Review access and candidate experience
Course overview · 4 min reading + 12 min practice, estimated
Principles and method
Ask whether the process worked, using a feedback route that does not disadvantage the candidate. Track operational failures such as inaccessible invitations, broken captions or delayed responses. Use aggregate patterns carefully and protect confidentiality. Do not infer protected characteristics from names, photographs or behaviour. Where equality monitoring is appropriate, use a lawful, purpose-defined process with suitable separation from selection decisions. Review suppliers and templates as well as interviewer behaviour. An inclusion statement should be backed by a maintained service with ownership and an escalation route.
Worked example
Two candidates report that the assessment link cannot be navigated by keyboard. The owner pauses that method, arranges an alternative and raises a supplier issue rather than asking each candidate to find a workaround.
Put it into practice
Create an access review with three service measures and a supplier escalation example.
Use fictional information and keep your work in your own notes.
Compare your approach: self-review guidance
Measure response and implementation quality without exposing personal circumstances. Identify who can pause an inaccessible step and how affected candidates receive an equivalent opportunity.
Sources and further reading
Original Academy teaching and fictional examples. These references provide context, not endorsement. Edition 2026.09; updated 2026-09-24.
- GOV.UK: Discrimination in recruitment
UK legal context. Obtain advice for your jurisdiction and circumstances.
- W3C: Web Content Accessibility Guidelines
Technical accessibility background for digital recruitment services.
- CIPD: Selection methods
Professional context for selection methods and their limitations.