An inclusive hiring guide for employers

Start with the work, not a personality wish list

Describe the outcomes the role needs to deliver. Split requirements into essential skills, useful experience and things that can be learned. Instead of asking for a confident communicator, explain the actual task: for example, giving customers clear updates or writing accurate handover notes. This gives candidates a better way to show relevant evidence.

Make the advert useful

Include the salary range, workplace, working pattern and main responsibilities. Explain how to apply and what the selection stages involve. Check whether a qualification or a fixed number of years of experience is necessary for the work. Review wording for assumptions about age, background or how a person should present themselves.

Explain what the interview involves

Tell candidates the format, expected duration, participants and any task they will complete. Give clear instructions and a contact route for questions. If a presentation or test is part of the process, explain the purpose and preparation required. Avoid surprise tasks that add little evidence about the actual job.

Invite a conversation about adjustments

Ask whether any arrangements would help the candidate take part. Possible discussion points include written instructions, breaks, a quieter space or a different way to demonstrate a skill. Needs vary: do not assume everyone with the same diagnosis wants the same arrangement. Candidates can begin by describing the barrier and support they need.

Compare evidence consistently

Agree relevant assessment criteria before interviews. Ask questions that allow candidates to describe what they did and what happened. Record evidence against those criteria rather than relying on a general impression of fit. Allow interviewers to distinguish a different communication style from a lack of ability to do the job.

Put the checklist into practice

Before launching the vacancy, check that the brief is clear, stages are explained, an adjustment contact is available, assessors understand the criteria and candidates know the next step. Findu can discuss practical recruitment arrangements as part of the agreed search. This guide is general information, not a legal compliance assessment.

Further guidance and support

Read Acas recruitment guidance and the CIPD inclusive recruitment guide. Discuss your hiring needs or use our adjustment-request route.