Last Modified: 14 June 2022
Welcome to Business Disability Forum’s Recruitment Toolkit
Some resources in this Toolkit are free and open to all. Members and Partners enjoy exclusive access to the full range of Knowledge Hub resources plus additional membership benefits. Find out more about membership.
The advice and guidance in this Toolkit is designed to help businesses identify and remove barriers in their recruitment processes from attraction and job design to onboarding. It contains advice on designing jobs with inclusion in mind, attracting disabled applicants, interviewing and assessing candidates, and onboarding disabled new starters. We also provide advice on what the law says about disability and recruitment, and how to work with external partners providing recruitment services.
You can view a contents list of all the resources in this Toolkit here.
Watch our CEO, Diane Lightfoot, introduce the Toolkit in the video below.
A selection of resources is unlocked to non-Members:
- Being a disability confident employer
- Access to Work
- Why recruiting disabled people matters – The benefits of a diverse workforce
- Creating an inclusive workplace culture – From leadership to processes and practices.
If you require this content in a different format, contact enquiries@businessdisabilityforum.org.uk.
© This resource and the information contained therein are subject to copyright and remain the property of the Business Disability Forum. They are for reference only and must not be copied or distributed without prior permission.
Toolkit Resources
Introduction: Recruitment and disability
Recruitment Toolkit launch webinar
We launched our Recruitment Toolkit (sponsored by Oliver James) at a webinar on Wednesday 22 June.
Introduction to the Recruitment Toolkit
This is a resource designed to provide advice and guidance about how recruitment processes and…
Why recruiting disabled people matters – The benefits of a diverse workforce
Hiring more disabled employees can help create more diverse workforces, which are more innovative and…
Recruitment – Key statistics
Statistics and research on disability, recruitment and employment.
Accessible and inclusive workplaces
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Creating an inclusive workplace culture – From leadership to processes and practices
An inclusive culture is one where disability is talked about openly and positively, and where…
Access to Work
Access to Work provides financial support to disabled candidates and employees who need adjustments.
Being a disability confident employer
Disability Confident is a UK government voluntary scheme set up to support employers to recruit…
Blog – What do we mean by “best”?
When recruiting, we are wisely advised to focus on finding the best person for the…
Blog – #ShowNotTell
Once you have determined the skills you are looking for in role, how do you…
Asking about adjustments – Language
The language you use to ask about adjustments will affect how comfortable applicants feel to…
Section 1: Attraction and job design
Inclusive job design
Inclusive job design benefits both disabled candidates and organisations by ensuring that the right person…
Training recruiters and hiring managers
Recruiters and hiring managers need to be trained on how to avoid discriminating against disabled…
Blog – Co-creating ‘people-shaped’ jobs
“Co-creating” good jobs is when employer and employee work together to create a job role…
Can we ringfence jobs for people with specific disabilities?
Ringfencing – also known as ‘positive discrimination’ – can be lawful if you ringfence roles…
Deciding how to recruit for a role
The recruitment process should be tailored to the role you’re recruiting for – don’t use…
Designing inclusive tests and assessments
Make sure you only test the skills and knowledge that are essential for the role.
Essential and desirable criteria
Separating criteria into ‘essential’ and ‘desirable’ is important to let candidates – and yourselves –…
Attracting disabled applicants
Disabled people will base their decision on whether to apply on how your organisation presents…
Standardised application forms – Inclusive design and adjustments
Standardised application forms can discriminate against disabled people if not designed in an inclusive and…
Job adverts – Dos and don’ts
Don’t avoid talking about disability – instead, be open, positive and welcoming. Use language that…
Health questionnaires and disability
Generally, you can’t ask any questions about health or disability unless it relates to a…
Working with recruitment agencies and job brokers
Any services provided on your behalf should reflect the high standards for disability inclusion that…
Specialist recruitment schemes
Working with specialist organisations can improve inclusion in your recruitment practices and help connect you…
Section 2: Interviews, assessments and selection
Conducting tests and assessments
Testing and assessment must only be used to evaluate candidates’ ability to perform tasks that…
‘Offer an interview’ schemes
The ‘Offer an interview’ scheme is a commitment made by employers to offer interview to…
When to ask for information about adjustments
Ask applicants how you can make the recruitment process more accessible and enjoyable at every…
Adjustments to tests and assessments
Communicate clearly and early with candidates about any tests and assessments so they can ask…
Communicating with applicants and candidates
You should be in regular contact with applicants and candidates about what the application process…
Inclusive language in recruitment – Dos and don’ts
It is important to talk positively and openly about the importance of disability inclusion and…
Hosting inclusive interviews
Make sure the interview venue or platform is accessible – tell candidates how to log…
Adjustments at interview
Don’t ask candidates to request adjustments. Tell every candidate what the process will involve and…
Selection and shortlisting
Make sure your selection criteria and processes do not discriminate against disabled people – make them…
Artificial intelligence in recruitment
AI can raise issues of disability inclusion – make sure that any AI you use…
Alternatives to assessments and interviews
Traditional interviews are not always the best opportunity for candidates – including disabled candidates –…
Blog – AI in recruitment: Friend or foe?
BDF CEO Diane Lightfoot discusses the risks and opportunities of using artificial intelligence in the…
Remote recruitment
Employers still have a duty to make adjustments to remote recruitment processes – identify and…
Communicating with candidates post-job offer
Too often, successful candidates hear nothing from their new employer after the job offer, until…
Making the job offer
Use the job offer as an opportunity to ask the candidate about workplace adjustments –once…
Data monitoring and disability
Begin with the end in mind – know what you want to achieve with data…
Interview questions in advance – FAQs
When should you send candidates interview questions in advance?
Section 3: Onboarding and induction
Preparing for new starters
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Welcoming new starters – Onboarding and induction
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Training new starters
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Adjustments and onboarding new starters
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Probationary periods and disability
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Setting and reviewing targets
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Section 4: Recruitment and the law
What is ‘reasonable’ in recruitment?
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Ringfencing – Positive and proactive action
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Can I ask candidates questions about disability?
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Employment agencies and the law
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Disability discrimination legislation and jurisdiction
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Legal cases – Recruitment
This selection of legal cases demonstrate employers’ various legal duties to prevent discrimination and treat…
Section 5: Outsourcing recruitment services
Charter for disability-smart recruitment providers
This charter is a tool to help organisations demonstrate their commitment to inclusive recruitment and selection.
Procuring disability-smart recruitment services
Guidance on procuring recruitment services, and a downloadable checklist.
Monitoring inclusive practices in outsourced recruitment services
Even though they are not provided by you, outsourced recruitment services are one of the…
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