Recruitment tests an issue for people with disabilities, suggests expert | Chartered Management Institute
An expert has suggested that certain types of recruitment tests pose issues for some people who have disabilities.
EmployAbility’s Justin Penney said that tests in verbal reasoning and numerical skills, which are commonly used when recruiting graduates into career development, sometimes “end up testing somebody’s disability”.
He explained using the example of a potential recruit who has dyslexia. At university, they could expect 25 per cent longer exams than their peers who do not have dyslexia, he said.
But with shorter recruitment tests of 20 minutes, he added, this 25 per cent extension tends not to “make an effective adjustment given their disability”.
He said that certain firms opt to use previous qualifications instead of their own numerical testing in similar situations – or will allow for more than a 25 per cent increase in test time.
Action on Hearing Loss’s Roger Wicks recently commented that, when it comes to recruitment: “There is a lot of ignorance around the abilities of people with hearing loss. Assumptions are therefore made about what the individual can and cannot do on the basis of their hearing loss.”
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