Attracting disabled talent
What you will learn in this chapter
- Examples of challenges and barriers for disabled candidates.
- Actions you can take to attract disabled candidates.
Recruitment and selection through written application and interview doesn’t work for everyone. It doesn’t always give candidates the best chance to show what they can do.
Issues include:
- Selection criteria applied to CVs or application forms.
- Communication issues during an interview.
- A very limited interaction with the candidate.
Diversifying the recruitment process can:
- allow candidates to show they have the right skills for the role
- enhance your workforce
Business benefits case studies (Raconteur)
Recruitment barriers
Below are some of the barriers that can play a part in the recruitment of disabled candidates.
Minimum criteria
If having a degree is part of your minimum criteria, this can be a barrier. Not everyone has equal access to higher education. Sometimes this criteria is included automatically. But it’s not always essential for the job.
Needing a certain amount of experience can also be a barrier. It can be more difficult for disabled people to gain experience. And sometimes, disabled people have to take career breaks because of their condition.
Lack of resources
The organisation might lack resources. Capacity and time for mentoring and supporting new talent channels can be limited.
Inflexible processes
Recruitment processes need to be flexible to meet the needs of candidates. This empowers hiring managers.
For example, you can be flexible by:
- accepting applications in alternative formats
- adapting interview processes
- sending interview questions in advance
Culture and understanding
Research shows some of the potential barriers when interacting with disabled candidates include:
- unconscious bias
- awkwardness
- fear of saying the wrong thing
Scope’s research shows 75% of the British public feel awkward talking to disabled people.
Steps to attract disabled talent
To attract disabled talent, you can:
- publish disability reporting figures in line with government recommendations
- include Scope’s additional reporting recommendations
- work with organisations that support the recruitment of disabled talent
- review recruitment policies and process for disability inclusion
- work to reduce unconscious bias using disability inclusion training
- share good news stories from staff on reasonable adjustments and support