Recruitment Toolkit – Contents

Introduction: Recruitment and disability Section 1: Attraction and job design Section 2: Interviews, assessments and selection Section 3: Onboarding and induction Section 4: Recruitment and the law Section 5: Outsourcing...

Introduction: Recruitment and disability

  • Introduction to the Recruitment Toolkit (web page)
  • Recruitment – Key statistics (images)
  • Why recruiting disabled people matters – The benefits of a diverse workforce (web page)
  • Creating inclusive work environments (web page)
  • Creating an inclusive workplace culture – From leadership to processes and practices (web page)
  • Access to Work (web page)
  • Being a disability confident employer (web page)
  • Blog – What do we mean by “best”? (web page)
  • Blog – #ShowNotTell (web page)
  • Asking about adjustments – Language (web page)

Section 1: Attraction and job design

  • Inclusive job design (web page)
  • Blog – Co-creating ‘people-shaped’ jobs (web page)
  • Training recruiters and hiring managers (web page)
  • Can we ringfence jobs for people with specific disabilities? (web page)
  • Deciding how to recruit for a role (web page)
  • Designing inclusive tests and assessments (web page)
  • Essential and desirable criteria (web page)
  • Attracting disabled applicants (web page)
  • Standardised application forms – Inclusive design and adjustments (web page)
  • Job adverts – Dos and don’ts (web page)
  • Health questionnaires and disability (web page)
  • Working with recruitment agencies and job brokers (web page)
  • Specialist recruitment schemes (web page)

Section 2: Interviews, assessments and selection

  • ‘Offer an interview’ schemes (web page)
  • Conducting tests and assessments (web page)
  • When to ask for information about adjustments (web page)
  • Adjustments to tests and assessments (web page)
  • Hosting inclusive interviews (web page)
  • Inclusive language in recruitment – Dos and don’ts (web page)
  • Adjustments at interview (web page)
  • Alternatives to tests and assessments (web page)
  • Interviews and assessments – Extra time and questions in advance (web page)
  • Artificial intelligence in recruitment (web page)
  • Selection and shortlisting (web page)
  • Blog – AI in recruitment: Friend or foe? (web page)
  • Remote recruitment (web page)
  • Communicating with candidates post-job offer (web page)
  • Making the job offer (web page)
  • Data monitoring and disability (web page)

Section 3: Onboarding and induction

  • Preparing for new starters (web page)
  • Welcoming new starters – Onboarding and induction (web page)
  • Training new starters (web page)
  • Adjustments and onboarding new starters (web page)
  • Probationary periods and disability (web page)

Section 4: Recruitment and the law

  • What is ‘reasonable’ in recruitment? (web page)
  • Ringfencing – Positive and proactive action (web page)
  • Can I ask candidates questions about disability? (web page)
  • Employment agencies and the law (web page)
  • Disability discrimination legislation and jurisdiction (web page)
  • Legal cases – Recruitment (web page)

Section 5: Outsourcing recruitment services

  • Charter for disability-smart recruitment providers (web page)
  • Procuring disability-smart recruitment services (web page)
  • Monitoring inclusive practices in outsourced recruitment services (web page)

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.

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