Recruiting a person after cancer or in the process of chronic cancer treatment requires special attention, empathy, and understanding. The process should be designed to make the candidate comfortable while allowing for an objective assessment of their qualifications and potential. Hiring someone who has overcome a serious illness can bring many benefits to an organization, both human and professional.

Preparing the recruitment process:
Training the recruitment team: The recruitment team should be aware of the specific situation of post-cancer candidates. It is important to avoid stereotypes and unfounded fears about their health. Sensitivity training for people with disabilities or chronic illnesses can be fundamental.

Flexibility in the process:

The recruitment process should be flexible. Candidates may require adjustments, such as the ability to conduct interviews remotely, adjusting interview times, and accommodating possible breaks related to medical treatment.

Discretion and privacy:

Candidate health information is confidential
and should be handled carefully. Questions about a candidate’s health should be asked only when necessary and in a non-invasive manner.

Focus on skills and experience:

The recruitment process should focus on a candidate’s professional qualifications, skills, and experience, not medical history. Considering available support and adaptations, it is worth assessing how well the candidate can perform their duties.

Benefits of hiring a cancer survivor:
Resilience and determination: Individuals who have undergone severe
treatment often exhibit exceptional determination, resilience to stress, and the ability to deal with difficult situations. These qualities can be precious in dynamic work environments.

Empathy and understanding:

Employees recovering from cancer can bring a unique perspective and increased empathy to the team, which can translate into better interpersonal relationships in the workplace.

Work motivation:

Often, people recovering from illness are particularly motivated to work, value their place in the company, and want to prove their worth, which can translate into more outstanding commitment and loyalty to the employer.

Example for the team:

Such employees can inspire other team members, showing that it is possible to work effectively and develop professionally even after serious difficulties.

Where and in what position can such a person perform best?
Positions requiring resilience to stress: People who have recovered from illness can excel in positions where dealing with stress and pressure is essential, such as in project management, sales, or customer service.

Remote and flexible hours:

In companies that offer remote work and flexible hours, people with chronic illnesses can carry out their
duties without worrying about possible health limitations.

Positions requiring empathy and communication: Employees with a history of illness can be exceptionally good at roles requiring empathy and communication, such as HR, customer support, counseling, or mentoring.

Innovative industries and technology:

In technology companies, where work often relies on specialized knowledge and skills rather than physical presence, people with health limitations can excel and bring great value.

Summary:
Recruiting a person recovering from cancer or undergoing treatment for
a chronic illness requires an appropriate approach that takes into account their health needs and respects their privacy. Hiring such an employee can bring many human and professional benefits to an organization. The recruitment process must be conducted with empathy, understanding, and openness to the individual’s needs, allowing the company to gain a valuable and committed employee.

Written by: Lidia Wysocka