The modern workplace places a strong focus on accessibility and levelling the playing field for everyone. Accessibility at work essentially looks to remove barriers and ensure that people with disabilities can play an active role in working life. Beyond the legal aspect of providing reasonable adjustments for people with disabilities, using accessible recruitment processes is a great way to open the door for everyone to find the best fit for a role. In this article, we’ll look at some tips for designing accessible recruitment processes so that you can find the best talent inclusively.
What is Accessibility in Recruitment?
Accessibility in recruitment is the proactive design of recruitment strategies and processes that ensure everyone, including people with disabilities, can participate fully and fairly. This includes all stages of hiring, from job postings to interviews and onboarding. Accessibility means not only adhering to relevant legislation, such as the Equality Act 2010, but going beyond compliance to create genuinely inclusive practices.
Best Practices for Accessible Job Advertisements
The first step in an accessible recruitment process is ensuring that job advertisements are reachable and understandable to all potential applicants. You can tackle this in a few ways, such as:
- Using Clear Language
Job descriptions should be written in plain language and avoid complex jargon that might be unclear or intimidating, particularly for individuals with cognitive disabilities.
- Accessible Formats
Ensure that job postings are available in multiple formats, such as text, audio, and video. Websites hosting these advertisements should meet Web Content Accessibility Guidelines (WCAG) to ensure they are navigable for people with visual impairments using screen readers.
- Inclusive Content
Highlight your company’s commitment to diversity and inclusivity in the job ad. Explicitly encourage individuals with disabilities to apply, and detail the support and accommodations available.
Streamlining the Application Process
An accessible application process reduces barriers that might deter qualified candidates from applying. Consider the following adjustments in your own application process for candidates:
- Simplified Application Interfaces
Online application forms should be compatible with assistive technologies. This means avoiding CAPTCHAs that can't be bypassed with audio options and using form labels and instructions that are clear and concise.
- Alternative Application Methods
Offering various ways to apply, such as through email, phone, or in-person meetings, can help accommodate individuals who find traditional online forms challenging.
- Continuous Feedback
Providing applicants with the option to receive feedback at various stages of the application process can help identify and remove unforeseen barriers.
Conducting Inclusive Interviews
The interview process is critical in recruitment and must be accessible to ensure fair assessment of all candidates. It can be a stressful experience at the best of times for candidates, so making it as inclusive as possible can help make all interviewees a little calmer. Here are key areas to focus on:
- Flexible Interview Formats
Offer choices between different types of interviews, such as in-person, video, and phone interviews, and consider asynchronous options like recorded video responses for those who require more time due to processing needs.
- Environment Considerations
For in-person interviews, ensure the location is physically accessible, including wheelchair access, adjustable lighting for those with light sensitivity, and minimal background noise for those with auditory processing challenges.
- Preparation Materials
Providing interview questions ahead of time can help candidates with anxiety or those who need more time to process information prepare better and demonstrate their true potential.
Accessible Recruitment Processes Help Everyone
Adopting an accessibility first approach in recruitment can help create an inclusive culture that welcomes diversity. By implementing accessible practices at every stage of the recruitment process, you’ll go beyond adhering to legal standards and enhance your reputation, increase your pool of talented candidates, and foster a more inclusive workplace. Ultimately, accessible recruitment is about ensuring every candidate has the opportunity to succeed on their own merits.
If you’re looking to make your recruitment processes more accessible, or want to get more out of recruitment for your business, then our team at CNA International can help. Please contact us today to discuss your needs with us.
CNA International
E: info@cnaint.com | T: +44 (0) 1676 822 222 | W: www.cnaint.com
