Finding the right person starts with reaching the right people.

Government guidance says employers are more likely to find the most suitable candidate when recruitment is designed to attract a wide range of applicants, including disabled people and those with long term health conditions. It also recommends using a mix of advertising channels, including channels that specifically reach disabled people.

Communication also matters. The guidance says employers should avoid assumptions, speak directly to the disabled person and focus on the individual rather than the disability. It also advises asking people what language they prefer if there is uncertainty.
For employers, this is more than where a vacancy is posted. It means making the process accessible, giving candidates a clear way to ask for adjustments and considering possible barriers before selection begins.

The commercial case is significant. Government guidance refers to around 9.5 million working age disabled people in the UK, with 5.1 million in work.

Specialist candidate reach can help employers connect with this audience more deliberately. When outreach is documented at vacancy level, it can also create clearer evidence for recruitment reporting, supplier assurance and internal decision making.