Employers are aiming to be more inclusive to reflect equality and diversity in their recruitment processes. A search for the right candidate can often be hindered by the talent pool lacking in diversity.

Recruiting with the intention of finding a candidate that is ‘the right fit’ for the organisation, often creates a subjective recruitment process and poses a risk of unconscious bias and discrimination.

Barriers such as flexible working are common to those of marginalised groups including those who have caring responsibilities or disabilities, which can also hinder the talent pool.

Being aware of your recruitment processes and potential biases is important if you want to find the right candidate, not the right fit for the culture of the organisation. Embracing diversity often comes with retention of employees as they feel differences are celebrated.

Takeaway Points

–          Think about where you place your job adverts.

–          Avoid looking for certain character traits.

–          Reduce gender and age-coded words.

–          Offer reasonable adjustments at interview.

–          Anonymise CV’s and application forms.