1. Ensure that the process is clear and declared in advance.
2. Recognise that guaranteed interviews are most effective in assisting disabled people access employment when the disabled applicant is able to participate in an interview process on a fair and equitable basis.
3. Proactively engage with disabled people and disability organisations to explain that you intend offering guaranteed interviews for disabled people in respect of proposed vacancies.
4. In advance of guaranteed interview exercises, identify, in conjunction with disabled people and disability organisations, what knowledge and skills are required and if there are any skills or knowledge gaps that may prevent disabled applicants from participating in the recruitment process.
5. Provide training and support to equip disabled applicants with the knowledge and skills they need to compete effectively at interview. This may include the provision of pre-employment training, advice and support.
6. Provide a point of contact for the disabled applicant where they require additional information or clarification on any aspect of the recruitment process. This point of contact should not be a member of the recruitment panel.
7. Clarify the term “minimum criteria for the job” i.e. do you mean the essential criteria for the post, but not the desirable criteria?
8. Clarify how you will assess whether an applicant meets the minimum criteria. Employers will generally assess the information provided by the applicant in their application forms, but some employers may use a test.
9. Consider and advise what procedures you will put in place if, for example, you receive many more applications than you expected, making it impracticable to interview all eligible applicants.
10. Ensure that you properly identify those applicants who qualify and wish to avail of this positive action measure and ensure that this information is passed to the relevant selectors – for further guidance see the section:
Application process: asking about disability - positive action
11. Ensure that you always consider the individual circumstances of each disabled applicant in relation to other elements of the recruitment process. For example, if you intend to require all applicants to sit an aptitude test, you might have to modify or waive that requirement for particular individuals in order to comply with any
reasonable adjustment duty