This whitepaper intends to both raise awareness of accessibility and challenge thinking on the end-to-end recruitment process. It also offers advice on making your video interviewing process more accessible.
What’s covered in the white paper?
The paper opens with a definition of disability and inclusions basics like encouraging candidates to disclose their disability and the importance of wording. The focus is then on adjustments recruiters and interviewers can make for accessible Video Interviewing. The paper concludes with some accessibility snapshots with Sonru Video Interviewing clients.
6 Adjustments for Accessible Video Interviewing
- Adjustments for Video:
Speak to the camera where possible. Try and consider lip-readers in your video introductions.
- Adjustments for Text:
Break text down into bullet points where possible to assist people with dyslexia and other short term memory processing related disabilities. In terms of branding, make the text as straightforward as possible.
- Question Structure
Short open-ended questions can be problematic for those with certain types of disabilities, such as ASD. A further explanation or clarification of a question is critical and can be missed in an automated video interview compared to live/telephone/in-person interviews.
- Question Wording
Consider how you can provide more clarification in a way that you can in a live interview, so it is better to be more specific.
- Time for Questions
The time allowed for questions can be customized if candidates have requested adjustments. For example, candidates can be sent a separate interview with increased timings.
- Interview Structure
Consider methods to allow candidates to pause during the interview should they need to take rest breaks.
This whitepaper was created by Sonru Video Interviewing and includes contributions and research gathered from Sonru clients and candidates between 2011 to 2020.