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1. Executive Summary
As 21st century organizations have emphasized on the cultivation of diverse human capital management to ensure that the overall organizational achievement， the overlooked or untapped human capitals such as disabled job applicants have been took into consideration. However， including people with disability in workplace recruitment has confronted barriers such as attitudinal barriers， institutional barriers and self-centred barriers. Based on research finding， via critically analysing those barriers and providing practical recommendations， this paper aims to provide the HR practitioners with the knowledge of including the disabled job applicants in recruitment.
2. Introduction
Thinking about the broad scope of the “non-traditional” applicant pools which indicated to target candidates who differ from traditional hires in terms of age， gender， ethnicity and healthy， this paper has narrowed down the scope to solely target the applicant pool which composed by people with disability.As this paper aiming to provide the HR practitioners with the knowledge of inclusion of the disabled job applicants in recruitment.
3. The barriers for inclusion and empirical respond to these barriers
3.1 Attitudinal barriers
According to Kulkarni and Lengnick-Hall （2014）， attitudinal barriers are the major hinder that exclude such workers， mainly it includes individual biases， prejudices or stigmatized perception. Further， the low level of internal job mobility and job mismatch related to this minority group， which manifested the exclusion of internal recruitment， also evident employers’ bias that perceives such workers as poor job performers or unproductive， and may pose discomfort among co-workers （Mitra
As 21st century organizations have emphasized on the cultivation of diverse human capital management to ensure that the overall organizational achievement， the overlooked or untapped human capitals such as disabled job applicants have been took into consideration. However， including people with disability in workplace recruitment has confronted barriers such as attitudinal barriers， institutional barriers and self-centred barriers. Based on research finding， via critically analysing those barriers and providing practical recommendations， this paper aims to provide the HR practitioners with the knowledge of including the disabled job applicants in recruitment.
2. Introduction
Thinking about the broad scope of the “non-traditional” applicant pools which indicated to target candidates who differ from traditional hires in terms of age， gender， ethnicity and healthy， this paper has narrowed down the scope to solely target the applicant pool which composed by people with disability.As this paper aiming to provide the HR practitioners with the knowledge of inclusion of the disabled job applicants in recruitment.
3. The barriers for inclusion and empirical respond to these barriers
3.1 Attitudinal barriers
According to Kulkarni and Lengnick-Hall （2014）， attitudinal barriers are the major hinder that exclude such workers， mainly it includes individual biases， prejudices or stigmatized perception. Further， the low level of internal job mobility and job mismatch related to this minority group， which manifested the exclusion of internal recruitment， also evident employers’ bias that perceives such workers as poor job performers or unproductive， and may pose discomfort among co-workers （Mitra