Recruitment hints and tips
Writing job adverts and descriptions
When writing job adverts, job descriptions and candidate specifications ensure you do not needlessly exclude a disabled candidate. For example if you do not take the time to ensure job criteria are grouped into what is 'essential' and what is 'desirable', you could exclude candidates who are accomplished in the crucial aspects of the role.
Concentrate on what is to be achieved in the job rather than how it is to be achieved. Allow candidates to demonstrate how they would be able to do the job.
For example rather than "Must touch type" consider including "You will need to produce high quality reports using a word processing package." A candidate with RSI or arthritis would then meet the criteria using voice-activated software.
When including minimum educational qualifications or specific work experience as key criteria, consider whether these are really essential to the position. Disabled people may have less formal education due to discrimination experienced when they were younger. Equally they may have less work experience because employers have been unwilling to offer them a chance in the past.
Ensure that the job advert or description is easy to read and includes all the information candidates need to be able to apply. Provide information in a logical order and ensure that all job adverts are consistent, for example:
- Job code
- Job title
- Summary
- Skills
- Location
- Salary range
- Projected start date
- Job description
- Your interest in recruiting a diverse range of employees, including people with disabilities
- Date posted
- Application deadline
- Contact information (including alternative contact details for candidates who cannot apply online)
Monitor the extent to which your job adverts attract a wide range of candidates: If you have too few candidates for a particular post - or too many candidates who do not have the relevant skills or experience - you may want to review how you put together your advertising.
If you wish to increase the number of applications from people with disabilities you could consider:
- Providing interview coaching sessions for candidates with disabilities
- Adopting targeted recruitment projects such as the "Recruitment that Works" approach, pioneered by Centrica. For more information visit: www.employers-forum.co.uk
- Contacting specialist employment agencies such as Remploy, Sabre, the Shaw Trust and Prospects.
