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Want to stay on the right side of the law? We support businesses and public authorities and help them to promote good practice.
 
 

Application process

What you need to know

 
Should I use application forms for all recruitment exercises?

Yes, you should make, or be prepared to make, the forms available in a range of different formats as a reasonable adjustment to satisfy the needs of disabled applicants where appropriate. For example, making forms available in different font sizes or in Braille or audio formats.

It is good practice to draft a range of application forms that are each tailored for particular posts, containing questions that are relevant and necessary for assessing the selection criteria.

Review your standard application forms occasionally and update them to take account of any changes that you periodically might make to job descriptions and personnel specifications.

It is good practice to provide application packs that include:
 

  • a structured application form
  • a clear statement of the closing date for applications
  • the contact details of named individuals who will provide reasonable adjustments to applicants who may require them
  • copies of the relevant job description and personnel specification
  • a separate equal opportunities monitoring form

Can I include ‘monitoring’ questions on the application form?

 

What considerations should I make for disabled applicants

 

What about health or medical history?

 

Closing date considerations

 
 
 
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