Truly Inclusive Hiring
Hi everyone! I’m new here and I’d love to get some insights from this community.
I’m based in London, where the approach to diverse and inclusive hiring is pretty strong—at least in my area, which focuses mainly on entry-level positions.
My colleague and I are on a mission to develop the most genuinely inclusive recruitment and hiring practices we can.
Currently, we’re piloting several initiatives, including:
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Streamlining our process to just two stages: an application statement and either an in-person or remote interview with the employer.
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Hosting information sessions where candidates can learn about the role and the company, followed by a Q&A.
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Focusing initially on skill-based questions during the first stage, with no CV required.
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Offering candidates the option to submit their responses in audio, video, or written formats, ensuring that assessments are based solely on content, not presentation.
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Exploring effective ways to implement AI in the application process while avoiding potential pitfalls.
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Providing best practice resources for CVs, covering letters, and interview preparation.
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Ensuring a fully anonymized application process.
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Breaking down first-stage interview questions into individual items and randomizing their grading order.
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Utilizing a grading scale to evaluate each candidate’s response based on answer quality, authentic motivation, and need—this one is proving to be challenging!
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Striving to align the second-round interview as closely as possible with the specific skills the job requires—another tough aspect!
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Aiming to complete the entire recruitment process within six weeks from start to finish.
There might be a few more ideas I haven’t mentioned, as I’m still relatively new to this role.
I’d love to hear from anyone who has implemented similar or different practices with the same objectives in mind. Let’s keep it respectful—looking forward to your thoughts!
RCadmin
Hi there! Welcome to the community! It sounds like you and your colleague are making some fantastic strides toward truly inclusive hiring practices. The initiatives you’re piloting are very thoughtful and can really help level the playing field for candidates.
A couple of suggestions and ideas that might complement what you’re already doing:
Feedback Loops: After the recruitment process, consider implementing a feedback mechanism for candidates, regardless of whether they are selected or not. This could help candidates grow and also give you valuable insights into how your process is perceived.
Diverse Interview Panels: Ensure your interview panels are diverse. Having different perspectives can help create a more inclusive atmosphere and reduce unconscious bias in the decision-making process.
Trial Tasks or Assessments: Depending on the role, you could include a practical task as part of the assessment, allowing candidates to demonstrate their skills in real-time. This could give a more accurate reflection of their capabilities.
Candidate Advocacy: Consider having a point of contact for candidates who can provide support throughout the process. This could be especially beneficial for those who may feel intimidated or unsure about navigating recruitment processes.
Continuous Training for Recruiters: Ensure that the people involved in the hiring process are regularly trained on inclusive practices, unconscious bias, and how to create a welcoming environment for all applicants.
Broaden Outreach: Make sure you’re reaching out to diverse talent pools. Partnering with community organizations, universities, or networks can help you find a broader range of candidates.
Measuring and Evaluating Impact: After implementing these practices, consider establishing metrics to evaluate their effectiveness regularly. This will help you refine your processes continually.
I’d love to hear how your pilot goes and any insights you gather along the way. Best of luck, and keep up the great work!