In the realm of recruiting Persons with Disabilities (PWDs), several theories underscore effective recruitment sources for employers. One prominent theory revolves around the concept of inclusive hiring practices, emphasizing the importance of creating a workplace environment that fosters diversity and accommodates individuals with varying abilities. This theory suggests that employers actively seeking PWDs as part of their workforce should engage with disability-specific job boards, community organizations, and vocational rehabilitation programs. By doing so, they tap into a pool of qualified candidates while simultaneously promoting social responsibility.

Another theory highlights the significance of leveraging technology in recruitment. Online platforms, social media, and specialized job portals can connect employers with a wider audience of PWDs, facilitating a more inclusive hiring process. This approach aligns with the evolving landscape of modern recruitment strategies, emphasizing the need for digital accessibility and a seamless application process for candidates with disabilities.

a comprehensive theory for recruiting PWDs incorporates a multifaceted approach, blending inclusive corporate culture, targeted outreach through community partnerships, and harnessing the power of technology to ensure a diverse and accessible talent pool for employers committed to fostering an inclusive and equitable workplace.