the prevailing company culture and organization as a whole. Companies and recruitment agencies are now turning to video screening as a way to notice these skills without the need to invite the candidates in person. The selection process is often claimed to be an invention of Thomas Edison. Candidates with disabilities The word disability carries few positive connotations for most employers. Research has shown that the employer biases tend to improve through first-hand experience and exposure with proper supports for the employee and the employer making the hiring decisions. As for most companies, money and job stability are two of the contributing factors to the productivity of a disabled employee, which in return equates to the growth and success of a business. Hiring disabled workers produces more advantages than disadvantages. There is no difference in the daily production of a disabled worker. Given their situation, they are more likely to adapt to their environmental surroundings and acquaint themselves with equipment, enabling them to solve problems and overcome adversity than other employees. The United States Internal Revenue Service (IRS) grants companies Disabled Access Credit when they meet eligibility criteria. Diversity Many major corporations recognize the need for diversity in hiring to compete successfully in a global economy. The challenge is to avoid recruiting staff who are "in the likeness of existing employees" but also to retain a more diverse workforce and work with inclusion strategies to include them in the organisation. Safer recruitment "Safer recruitment" refers to procedures intended to promote and exercise "a safe culture including the supervision and oversight of those who work with children and vulnerable adults". The NSPCC describes safer recruitment as In England and Wales, statutory guidance issued by the Department for Education directs how safer recruitment must be undertaken within an educational context. Recruitment process outsourcing Recruitment process outsourcing (RPO) is a form of business process outsourcing (BPO) where a company engages a third-party provider to manage all or part of its recruitment process. Approaches Internal recruitment or internal mobility (not to be confused with internal recruiters) refers to the process of a candidate being selected from the existing workforce to take up a new job in the same organization, perhaps as a promotion, or to provide career development opportunity, or to meet a specific or urgent organizational need. Advantages include the organization's familiarity with the employee and their competencies insofar as they are revealed