5 Steps to an Inclusive Recruitment Process

Inclusivity has never been more important in the careers and employment sector, as now more than ever companies are driving recruitment via online applications APSCo Partner, Recite Me, writes

4.4 million people in Australia have a disability and often encounter obstacles when applying for jobs.

Nearly 40% of disabled applicants feel insecure about getting hired as they believe employers will disregard their application based on their impairment or condition.

Hidden talent is often undiscovered because users do not have the tools to use your website effectively.

Who Needs Support?

The short answer is approximately 20% of the population. Candidates that are susceptible to access barriers are those who have:

• Visual impairment

• Learning difficulties

• Neurodevelopmental and neurological conditions

• Mobility and physical impairments

• Linguistic problems

What Barriers Do Applicants Face Online?

The disabled are the largest minority group in the world, as approximately 1 in 5 adults has at least one of the conditions listed above. This can make website content difficult to access for three main reasons:

• Applicants Can’t Read It Applicants Don’t Understand the Information

• Applicants Can’t Navigate Through the Application Process

• 5 Steps for a Inclusive Recruitment Process

To ensure you are providing a inclusive recruitment process, below is a list of suggestions:

Write inclusive job descriptions

A job description should use plain language to define the job and the requirements clearly. You should avoid using gender-based language terms as well as industry jargon. Someone from outside your organisation should be easily able to understand what is needed.

Expand where you advertise jobs

Using different places for seeking new employees opens up the chance of recruiting a more diverse population. A great way to extend your candidate search is to post your openings on diverse job boards.

Allow for reasonable adjustments

Check whether the interviewee needs any reasonable adjustments ahead of the interview, then make sure these are actioned and communicated with the candidate.

Use Assistive Technology

Accessibility software helps support a variety of applicants, recruiters, and staff by providing a variety of tools that allow users to create a fully customisable experience.

“Your website is the shop door to your business, you should make it clear that everyone is welcome and make sure that door can be opened by everyone.” Jo Major, Founder of Diversity in Recruitment

Seek Advice

Committing to an inclusive recruitment process is a significant step forward. Get advice from organisations leading the way. For more information check out Recite Me’s Toolkit.