Action 4.1B Provide clear and concise job descriptions using inclusive plain language and clearly outline the selection process.

Guidance

Creating job descriptions and advertisements which are clearly understood and are appealing to disabled candidates is an important step in ensuring the accessibility of your process. Important aspects to consider when developing your job specifications and advertisements are:

• Describe the Job and the Essential skills, Not the Person: Start by communicating the core skills of the role (what will the individual need to be able to do on a day-to-day basis). Avoid including skills that may inadvertently discourage an otherwise suitable disabled candidate from applying unless they really are core to the role e.g. “must have full-clean drivers’ licence”. Conducting a skills audit and developing a skills taxonomy for the role in advance can help you to shape the job description with the skills that really matter.

“Certain criteria that can’t be met by people with disabilities… ‘must have full-clean drivers’ licence’ eliminate people with disabilities from the get-go… lots of jobs have this!”

WIDE Consultation Participant – Disabled Person

• Use Clear and Inclusive Language: Learn how to write Plain English documents and ensure your job descriptions adhere to these principles. This ensures the nature of the role is understood by all. Be specific with your use of language and avoid vague and subjective language which could cause disabled candidates to self-screen themselves out of the process e.g. avoid phrases like “We are seeking a dynamic and energetic individual that…”.

“Language in job specs can make people screen themselves out, like ‘must have excellent written & oral skills’ rather than just ‘good communication skills (which may be what is actually required)!”.

WIDE Consultation Participant – Disability Organisation

• Keep it Concise: Condensing the job specification to a manageable chunk of information with the core criteria for the role ensures the most important skills for the role are understood by your candidates, and that suitable candidates wont self-screen themselves out because of a non-essential skill. You can always link to more detailed documents if required.

“I would advise not instantly writing someone off because they have a disability. Also, narrowing job specifications and descriptions down to the most crucial tasks, as extensive lists of tasks can be overwhelming to those of us with disabilities.”

WIDE Consultation Participant – Disabled Person

• Use Multimedia Where Feasible: A short video or infographic summarising the job spec and the associated benefits can provide an easy way for a broader range of candidates to connect with the role in their preferred medium.

“A lot of heavily text-based recruitment and performance management systems are not fit for purpose.”

WIDE Consultation Participant – Disability Organisation

• Clearly Outline the Selection Process: Including information about interview stages/locations, approximate dates/weeks, what is required at each stage, and when candidates will approximately be informed of their success reduces anxiety and encourages a broader range of candidates to apply.

“Before an interview, you should be told what to expect so you can prepare. You should always be given the opportunity to demonstrate your capabilities. I also think psychometric testing should not be essential for any job”.

WIDE Consultation Participant – Disabled Person

By providing clear, inclusive job descriptions and outlining the selection process, you create a more accessible and welcoming recruitment experience for all candidates.