Advance Inclusion in your workplace
Lead the way to create inclusive workplaces with expert support, tailored resources, and a vibrant member community. Inclusive Employers membership gives you the tools and insights to advance inclusion and make a lasting impact.
At Inclusive Employers, we recently held a session for our member community where members shared insights, challenges, and ideas on making recruitment more inclusive. Here’s a roundup of what we learned, from the common struggles organisations encounter to the best practices emerging in the field, including barriers to diverse hiring, practical solutions, and emerging trends such as AI in recruitment.
Key challenges in inclusive recruitment
During the session, one thing was clear: despite considerable effort, there are still some common roadblocks to inclusive recruitment. Here’s what attendees are facing:
- Diversity of candidates: many organisations are still finding it hard to attract candidates from a wide range of backgrounds. While the commitment is there, actually reaching diverse talent seems to be one of the trickiest hurdles.
- Success of advertising channels: many employers are testing new advertising platforms and job boards to reach underrepresented groups but not seeing the results they hoped for.
- Recruitment manager buy-in: one of the biggest challenges isn’t just getting diverse talent to apply, it’s about getting hiring managers on board. Without their active support, even the best recruitment practices can fall flat.
- Speed of hiring: there’s often a pressure to hire quickly, which can be at odds with the time-consuming processes that go into making sure recruitment is inclusive. Finding a balance between these competing needs is a common struggle.
- Consistency across hiring managers: another issue is maintaining consistency in how different hiring managers approach recruitment. Practices can vary widely from one department or team to another, which means that diverse candidates may not always have the same experience.
- Handling diversity data: an issue many organisations face is how and when to collect and share diversity data. How do we make use of this data meaningfully without compromising candidates’ privacy or creating bias in the process?
Real life examples of good and poor recruitment practices
In every session, we hear from our members who share real world examples, what’s working and what’s not. Here are a few examples shared by attendees:
Good practices:
- One standout example was an interview process where candidates were given a full tour of the office and shown the actual work environment. It wasn’t just about being shown around, it gave the candidate a real feel for the setting, and they were able to meet the team and ask questions.
- Another great practice was giving ample time for candidates to speak with current employees in similar roles, giving them a chance to get an inside perspective on what the job would really be like. This helped candidates feel more comfortable and informed.
Poor practices:
- Attendees shared frustrating examples of poor practices that seemed to disregard candidates’ time or feelings. For instance, some candidates were left waiting for long periods without communication, which gave the impression that their time wasn’t valued.
- A common complaint was lack of follow-up after applications. Not only did this leave candidates in limbo, but it also created a bad experience that might discourage future applications.
- Finally, no feedback after interviews was another major issue. Offering constructive feedback is crucial, it helps candidates grow and ensures they feel respected, even if they weren’t selected.
Member exclusive resource
Information and guidance on understanding inclusive recruitment, techniques for implementing best practice, as well as information on data and evaluation with further resources.
Download our inclusive recruitment guide
Strategies to attract diverse talent
While attracting diverse candidates is a challenge, there are several effective strategies that are starting to gain traction. Here’s a deeper dive into what organisations are doing to improve their recruitment processes:
1. Data-driven approaches
To really understand what’s working, it’s important to track recruitment data at every stage of the process. Attendees shared how they’ve been looking closely at where diverse candidates are dropping off in the process. By analysing data, organisations can examine whether the issue lies in the job description, the application process, or the interview itself. This allows employers to make necessary adjustments in real-time.
2. Engaging with the community
Beyond traditional channels, organisations are building stronger ties with local diverse communities. This includes attending events like student union diversity groups, collaborating with communities, and even reaching out to volunteers looking to enter the workforce. It’s all about creating a strong network and actively supporting underrepresented communities as they transition into the workplace.
3. Optimising job adverts
A key step in attracting diverse talent is making job ads more attractive. Employers are increasingly using gender-neutral language, highlighting things like flexible work policies, mental health support, and a strong work culture. These are all factors that many underrepresented candidates care about and that can make an organisation stand out.
Another important note: employers are getting much better at highlighting workplace adjustments. For example, instead of just saying “we support people with disabilities,” some organisations are now saying things like, “we want every candidate to perform at their best, so let us know how we can help you to stand out in this role.” This goes a long way in reassuring candidates that adjustments are normal and welcomed throughout the recruitment process. One attendee also reported that their organisation offers candidates an ‘interview buddy’.
Another great tip we heard was when offering adjustments in a job advert, give examples so people know it isn’t only for disability e.g. a working parent who can’t be interviewed between 3pm and 5pm.
4. Anonymous recruitment and bias awareness
Anonymous recruitment continues to be a valuable tool in helping organisations combat unconscious bias. Employers are also becoming better at navigating bias by including regular ‘bias reminders’ for recruitment teams. It’s about staying mindful of how biases might affect decisions and actively working to reduce them. Talk to us about addressing unconscious bias in your organisation.
5. Standardising the interview process
Consistency is key in the interview process. Attendees agreed that ensuring standardised interview questions, along with clear scoring systems for assessing candidates, is critical. Not only does this make the process fairer, but it also makes it easier for interviewers to justify their decisions. It is important to ensure the recruitment panel is trained in inclusive recruitment before interviewing.
6. Guaranteed interview schemes
A growing trend is the implementation of guaranteed interview schemes. If a candidate from an underrepresented group (e.g., a person from a global majority or someone with a disability) meets the essential criteria for a role, they are guaranteed an interview. This creates a level playing field and ensures that diverse candidates aren’t overlooked.
7. The importance of feedback in recruitment
Rather than a generic rejection, consider outlining specific areas where they fell short and providing practical steps for development. For example, if communication skills were lacking, suggest relevant training courses, networking opportunities, or ways to gain more experience. If technical knowledge was insufficient, recommend resources such as online courses, certifications, or industry events to help them bridge the gap.
Additionally, feedback should be clear, structured, and supportive. A simple framework, such as highlighting what the candidate did well, where they need improvement, and how they can enhance their skills, can make your feedback more effective. Where possible, encourage applicants to reapply in the future, demonstrating that your organisation values growth and development.
By taking the time to provide meaningful feedback, you not only help candidates improve but also enhance your employer brand, positioning your organisation as one that is committed to fairness, learning, and inclusivity.
8. Employee resource groups (ERGs)
Many organisations are tapping into ERGs to create more inclusive recruitment processes. ERGs are used not just for mentoring but also as a tool for referrals. By leveraging existing employees from diverse backgrounds, companies can widen their talent pool and create more inclusive hiring practices. To promote belonging and support applicants can also be offered a chance to have a chat with a member of an ERG as part of the recruitment process.
The role of AI in recruitment
AI tools are becoming more common in recruitment, but their use raises important questions about inclusion.
- The benefits of AI: some organisations are using AI to transcribe interviews and ensure no response is missed. This can save time and reduce errors, but it’s important to make sure the right tools are being used.
- The risks: the use of AI brings concerns about data privacy and fairness. AI tools need to be carefully selected, and companies must ensure they are storing data responsibly and securely.
The best practice for collecting diversity data
A topic that always sparks conversation is how to collect and use diversity data. It’s important for organisations to ask for diversity information in a way that separates it from the hiring process to avoid bias. Make candidates aware that their data won’t be used in the screening process but rather help the company improve diversity strategies.
Additionally, when setting ethnicity targets, it’s essential to recognise the diversity of the regions where a company operates. For instance, an organisation’s ethnicity goals might look different in London compared to rural areas of Scotland. This ensures the data is reflective of the local community and its needs.
Inclusive recruitment isn’t a one-size-fits-all approach
The process is evolving, and it requires ongoing effort and adjustment. From data-driven strategies to community engagement, there’s no shortage of ways to improve the way we recruit. By implementing inclusive recruitment strategies, reducing bias, fostering transparency, and offering support from underrepresented groups we can build a truly inclusive recruitment process.
At Inclusive Employers, we’re here to help organisations put these practices into action. If you’re looking to make your recruitment process more inclusive, we’d love to support you on this journey. Fill in the form below and a member of our friendly team will be in touch.