E-recruitment

E-recruitment, or online recruitment, is an increasingly important channel for employers. It is fast and convenient and enables jobseekers to find out about and apply for many more jobs. When done well it cuts costs and simplifies the process for human resources, recruitment and line managers.

Yet, the processes which many companies use exclude disabled people.

1.3 million disabled people in the UK and an estimated 91.5 million worldwide are excluded by inaccessible and badly designed e-recruitment websites.

Many more, up to 386 million people worldwide (including 6.8 million disabled people of working age in Britain), can be excluded by discriminatory e-recruitment processes, including CV sorting, discriminatory evaluation and inaccessible html email (often containing web links).

Some of the key areas to address

• Ensure your website, as well as any job boards and other websites you use, is accessible to disabled people.
• Ensure that your careers pages include welcoming messages and demonstrate your commitment to employing disabled people.
• If you use sorting technology ensure that you are not discriminating. For example, online applications may not allow spell checks to be used. To sift out applicants who have made a certain number of mistakes could discriminate against an applicant with dyslexia who, once appointed, would have access to a spell check facility.
• If you use online tests and assessment ensure that these are flexible, accessible and can be adjusted for individuals with different impairments.
• Ensure online communication, including html email, is accessible to disabled people.
• Ensure that automated systems are flexible and that you can still deliver reasonable adjustments.
• Ensure that your standard diversity and equal opportunities policies are used in developing your e-channel.

If you offer job alerts or the opportunity to join talent pools for unsuccessful candidates or applicants, then ensure that these processes are as accessible as possible, and that you offer these services via alternative means in order to avoid treating disabled candidates less favourably.