Barriers created by inaccessible or complex application processes damage talent pools, and that needs to change, says Alice Hargreaves, a disabled and neurodivergent entrepreneur and founder of SIC.
Disabled and neurodivergent candidates feel held back when they apply for jobs. Prospects’ Early Careers Survey found that 20% of neurodivergent candidates thought they had been held back in job application processes, compared to 14% in 2023. For disabled candidates, the figure rose dramatically from 1% to 14%.
I thought the scores would be higher. We know that disabled people apply for 60% more jobs than non-disabled people, and through SIC, we see first-hand the barriers candidates face.
The good news is that many barriers we create as employers are easy to remove, and more inclusive hiring means a more diverse talent pool.
Here are five ways application processes fail at EDI and how we can get it right.
1. Not recognising an early career
There is often an expectation that early career professionals should bring a level of experience via internships, summer schemes, and work experience placements.
For disabled students, working while studying can be an impossibility due to the pressures of navigating university with a disability.
Working-class students also encounter barriers to accessing work experience. Limited networks, little to no social or financial support, and decreased geographic mobility put them at a disadvantage before they begin. This is one of the reasons why social mobility is at its lowest point in over 50 years.
Getting it right: reduce job criteria
By simplifying your job advert to its essential elements, more candidates will feel confident applying.
When reviewing applications, prioritise how well a candidate answers the question rather than their experience level.
2. Complex application forms
Through a recent project, I mentored a neurodivergent candidate who had recently graduated from university. They aimed to work in the education sector, where tailored application forms were common.
This meant there was a different application for every role, and it was hard to transfer application feedback to their next application. It was nearly impossible to progress to the point where they had an application that ticked every box, and it was difficult for them to switch from one application style to another.
Getting it right: ask for a CV and cover letter
When someone receives valuable feedback on their CV or cover letter, they can make those changes to improve their chances of getting further next time.
Candidates should constantly tweak and refine their applications, but if a detailed application form isn’t strictly necessary, just don’t do it.
3. Relying on written accuracy
Written applications are part of the course when it comes to job seeking, but they can disadvantage a variety of disabled candidates. With the rise of AI in hiring processes, a simple typo can take an otherwise excellent application out of the running.
Written skills are sometimes highly important for a role, but technology can be a game-changer.
I’ve never been able to spell, but now, I’ve spent over a decade working as a writer. Would I have forged a career as a writer pre-computers and spell-check? I think not.
Getting it right: check AI and open up ways of applying
If you are using AI to filter applications, check the settings. If someone has put the wrong ‘there/ their/they’re’ but has all the skills and experience you need, their application should still get through.
Similarly, applications with a more fluid format can significantly enhance the diversity of your candidate pool. Could someone submit a video application, or would a task-based application actually attract the best candidates?
4. Drawn-out interview processes
No one likes a lengthy interview process, including the hiring manager.
Most disabilities have energy limitations, so long processes can harm someone’s health.
Getting it right: cut things down
Make everyone’s life easier by making interview processes shorter. Also, make it clear from the beginning what the process will be and what the timeframes will look like.
5. Not making reasonable adjustments
Reasonable adjustments are one way to support disabled people throughout the employee lifecycle, but they’re often not offered up early doors.
There’s also a lot of fear around disclosure, with disabled candidates worried that asking for an adjustment will bias against them.
Getting it right: adjustments for all
Be explicit that you encourage candidates to ask for an adjustment and offer up some of the most common requests to everyone.
At the application stage, provide interview questions in advance. We must remember that interviews are a completely manufactured process, and everyone feels nervous. Giving everyone 48 hours to review the interview questions and compile notes ensures that everyone can present their best responses.
Even though these changes support early-career candidates, they’ll also support candidates at any career stage, and with 24% of the working population identifying as disabled, the time is now.
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