Viewing page RIDI Awards

Disabled job seekers are invited to nominate the agency that has provided them with the most positive candidate experience. Recognising that actions speak louder than words.

The judges are looking for:

• Access to guidance and support throughout the process
• The disability confidence and competence of the recruiter
• The positive impact & outcome for the candidate

Opening your doors to the widest possible talent pool is a key component to finding the right person for the job. This award recognises excellence in candidate sourcing and is looking for organisations which have a proactive and inclusive candidate sourcing strategy to attract disabled talent.

The judges are looking for:

• Knowledge of the target market and how
  to reach them
• A sustainable approach to candidate attraction
• Evidence of increased numbers of disabled
  candidates declaring a disability or requesting
  reasonable adjustments
• Evidence of impact on candidate experience

Making adjustments to all aspects of the recruitment process is not only the law, it is vital to the successful attraction and selection of disabled talent. This award recognises innovation in the provision of reasonable adjustments.

The judges are looking for:

• An environment of trust that encourages declaration
• Competent and confident recruiters who can respond to requests
• An effective and efficient delivery of adjustments during the recruitment process
• Evidence of impact on candidate experience

Supporting the government’s Disability Confident campaign can be the first step to becoming a disability confident organisation. This award recognises organisations who have supported the campaign with tangible action and can evidence the impact this has had on their organisation.

The judges are looking for:

• Evidence of how an organisation has supported the Disability Confident campaign either through an event or initiative
• Evidence of how this has promoted disability confidence within the organisation
• Evidence of how the campaign’s message has been promoted throughout supply chain and/or partner organisations
• Evidence of impact on candidate experience

Many employers use formal assessment techniques as a routine part of the recruitment process. This award recognises how alternatives and adjustments to assessments are often so simple and yet have such an impact for disabled candidates.

The judges are looking for:

• Overall accessibility of the assessment process
• Reasonable adjustment options and how they are communicated
• Evidence of impact on candidate the experience

This category is open to employers managing their supply chain and recruiters managing their 2nd and 3rd tier supply chains. This award looks for organisations setting the standard and measuring the success of their entire supply chain actively attracting and confidently recruiting disabled talent and recognising the business case in doing so.

The judges are looking for:

• Evidence of a specific project/plan set to engage the entire talent supply chain to deliver measurable success in the attraction and recruitment of disabled talent
• Statistical or case study evidence of how this has impacted the level of disability confidence within the supply chain
• Where appropriate, evidence of influence beyond the first tier
• Evidence of impact on the candidate experience

It’s essential that your recruitment team are trained on what is expected of them by your clients or the law. This award recognises the contribution that good training can make to the level of confidence of recruiters and how that can contribute to the candidate experience.

The judges are looking for:

• Objectives for the training
• How the training met those objectives
• Improved levels of disability confidence in recruiters/assessors as a result

From supported employment programmes to workplace schemes with employers, there are a wide variety of disability recruitment specialists in the UK. This award is for organisations who specialise in providing inclusive recruitment and employment services for disabled people as a core part of their activities.

The judges are looking for:

• Examples of innovative programmes with a high success rate
• Disability projects or programmes with a specific regional or sectoral focus
• Testimonials from employers and disabled candidates

Entries are not required for this category which is to is to be voted for by the judging panel across all award submissions for 2018.

The judges are looking for:

• A recruiter or employer of any size which has made the most significant impact in removing barriers and maximising opportunities for disabled talent within the context of the size and influence of their organisation
• Disability confidence and competence
• Evidence of impact on the candidate experience