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How does your company accommodate for the needs of disabled candidates?

Signing up to schemes that are created to guarantee equal opportunities is a great way to ensure that you are an employer with good ethics and a modern way of thinking; but the truth is that the Private Sector often struggles to adhere to government boundaries and meet the achievements made by those in the Public Sector.

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Most employers will agree that it is in their interest to find the best candidates for their business regardless of possible disabilities. Also, it is true that most employers will try and cast the widest net possible in order to pull in the best and most diverse candidates when it comes to recruitment.

Reaching out to as much of the working demographic as possible undoubtedly helps businesses as it creates a more varied skill set, a more diverse company culture as well as a well-rounded company image, however navigating the bureaucracy involved is often a difficult goal to meet.

What many employers don’t realise is that software can provide the means to recruit like the Public Sector without all the red tape that makes it so difficult. Not only can recruitment software put in place the kind of protocol that creates fairer shortlisting, but it also provides the means to report on activity and if necessary, proving why decisions were made.

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Clarity on disability

If a candidate is presented with an opportunity to record their skills and education, they can also be given an opportunity to record their disabilities if they desire. Here, recruitment software can act in the same way that government lead initiatives do and ensure that candidates make it to interview stage if the applicant meets the essential criteria of the vacancy.

Much like a current government scheme, if a disabled person opts- in, an icon can be populated in the software that alerts Human Resources or the hiring manager that this applicant is required to be interviewed:

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Stripped back candidate details

It is no secret that during the shortlisting process, hiring managers in the public sector have a checklist of essential criteria that candidates are scored against. This checklist has to be clearly presented in the form of “essential criteria” on the job advert.

Although checklists work for the public sector, Private Sector businesses work slightly different. Roles change and positions alter; the perfect candidate for the company at a particular instant may not necessarily be the candidate that was advertised for. So how is the process kept fair if the goalposts are prone to movement?

Confidential Shortlisting is a process where all details of candidate information, including disabilities, are stripped away, and only the essentials, like education and experience, are left visible. Moreover, if multiple hiring managers are involved with shortlisting, they can act independently and never see what each other have scored each of the candidates.

For further impartiality, any number of hiring managers can act in tandem but score candidates independently from each other. The results can be collated later so that an unbiased, fair decision can be made using several hiring managers.

Justifying decisions

In the Private Sector, providing proof on equality and diversity regulations is far less common than in the Public Sector; however it is becoming increasingly beneficial if HR departments can track exactly what is happening throughout their entire recruitment process.

In regards to reporting, the best recruitment software works on the principal of: if you can capture the information, you can report on it. In short, this means that every candidate that shares their information in an application form can be recorded and reported on. From here, the recruitment process can be tweaked and improved, or persisted with.

Although all companies have a corporate and social responsibility, complying with government schemes can often be a double edged sword. Companies in the Private Sector need a solution where they can offer every candidate a fair chance of employment whether abled or disabled without opening themselves to scrutiny.

If you want more information on recruiting impartially or want to see how our software could help your business recruit in a fair, honest way, book a call with one of our consultants or request a demonstration.

Ed Hull

Ed Hull is the Marketing Assistant at Vacancy Filler Recruitment Software. As a keen writer with a degree in History, Ed contributes regularly to the Vacancy Filler blog.

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