The business case for attracting and retaining a more diverse workforce is well established but what does it mean in reality when it comes to attracting a more diverse talent pool?

There are some simple quick wins that employers can take to make the whole recruitment and selection process more inclusive meaning you have a better chance of finding the right candidate for the job and also a better candidate experience.

1. Ensure all your recruitment materials include a statement setting out your commitment as an employer to promote equality, encouraging a diverse workforce and eliminating all forms of discrimination and publish this on your website, job adverts and where applicable, ensure this forms part of any contractual agreement with recruitment agents.

3. Remove any irrelevant information from applications/CVs i.e. names, hobbies, universities/college, address and qualifications.

4. Review existing person specification and job descriptions for any words or language that maybe bias and deter certain groups from applying. Is industry experience essential? Is there opportunity to attract talent outside of your industry?

5. Assess existing recruitment channels: how are jobs being advertised? Vary how and where you attract potential candidates to diversify candidate pool.

6. Be mindful of confirmation bias during selection process i.e. looking at candidates’ social media pages to confirm first impressions which may be completely irrelevant to the job.

7. Use structured interviews with a set of questions clearly focused on the job requirements.

8. Be prepared to challenge: involve staff in recruiting decisions who have not been involved in the initial selection process.

9. Use robust scoring criteria at interview to avoid intuition/gut instinct affecting the final decision.

10. Be mindful of organisational/cultural fit and how this could lead to you recruiting someone like you.

11. Take regular breaks and keep energy levels topped up. Space out interviews, assessments and decisions.

12. Create a good first impression: always maintain eye contact, show interest and smile to each candidate you meet.

It’s important that hiring managers received regular training and awareness on how to spot bias and steps to take to mitigate bias influencing the process.