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Purpose. Although some individuals with disabilities have normal intellectual abilities and high skill levels in specific areas, the unemployment rate of this population is alarming. This research aimed to create a form for the presentation of candidates with disabilities to match their needs and profile sought by recruiters. The form was articulated into: a) the description of personal and job-related skills, main personality traits, behavioural characteristics, reasonable workplace accommodations and supports; b) the assessment of candidate’s linguistic, mental and personal skills. Methodology. 62 recruiters evaluated the form comparing it with a traditional CV. Employees’ perspective on barriers to employment of people with disabilities were analysed. Interviews were conducted to investigate more in-depth recruiters’ attitudes toward employment of people with disabilities and their perspectives on the presence of obstacles to their employment. Results. The global format evaluation was positive.Results revealed that the main obstacle to work inclusion of people with disabilities was lack of knowledge and information. Limitations. Although this study used both quantitative and qualitative data, the sample dimension was limited, and the design was cross-sectional. Practical implications. Since this form provides a detailed skill profile of candidates suggesting possible practical solutions to overcome potential problems, it could be an effective tool to facilitate recruitment and work inclusion of people with disabilities. Value. To date, this is one of the few studies to examine disabled people’ work inclusion by using both quantitative and qualitative data in order to provide a practical tool for the presentation of candidates with disabilities.

Although some individuals with autism have normal intellectual abilities and high skill levels in specific areas, the unemployment rate of this population is alarming. This research aimed to create a schedule for the presentation of candidates with autism to match candidate’s needs and profile sought by recruiters. The schedule was articulated into two parts: a) the description of personal and job-related skills, main personality traits, behavioural characteristics, reasonable workplace accommodations and supports; b) the assessment of candidates’ linguistic, mental and personal skills. 62 recruiters evaluated the schedule comparing it with a traditional CV on the following domains: usefulness, simplicity, understandability, accurateness, clearness, relevance, effectiveness, completeness. The global evaluation was positive. Since it provides a detailed skill profile of candidates and suggests possible practical solutions to overcome potential problems, it could be an effective tool to facilitate recruitment and work inclusion of people with autism in order to promote their well-being.