Action 4.2A Use predetermined criteria based on job requirements to shortlist and assess candidates objectively.

Guidance

To ensure an objective recruitment and selection process, it is essential to mitigate against bias in the screening process and to use objective criteria for shortlisting and assessing candidates.

“Unconscious bias is hard to shake off. In my own experience, I know that the fact that I have had three psychiatric hospitalisations (two involuntary) can cause employers to be very hesitant to hire me. The term ‘mental illness’ is viewed more negatively than ‘physical illness’ by colleagues /employers. But the brain is one of 100 very interconnected organs in the body so why distinguish between physical and mental health in the first place?”

WIDE Consultation Participant – Disabled Person

This approach helps mitigate conscious and unconscious biases, promoting a fair and inclusive hiring process.

1. Use Ethical Screening Methods: Evaluate screening methods and tools that may inadvertently exclude qualified candidates and work to remove these barriers. For example, exercise caution in the use of automated or AI-powered screening tools which may be trained on datasets which reproduce human bias.
2. Train HR and Hiring Managers to Recognise their Bias (see Action 3.2B): Following training, interviewers should be aware of their own biases and actively work to counter them. For example, they can learn that CVs can vary significantly in format and content, and gaps in employment history are not uncommon. This shift in focus helps ensure that candidates are evaluated based on their strengths and ability to perform the job effectively.
3. Set Objective Scoring Criteria Prior to Reviewing Applications: Having undergone a skills audit and developed a skills taxonomy to identify to really important skills for the role (see Action 4.1B), set the screening criteria accordingly prior to reviewing applications. This helps screeners focus on the skills that really matter rather than a candidate’s general length of employment experience in roles which may not be relevant, or how they present their CVs.

“The majority of people we are supporting have third level degrees but never had work experience because of their disability. Employers need to see past that on their CV to the qualifications and the potential.”

WIDE Consultation Participant – Disability Organisation

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. By implementing these screening and shortlisting practices, your organisation can create a more equitable and inclusive recruitment process, ensuring that all candidates are given a fair opportunity to demonstrate their suitability for the role.

“During the interview process, they asked about my skills, instead of my disability. They highlighted my strengths”.

WIDE Consultation Participant – Disabled Person