Recruitment and selection
The worst way to make an application accessible…
The worst way to draw up a job vacancy in an inclusive manner…
The worst way of defining a selection procedure.
Tips for an accessible application
- Provide a standard form for each vacancy that can serve as a resume. Only ask for the strictly necessary contact details of the candidates.
- Use a neutral form of address (for example 'Dear firstname surname' instead of 'Dear Mr/Ms (surname)') if there are any questions about the vacancy
- Pay attention to accessibility and legibility for people with disabilities (for example use the Arial font for people with dyslexia).
- Describe what level of knowledge of a particular language is required. Basic knowledge is sufficient for some jobs. Do not ask for written language skills if they are not required.
- Avoid stigmatising language (for example, "Even with a technical degree, you are welcome here!”).
- Mention that candidates with a disability or chronic illness may request reasonable adjustments to participate in the selection.
Tips for drawing up an inclusive advert
- Choose images for the advert that reflect the diversity of society.
- Include a specific section on diversity and equal opportunities. For example, “Your talent is more important than your gender, gender identity and expression, origin, age, orientation, disability or chronic illness. Apply, and help build tomorrow’s diverse Europe!”
- Describe the profile clearly and concretely and use as few vague terms as possible, such as ‘dynamic’, ‘flexible', 'employability’, ‘availability’ or ‘appropriate for the organisational culture’.
- Make sure that your vacancy is gender-inclusive and therefore appeals to women, men, non-binary, trans and gender-fluid people.
- Do not ask for a specific diploma if this is not necessary. Rather, emphasise the required competencies and the willingness to learn.
- Describe competencies as behaviour, not as personality traits. For example, “You represent commercial interests” and not “you are commercially minded”. After all, behaviour can be learned, a personality trait cannot. You should also be aware that some sentences tend to appeal to men (for example: “You are a born leader”), whereas others tend to appeal to women (for example: “You are good at making joint decisions”).
Tips for makin an application process more inclusive
- Pay particular attention during the entire selection procedure to candidates who need a reasonable adjustment.
- Evaluate written tests anonymously to avoid that members of the selection committee are - even unconsciously - guided by preferences.
- Respond to all candidates at every stage of the process; candidates not selected are entitled to feedback.
- Members of the selection committee must be aware of possible prejudices (for example, they attended a training course for this).
- Make sure that your selection committee is also as diverse as possible, so as to better detect any breaches of inclusiveness.