Recruitment hints and tips

Non-discriminatory evaluation

More and more employers are using automated evaluation, from initial screening and CV sorting to online psychometric and skills testing. The Disability Discrimination Act places a duty on employers to make reasonable adjustments to any tests to ensure they are fair.

To ensure you do not inadvertently discriminate:

Ask about adjustment requirements - Ask candidates to describe what adjustments they need in order to be evaluated fairly (e.g. more time on tests where appropriate, a sign-language interpreter for interviews) and assure them they will not face discrimination as a result
Provide a detailed description of the recruitment process so applicants can anticipate their adjustment needs at any particular stage
Illustrate what you mean by disability so people who may not generally consider themselves to be disabled (e.g. people with dyslexia; people with diabetes) do not experience discrimination
Avoid just asking, Do you have a disability? as some candidates may not want to share this information nor feel it is relevant. Instead ask whether the candidate needs any adjustments made for a reason related to their disability
When short-listing, ensure information on disability, if taken for the purposes of monitoring, is kept separate from the rest of the application

Adjust automated CV and application form sorting and scoring - Deactivate language testing (e.g. spelling) in CV sorting/ scoring programmes for candidates with declared cognitive/ language impairments. If possible deactivate this testing for all applicants as this will also remove barriers for people with English as a second language.
Ensure that your minimum criteria for shortlisting are reasonable and relevant to the job. Where adjustments to criteria need to be made for candidates with disabilities, ensure electronic systems enable this to happen
Take into account unconventional or non-standard, yet relevant experience
Do not use automating scoring and sifting if inadvertent discrimination cannot be eliminated

Ensure tests are accessible and non-discriminatory - Ensure online examinations conform to standards on web accessibility
Review tests to ensure their relevance to specific positions and consider using job-tests and/or internships in the place of generic aptitude tests where applicable (e.g. allow a disabled computer programmer to demonstrate that they can operate the job-relevant software/ hardware)
Consult the publisher of the test on access features, how flexible the test can be and what adjustments can be made for disabled people without invalidating the results
Make offline examinations available to candidates whose impairment(s) realistically rule out online testing. Make adjustments to offline tests as necessary

Potential abuse of the system. Employers are occasionally concerned that in advertising the adjustments they can make for disabled applicants, non-disabled people will try to take unfair advantage. The experience of Employers' Forum on Disability members, however, suggests this is not common and that very few are likely to abuse the system due, in part, to the fear of the stigma of disability.

Who needs to know what?

Recruitment managers need to be aware of their legal obligations. For example under the DDA, as well as the benefits of adjusting evaluation for disabled candidates
Line managers and others responsible for short-listing need to understand how to make adjustments to minimum criteria and to look for alternative sources of experience and skills which disabled applicants may be able to demonstrate
Assessment centre and online-test managers should understand why and how to make adjustments for individuals with disabilities

The job offer

For many reasons, applicants may not have declared a hidden disability such as diabetes or a mental health problem during the recruitment process.

Many people do not regard their impairment to be a disability. Some are unwilling to disclose this sort of information for fear of being discriminated against. Others feel their disability has no bearing on their capacity to do the job they are applying for and so is irrelevant.

When offering the job, give every candidate another opportunity to discuss any adjustments they may require.

"As part of our application process we use telephone screening interviews. In order to make our process fully accessible we provide an alternative online assessment for candidates who are unable to use the telephone. Since making our website fully accessible, we have been pleased to see an increase in online applications from candidates with hearing impairments and learning difficulties."

"The information we gather from telephone or online assessments are analysed completely free from bias. The process is rigorously monitored to ensure fairness. Once a candidate has completed the online or telephone assessment they are then sent an application form and details are entered onto a database. To ensure fairness, managers and recruiters who select for interview do not have access to a persons age, gender, disability, ethnic origin or education and therefore choose people according to previous experience, skills and interests." B&Q

"The BBC welcomes applications for our employment and training opportunities from disabled people. We are committed to making reasonable adjustments for disabled people throughout the recruitment process. We have an internal Access Unit which provides assessments and support for disabled people through recruitment and in employment." BBC

Business benefits

Better customer service Employers who understand the needs and expectations of people with disabilities provide better service to disabled customers. In the UK alone, disabled people have a combined spending power of circa 50 billion.

Benefits to retention Employers who are good at recruiting people with disabilities are better equipped to meet the needs of employees who become disabled during their careers (Less than 17% of disabled people are born with a disability¹).

References

¹ Social and Community Planning, SCPR, 1990