Creating an inclusive recruitment process
Did you know that 1 in 4 of the working population has some form of disability. With labour and skills shortages dominating the jobs market, being ‘Disability Confident’ in recruitment just makes sense – both commercially but also ethically. It is important that we become disability confident, knowing where to start, how to build trust, and the simple steps we can all take to encourage more inclusive recruitment and retention strategies.
It is so important to be authentic and to be guided by the individual’s language preferences. Important though that we shouldn’t get too caught up on the language itself and let it prevent us from having those all-important conversations.
Adjusting the recruitment process – according to the candidates needs is a must. We want to give candidates the best opportunity to perform well in the recruitment process and therefore making the adjustments they may need to remove the impact of the disability. “It’s about making those equitable decisions that create the processes and makes the process equal for all candidates.” Pauline Miller, Chief Equity Officer at Dentsu
Creating inclusive recruitment resources – before you start contacting prospective candidates, you need to have the right resources. Recruitment packs that are built on accessibility and inclusive principles are always going to deliver the best results for the recruiter, the client and the candidate. Pauline Miller, Kate Headley and Kate Shoesmith discuss some practical Disability Confident tips for recruiters and hiring managers to take when preparing candidate packs. “Think about how you can demonstrate your support for candidates with disabilities and the adjustments and processes” Pauline Miller, Chief Equity Officer at Dentsu
Stop guessing, start learning
It can be daunting to know where to start on your Disability Confident recruitment journey. But there’s one bit of advice that Kate Headley, Pauline Miller and Kate Shoesmith think can make all the difference – stop guessing, start learning! The best recruiters and hiring managers know how to deploy active listening skills, and really seek to understand the perspective of the candidate. It’s what really delivers results.
Top tips to inclusive recruitment
From self-education and reviewing your processes, to getting input from people with a lived experience but most importantly being authentic and continuing to ask, rather than assume. It’s important that you don’t beat yourself up. There’s nothing so diverse as disability, it’s a really extremely large spectrum and we can’t be masters of all of it. You just need to know where to go for assistance.” Kate Headley, Founder of RIDI and the Clear Company.
Credit: Paul Chamberlain of JMW Solicitors LLP/REC
