Reach a wider talent pool
Finding the right person can be difficult, particularly if you use the same recruitment methods or look for candidates with the same types of experience.
Widening your recruitment approach can help you reach people with valuable skills, experience and potential who may be overlooked through traditional recruitment routes.
Support is available to help your business make recruitment more accessible, connect with a wider range of candidates and create a workplace where more people can succeed.
Disabled people and people with health conditions
Disabled people and people with health conditions can bring valuable skills, knowledge and experience to your business.
Small changes to the recruitment process can help more candidates understand the opportunity and demonstrate what they can do.
Make your recruitment more accessible
Consider:
- using clear, straightforward language in job adverts;
- explaining which requirements are essential;
- providing information in accessible formats;
- offering different ways to apply where possible;
- asking candidates whether they need any adjustments;
- explaining the interview arrangements in advance;
- focusing on the candidate’s ability to do the job;
- discussing workplace adjustments openly and practically.
Disability Confident
Disability Confident is a government scheme that supports employers to recruit, retain and develop disabled people and people with health conditions.
Become a Disability Confident employer
Access to Work
Access to Work may provide practical or financial support to help someone start or stay in work. The support available depends on the employee’s needs and circumstances.
The employee normally applies for Access to Work. Your business may need to provide information or work with the employee to arrange any agreed support.
Find out about Access to Work
Get local support
Local specialist organisations may be able to help your business improve accessible recruitment, understand workplace support and connect with potential candidates.
Ask about accessible recruitment support
Care-experienced young people
Care-experienced young people can bring valuable strengths, skills and potential to the workplace, but may face additional barriers when entering employment.
Your business could support care-experienced young people by offering:
- paid employment;
- apprenticeships;
- work experience;
- workplace visits;
- mentoring;
- careers activities;
- a clear induction and workplace support.
Create a positive opportunity
Consider:
- using clear and welcoming recruitment information;
- avoiding unnecessary requirements for previous experience;
- explaining the recruitment process in advance;
- providing a named workplace contact;
- offering a structured induction;
- giving regular and constructive feedback;
- explaining the support available;
- providing clear information about progression.
Apprenticeship support
Additional financial support may be available for eligible care leavers who start an apprenticeship.
Read the apprenticeship support guidance
Care Leaver Covenant
The Care Leaver Covenant helps organisations offer employment, training and other opportunities to care-experienced young people.
Your business could support the Covenant through employment, apprenticeships, work experience, mentoring or other practical opportunities.
Explore the Care Leaver Covenant
Find local support
Support may also be available through the local authority where your business or the young person is based.
Armed Forces community
Service leavers, veterans, reservists and members of Armed Forces families can bring a wide range of transferable skills and experience to the workplace.
These may include:
- technical and practical skills;
- leadership experience;
- teamwork;
- problem-solving;
- planning and organisation;
- experience of working in demanding environments.
Military job titles and qualifications may not use the same language as civilian vacancies. Focus on the skills required for the job and give candidates an opportunity to explain how their experience relates to your position.
Ways to get involved
Your business could:
- promote vacancies to the Armed Forces community;
- recognise transferable military skills;
- offer work experience;
- provide mentoring;
- sign the Armed Forces Covenant;
- work towards recognition as an Armed Forces-supportive employer.
Armed Forces Covenant
The Armed Forces Covenant allows your organisation to demonstrate its commitment to supporting the Armed Forces community.
Sign the Armed Forces Covenant
Employer Recognition Scheme
The Employer Recognition Scheme recognises organisations that demonstrate support for the Armed Forces community.
Defence Employer Recognition Scheme
People with convictions
Recruiting people with convictions can help your business reach candidates with skills, experience and the potential to succeed at work.
Specialist services can help employers understand:
- how to reach potential candidates;
- when criminal-record information can be requested;
- how to consider information fairly;
- what support may be available before recruitment;
- how to support an employee after appointment.
Review your recruitment approach
Consider:
- which checks are genuinely required for the position;
- whether the information you request is relevant to the job;
- assessing each candidate individually;
- explaining when and why checks will be carried out;
- focusing on the requirements of the position;
- seeking specialist advice where needed.
People returning to work
People may return to employment after:
- caring for children or other family members;
- a period of ill health;
- a career break;
- redundancy;
- study or retraining;
- time outside the labour market.
People returning to work may bring previous workplace experience, transferable skills and a clear understanding of what they want from their next role.
Help returners apply
Consider:
- making working arrangements clear in the job advert;
- avoiding unnecessary requirements for recent experience;
- recognising transferable skills;
- considering flexible or part-time arrangements where suitable;
- offering an induction or refresher training;
- making the interview process accessible;
- providing a named workplace contact;
- explaining training and progression opportunities.
Improve your recruitment process
Small changes can make a vacancy more accessible to a wider range of people.
Before advertising
Check that:
- the job title is clear;
- the main duties are easy to understand;
- essential and desirable requirements are separated;
- qualifications are requested only where genuinely needed;
- working hours and location are stated;
- the wage or salary is included where possible;
- any flexible working arrangements are explained;
- the application process is clear;
- candidates are told how to request an adjustment;
- a contact is provided for questions.
When selecting candidates
Consider:
- using consistent selection criteria;
- focusing on the skills needed for the job;
- recognising transferable skills and potential;
- allowing candidates to request adjustments;
- explaining the interview format in advance;
- using practical assessments only where relevant;
- keeping candidates informed about the process.
When someone starts
Provide:
- a clear induction;
- an identified manager, mentor or workplace contact;
- the equipment and access needed to do the job;
- clear duties and responsibilities;
- regular feedback;
- appropriate training;
- opportunities to discuss support or adjustments;
- information about progression.
