Action 4.2D Provide timely information to all candidates regarding progress in the selection process.

Guidance

To increase clarity and reduce anxiety in the recruitment process, provide timely and accessible information to all candidates at each stage, ensuring candidates know what is next in the process, when key stages are occurring, and how they have performed if unsuccessful.

“Poor communication = when employer says they will do something and not follow through – they should do it or at least provide update on progress…. (one) example was long waits after interviews and never hearing back.”

WIDE Consultation Participant – Disabled Person

This includes:

• Application stage: Initial acknowledgement of receipt of application, and once screening is complete, notification of whether or not they have been successful in moving to the interview/assessment phase. If successful, it’s useful to provide an outline the whole recruitment process, including approximate timelines for each stage, and what assessments will be utilised, as well as providing opportunities to access accommodations for the process.
• Pre each round of interview/assessment: Provide timely information on the date, time and location of the next phase, information on the format of the interview/assessment and the task/question areas to be covered to allow for preparation. Share photographs of the interview/assessment room and clear directions to it, parking details, and information about physical accessibility. Include details and photographs of the interview panel to help candidates feel more comfortable and prepared (see Action 4.2C). It is useful at this stage to give candidates a rough window on when after the interview/assessment they might expect to hear whether or not they have been successful in moving to the next stage.

“(I’ve had) half-hour tests in interview without notifications beforehand… surprises aren’t good! (It) shows that they don’t care!”

WIDE Consultation Participant – Disabled Person

• Feedback: If a candidate has been successful in moving to the next stage, it’s useful to reach out as soon as is feasible with a congratulations and to provide information about the next stage in the process (see above). It’s important to give constructive feedback to unsuccessful candidates so they can take something away from all of the effort they have put into the process, so be sure to embed this into the tasks laid out for your recruitment panel. Even a few sentences on where the candidate performed strongly and where they could improve in the future can make a difference to a candidate’s impression of their engagement in your process. Where feasible, offer opportunities for candidates to have a short call with a member of the panel for more informal feedback.

“One of the interviewers called me on the phone and discussed the quality of my interview. She gave me tips on how I could do better (which I appreciated)”.

WIDE Consultation Participant – Disabled Person

It’s useful to embed as many of these practices into your formal recruitment procedures and associated guidance as appropriate to the size and scope of your organisation, to ensure that they happen as standard and become a part of your recruitment culture. This approach not only supports candidates in understanding the process but also demonstrates your organisation’s commitment to inclusivity and transparency.