Interviews and guaranteed interview scheme

 

Inclusive interviews

Knowing how to adapt the interview process for specific candidates can be difficult. If you use a standard face to face interview, think about the structure. Asking every candidate the same questions does not guarantee a fair process.

Some people struggle to answer open questions, like “tell me about yourself?”. It is not specific and can cause confusion in how to respond.

Instead of questions like this, try to be more specific and focused. For example, “In your last role, did you do any work on the computer?”

Relate questions to a scenario candidates will find familiar and avoid hypothetical questions. For example, do not ask how they would cope under pressure. Try relating to a previous experience: “Think back to your role with… How did you cope with reaching the high targets?”

The candidate may not be fully aware when they have provided enough information. If they have, it is okay to thank them and ask another question.

Other things to consider include:

• accessibility of the environment
• lighting and noise levels
• time of interview to adjust for travel during peak times
• materials available in appropriate formats or sent in advance if needed

Making adjustments for job interviews (Scope)

Disability awareness when interviewing

Our End the Awkward resources can help:

• increase your staff’s disability awareness
• support the cultural change your organisation needs

Hiring managers do not need to know everything about disability. What matters is to ask disabled applicants what they need.

Our disability recruitment session provides a safe space to learn and ask questions. We’ll also be there to help with specific queries when they are recruiting.

Guaranteed interview scheme

Introducing a guaranteed interview scheme for disabled people will help prevent discrimination. Accessible recruitment gives equality for disabled jobseekers. This will help reduce the disability employment gap.

Steps for setting up guaranteed interview scheme:

• Step 1: Create policy.
• Step 2: Train staff in the recruitment and selection process.
• Step 3: Review and agree minimum criteria for each post.
• Step 4: Create checklist to assess applicants.

Guaranteed interview policy

A guaranteed interview scheme helps remove bias in the selection process.

Candidates need to:

• identify as disabled
• agree to be considered under the scheme

You only guarantee an interview to disabled people who meet the minimum criteria for the role. This means you won’t be interviewing unsuitable candidates.

It is important that those involved in the recruitment process understand the scheme.

The policy should include:

• an agreed statement about the scheme on all job adverts
• a review of job descriptions to identify essential minimum criteria
• a way to monitor, register and track applicants
• central support for hiring managers to address access needs

Candidates should be able to say they want to be considered under the scheme in a simple and obvious way.

Minimum criteria checklist

Look at the requirements for the role in line with your corporate objectives. Reviewing these will help to identify what is essential. Use these minimum criteria as a checklist for the guaranteed interview scheme.

Examples of minimum criteria

Core hours

Can the role be made more flexible to appeal to a wider pool of talent:

• Are full-time office hours needed to fulfil the role?
• Can there be flexible working?
• Is there the opportunity to work from home or to reduce hours?

Previous experience

• Do the specifications exclude some individuals unfairly?
• Is previous experience necessary?
• Or can you identify the required skills in other ways?

Qualifications

• Does someone need a degree for this role? Is it relevant?
• Does this reduce the pool of potential candidates?

Essential or preferred?

• Could the right candidate gain the qualifications you need on the job?
• Could you consider a traineeship or apprenticeship?

Create the checklist

Based on the review of minimum criteria, create a simple checklist for each role. Highlight this in the job description. Make sure this checklist is used for all guaranteed interview scheme applicants.

Think about language

Person specifications can include phrases that put off some people from applying. For example:

“Excellent communication skills” can mean different things. It can be talking to customers or presenting in front of a large audience. What do you need for this role?

“Team player” is a subjective phrase. A good team player can be someone who provides data for the team reliably and on time. But this phrase can put off applicants who find social interaction stressful.

Many organisations have diversity and inclusion statements. But employers who highlight their diversity statement have found they attract more candidates.

Mention neurodiversity in your statement. Neurodiverse candidates have told us that they would not apply unless they see this.

Monitor outcomes

Collect data on the number of disabled applicants to make sure the scheme is working.

Record data to show the impact of these changes in creating an inclusive workplace.

Government voluntary reporting recommendations (GOV.UK)