Specialised Recruitment Agents in a low and Middle-Income Country: Intermediaries Between Employers and Persons with Disabilities Seeking Employment.
Saved in:
| Title: | Specialised Recruitment Agents in a low and Middle-Income Country: Intermediaries Between Employers and Persons with Disabilities Seeking Employment. |
|---|---|
| Authors: | Morwane, R E1 (AUTHOR) refilwe.morwane@gmail.com, Dada, S1 (AUTHOR), Bornman, J1 (AUTHOR) |
| Source: | Journal of Vocational Rehabilitation. Nov2025, Vol. 63 Issue 3, p312-324. 13p. |
| Subject Terms: | *Qualitative research, *Diversity & inclusion policies, *Government policy, *Content analysis, *Employment of people with disabilities, *Employee recruitment, *Research methodology, *Vocational rehabilitation, *Employee selection, *Employment agencies, *People with disabilities, *Vocational guidance, Health services administration, Nonprofit organizations, Research funding, Executives, Interviewing, Equality, Social role, Private sector, Judgment sampling, Marketing, Thematic analysis, Sound recordings, Regulatory approval, Social support |
| Geographic Terms: | South Africa |
| Abstract: | Background: Persons with disabilities in South Africa experience challenges in accessing training and employment opportunities. Objective: This study aimed to determine the role of specialised recruitment agencies by exploring activities they engage in and services provided to employers and job seekers with a disability. Method: Twenty-five specialised recruitment agencies were interviewed through semi-structured individual telephonic interviews. A qualitative research design was employed. Data were transcribed verbatim and analysed thematically. Findings: It was found that the SRAs assume four roles: recruitment, placement, trainer, and consultation. Within these roles, various services were provided, which were related to recruitment, placement, and support in equity compliance. These roles assumed by SRAs largely depended on the size of the organisation Conclusion: The four roles collectively foster a supportive environment for employees with disabilities. Training dispels misconceptions, and pre- and post-employment support ensures access and accommodations. It is evident from agencies that assumed all four roles that successful placement of persons with disabilities was dependent on the provision of support within all four roles. [ABSTRACT FROM AUTHOR] |
| Copyright of Journal of Vocational Rehabilitation is the property of Sage Publications Inc. and its content may not be copied or emailed to multiple sites without the copyright holder's express written permission. Additionally, content may not be used with any artificial intelligence tools or machine learning technologies. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.) | |
| Database: | Education Research Complete |
|
Full text is not displayed to guests.
Login for full access.
|
|
| Abstract: | Background: Persons with disabilities in South Africa experience challenges in accessing training and employment opportunities. Objective: This study aimed to determine the role of specialised recruitment agencies by exploring activities they engage in and services provided to employers and job seekers with a disability. Method: Twenty-five specialised recruitment agencies were interviewed through semi-structured individual telephonic interviews. A qualitative research design was employed. Data were transcribed verbatim and analysed thematically. Findings: It was found that the SRAs assume four roles: recruitment, placement, trainer, and consultation. Within these roles, various services were provided, which were related to recruitment, placement, and support in equity compliance. These roles assumed by SRAs largely depended on the size of the organisation Conclusion: The four roles collectively foster a supportive environment for employees with disabilities. Training dispels misconceptions, and pre- and post-employment support ensures access and accommodations. It is evident from agencies that assumed all four roles that successful placement of persons with disabilities was dependent on the provision of support within all four roles. [ABSTRACT FROM AUTHOR] |
|---|---|
| ISSN: | 10522263 |
| DOI: | 10.1177/10522263251376362 |
