Job Placement

Job Placement

Page Index:
1.   APD Placement service.
2.   General overview: Work Placement in the open labour market.
3.   UN Convention on employment of persons with disability.(Article 27)
4.   Tips for Jobseekers.
5.    Reasonable accommodation in the workplace
6.   Contact us


The promise to jobseekers is always to treat them with dignity and respect, to ensure all information is treated in the strictest of confidence and to ensure their information is only presented to client companies with their express permission.  We will only present a candidate if their profile is a match to our client’s specific requirements.  No information or skills will be fabricated and a job seeker can feel 100% confident when they attend an interview that they have the skill for the vacancy. Comprehensive coaching on interview techniques is offered to all CANDIDATES FREE OF CHARGE.    

1.  APD placement service

Association for Persons with Disability (APD Limpopo provides a service to job-seekers who have a disability, putting them in touch with employers who are committed to employment equity. Very often training and skills development are simply not enough, since unfortunately misconceptions still exist around the placement of persons with disability into mainstream work. These include the myth that it is expensive to do so and that such employees could never be deployed in positions of authority and responsibility.

Whilst functioning as a standard employment agency, the placement project further offers prospective employers practical advice about the accessibility of workplaces, training for staff and trade union members in sensitization of disability issues, and assistance with workplace equity and career advancement planning.

Preparation Workshops

Persons with disability are prepared for the open labour market during job preparation workshops. Information is given through to them on how to compile a CV, how to approach companies for employment opportunities and interview skills are practiced during a role play.

For further enquiries please contact:

We commit to:

Ø  Providing a professional service to job seekers and employers

Ø  Guaranteed confidentiality

Ø  Promotion of employment equity

Ø  Remaining at the forefront of developments in the labour market

Ø  Quality candidates to quality employers

Our aim:

Ø  Empowering entry level job seekers by training and sourcing job shadow opportunities and learnerships.

Ø  Promote and support Employment Equity in the workplace as well as for persons with disability

Ø  Ensuring an accessible work environment for candidates using the principle of universal design regarding accessibility and reasonable accommodation

Ø  Recruitment

Ø  Target selection [management, executive level]

Ø  Job profiling

Ø  Marketing of candidates with disabilities to Industry

Ø  Compilation of resume

Ø  Personality profiles

Ø  Contracts

Ø  Facilitation

Ø  Employment procedure

Ø  Sensitization of colleagues and management

Upon receipt of a job spec the following procedure is followed:

Ø  A data base file search is commenced by our research team

Ø  Potential employees are thoroughly briefed as to the position and the company

Ø  Should we not currently have suitable candidates on our files, the employer is informed of this.

Ø  Interviews are conducted

Ø  Candidates are short-listed and all data authenticated by thorough reference checking

Ø  Permission is obtained from potential candidates to release their information to the company/to contact the candidate for an interview and/or employment, if applicable.

Ø  Subsequent to commencement of employment by our candidate, the candidates’ CV is removed from our current records and placed in our archives. However we remain in contact with employer as well as employee during the guarantee period in order to efficiently address possible problem areas.


2.  Work Placement in the Open Labour Market

Due to the lack of employed persons with disability within the open labour market, the Association decided to add this service to assist employers and job seekers.  Employers will be helped with finding the right person for the job, how to work with this person, and how to make the integration a success.  Disabled job seekers will be assisted in varies ways to find employment that suites their qualification and expertise.


The employment of person with disabilities should not be viewed as a social responsibility, it should also not be seen purely as a legislative obligation and neither should it be separated from the normal diversification of the workforce as is determined in the Employment Equity Act.  Instead, it should be viewed as a business opportunity and imperative.  It makes good economic sense to employ people with disabilities both for the business, as well as the country as a whole. APD, Limpopo keeps a data base of unemployed persons with disabilities and would help you to find persons that qualify.

Recruitment process

The first step in the process is to draw up job profiles and specifications that clearly identify the inherent requirements and essential functions of the job, as well as the skills and capabilities required to perform the job. 


The purpose of the job adverts is to attract the most suitably qualified person from to make a selection for a particular vacancy position.  For this reason, the advert should be clear and concise, but contain enough detail about the inherent requirements of the job so that the potential applicant can make an informed decision. 

Adverts should not contain any unnecessary criteria that do not pertain the essential functions of the job, as this may unfairly exclude people with disability.  It is therefore important to draw up a job profile and a job specification before developing an advert, as it will enable the employer to clearly identify the inherent requirements and essential functions of the job as well as the skills and capabilities needed to perform the job. 


After receiving applications, the employer must engage in a selection process through short-listing applicants using selective criteria that are fair and non-discretionary.  The employer must use the same criteria to test the ability of people with disabilities as applied to applicants without disabilities. 

Focus of the interview

Interviews should focus on the applicant’s ability to perform the essential functions of the job irrespective of the nature, degree of severity of the disability.  “Interviewers should ask applicants [who have disclosed a disability or has a self-evident disability] to indicate how they would perform the essential functions and if accommodation is required.  No further detailed discussion should be entered into regarding the need for or costs of reasonable accommodation to perform the essential functions of the job at this stage of the recruitment process.  The employer should rather focus on the provision of reasonable accommodation to enable the applicant to participate equitably during the interview. 


3.  UN Convention on the rights of persons with disability – Article 27 –

1            States Parties recognize the right of persons with disabilities to work, on an equal basis with others; this includes the right to the opportunity to gain a living by work freely chosen or accepted in a labour market and work environment that is open, inclusive and accessible to persons with disabilities. States Parties shall safeguard and promote the realization of the right to work, including for those who acquire a disability during the course of employment, by taking appropriate steps, including through legislation, to, inter alia:

(a)    Prohibit discrimination on the basis of disability with regard to all matters concerning all forms of employment, including conditions of recruitment, hiring and employment, continuance of employment, career advancement and safe and healthy working conditions;

(b)    Protect the rights of persons with disabilities, on an equal basis with others, to just and favourable conditions of work, including equal opportunities and equal remuneration for work of equal value, safe and healthy working conditions, including protection from harassment, and the redress of grievances;

(c)    Ensure that persons with disabilities are able to exercise their labour and trade union rights on an equal basis with others;

(d)    Enable persons with disabilities to have effective access to general technical and vocational guidance programmes, placement services and vocational and continuing training;

(e)    Promote employment opportunities and career advancement for persons with disabilities in the labour market, as well as assistance in finding, obtaining, maintaining and returning to employment;

(f)     Promote opportunities for self-employment, entrepreneurship, the development of cooperatives and starting one’s own business;

(g)    Employ persons with disabilities in the public sector;

(h)    Promote the employment of persons with disabilities in the private sector through appropriate policies and measures, which may include affirmative action programmes, incentives and other measures;

(i)     Ensure that reasonable accommodation is provided to persons with disabilities in the workplace;

(j)     Promote the acquisition by persons with disabilities of work experience in the open labour market;

(k)    Promote vocational and professional rehabilitation, job retention and return-to-work programmes for persons with disabilities.

2           States Parties shall ensure that persons with disabilities are not held in slavery or in servitude, and are protected, on an equal basis with others, from forced or compulsory labour.


4.  Tips for jobseekers with disabilities

If you have a disability, you know it will more than likely affect a potential employer’s attitude towards you.  Even if your disability has no bearing on your ability to do the job, most employers will have some concerns.  It is up to you to show prospective  employers that, despite your disability, you are suitably qualified for the job. 

Here are 16 tips to keep in mind when searching for work.

1.     Use a variety of job-seeking techniques.

2.     Research prospective employers.

3.     Role-play.

4.     Know your own capabilities and limitations, what the job you want entails, what you can ontribute to the job, and how to present yourself in the most positive manner.

5.     Prepare well for the interview.

6.     Find out where the company is situated well in advance.

7.     Dress appropriately.

8.     Arrive 15 minutes earlier.

9.     Confidence is everything.

10    Know what technologies can help you work effectively, how much they cost and where it can be obtained.

11.   Decide when to disclose your disability.

12.   Make the interview easy for the employer.

13.   There are several types of employment interviews.  Being familiar with each type will enable you to better prepare yourself for the interview.

14.   Be honest.

15.   Know your rights and familiarize yourself with current legislation.

16.   Don’t let past failures affect you negatively.


5.   Reasonable accommodation for persons with disabilities

All designated employers under the Act and Code “should reasonably accommodate the needs of people with disabilities.”  This is both a non-discrimination and affirmative action requirement.  For employers who are required to develop employment equity plans, reasonable accommodation is an effective affirmative action measure.  The aim of this accommodation is to reduce the impact of the impairment on the person’s capability to perform the essential functions of the job. 

Accommodation, which is modifications or alterations to the way a job is normally performed, should make it possible for a suitably qualified person with a disability to perform as everyone else.  The type of reasonable accommodation required would depend on the job and its essential functions, the work environment and the person’s essential function of the job. 

Reasonable accommodation measures may include:

  • Assistance in making the workplace more accessible on the kind of person’s limitations and needs – for example, amongst others, removal of physical barriers and access to information and technology (equipment and software)
  • Workstation modifications.
  • Adjustment to work schedules.
  • Adjustment to the nature and duration of the duties of the employee at work, either on a temporary or permanent basis.
  • The reallocation of non-essential job tasks and any other modifications to the work is normally performed or has been performed in the past. 

The criteria for reasonable accommodation includes tree interrelated factors:

  • The accommodation must remove the barriers to performing the job for a person who is otherwise qualified.  The employer must take steps, wherever reasonably practical, to mitigate the effect of an individual’s disability to enable him or her to play a full part in the workplace in order to achieve his or her full potential.
  • It must allow the person with disability to enjoy equal access t the benefits and opportunities of employment.  All staff must have equal rights to promotion.  The employer must take all reasonable steps to ensure that the working environment does not prevent people with disabilities from accessing or retaining positions for which they are suitable qualified.
  • Employers can adopt the most cost effective means consistent with the above two criteria. 

If the individual cannot perform essential job functions with reasonable accommodation, the employer need not employ the person.  The employer need not create a new job for the person with the disability, nor must the employer reallocate essential functions to another employee.  An employer may be required to restructure a job by reallocating non-essential, marginal job functions, but only if the applicant or employee with a disability can perform the essential functions of the job, with or without reasonable accommodation.  Reasonable accommodation may be temporary or permanent, depending on the nature and extent of the disability.  Progressive impairments may require temporary or permanent accommodation.

6.   Contact us
Christa van der Walt/Johnny Graham Tel:  015 291 1787
Fax:  086 768 4711