Posted on by Felicity Miners-Jones in Strategy
Accessible recruitment is more than a policy - it’s a way to ensure that every candidate can perform at their best, and each role is filled by the person most capable of doing it.
By removing unnecessary barriers at each stage of the hiring process, you will create fair, respectful, and effective processes. In turn, this expands the talent pool, strengthening your company's culture and demonstrating a genuine commitment to inclusion.
You should ensure that each stage of your recruitment considers candidates from a range of backgrounds and disabilities and does not unintentionally exclude any particular group.
This is your first opportunity to set the tone and demonstrate your commitment as a company that cares about accessibility.
Always write text with your users in mind. Use plain, inclusive language, avoiding metaphors or jargon that may be confusing. For example, say "You’ll work to tight deadlines and adapt quickly to changes" rather than "fast-paced environment”.
Opt for the active voice where possible, where the subject of the sentence performs the action of the verb. This makes the sentence direct, clear and concise. For example, say "you will lead a small design team" rather than "a small design team will be led by the successful candidate".
Test content with your target audience before publishing a job advert. Ideally, these should be people from varied demographics who are not already familiar with the job itself.
Essential skills should be clearly distinguished from desirable ones so candidates can make informed decisions about their eligibility.
It can be beneficial to highlight inclusive policies such as flexibility in hours, location, and the availability of reasonable adjustments. Always provide a link to your accessibility, Diversity, Equality, and Inclusion (DEI), or reasonable adjustments policies. It may also be worth including a statement encouraging applications from candidates with disabilities and neurodivergence.
Job adverts should be published in accessible HTML where possible. Avoid using PDFs or images.
Ensure you are transparent and clear throughout the entire process.
If you are able, accept applications in multiple formats, including accessible PDFs, Word documents, and video CVs. Ensure each one is treated equally.
If you are using recruitment software, request an Accessibility Conformance Report (ACR) or other accessibility statement. It is beneficial to test the application process using different assistive technologies and adaptive strategies. You can also use our Quick accessibility tests playlist as a starting point.
When designing online forms and the application process, break tasks into smaller, logical steps with clear instructions. Ensure you have clearly outlined the steps involved, with estimated times and a visible progress indicator. Avoid timeouts that may disadvantage candidates, and allow progress to be saved and resumed later.
The primary point of an interview is to better understand the candidate, so ensure they are comfortable and treated fairly throughout.
This can be achieved by giving candidates advance notice of the interview format, length, panel members, and example questions. It is best practice to avoid surprise tasks; if tasks are included, explain whether they require preparation.
Base tasks and assessments on real-world examples rather than abstract challenges. This helps neurodivergent candidates in particular by providing clear, relevant context that reduces ambiguity and cognitive load, allowing candidates to focus on demonstrating their actual skills.
Avoid timed tests where possible, as this may disadvantage candidates who need extra time to process information or use assistive technology.
For remote interviews, choose an accessible platform and provide services such as captioning or sign language interpretation. Give candidates clear, easy-to-follow joining instructions. For in-person interviews, make sure the building is physically accessible and interpreters are available if needed. In all cases, offer any reasonable accommodations well in advance so candidates have time to prepare.
Take the time to train your interviewers in inclusive practices, unconscious bias, and disability awareness.
Throughout the process, you should provide a named point of contact for questions. This ensures a consistent source for information and support, reducing uncertainty and making it easier for candidates to ask questions or request adjustments confidently.
Let candidates know well in advance about any adjustments you can provide, such as breaks, assistive technology, or the option to bring notes, so they can prepare and take full advantage of them.
Use accessible formats for all communication, including emails and attachments and offer respectful, constructive feedback where possible.
Once you have chosen your preferred candidate, you can ensure a smooth transition from an accessible hiring process to an inclusive workplace.
Provide people with information in advance about their first day, what is expected of them, and what technology will be provided to them.
Be transparent about how their data will be stored, used, and kept confidential, particularly any personal, health, or disability-related information.
Ensure your onboarding materials, IT systems, software, and training materials are accessible from day one and implement the agreed-upon accommodations immediately.
Accessible recruitment means designing every stage of the hiring process so all candidates can demonstrate their skills fully and fairly.
From clear, inclusive job adverts to flexible application formats, thoughtful interview practices, and accessible communication, each step should remove unnecessary barriers and reflect a genuine commitment to equality.
This approach not only widens the talent pool but also ensures the best person is chosen for the role, creating a positive start for new hires and strengthening organisational culture.
Our Recruitment Support service can help you design and deliver an inclusive process from the first interaction, from reviewing job adverts to training interviewers, and ensuring onboarding is accessible.
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