FROM DECEMBER 2014'S RECRUITER MAGAZINE

There are many talented and skilled disabled, deaf and mature candidates out there who want to work but employers and recruitment agencies are missing out on their skills due to fear, misconceptions and a general lack of knowledge about the abilities of disabled, deaf and mature candidates (DDMCs).  

Equally, these candidates are nervous about approaching employers/recruiters due to possible discrimination, barriers or difficulties navigating the complex job search processes that are routinely used.

Recruitment processes have become complex with the introduction of psychometric, literacy, numeracy and IT competency testing, as well as CV selection, online applications and assessments. More candidates are vying for the same jobs, which makes it harder for DDMCs to compete on an equal basis.

The DDMC group may come in two categories: those who accessed good education and hold qualifications; and those who have not accessed good education but have trade skills.  

Those who have not accessed good education face greater barriers to employment due to the high level of literacy and IT knowledge required in the job process such as filling in application forms online, writing competent emails or letters to employers, testing, understanding the jargon on job descriptions and interviews (face-to-face and telephone).  

Disabled/deaf candidates face additional difficulties as employers/recruiters do not understand that there are tools available to assist such candidates through the recruitment process and in work, such as ‘Access To Work’, new technology, interpreters and training.  

It has been suggested that disabled/deaf candidates should disclose their disability upfront to enable employers/recruiters to understand the candidates’ circumstances but it can generate ‘hidden’ discrimination, which can be difficult to identify. Candidates want to be defined by their qualifications, skills and achievements, not by their disability or age. If recruiters/employers publicise that they are accessible to DDMCs, the candidates may disclose their access needs earlier.

Several recruitment agencies are still using telephones as the main form of communication with candidates, but it is becoming outdated and expensive when other companies are exploring the potential of new cheaper technology such as social media, emails and Skype.

Telephones make it difficult for deaf candidates to interact with recruiters and employers, and this can lead to misconceptions made about deaf candidates that they are not eligible or suitable for jobs that include verbal communication. In fact, deaf candidates can do jobs that involve verbal communication because they have interpreters who assist with communication, as well as new assistive technologies. Deaf professionals have successfully delivered presentations to hearing audiences with assistance from interpreters.  

Recruiters and employers need to think about becoming more accessible and inclusive. People may become disabled at any point in their lives due to illness, the development of a health condition or accidents within and outside the workplace, for example. With the Equality Act 2010 in force, an ageing population, people working longer and the government’s work reforms, recruiters and employers need to start looking at their practices and processes, and make it easier for candidates to get employed regardless of age and disability.

Let’s make Britain an inclusive and positive place to live and work!