Tag: recruitment

Posted on

Breaking Barriers: Encouraging Workplace Inclusion for People with Disabilities

Being an inclusive employer means creating a workplace where every person feels equally valued and respected for their unique skills and abilities, regardless of their background or identity. This includes attracting and welcoming people with disabilities.

The number of people living with disabilities or long-term health issues, who are not working, is staggering. With approximately 7.7 million people of working age [1] making up this group, it’s incredible that roughly only half of them currently employed. This untapped resource of potential talent represents a missed opportunity for businesses to benefit from the unique perspectives and skills that these people can bring to the table.

There are many reasons why people with disabilities or long-term health issues may struggle to gain employment. Sometimes the employee feels they may be a burden, and sometimes there is as a lack of understanding on behalf of the employer. It’s common for many employers, particularly smaller, or medium sized businesses, to have a lack of clarity around what accommodations in the workplace can be made or are appropriate.

Here are some steps you can take to be an inclusive employer and attract people with disabilities:

  1. Educate yourself and your staff on disability issues: This includes learning about disability etiquette, accessibility, and adjustments. Line managers that embrace the importance of building a culture of inclusivity and fully understand the role they play are key, as they will be the ones managing, supporting, and developing employees day-to-day.
  2. Make your workplace accessible: This includes physical accessibility, such as wheelchair ramps and accessible bathrooms, as well as digital accessibility, such as accessible websites and technologies.
  3. Making reasonable adjustments: The Equality Act places a duty on employers to make reasonable adjustments for employees with disabilities. This means that if there are any aspects of a job or workplace that put a disabled employee at a disadvantage, the employer must take steps to address them. Failure to do so can lead to legal repercussions. Some examples might include providing specialised equipment or software, modifying work hours, or altering work duties to better suit the employee’s needs. It’s important to address reasonable adjustments on an individual basis, and not assume that one person’s needs will be the same as those of another with the same condition.
  4. Become a part of the Disability Confident Scheme: This will give you access to support in recruiting, supporting, and retaining people with disabilities, as well as recognition that you are committed to inclusion and diversity, which can be used when advertising for job vacancies.
  5. Consider any barriers before recruiting for a role: It may be necessary to make adjustments at every stage of the process to ensure that all candidates have an equal opportunity to demonstrate their skills and qualifications. By proactively addressing any potential barriers and making necessary adjustments, you can create a more inclusive and fair recruitment process for all candidates.
  6. Recruit from disability networks: Reach out to disability networks and organisations to recruit job candidates with disabilities. This could include job fairs or online job boards specifically for people with disabilities, for example, Evenbreak.
  7. Use inclusive language in job postings: Use inclusive language in your job postings to attract a diverse pool of candidates, avoiding language that could be seen as exclusionary or discriminatory.

Despite facing challenges, individuals with disabilities offer distinctive perspectives and skills in the workplace. They demonstrate remarkable adaptability, creative problem-solving abilities, and provide fresh approaches to business challenges.

By creating an inclusive and accommodating workplace, employers can attract a diverse range of skilled workers and promote a culture of respect and fairness. Remember that being an inclusive employer is an ongoing process, and it requires ongoing education and effort.

If you’d like more advice, or support to recruit from a a broader pool of talent, please drop us a note here today and we’ll set up an initial chat.

[1] https://assets.publishing.service.gov.uk/media/5fbe437b8fa8f559e0e5cc61/disability-confident-line-managers-guide.pdf

 

Posted on

How to write a standout Job Description and attract the best candidates

Writing a standout job description is a crucial step in your recruitment process. A well-crafted job description not only helps you attract top talent but also sets the expectations for the role, ensuring a successful working relationship. In this blog, we’ll guide you through the steps to create a job description that stands out and captures the attention of the best candidates.

1. Start with a Clear Job Title

Your job title should accurately reflect the role and its level within the business. Be specific and avoid jargon or overly creative titles that might confuse potential candidates. A clear title helps candidates understand the nature of the position from the start.

2. Summarise the Role in a Compelling Opening

Begin your job description with an engaging and concise introduction that highlights the significance of the role. Mention how it contributes to the company’s mission or goals and what makes it unique or challenging. A compelling opening can pique the interest of potential candidates.

3. Provide a Detailed Job Summary

Follow the introduction with a detailed job summary that outlines the primary responsibilities and duties of the role. Focus on the essential functions and day-to-day tasks, making sure to prioritize them. Use bullet points for clarity and readability.

4. Define Qualifications and Requirements

List the qualifications and requirements for the position, including educational background, relevant experience, and any specific skills or certifications needed. Clearly distinguish between “must-haves” and “nice-to-haves” to prevent potential candidates from self-selecting out of the application process.

5. Highlight Company Culture and Values

Incorporate a section that describes your company culture, values, and work environment. This helps candidates understand if they are a cultural fit and whether your business aligns with their values. A well-aligned candidate is more likely to thrive and contribute effectively.

6. Offer Information on Compensation and Benefits

Transparency in compensation and benefits is essential. While you don’t have to provide exact figures, offering a range or explaining the factors that determine compensation can help candidates evaluate if the role meets their financial expectations.

7. Use Inclusive Language

Ensure your job description uses inclusive language that welcomes candidates from diverse backgrounds. Avoid any language that could be seen as discriminatory or exclusive. A diverse candidate pool can bring fresh perspectives to your business.

8. Make It Scannable

Most candidates skim job descriptions before deciding to read them in detail. Use subheadings, bullet points, and concise paragraphs to highlight the key points and catch the reader’s eye.

Conclusion

A standout job description not only attracts top talent but also sets the foundation for a successful hiring process. By investing time and effort into creating a clear, compelling, and inclusive description, you increase the likelihood of finding the perfect candidate for your business.

Contact us at Kestrel Recruitment for further tips, tricks and support with finding the best candidates. Better still, let us do the hard work for you.