Guidelines for employers

Job description and person specification

When compiling the job description and person specification for an identified vacancy, care should be taken to ensure that neither of these contain requirements which may preclude an application from somebody who has a sight problem. For example, is a requirement to drive essential or are there alternative methods of getting around which are worth considering?

Reaching potential employees

In addition to standard advertising channels it is essential to place an advertisemnt with the Special Employment Exchanges.

The application process

When forwarding the application form, you need to give consideration to potential applicants being able to receive the job description and person specification in alternative formats which could include large print, email or disk.

Invitation to the interview

Your letter inviting someone for an interview should provide an opportunity for candidates to outline any needs they may have. A suggested form of wording would be "if you have any requirements to allow you to attend/participate fully in the interview please let us know."

At the interview

• When you first meet a prospective employee introduce yourself and bear in mind that they may not be able to see your offer of a handshake.
• Ask if they would like you to guide them from the reception area to the interview room and lead the way at a steady pace.
• Ask the candidate where they would like to sit.
• Interviewers should introduce themselves as this will enable the blind or partially sighted candidate to locate individuals within the interview room. It is also recommended that each interviewer says who they are during the interview when they speak. A blind or partially sighted candidate may find it difficult to respond to eye-to-eye contact.

Work sampling / assessment centre techniques

Blind and partially sighted candidates should be made aware of any standard equipment that is used as part of work sampling or assessment. If they are required to complete a keyboard test, for example, what hardware and software will be used and is the application large print, speech or braille accessible? If the individual is required to work in a group situation, facilitators should be aware of and meet the needs of the blind or partially sighted candidate.

It is essential to focus on the blind or partially sighted person's abilities rather than their sight problems. They will know how to operate in the working environment and be aware of their ability to do the job.

Psychometric testing

Care should be taken when using psychometric tests as blind and partially sighted people may be at a disadvantage during test administration or when tests results are being interpreted. Employers should seek advice from test publishers and a suitably experienced clinical psychologist.

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Eyeway intends building a community where people can share and learn from each other. If you would like to share your experiences about employment of visully impaired persons, please send us your write-up at inspiration@eyeway.org.

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