{"id":54171,"date":"2024-07-30T14:54:18","date_gmt":"2024-07-30T13:54:18","guid":{"rendered":"https:\/\/www.sense.org.uk\/?p=54171"},"modified":"2024-07-30T15:56:42","modified_gmt":"2024-07-30T14:56:42","slug":"disability-inclusive-hiring-practices","status":"publish","type":"post","link":"https:\/\/www.sense.org.uk\/blog\/disability-inclusive-hiring-practices\/","title":{"rendered":"How to make your hiring process accessible to disabled jobseekers"},"content":{"rendered":"\n

As the national employment lead at Sense, my job is all about advocating for disabled people who are looking for jobs. <\/p>\n\n\n\n

Every time I tell someone what I do, they have a story about themselves or someone they know who has struggled to find employment as a disabled person.<\/p>\n\n\n\n

\"Two<\/figure>\n\n\n\n

It\u2019s so unfair and heartbreaking to hear. Just because somebody\u2019s got a disability doesn\u2019t mean they\u2019re not good enough for a job. <\/p>\n\n\n\n

That\u2019s why disability inclusive hiring practices are so important. <\/p>\n\n\n\n

These are my top eight tips for hiring managers, to make sure they\u2019re giving the best shot to disabled candidates. <\/p>\n\n\n\n

1. Offer pre-application support<\/h2>\n\n\n\n

Before they\u2019ve filled out the application, candidates may have questions or concerns. Make sure they can get in touch to find out more if they need to. <\/p>\n\n\n\n

It\u2019s best to have a point of contact listed clearly on the job advert. <\/p>\n\n\n\n

That person should be prepared to speak to disabled candidates and tell them about the support on offer in the hiring process and in the role. <\/p>\n\n\n\n

2. Make sure your job description is crystal clear<\/h2>\n\n\n\n

Make sure your job description is written in plain English, with no jargon or buzzwords. <\/p>\n\n\n\n

It should clearly lay out what the essential criteria for the job are, and what is expected of the person in the role.<\/p>\n\n\n\n

3. Use inclusive imagery and case studies in your advertising<\/h2>\n\n\n\n

It\u2019s important to give the message that you\u2019re an inclusive employer who\u2019s open to hearing from disabled candidates. <\/p>\n\n\n\n

This might encourage people not to rule themselves out before they\u2019ve started. <\/p>\n\n\n\n

A good way of doing this is to use quotes and images that reflect your diverse workplace. <\/p>\n\n\n\n

4. Offer multiple ways for people to apply<\/h2>\n\n\n\n

“If you want to attract the best candidates, you might consider allowing applicants to submit their applications online, by email, by post or even in a video.”<\/p><\/blockquote><\/figure>\n\n\n\n

Accessibility is all about having options, because different things work for different people. <\/p>\n\n\n\n

If you want to attract the best candidates, you might consider allowing applicants to submit their applications online, by email, by post or even in a video. <\/p>\n\n\n\n

Remember to make sure your application form is mobile-friendly, too, as many people rely on their phones or tablets.<\/p>\n\n\n\n

5. Be Disability Confident, and have an accessibility statement<\/h2>\n\n\n\n

It\u2019s a good idea to join the Disability Confident scheme, and to advertise this clearly as part of your hunt for the right candidate.<\/p>\n\n\n\n

This scheme means that you\u2019ll offer an interview to any disabled candidate who meets the minimum criteria for the role. Find out more about the Disability Confident scheme.<\/a> <\/p>\n\n\n\n

You should also include an accessibility statement on the advert.<\/p>\n\n\n\n

This lets applicants know what steps you\u2019ve taken to make your workplace accessible, and what reasonable adjustments you may be able to offer them.<\/p>\n\n\n\n

6. Offer reasonable adjustments for interviews<\/h2>\n\n\n\n

So your disabled applicant has been offered an interview \u2013 great!<\/p>\n\n\n\n

Now it\u2019s important to consider how you can make sure their interview is the best environment for them to thrive. <\/p>\n\n\n\n

Types of reasonable adjustment you might offer include:<\/p>\n\n\n\n