Accessible hiring and admissions checklist

A stage-by-stage checklist for HR, talent acquisition and admissions teams. Go through it before your next hiring round or admissions cycle.

One page to print and tick off with your team.

Download the checklist (PDF)

About a 5 minute read. Free, no sign-up.

Where good candidates quietly drop out

Most organisations tell me they'd love to hire more people with disabilities, but "the applications just don't come". Usually they do come. They just stop somewhere along the way: at an advert that never says they're welcome, a portal that a screen reader can't get through, a test hall up two flights of stairs, or an interview question that ends the conversation before it starts.

None of these fixes is expensive. Most of them are a line in an advert, a question asked at the right time, or a room booked on the ground floor. This checklist walks you through each stage so nothing slips.

For colleges and universities: everything here applies to admissions too. Read "hiring" as admissions, "job" as course, and "day one" as the first day of term. One more thing for you: tell applicants clearly, in the prospectus and on the website, about seats, fee concessions and scholarships for students with disabilities, and count how many apply and join each year.

The checklist, stage by stage

Tick what's already true for you. Whatever's left unticked is your to-do list for the next round.

1 Before you advertise The job description lists only what the role actually needs. "Must be able to drive" or "must lift 20 kg" stays out unless the job really depends on it. Every advert says persons with disabilities are welcome to apply. Every advert has an adjustments line with a named contact, for example: "If you need any support to apply or attend an interview, write to [name] at [email]." Your equal opportunity policy is published and easy to find from the careers or admissions page.

2 Applying The application portal works with a screen reader and with a keyboard alone, no mouse needed. There's no image-only CAPTCHA or tight time limit without another way in. People can apply by email or phone if the portal doesn't work for them, and the advert says so. Sharing a disability is optional, and that information is kept away from the people shortlisting.

3 Tests and interviews Every candidate is asked what they need before the test or interview, whether or not they've shared a disability. Extra time, a scribe or reader, and screen reader friendly test papers are available on request. The venue has step-free access and an accessible toilet, or the candidate can choose a video interview. A sign language interpreter can be arranged on request.

4 The panel Everyone on the panel has been briefed on assessing candidates with disabilities fairly, before the round starts. Candidates are scored on the same essential criteria as everyone else, using the same scoring sheet. No questions about the diagnosis, how it happened, or how much leave they might need.

5 Offer and day one The offer letter asks again what support they'll need at work or on campus. The laptop and software, desk, parking, transport or hostel room is ready before they arrive, not two weeks after. Induction sessions and material are accessible, and a buddy is named for the first month.

6 Track and improve You count applications, shortlists and offers from candidates who chose to share a disability. You ask candidates with disabilities, hired or not, how the process felt. Once a year, you find the stage where most candidates drop out and fix it.

In the interview: what not to ask, and what to ask instead

Don't ask

"What's your disability?"
"How did it happen?"
"Will you need a lot of leave?"
"How will you manage the commute?"
"Are you sure you can handle the pressure?"

Ask instead

"This role involves [the task]. Talk me through how you'd approach it."
"Tell me about a time you handled a tight deadline."
"Is there anything we can set up so you can do your best today?"
"If you join us, what would help you settle in quickly?"

The rule of thumb: ask about the work, the same way you would for any candidate. If the candidate chooses to talk about their disability, listen, and keep the conversation on what they'll need to do the job well.

The 15-minute test

Turn on the screen reader on your phone (TalkBack on Android, VoiceOver on iPhone), close your eyes, and try to apply for one of your own jobs or courses. Then try it again using only the Tab key on a laptop.

If you get stuck, so do your candidates. Send what you find to your careers site or portal vendor. Most of these fixes are small for them.

What the law says, in brief

Under the Rights of Persons with Disabilities Act, 2016, every establishment must publish an equal opportunity policy.
Government establishments reserve at least 4% of vacancies for persons with benchmark disabilities.
Government and government-aided higher education institutions reserve at least 5% of seats.

A pointer, not legal advice. Check the Act and the rules that apply to you.

Part of the BELONG framework

Where does your organisation stand on disability inclusion?

Hiring and admissions sit under E for Entry: how people with disabilities get in through the door. The free self-assessment shows you where you stand across all six BELONG areas.

Take the self-assessment Book a free call