Make it easier for the best people to apply
Recruitment can be full of barriers without you even realising it.
From complicated job adverts and rigid interview arrangements to unclear expectations, there are plenty of things that can make applying for a job harder than it needs to be.
Most of these barriers tell you very little about how well someone could actually do the job, but they can still put good candidates off applying.
In fact, 76% of UK frontline workers surveyed had started a job application but not finished it, with lengthy or time-consuming applications the most common reason.
To avoid missing out on great candidates, here are five practical ways to make your recruitment process more accessible.
Only ask for what you actually need
It sounds simple, but many job adverts are filled with requirements that would be desirable but aren't actually essential to the job.
So, review your job description one last time and fine-tune your essential criteria, removing things like driving licences or specific amounts of experience if they aren't genuinely needed.
Make sure the language is simple and easy to understand, too. You don't want to intimidate candidates with unexplained acronyms and complicated descriptions before they've even had a chance to decide whether they're right for the role.
Make applying as easy as possible
Filling out job applications can be time-consuming, so make yours as straightforward as possible.
60% of candidates say visible accessibility tools make them more likely to complete an application. Features like text resizing, contrast controls and clearly labelled form fields can help make your application process more accessible.
Everyone feels the pressure of a countdown clock, so avoid unnecessarily short time limits or session timeouts. Offer an alternative way to apply or contact details in case someone encounters a barrier they can't get around.
Tell candidates what to expect
There’s no need to let candidates walk in blind. Before the interview, let them know the location, how long it will last, who they’ll meet and whether there’s an assessment.
Share the key topics you’ll be asking about where possible, too. This can help people who need extra processing time structure their answers and show what they’re capable of.
After all, the aim is to assess their answers and suitability for the role, not how well they cope with uncertainty and surprises.
Make adjustments easy to request
There are many reasons someone may need an adjustment to the recruitment process, and it can be daunting to ask for changes. Explicitly inviting candidates to request reasonable adjustments and giving examples can make a massive difference.
Let them know if things like captions, BSL interpretation, extra assessment time, breaks or alternative formats are available, and make sure they know who to contact to arrange them.
Interviews make plenty of people nervous already, so reassure candidates that requesting reasonable adjustments won't put them at a disadvantage in the application process.
Build flexibility into the process
Explain to candidates what flexibility means for your business and what it looks like in practice, including which days are spent in the office, what the working hours are and whether compressed working weeks are an option.
It’s important to think beyond physical disabilities when considering accessibility. Some candidates may have caring responsibilities, existing jobs or difficulties with transport. So, where possible, offer a choice of interview times instead of just one slot.
Accessible recruitment like this can widen your candidate pool and improve the experience for everyone. So, avoid introducing logistical barriers unless they're genuinely necessary for the role.
For your business, this can mean fewer strong candidates abandoning the process and a better chance of finding the right person. Even unsuccessful candidates can walk away with a better impression of your business.
Accessibility isn’t about lowering your standards or making interviews easier to pass; it’s about making them easier to participate in. Give candidates a fair opportunity to apply and really show you what they can do.