How KPMG support disabled applicants through the recruitment process by Madeline Peters

At KPMG we have ambitious targets to improve our firm wide disability representation.  Representation and inclusivity are core to our firm because with it comes diversity of thought, ; that diversity of thought helps our business to bring the best solutions for our clients.

As recruiters at KPMG, our responsibility is to ensure we find the best talent from the widest possible network, and to support all candidates through the recruitment process. We want diversity across our talent pool which, in turn, will truly represent the communities we work in. We are proactive in going out and searching for diverse talent which will make a positive impact on our business, and to our clients.

It is, therefore, never an issue to discuss the support candidates may need or adjustments we can put in place to make their candidate journey a positive one. I strongly recommend that students speak to us about any support and adjustments needed, even if it’s just a conversation to find out what the options are. We are not experts and candidates themselves, sometimes, may not know what they need or what’s available, so we can work together. It’s a partnership between us as recruiters and the candidates to make sure they have everything in place and the information and support they need to be successful through the recruitment process.

Information sharing

We know candidates may worry that sharing information about a disability or long-term health condition might affect their opportunities and it might feel uncomfortable to share information, but our team is here to help everyone bring their best self to the assessment process. By understanding any barriers in the application process for a candidate we can provide the most suitable support so they have a great experience with us.

Thinking about the support needed

We have worked to make our recruitment process as transparent as possible. There are 4 steps and we try to make it clear about what happens at each stage, so candidates can think about what they may find challenging and what support may be helpful.

There is a lot of information on the our careers site and candidates can contact us at any stage, via email or phone, if they need more information about how each stage will run; we welcome these conversations.

Examples of support

Our team undergoes regular training, and we share what adjustments have worked well in the past. This is not an exhaustive list however here are some examples of adjustments that we have made in the past:

1. Changed format of online assessments to be over the phone or video calls
2. Add extended rest breaks
3. Closed captioning
4. Increased font size
5. Extended time for assessments and preparation
6. More detail about how an assessment will operate
7. Familiarisation calls

Confidentiality and sharing information

We can share information with the assessors or interviewers if the candidate would like this and equally will not if they are not comfortable with this. If the candidate doesn’t specify this, then any information provided will stay only with the student recruitment team and will not be shared.  Each candidate has a single point of contact in the recruitment team, so candidates don’t have to keep explaining their situation or needs to multiple people. Information is only shared when necessary to put things in place and only after being discussed with the candidate.

Timing

We ask at every stage of the recruitment process if there is anything we can help with. If candidates want to request support at the start of the process that is great, however, it may be that they don’t need any adjustments until a later stage in which case, it is okay to only raise any particular support or need at that stage. We just ask that they give us enough time to put things in place for them to complete each stage.

We can’t apply adjustments retrospectively hence it is best for us to have that conversation before each stage, rather than candidates going through and missing out on something that might have helped them perform to their full abilities during that particular stage.

Not alone

For almost all of our Launch Pad assessment centres there is at least one person, and often quite a few, for whom adjustments will have been put in place. We are dealing with lots of people and many of them will need something. Candidates can be assured that they are not alone when it comes to requesting support. Within the firm, there is a lot of support too; workplace adjustments are put in place for those successful and this support continues throughout your career at KPMG. Support also comes from the various employee networks such as WorkAbility, BeMindful and the Neurodiversity Community.

Key Advice

1. Don’t Count Yourself Out: think a lot about your key skills and how they can be applied. There are a lot of opportunities at KPMG; there are a lot of roles and differences within roles. We encourage potential candidates to come to events, to find out more about us before deciding if it is a firm you’d like to work for or not. Be curious about the opportunities available.
2. Don’t Undersell Yourself: you will have brilliant skills that all employers are after, so back yourself.
3. Be Courageous: we know it can be intimidating to have a conversation and ask for adjustments. The recruitment team are there to support you. It’s what we do and we are a friendly team. We would hate for anyone to struggle through a process when things could be put in place to make things easier.