One way to be a more inclusive employer is by offering alternative interview formats. Traditional job interviews and applications can be highly exclusionary to many disabled people. They don’t always accommodate various needs and abilities.
Employers often don’t think to offer alternative interview methods or applications because they think there isn’t a demand for them. However, one great way to show you are inclusive of disabled candidates is by advertising alternative interview and application methods. This shows people you are willing to adapt to suit the needs of disabled candidates and non-disabled candidates.
There are many different types of disabilities, both visible and non-visible, and each has its own set of needs. Because of this, it’s important not to assume that one disabled person will require the same adjustments as another. In this guide, we will talk through a few alternative interview and application methods to increase your inclusivity.
Alternative Interview Formats
Many disabled people struggle to show off their abilities and skills under the pressure of a formal interview. Therefore it’s great to come up with some other ways you can assess a person’s abilities.
Provide a project to complete
You could come up with a trial project to give to candidates to test their skills and abilities in the role. This way, you are allowing candidates to work at their own pace and in their style to meet the task’s demands to the best of their abilities. This is especially useful in creative roles such as graphic design or carpentry, where you will want to see an example of a person’s work before hiring them.
Instead of the traditional sit-down interview, you could instead offer the opportunity to go and work in the office or with the team for a day to see how well they fit into the company. And to assess how well they can complete the role. Lots of people, especially neurodiverse people, function much better in a natural environment like this.
Tour of the office and meet the team
If you want to find out how well somebody would fit into the team, and introduce them to your working practising, you could offer an informal tour of the office and a chance to meet some staff. While this may not be a direct replacement for an interview, it can be a great way to start an interview and help disabled candidates relax in the environment. It’s also a chance for you to discuss any practical adjustments needed around the office.
As well as providing different ways to conduct an interview, it can be helpful to circulate the application form in a variety of formats to ensure it’s accessible for a variety of needs. Some things you might consider include:
- Audio format: Providing an audio version of any documents to support those with visual impairments.
- Braille: Providing a braille version of any documents to support those with any visual or auditory impairments.
- Large fonts: Providing any documents in large font to support those with visual impairments.
Alternative shortlisting criteria
Another way you may choose to adapt your onboarding process to be more inclusive of disabled candidates is to make reasonable adjustments to your shortlisting criteria to accommodate disabled candidates. For example, requiring a particular qualification or education from all candidates may indirectly exclude some disabled candidates. Allowing for different shortlisting criteria allows disabled candidates with lesser experience or qualifications to secure an interview.
For more help navigating a selection process as a disabled person, have a look at our job application tips.