disability is first and foremost hiring a skill. Most jobs can be done as they are or with simple accommodations. Here are the steps, from the job offer to onboarding.
The steps
1. Start from the real requirements of the job
List what the job really requires: moving around, reading documents, talking on the phone, carrying loads… Separate what is essential from what can be compensated by a tool or a different organisation. Many requirements written out of habit are not essential.
2. Write an inclusive job offer
Describe the tasks and skills, state the location, the work mode (on site, hybrid, remote) and the accommodations you can offer. Avoid criteria unrelated to the job, such as “excellent physical condition” for an office job.
3. Post it in the right place
Publish the offer where the candidates are: HandiTalents brings together verified profiles and shows you those that match the job. ANETI services can also relay your needs.
4. Make the interview accessible
Ask candidates whether they need an accommodation: accessible room, readable documents, extra time, sign language interpreter or a video interview with captions. Keep the discussion focused on skills.
5. Prepare the arrival
Put the agreed accommodations in place before the first day: adapted workstation, screen reader software, adjusted hours, access to the premises. They are often simple and inexpensive. Inform the team and appoint a contact person.
6. Follow the integration
Check in regularly, for example at 3, 6 and 12 months, to adjust what needs adjusting. Good follow-up is the best guarantee of a lasting hire.
Three misconceptions
- “Accommodations are expensive”: most are free or low-cost (organisation, software, furniture).
- “Disability is visible”: most disabilities are invisible; the disability card covers very different situations.
- “This job is not suitable”: it is often the way the job is organised, not the job itself, that needs rethinking.
What HandiTalents does for you
Our artificial intelligence combines disability, skills, job requirements and the accessibility of your premises, and tells you which candidates to invite. You hold accessible video interviews and track your hires and your employment obligation in one place.
Read also : Employment obligation for people with disabilities in Tunisia: what the law says
General information, up to date as of 22 October 2026. It does not replace the official texts published in the Official Journal of the Republic of Tunisia (JORT) or legal advice.