International Day of People with Disabilities 2025

Inclusive and Accessible Recruitment Tips

• Write job ads that welcome everyone: Keep your language clear and inclusive, focus on essential skills, and make sure your application systems work with assistive technologies. This simple step helps remove barriers and ensures candidates can apply with ease.
• Take a structured approach: Bias – whether conscious or unconscious – can prevent qualified candidates from progressing, even when they have the right skills and experience. To promote fairness, encourage hiring managers to use standardised, relevant interview questions and incorporate skills-based assessments. And providing clear scoring criteria ensures all applicants are evaluated consistently and objectively.
• Make adjustments easy: Small changes can have a big impact. Offering flexibility in interviews is a great start – think options like video or phone calls, extra time for tasks, ability for candidates to bring in notes, or have breaks if needed. Make sure your interview spaces are accessible and provide clear instructions in advance. Even simple things like sending questions ahead or creating a quiet space for neurodiverse candidates can make the process fairer and more comfortable for everyone.
• Adopt flexible assessment methods: Traditional hiring practices often rely heavily on written applications, which can disadvantage candidates who communicate better in other ways. To create a more inclusive process, consider a multi-pronged approach. Alongside CVs and selection criteria, offer alternative options such as role plays, assessment centres, presentations or present a portfolio displaying previous work. Providing multiple ways for candidates to demonstrate their skills and expertise ensures that everyone has an equitable opportunity to succeed.
• Be open about your process: Share clear information about your recruitment approach on your website, so candidates know what to expect at every stage. Make it easy for candidates to reach out, whether they want to learn more or discuss any adjustments that would help them participate fully. This transparency not only builds trust but ensures everyone has the support they need to succeed.
• Inclusive statements: Include statements in job ads to explicitly encourage applications from people with disabilities or neurodivergent individuals, along with other underrepresented groups.
• Invest in disability confidence through training: Building an inclusive recruitment process starts with knowledge. Provide training to your Talent Acquisition teams and hiring managers the training to break down barriers and assumptions and support decision making based on skills and potential. At Hays, we’re making this a priority. This year, our Talent Acquisition teams are receiving enhanced training, and every colleague has access to specialist Disability Confident Recruiter training. 
• Highlight industry memberships: Hays is proud to be a member of the Australian Network on Disability, reinforcing our commitment to building disability confidence and inclusion. Memberships like these not only strengthen employer brand and credibility but also deliver tangible business benefits. They don’t just support the communities they relate to, they open doors to a broader, more diverse talent pool. In fact, research shows that 61% of professionals consider an organisation’s DE&I commitments when evaluating potential employers, with younger generations placing even greater emphasis on inclusive practices. By engaging with leading networks, employers gain access to best practice insights while enhancing their ability to attract and retain top talent across all demographics.

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About this author

Bernadette (she/her), Head of Culture and Inclusion, APAC began working with Hays in 2022 and has over 15 years leadership and human resources experience. Bernadette is passionate about delivering innovative, human-centred, and contemporary people strategies that provide an exceptional employee experience and achieve diverse, equitable and inclusive workplaces.