RNIB – supporting people with sight lossFactsheet

Looking for work

About this factsheetThis factsheet is a guide for anyone who is thinking about starting a job search or for anyone who is currently in the process of looking for a job. The factsheet gives a step by step overview of the recruitment process and offers some practical advice for each stage of the process. This factsheet is part of a series of factsheets on employment issues. At the end you will find the full list, and details of where to find them.

Contents1. Planning your job search 2. Your CV3. Looking for jobs4. Application forms5. Covering letters6. Disclosing a disability7. Interview skills8. Tests9. Getting a job offer10. Other factsheets in this series

For further informationRNIB Helpline can refer you to an employment specialist for further advice and guidance relating to your employment situation. RNIB Helpline can also help you by providing information and advice on a range of topics, such as eye health, the latest products, leisure opportunities, benefits advice and emotional support.

RNIB charity numbers 226227, SC039 316 and 1109

Call the Helpline team on 0303 123 9999 or email helpline@rnib.org.uk.

1. Planning your job search Starting a job search can be a daunting task. There are a bewildering number of job roles in the labour market and sometimes it can be hard to know what you could and should be applying for. It is worth remembering that you are protected under the Equality Act 2010, which applies to the whole of the recruitment process. Employers have a duty to anticipate your requirements at every stage, from accessing vacancies, filling out application forms, to interview tests. The Equality Act's protection applies if you meet the Act's definition of a disabled person. If a consultant ophthalmologist has registered you as partially sighted/sight impaired or blind/severely sight impaired, then you are treated as meeting the Equality Act's definition of a disabled person. You will need to have a Certificate of Visual Impairment (CVI), or BP1 in Scotland, to satisfy this requirement. If you do not meet the criteria for registration, you can still meet the definition of disability under the Equality Act if your sight loss has a significant impact on everyday activities and is likely to last for 12 months or more. You can evidence this with a letter from your doctor.

There is a statutory Code of Practice which explains how the Equality Act applies to work. This is published by the Equality and Human Rights Commission (www.equalityhumanrights.com). It includes good examples of how the Act applies and suggests reasonable adjustments. Employers should consult the Code to help them understand what they need to do for people with disabilities.

Before you start sending out your CV or completing application forms you need to be thinking about where you are - this will include:

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Your knowledge - What do you know? What subjects have you studied? What qualifications have you achieved? What training courses have you attended?

Your skills - What do you do well? What do people compliment you on?

Your experience - What jobs, paid or unpaid, have you performed in the past? What skills have you gained? Where have you been successful? Consider any work experience, work placements or voluntary work you have carried out.

Your interests - What do you enjoy doing? What are you passionate about? What hobbies or interests do you have?

Your resources - What financial resources can you draw upon? What contacts do you have? Who is prepared to help you? Do you have access to a computer, tablet or other device which can access the internet, if not how will you access information on vacancies?

It is also important to think about where you want to be. Setting employment objectives can include:

What type of occupations are you interested in? How far are you prepared to travel to work? Do you want to work full time or part time? What training or support do you require?

1.1 Get some adviceYou can get advice and guidance on answering the above questions from a Careers Adviser. Before you start a job search, getting some specialist advice to help point you in the right direction can save you time and effort.

There are many providers of career services that can assist you to identify your current position and your employment objectives. You

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can find details of some of the major providers in our “Job seeking resources” factsheet. Details of where to find this are given in “Other factsheets in this series”.

Once you have identified the type of work you are interested in your next step is to find out all you can about it. You may like to consider the following:

Do you have the necessary skills and qualifications required? Is there training available to help you progress within the field

you are interested in? Are there many jobs of this kind within your planned work area?

If not are you willing to adjust your travel plans? Are there areas of the job that may be inaccessible? If yes, how

would you deal with this? Do you know anyone who does this type of work? If yes,

consider asking them for information on the role.

Once you have the answers to these questions and are happy that this type of work is for you, consider gaining some work experience, either via voluntary work or a work placement. This can then be added to your CV, highlighting the skills you have gained.

Residential training courses Residential training courses can help people with sight loss get a job, gain more experience to keep a job or become self-employed. Blind and partially sighted people who are unemployed can apply for residential training if there aren’t any suitable training courses available locally. You can apply for residential training and find out what courses are available by contacting your Disability Employment Adviser at your local Jobcentre. The Royal National College for the Blind (RNC) offers a Specialist Employment Support programme for adult learners. For further information visit www.rnc.ac.uk.

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You can also call the college on 01432 265725 or email info@rnc.ac.uk.

2. Your CV2.1 What is a CV?A Curriculum Vitae (CV) outlines your personal details and your relevant skills, experience and qualifications. It is a record of your qualifications and skills, so make sure it is up to date whenever you apply for a job. It is used to help you “sell yourself” to a prospective employer by highlighting your strengths and achievements. The aim of a CV is to get you an interview.

2.2 Why write a CV? Writing and then updating a CV is a useful technique during a job search as it helps you keep track of your skills and experience in one document. Employers choose who they want to interview from what is contained on your CV, so it is really important that it is easy to understand and shows off your strengths. Spelling mistakes, poor grammar and missing information on a CV look unprofessional and if it is incomplete, employers may simply throw it in the bin.

2.3 CV basicsThere is no right or wrong way to set out a CV, but there are some standard sections that they should contain. These are:

personal and contact information education and qualifications work history skills relevant to the job interests.

When you are describing your interests, highlight aspects that show off the skills and competencies that the employer is looking for. The sort of things that are good to include are:

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any examples of working in a team relevant voluntary work or work experience positions of responsibility any activity that shows off using initiative.

Keep your CV to a maximum of two sides of A4 paper. Employers receive a lot of CVs, so it is unlikely that they will read each one from start to finish. In fact, most will make a judgment about a CV after a few seconds, so keep it as short as possible.

2.4 Types of CV and when to use themThe most common types of CV are:

Skills-based This is also sometimes called a 'targeted' or 'functional' CV. It is often appropriate when there have been long gaps in employment as it highlights skills rather than gaps. This type of CV:

highlights your skills and abilities related to the specific role you are applying for

emphasises the transferable skills and experience you have gained, avoiding any reliance on work in date order

is appropriate when changing careers, when skills are more impressive than employment history

is appropriate if you have had a range of unconnected jobs.

Different jobs need different sets of skills. You should create your CV so that it closely relates to the job you are applying for.

You do not have to re-write it completely every time you apply for a different job, but you may want to re-draft or re-order some of your interests and skills so the most relevant information is nearer the beginning of the document.

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ChronologicalA chronological CV lists your details, under appropriate headings, in reverse chronological order. Chronological CVs work best when you have had continuous employment with no gaps. This type of CV:

is a traditional format where work experience is organised in reverse date order

is useful when staying in a similar field, or if your last employer’s name may be advantageous

shows career development, and might highlight progress in a certain area.

2.5 General tips Limit you CV to a maximum of two sides of A4 – keep it concise! Keep it clear and specific – simple language works best. Use positive and active language. Highlight your selling points clearly.

2.6 Examples of different CV stylesThe following pages contain examples of different CV types:

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Example of a skills-based CV:

Anne Other

123 New RoadAnytownAnyshireA12 3BC

Telephone: 000 111Email: anne.other@anyisp.co.uk

Personal profileI have recently completed my higher education and I am now actively seeking employment. During my university studies I was able to gain valuable customer service skills in the retail trade. I am a reliable person with good time keeping. I am friendly and approachable and am able to follow instructions accurately. I possess good verbal and written skills.

Key skills Excellent IT skills, including advanced knowledge of MS Office,

Dreamweaver and PhotoShop Excellent knowledge of a range of both quantitative and

qualitative research methods Able to communicate with a wide range of audiences Able to prioritise workload and excellent management skills High standard of written English Experience of web publishing

Achievements Organised a trip to Austria for University society Wrote a number of music reviews and features for the student

newspaper Created database of listeners for the local talking newspaper to

increase efficiency of service

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Created and designed website and a range of other marketing materials for the university Snowboarding Society

Education2010 – 2013 Anyshire University Degree: BA History – 2:1

2008 – 2010 Anytown CollegeA Levels: English Literature – A; History – A; French – B

2003 – 2008 Anytown SchoolGCSEs: English Language – A; Mathematics – A; 8 Other GCSEs grades A-C

Work experienceSummer 2012 Bank plc, Student TraineeSummer 2011 Bookshop Ltd, Retail AssistantSummer 2009 Anytown Talking Newspaper, Volunteer

Interests I am an active member of the University Snowboarding Society

and have helped to plan several excursions to dry slopes and a trip to Austria

I play the guitar in a band and regularly play at local venues

ReferencesAvailable on request.

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Example of a chronological CV:

Anne Other

123 New RoadAnytownAnyshireA12 3BC

Telephone: 000 111Email: anne.other@anyisp.co.uk

Personal profileAn enthusiastic and reliable worker with excellent knowledge of business administration. I am able to meet deadlines and can work within a team or on own initiative. I am keen to find a position within an office environment which will enable me to utilise my IT skills whilst providing me with a challenge.

EmploymentMar 2010 - July 2013Smith & Son - Administrative Assistant Arranged and prioritised meetings Monitored mail and telephone calls and made invoice payments Oversaw the management of the company secretarial database

Sept 2004 - Feb 2010ABC Textiles Ltd - Assistant Sales Administrator Acted as the central point of contact for all customer

communications Maintained close communication with the outside Sales

Representatives and provided constant source of information and sales support

Developed a highly professional working relationship with both British and International Suppliers

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Oct 2003 - Sept 2004ABC Textiles Ltd - Office Junior Composed and typed correspondence Organised travel requirements

Education2001 – 2003 A LevelsAnytown College Sociology – C English Literature – D

1996 – 2001 GCSEsAnytown School English Language – B Mathematics – C 5 Other GCSEs grades A-C

Training 2008-2009 CLAIT Plus (Level 2)Anytown College Modules included database solutions, desktop publishing and

web page creation

Additional information Confident user of MS Office, including Word, Outlook and Excel Typing speed of 50 wpm

Interests I am a keen participant in my local amateur dramatics society I have been regularly attending Japanese language lessons for

the past five years

ReferencesAvailable on request.

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2.7 Personal profilesPersonal profiles introduce you as an applicant. You should be able to outline your key strengths, achievements and goals in one paragraph. The following examples offer an outline of the different styles you can use:

A college leaver with excellent computer skills. My college course work and work placements have enabled me to gain good research and presentation skills and an ability to communicate with the general public. I also see myself as an enthusiastic and reliable team player who is willing and able to develop new skills quickly.

A reliable and conscientious employee with good customer service skills and a proven record of achieving targets and goals, looking to move to a more front line management role.

I regard myself as a cheerful and friendly person, who is reliable and trustworthy. I am keen to learn new skills and use my considerable abilities within a garage/car business environment.

I am currently looking for work in the computer industry. I am very familiar with most aspects of computing and have used computers for many years. I am always confident in learning anything new.

2.8 Skills and achievementsThis section of your CV allows you to sell yourself through listing your main skills and experience. You can use the following outline of skills to help you judge your abilities:

Skills with individualsCommunicate well using the telephone, Persuade or sell to individuals, Deal with customers, Manage and supervise individuals, Delegate work to others

Skills with groups

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Communicate to small groups, Lead seminars, Perform or entertain people, Persuade a group, Facilitate a group, Take part in group debates, Brief a team, Chair meetings

Commercial skillsManage or run a business, Spot potential markets, Develop a new business, Design a marketing campaign, Look after customers well, Develop new sales initiatives, Promote or sell by telephone

Skills with informationResearch, Gather information by interviewing people, Check information for errors/proof read, Analyse information, Organise or classify data, Retrieve information, Write reports

Physical skillsManual dexterity, Ability/strength/speed, Craft/sewing/weaving, Painting/finishing/restoring, Washing/cleaning or preparing, Setting up or assembling, Growing/tending

2.9 Buzz WordsThere are some words that stand out on a CV, which are often called buzz words. The following work areas and associated words may help when putting together your CV:

Coping with routineConscientious, Consistent, Controlled, Coped, Dealt with, Efficient, Managed, Performed.

Working with othersAdvised, Co-operated, Counselled, Facilitated, Guided, Managed, Negotiated, Participated, Presented, Supervised, Assisted, Supported.

AchievementsAccomplished, Achieved, Co-ordinated, Created, Developed, Formulated, Revitalised, Recommended, Completed.Problem-solving

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Implemented, Improved, Instigated, Interpreted, Initiated, Inspired, Introduced, Investigated.

InitiativeCreated, Designed, Developed, Devised, Directed, Established, Formulated, Innovated, Motivated, Negotiated, Organised, Originated.

2.10 SummaryYour CV has around 10-15 seconds to impress a potential employer. To recap:

Limit you CV to a maximum of two sides of A4 – keep it concise! Keep it clear and specific – simple language works best. Use positive and active language. Highlight your selling points (skills and achievements) clearly. Make sure you have checked the spelling, punctuation and

grammar.

3. Looking for jobs3.1 Focus your time and effortThere is no substitute for time and effort in a job search, but this needs to be focused correctly. There is no point in completing 10 applications for a job in a specific sector if candidates are required to have an entry qualification that you do not have. This is why it is important to get the help of a Careers Adviser.

3.2 Identifying vacanciesInternet job boardsJob boards like Total Jobs, Guardian Jobs and Jobs Go Public represent some of the best ways to easily find job vacancies. Job search engines such as www.indeed.co.uk can also help by searching multiple job boards at once. Most printed job opportunities appear online, alongside many more that are only

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available via job boards. Most websites allow you to upload a copy of your CV and covering letter. This makes applying for vacancies very easy, but you should remember to tailor your CV and covering letter to each vacancy in order to maximise your chances of getting an interview. A list of internet job boards can be found in the Job seeking resources factsheet. Details of where to find this can be found in section 10 (Other factsheets in this series).

Approaching employers directlyIf you can identify a specific employer that you would like to work for then you should approach them directly as only a very small proportion of jobs are advertised on job boards. For example, if you wanted to work for RNIB then it would be far better to check www.rnib.org.uk/who-we-are/jobs-rnib than to check online job boards or newspaper adverts. If you do not have internet access, write to an employer with a copy of your CV and a covering letter. Hopefully they will be able to keep your details on file and consider you for any opportunities in the future.

NewspapersPublications offer a good range of job vacancies, especially at a local level. It may not be possible for you to access printed newspaper vacancies, either through a vision aid or the support of a friend or relative. If this is the case then you should seek advice from your local Jobcentre Plus or the employment agencies in your local area.

Employment agenciesAgencies are intermediary services that match jobseekers to vacancies. Once registered with an agency they will match your skills and experience to vacancies that may be appropriate for you.

Trade publications and websitesIf you are interested in a career in a specific sector of employment then trade publications and websites can be an excellent resource. For example, if you are interested in pursuing a career in

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marketing there are numerous publications and websites that specifically list marketing vacancies.

Careers fairs Careers fairs are an excellent way of seeing lots of employers in one day. Careers fairs provide information about job vacancies and how companies plan to recruit for those vacancies.

Jobcentre Plus Telephone JobsearchJobseeker Direct is a phone service operated by Jobcentre Plus. It aims to keep you in touch with the latest job vacancies. This service is available to anyone who is looking for work, and the lines are open weekdays 8:00am – 6:00pm, and Saturdays 9:00am – 1:00pm. All calls are charged at local rates. Telephone 0845 606 0234 for details. Alternatively, you can look for jobs online by going to www.direct.gov.uk.

3.3 Disability friendly employersThere is no certain way to identify specific employers as disability friendly or not. However, if this is an important part of focusing your job search then there are a couple of methods you can use.

Disability Confident scheme

Some employers are signed up to the Disability Confident scheme. The scheme is designed to help employers recruit and retain disabled people and people with health conditions for their skills and talent. To find out more about this scheme, as well as a list of employers who are signed up to it, visit disabilityconfident.campaign.gov.uk.

Business Disability ForumBusiness Disability Forum is a not-for-profit member organisation that works towards making it easier and more rewarding to do business with and employ disabled people.

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They have more than twenty years experience of working with public and private sector organisations, formerly as the Employers’ Forum on Disability. Their members employ almost 20 per cent of the UK workforce and, together, they seek to remove the barriers between public and private organisations and disabled people.

A list of their members can be found atwww.businessdisabilityforum.org.uk

4. Application forms 4.1 Requesting an application form in an alternative formatAll employers are required under the Equality Act to make application forms accessible. This can be done by either making them available in an alternative format or by offering a reasonable adjustment to the recruitment process, for example allowing you to complete the form over the phone.

4.2 Before completing the form Make sure that you give yourself plenty of time to complete the

form. Read it through to ensure that you are clear about the kind of

information that the employer requires. Collect together all the information you can about the employer -

brochures, website and local knowledge. Read through the job description and person specification to

identify what they are looking for in terms of skills, experience and qualifications.

4.3 Completing the form A good application form will give you a very good chance of getting an interview, so the most vital thing to have in mind when completing the application form is to make it as easy as possible for the person reading the form to shortlist you. The section you

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need to put most effort into is the personal statement, or sometimes this is replaced with competency-based questions.

Personal statements Personal statements allow you the chance to demonstrate how well you can do the job. As with your CV you need to actively sell yourself, your skills and your achievements to an employer. If you do not demonstrate, with examples, how you meet the criteria for the job then you will not be offered an interview.

The most important thing to remember when writing a personal statement is that you should address all points on the person specification and the job description. Make sure you answer these points with specific examples from your previous jobs, work placements, leisure interests or education.

To make things more straightforward, you can mirror your personal statement to the person specification. For example, if the person specification has 12 bullet points split between the headings Education, Skills and Other, then your personal statement should have 12 bullet points split between three headings. By doing this you are making it easy for the recruiter to put a tick in the box that says you answered that point in the person specification.

Competency-based questionsThis type of question is becoming increasingly common on application forms, especially in graduate recruitment. They usually begin with "Describe a time when you…" or "Give an example of…" and ask for examples of specific skills such as teamwork, leadership, persuasiveness and so on.

One way of answering these questions is to use the STAR approach, where you identify a situation, task, action and result. The situation and task are usually combined and form the introduction, the action you took should form the main body of your answer and the result should be your conclusion. For example:

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Situation - how, when, where, with whom? Task - what situation or task were you faced with? Action - what action(s) did you take? Result - what results did you achieve/conclusions did you

reach?

As an example:

"Whilst volunteering at ABC Charity last summer I was given the task of producing a database of supporters. I gathered information from a number of departments and conducted an information audit on how the database needed to be used. I designed the database and entered the relevant information into the system. As a result of the database, fundraising revenue has risen by 15 per cent."

4.4 After completing the form Put together a short covering letter to send out with the

application form. This letter enables you to set the scene for the employer and to reinforce your key strengths and reasons for applying for the job.

Make sure you keep a copy of your completed form so that if you are called for interview, you can quickly go over what you said about yourself and prepare for the interview more effectively.

Be prepared to contact the employer to check the progress of your application if the closing date passes and you hear nothing from them for several weeks.

5. Covering letters5.1 When should I use a covering letter?A covering letter should always be included when you are sending out a CV or an application form. It should generate interest and motivate the employer to want to know more about you. A covering letter is even more critical if your application is speculative.

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5.2 StructureBase your covering letter on the following outline structure:

Paragraph one Introduce yourself, state what you are applying for and where you saw the vacancy.

Paragraph two Outline why you are applying. What in particular has made you send your CV or application form for this particular job? Try to demonstrate how enthusiastic you are about the job. At this stage you can also demonstrate any research you have done.

Paragraph threeThis should be a summary of the key points of your CV or application form. What are the two or three things that mean that you should get an interview?

Paragraph fourThis paragraph is flexible, and it is your opportunity to explain any gaps in your career.

If you have been asked about a disability on the application form, this is a good place to disclose your disability or mention any adjustments you may need at an interview or test. Also, if your CV highlights that you have a disability (for example, you attended The Royal Blind College) this is your opportunity to explain your disability in more detail, in positive terms. For speculative CVs, there is no need to mention your disability until you are asked for interview, where you should be asked if any adjustments are required.

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5.3 Example of how to write a covering letterThe following page contains an example of a covering letter. This example relates to one that might be sent to accompany a skills-based CV:

Example of a covering letter:

123 New RoadAnytownA12 3BC

Mr EditorThe GazetteFleet StreetAnytownA0 0ZZ

15 March 2013

Dear Mr Editor

Re: Assistant Press Officer

I am writing in response to your advertisement on 12 October for the above position. I enclose my Curriculum Vitae for your consideration.

Reading your company literature and speaking to some of your current employees at the recent Anytown Recruitment Fair has convinced me that working for The Gazette will be a challenging and exciting experience. The role of Assistant Press Officer will allow me to develop my existing skills in a commercial environment.

As you will see I have had considerable experience of press officer work during my years at University. I was responsible for all press contact for our student union and for the production of press

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releases for a number of events. My work experience during vacations has developed a number of the skills mentioned in your advertisement, particularly teamwork and meeting deadlines.

Yours sincerelyAnne Other

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6. Disclosing a disability 6.1 Should you tell a potential employer that you have a disability?There are no hard and fast rules in relation to disclosure and you do not have to tell an employer about your disability. It is up to you to decide if, and at what point in applying for a job, you let an employer know that you have a sight problem. Some application forms will ask specifically if you have a disability. You will then have to decide whether to be truthful in your application and consider the consequences if you are not.

6.2 Reasons for disclosureEquality Act If you disclose your disability, the Equality Act protects you from unlawful discrimination. The Equality Act applies to the whole recruitment process - this includes the decision whether or not to offer someone a job.

If you disclose your disability and then feel that you were treated unfairly, you may be able to bring a complaint that you have experienced unlawful discrimination and that this is a breach of the Equality Act.

Remember that the Equality Act duty to make reasonable adjustments only applies if the employer either knows that you are disabled OR could reasonably by expected to know that you are disabled. If you need an employer to make a reasonable adjustment to the recruitment process, then you should very carefully consider disclosing that you are a person with a disability. For example, if you need a reasonable adjustment to complete a test at the interview, the employer does not have to provide this unless you tell him about your disability.

If you have disclosed your disability, the employer can only refuse to offer you a job in certain situations. These are where an

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exception applies; this is principally an 'occupational requirement' exception. This is a complex situation and is outside the scope of this factsheet. If you believe that you were refused a job and that this situation applies, please contact RNIB and we will provide you with more information.

Employers may also have a defence to a claim that refusing to offer a job amounts to discrimination arising from a person's disability. We can give you more information about this if necessary.

Access to Work schemeYou can get funding from Access to Work for any specialist equipment or extra transport costs and help with work related obstacles resulting from a disability. Employers are often worried about the potential costs of taking on a disabled employee and many are not aware of the Access to Work scheme. By openly disclosing your disability you will be able to raise your employer's awareness about the help that is available and allow them to focus on your skills and abilities. For more information, we refer you to our Access to Work factsheet. Details of where to find this can be found in section 10 (Other factsheets in this series).

Equal opportunities policiesSome employers are signed up to the Disability Confident scheme. The scheme is designed to help employers recruit and retain disabled people and people with health conditions for their skills and talent. You can find out more about this scheme, as well as a list of employers who are signed up to it, at https://disabilityconfident.campaign.gov.uk/.

Also, look out for positive statements about disability on an employer’s equal opportunities policy. In some cases, your disability may be viewed as an additional qualification.

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Position of trustIt is worth bearing in mind that when applying for a job, many employers require you to be truthful in all aspects of the application form and may say that any non-disclosure is a justified reason for dismissal.

Positive aspects of your disabilityYour disability may also have provided you with unique experiences that may be useful in the workplace. For example, your sight loss may mean that you have acquired excellent IT skills through the use of access technology or that you have developed excellent organisational skills.

6.3 Forming a disclosure strategyIf you decide to tell a potential employer about your disability, the next stage is to establish at what point in the application process you should tell them.

Curriculum Vitae (CVs)It is not necessary to mention your disability on your CV. You may feel that an employer will see your disability as the most important thing about you or make assumptions about you on the basis of your disability. Also, there may not be room on your CV to qualify your disability or to highlight the range of positive adjustments that could be made.

If the CV is speculative, or not followed by an application form, you need to decide if you would prefer for an employer to know about your disability before you are called for an interview. This may depend on whether you will need a reasonable adjustment to be made for you at the interview and in order for you to do the job satisfactorily.

Covering LetterA covering letter should be sent with your CV to potential employers. You do not need to disclose your disability on the CV

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or covering letter. However, if your CV highlights that you have a disability (for example, you attended The Royal Blind School), the covering letter allows you the opportunity to explain your disability in more detail than on a CV. You can also highlight the range of adjustments that are available and that funding for these is available through the Access to Work scheme. Bear in mind that the focus of a covering letter should always be on your skills to do the job.

Application formSome application forms ask direct questions about disability, so you can consider what details you choose to include at this stage.

You may have done voluntary work which may cause the employer to wonder if you have a disability. For example, you may be the secretary of your local voluntary society for blind people and have gained skills and experience that are relevant for the job you are applying for.

Equal Opportunities Monitoring FormSome employers may have a separate equal opportunities monitoring form that they ask all applicants to fill in. These forms are not used to judge application forms and are separated from the form. The people who carry out the short listing process do not see these forms.

InterviewIt is important to focus at an interview on the ways in which you fit the requirements for the job, rather than your disability.

During an interview you should be prepared to talk positively about your disability and be able to highlight the range of support and equipment that is available.

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6.4 Pre-employment health questionnairesThe Equality Act says that an employer can only ask questions about a job applicant's disability in very limited circumstances. These types of questions are often called pre-employment disability-related enquiries.

The general principle is that where someone (B) applies to a person (A) for work, A is not allowed to ask about a person's health (which includes disability) before offering B a job. This principle also applies where A isn't able to offer a job at that time, but could include B in a pool of people to whom A intends to select for a job that comes up in the future. For example, B, who is registered partially sighted, writes to company A to ask if it has any jobs. Company A doesn't have any jobs at that time, but says that it will keep B's letter and CV on file. If company A asks about B's sight loss before deciding whether to include him in the pool of candidates, then that could be unlawful.

Are there any exceptions?Yes. A can ask questions if these are necessary to find out whether B can undertake an assessment as part of the recruitment process. For example, an interview or a test which A uses to find out if B is suitable for the job.

A can also ask a question about someone's disability to find out if B needs a reasonable adjustment to the assessment. This is to help A to comply with the duty to make reasonable adjustments.

A can also ask pre-employment disability-related questions to work out whether B can carry out a function which is an essential part of the job.

A can also ask questions to enable it to carry out diversity monitoring and if these questions are necessary to take positive action in relation to disability and disabled people.

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This can be quite a complex issue. You can find more information in the Equality and Human Rights Commission's Code of Practice on work and employment.

6.5 SummaryYou do not have to tell an employer about your disability. By not saying anything it may mean that you face less discrimination, but it also takes away some of the obligations of an employer.

It might be a good idea to form a disclosure strategy, where you plan how you tell an employer about your disability. This means that you can positively discuss your disability on your own terms and retain a focus on your own skills and abilities.

7. Interview skills 7.1 Getting to this stageIf you are getting to the interview stage it means that your CV is working for you and that you are completing application forms effectively. An ability to identify suitable vacancies, and good CV and application form technique should mean that you get offered an interview for the majority of vacancies you apply for.

7.2 What are employers looking for at an interview?If you have got to the interview stage then it means that you have beaten off competition from a number of other applicants and that the employer already has a fairly good idea that you can do the job. The purpose of the interview is to assess the short listed candidates against what skills are needed for the job.

7.3 Dealing with interview stressThe most important interview skill you can learn is the ability to retain the power to be yourself even when you are under stress and feel nervous.

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There are two main techniques that can help you achieve this:

Familiarise yourself with the situation - which means that it is important to practice applying for jobs so that you get used to filling out application forms.

Have confidence in your ability to perform - which means that it is important to prepare yourself in every possible way you can for an interview (examples of how to do this are given in the next section).

7.4 Before the interviewWell prepared is well performed. Effective preparation means that you will come across as confident, articulate and knowledgeable. More importantly, good preparation helps you manage your nerves and shows to the employer that you really want the job.

Reread your application Interviewers will have copies of your application and so it is important that you know exactly what you have told them. They may ask you specific questions about activities and achievements that you have mentioned and will expect you to be able to talk confidently about them. Going back through your application again also helps remind you about the key skills and competencies that you want to highlight in your interview.

Find out who will be interviewing youThis can be vital to preparing for the rest of the interview. Are you going to be interviewed by the line manager for the role? If so, you can expect a detailed interview on your specific abilities to do the job. If a HR Manager or an agency is interviewing you then the interview will be more general and competency based.

Arrange any adjustmentsIf you require any adjustments at the interview or for any test, make sure you let the employer know in plenty of time. You should also check the day before the interview that everything is in place.

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Research the organisation and the context of the jobThis is a key phase of your preparation for an interview. An employer will expect you to want the job you are applying for and one way of showing this is by demonstrating that you have fully researched the work area. Have there been any major developments in the organisation recently? How might any changes in the external environment affect their work?

Think about what questions you might be asked It is easy to predict some questions that you will be asked. For

example, it is likely that there will be a question on equal opportunities.

Preparing answers is one of the best ways to boost your confidence in an interview. There are examples of questions and suggestions on how you can answer them later on in this section.

You may be asked to tell the panel a little about yourself and why you think you are the person for the job. Think of how you would answer this in a few sentences. Emphasise positive traits.

Understand that the employer will want to know how your skills and abilities can be used on the job, but be aware that the interviewer may not understand how you do things, as a blind or low vision worker, differently than the average sighted person doing the same task or job duty. You may feel at this point that you wish to explain how you carry out particular tasks and what equipment you use. It is entirely up to you whether you explain this; the opportunity may not come up at interview. However you may feel at the end of the interview that you would like to answer the employer’s questions that he or she cannot or will not ask; in other words, address the employer’s likely concerns about hiring a person with a disability: safety, access to print and visual information, transportation, and productivity.

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Be prepared to address any problem areas in your work history such as long periods of unemployment, too many short-term jobs, evidence of job-hopping (jobs you have had are unrelated to one another), evidence of criminal behaviour or substance abuse issues, inadequate education or experience, language difficulties or cultural challenges, and so forth.

Plan some questions to ask at the end of the interviewHaving already completed some research about the organisation you should have some idea of the projects and developments that they are involved with. It might be useful to plan some questions around this. Asking questions can also give you the opportunity to show the employer where your priorities lie which may be an asset, for example asking about training provided as part of a role shows you are interested in developing within the job role. You could also consider some more general questions, such as asking the interviewers what they like about working for the organisation.

The night before and the morningGet a good night's sleep in advance and eat breakfast. Make sure that you have washed and your outfit is clean and you have taken all other steps to ensure good personal hygiene.

7.5 Making a good impressionDress appropriatelyIt is important that you put a lot of effort in to how you dress for an interview. A potential employer will begin to form an impression of you from the first moment they see you. Inappropriate clothing will mean that they are thinking negatively about you and this could jeopardise all the important preparation that you have done for the interview.

Plan your journeyIf you are late for an interview you are very unlikely to get the job. You need to arrive 10-15 minutes before the start of your interview. Plan the journey in advance, know what transport you need to

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catch in order to make it in time and then get the bus or train before it. If you are unable to check the location out beforehand make sure you leave enough time in case you cannot find the right building straight away.

What to bring Copies of any required paperwork (application, CV, certificates) Any portable tools or devices you routinely use (cane,

eyeglasses, magnifier, telescope, for example) or pictures of devices that are too heavy to carry. If possible, bring evidence of your work.

Proof of ID and address such as passport, utility bill, etc.

7.6 At the interview Arriving at reception As soon as you arrive you should behave as though the interview has started. Sit up as straight and as attentively in the reception area as you would in the interview room.

In the interview roomBe polite, courteous and respectful. Thank the interviewers for seeing you. Sit up and appear interested, alert and enthusiastic. Be positive; you have been successful in achieving an interview when others were not. Acknowledge the interviewer by name, and follow the interviewer's lead in terms of where to go and sit (ask for polite assistance only if you truly need help with orientation). Smile and shake hands with the interviewer, making eye contact or staying oriented toward the interviewer, paying attention, speaking clearly.

If you need or want to take notes using a digital recorder, be sure to ask the interviewer's permission before you start recording and have a back up plan in the event that you are refused permission. Listen carefully to the questions and think before answering. Ask if you don't understand and re-start an answer if you make a mistake. If you are using any equipment, it might be a good idea to

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explain to the employer how it assists you as it is a good demonstration of how you could use this to aid you in the work place.

It is also important to end the interview confidently. This will be the last thing that an employer remembers about you so you should try to be positive. For example you could say “I have been really impressed by what you have told me about your organisation. I really feel that it would be the type of environment that I could succeed in”.

7.7 Dealing with specific questionsThe following is a list of questions that you might be asked at an interview. Underneath each one there are some suggestions that you may like to use to prepare your own answer.

Why do you want to work here? It will give you a chance to do the work that interests you Good reputation of the company Good training opportunities

What would you like to be doing in five years time? Explain that you would still like to be working for the company,

but have developed within it

What are your weaknesses? Describe aspects of your last job that you found hard and how

you overcame these difficulties

What makes a good team member? Good communication Flexibility and adaptability Co-operation How you demonstrated the above in previous work or activities

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How long have you been out of work? If you have been out of work for some time, try and be positive.

Describe any job search, voluntary work, training or leisure activities that you have been involved in

How do you manage your deadlines? Prioritising and planning Communicate any difficulties How you demonstrated the above in previous work or activities

What is your experience of providing information to others? Have you produced leaflets, written content for a website,

organised an event? Sign posting others or giving advice Use examples from a work, social or educational setting

You may also be asked some scenario based questions. You need to relate your answer to specific events from previous work, education or leisure. Some examples of these might be: Tell us about a time when you have gone above and beyond

your duties Give us an example of when you have had to resolve a

customer complaint Tell us about a time you had to work in a team to solve a

problem

You can use the STAR approach to describe these. Here is a reminder of the STAR approach:

Situation - how, when, where, with whom? Task - what situation or task were you faced with? Action - what action(s) did you take? Result - what results did you achieve/conclusions did you

reach?

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7.8 Stay positive Confidence comes from practice and preparation. Even if you do not get the job this time, hopefully you will have learned some things for your next interview.

7.9 After the interviewAfter the interview, reflect on what went well and what you could do better next time. Consider what you learned from the experience. You should always ask for feedback on your interview and application, as this helps you highlight things you did well and things you need to prepare more effectively next time.

8. TestsSome employers use formal tests when recruiting people for jobs. They are particularly helpful for employers when they wish to narrow down a large number of applicants. Typically they are used in graduate recruitment or to test certain abilities such as typing, working to a deadline or constructing a letter.

8.1 Main types of testCompetency tests Competency tests are used by employers to measure people's ability to perform a certain aspect of the Person Specification. For example, testing someone's typing skills for an administration job or testing someone's ability to write a press release for a PR job. The results of these tests are then used along with the interview answers to assess the candidates.

Psychometric tests Psychometric tests are used by employers to measure people's skills, abilities, interests or other aspects of the way they behave in job-related situations. The essence of a psychometric test is that people's performance can be measured on a standard task and in some way compared to other people taking the test, no matter

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where or when the test is taken. This is achieved by having specific instructions about how the test must be used, scored and the results interpreted.

8.2 Preparation for testingIf tests are to be part of the selection process, it is essential to try and obtain as much information as possible about the exercises and what may be involved in advance. This will help you to understand what adjustments may need to be made. You may, for example, want to ask questions such as:

will I be required to read printed information? what size font is the print? will I be using a computer? can I bring in my own visual aids or laptop to complete the test?

You may also want to think about everyday situations and consider those that give you more of a problem. If you know that hand-written text is more difficult for you to read, for example, you may wish to enquire whether any testing would involve this. In this way, you can begin to consider your needs in relation to what they will be asking you to do and outline these to the employer.

8.3 Your rights You have the right to ask for special arrangements when applying for a job if you need them because of your disability.

The Equality Act 2010 prohibits an employer from unlawfully discriminating against you. The Act also says that an employer must make reasonable adjustments. The employer has to make adjustments to the recruitment process as well as any which you might need to do the job. The duty to make adjustments only applies if you have told the employer about your disability. It can be helpful to indicate what adjustments you might need, as this can assist the employer to make them. If you need an adjustment to the recruitment process, you should tell the employer and say that

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this is because you are disabled. For example, asking for information in large print or for someone to escort you to and from the interview room. An organisation should be able to make special arrangements if you say in advance what you need.

An employer should not consider the issue of reasonable adjustments to the job as part of the recruitment process. It should only do this once the job has been offered.

For more information we refer you to the Your rights in employment factsheet. Details of how to obtain this are in section 10 (Other factsheets in this series). You can also go to the Equality Act section of RNIB’s website:www.rnib.org.uk/information-everyday-living-your-rights/equality-act-2010

8.4 Questions and answers about testsQ: Will there be a version of the text available in my preferred format? A: Competency-based tests are usually designed by the employer themselves, and so they should be relatively easy to adjust to your preferred format. Typically psychometric tests are printed in standard print size, although some are available in alternative formats. The employer will need to contact the test publisher in order to find out if the test is available in alternative formats. Often these tests also have separate answer sheets to fill in, which can be very difficult to provide in alternative formats. There may be alternatives, such as a blank sheet of answer paper or a scribe. It may also be possible to type or tape your answers, so it is important to discuss such options in advance with the employer.

Q: I have been told that I do not have to take the test although everybody else is still being tested. How will this affect my chances? A: In many cases employers may think it is better for you not to sit a psychometric test as part of the selection process. It may not be possible to make the test accessible, and it may be very difficult to

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fairly compare your results or those of others. If they chose not to test you and you feel disadvantaged by this course of action, you may wish to find out whether you have a case to complain under the Equality Act.

Q: As I use special equipment for reading, can I use this on the day? A: If you use a magnifier or CCTV to help you read, the employer should let you use this. If the employer offers to provide such equipment for you, make sure it is the same model that you are used to or familiar with.

Q: Can I use my braille equipment to make notes or write my answers? A: It is usually possible for you to answer in your preferred way, and for your answers to be copied onto the standard answer sheets later. Other options are: use of somebody else to write things down (scribe) use of a tape recorder/dictaphone/pocket memo use of a keyboard.

Q: The voice synthesis on my equipment is noisy, can I still use it? A: In situations like this, the best thing may be for you to take the test separately in another room, or if you prefer, to bring headphones with you. Arrangements like this are commonplace in exam situations where people need to be able to concentrate in silence. The same would be true if you were dictating your answers or using somebody to read to you.

Q: If I use a computer, I will need one with voice output. Will this be available? A: You need to discuss with the employer in advance whether your preferred technology will be available on the day. If you have your own, you may want to ask if you can bring it along. If it can not be used, you may need to discuss alternatives, for example use of a reader.

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Q: I prefer to have someone read the test to me, will this be possible? A: Depending on the type of test it may be possible to use a reader. We would strongly suggest that you do not choose somebody known or related to you. This is because you may feel awkward about not knowing an answer or they may be tempted to help you and they may not be right. The employer may prefer to provide the reader for you. With tests that ask you about your personal preferences, you may prefer not to share your answer with anyone else, so you may prefer to record your own answers. Likewise, if someone is acting as a scribe for you, you may prefer that they do not have sight of the question booklet, so that they do not know the nature of the question to which you are responding. As before, the test companies have previous knowledge of such arrangements and can advise employers.

Q: I have never taken tests before and don't know what to expect A: Some test companies have practice questions available similar to the questions in the test you will be taking. The employer will need to talk to the test company to see if these are available and if they are available in alternative formats. Where these are available in your preferred format, they may give you a good idea of what to expect. You may also like to know that most tests have sample questions at the beginning, before you start the test proper. This allows every test taker the opportunity to ask questions if necessary and to check that they understand what to do. During this phase the person administering the test may be able to offer you further guidance or clarify issues. If you feel at this stage that you can not access the test materials effectively or that your preferences have not been met, you should tell the person who is administering the test. You may also feel that you would prefer not to proceed with the test at this point in time, or indeed, the person administering the test may feel it inappropriate to go on until suitable arrangements can be made for you.

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Q: I am not sure what would best work for me in a test situation. How can I find out? A: You are probably aware of what works best for you around the house, or in everyday situations. For example, do you prefer to have a friend read something out to you, or do you prefer to enlarge it with a magnifier. This is the type of information that is needed.

Q: I asked for large print and relevant equipment to be made available but when I arrived to be tested, it had not been arranged. What should I do? A: The employer has a duty to make suitable arrangements for you. In any circumstance where you believe you have been unlawfully discriminated against or where your specific needs have not been heard or met effectively, you may have the right to pursue a case under the Equality Act.

9. Getting a job offerThe first day of a new job is daunting for everyone, but it can seem particularly daunting if you have a sight problem. Moving to a new office and a new environment is stressful, let alone moving to a new job and meeting lots of new colleagues.

9.1 Stay positive The most important thing to do before your first day is to stay positive about the job. Having negative thoughts about your new job and your ability to do it is natural, and these fears can be particularly strong for people who have been out of work for some time. The job was something that you obviously wanted to do and you were excited about doing.

9.2 Access to Work When you get a firm offer of employment and a start date you should contact Access to Work – contact details can be found in

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the Access to Work factsheet. Details of where to find this can be found in section 10 (other factsheets in this series).

9.3 The first dayOne of the keys to a good first day is being able to deal with nerves effectively. Try to think back to your job search and how you managed to deal with the pressure of an interview. Small things such as getting up early, eating a good breakfast and planning what you are going to wear should ensure that you have the best possible start to your day.

Meeting colleagues can be one of the most challenging aspects of a new job for someone who is blind or partially sighted. There may be some awkward questions about your disability or some people may try to avoid you altogether. There are no easy answers to how to deal with these situations. Nevertheless you need to be prepared to talk positively about aspects of your disability in the same way you did at your interview.

Dealing with the layout of a work environment may be an issue for someone with a sight problem. If this is the case, it should be possible to arrange coming into the workplace before the official start date to familiarise yourself with the new environment. If it is not possible, make sure you talk to your manager about getting some extra time and help to learn the layout of the workplace. If you have a guide dog it may help if you explain the etiquette of having a guide dog within the workplace.

Remember that no one expects you to know everything at once and keep reminding yourself that they have chosen you for the job.

9.4 The first week The first week is all about settling into the routine of your work and getting to know your new colleagues. Creating a good impression by arriving early (but not too early - 15 minutes is about right) and showing enthusiasm is always a good idea. As in the interview, dress appropriately (for the weather, for job duties, for your age).

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Be well groomed. If you travel with a guide dog, be sure that the dog is well-groomed too.

Getting to know your colleagues is the most important thing you will do in your first week. Try to join in with as many things as possible and do not be afraid to make a nice gesture or two. A nice touch would be to bring in some chocolates or biscuits to share. Do not wait for colleagues to ask you to lunch, take the initiative and ask them. Small details like these are vital in creating a good first impression.

Recognise that you will be closely supervised at first. Pay attention to the directions you are given and follow instructions. If you don't understand a task or technique, ask for clarification. Establish your reputation as a hard worker: stay on task, only take breaks when scheduled, don't make personal calls or text friends or family while on duty, and use you own space and tools to accomplish assigned tasks.

Familiarise yourself with company policies, benefits and responsibilities (Health insurance, timekeeping protocol, sick leave, vacation time, payroll options, etc.)

9.5 And finally…Starting a new job is exciting. There is nearly always a honeymoon period when you are welcomed and learn lots of new things. Try to enjoy it! When you stop and prepare yourself mentally for your new job, you will be a success at it.

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10. Other factsheets in this seriesWe also produce the following factsheets, which you may find of use:

Access to Work Staying in work Job seeking resources Self-employment Trainee Grade Scheme Your rights in employment

All these factsheets can be found in electronic form at www.rnib.org.uk/information-everyday-living/work-and-employmentFor print, braille, large print or audio, please contact our Helpline team on 0303 123 9999 or email helpline@rnib.org.uk

Factsheet updated: September 2017

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