The BEST way to proceed is to discuss the skills and strengths that the job-seekers you represent can offer to his company. This would help the employer to see the value and potential of hiring people with disabilities, and how they can contribute to his business goals and needs. It would also demonstrate your professionalism and respect for the employer, and create a positive impression of your organization. The other options are not as effective or appropriate because:
A. Telling him how eager the job-seekers you represent are to work, and how much it would mean for many of them to have a job, would not address the employer's concern about the cost of hiring people with special needs. It would also imply that the job-seekers are desperate or needy, and not qualified or competent for the job.
B. Telling him that it is illegal to discriminate on the basis of a disability would not persuade the employer to hire people with disabilities, but rather make him defensive or hostile. It would also damage the relationship and trust between you and the employer, and possibly harm the reputation of your organization.
D. Avoiding wasting time with this employer because he is resistant to hiring individuals with a disability would miss an opportunity to educate and inform the employer about the benefits and advantages of hiring people with disabilities. It would also limit the options and choices for the job-seekers you represent, and prevent them from accessing potential employment opportunities. References:
CESP Candidate Handbook, page 12, Domain 3: Community Research and Job Development, Task 3.2:
Develop and maintain relationships with employers, Knowledge of 3.2.1: Effective marketing strategies and techniques CESP- ASPE Flashcards, card 68, Marketing, Definition: The process of identifying and communicating the benefits of hiring individuals with disabilities to potential employers.