8 Steps to a More Inclusive Recruitment Process

Posted by Tilt Recruitment on August 10th, 2023

8 Steps to a More Inclusive Recruitment Process

Posted by Tilt Recruitment on August 10, 2023

We still have a long way to go on diversity and inclusive recruitment. A study by the International Labour Organisation (ILO) found the gender gap worldwide was still 27%, and LGBTI people were still less likely to be hired or promoted. Yet according to the same study, 60% of companies said promoting diversity had boosted profits and productivity, and talent attraction and attention had improved by 55%.

It’s clear that we need more diversity and inclusion – but where to start? Read on to discover how to build an inclusive recruitment process.

1. Create a diversity and inclusion policy

Creating a diversity and inclusion (D&I) policy is a vital first step. Get the leadership together and develop a policy to encourage and enforce:

  • Respectful communication
  • Representation of everyone
  • HR processes for managing intolerant behaviour
  • Support (such as volunteering or fundraising) for minority groups in the community

Communicate the policy organisation-wide, and give everyone an opportunity to raise questions and concerns.

2. Offer diversity training

It’s best to offer diversity training for everyone, but it’s particularly important for managers, as unconscious bias among managers is a huge barrier to inclusive recruitment. One of the key things to do is consider things from an employee’s point of view, and try to better understand the challenges minorities and culturally diverse groups might face at work. Factor this into training, to ensure that everyone is heard.

3. Embrace inclusive hiring

Ensure that you are embracing inclusivity when you are hiring, and set metrics to keep yourself on track. This will provide measurable inclusivity outcomes and holds stakeholders accountable, whilst also highlighting any room for improvement. These metrics could be related to hiring marginalised groups, or to taking on board employees’ thoughts about inclusivity. For example, your goal could be to boost female representation, or to increase the number of minority employees by a certain percentage.

4. Make diversity and inclusion part of your brand

According to a recent survey, 85.1% of workers in Europe think it’s important to work for a brand that’s socially responsible. This is why it’s important to highlight your stands on D&I with your external employee branding, and to make it a key part of how you promote yourself to existing employees. Make sure that your D&I is consistent, from your social media to job postings.

5. Use the right language in job advertisements 

According to a study by Textio, the average job ad contains double the amount of phrases that are considered ‘masculine’, compared to those that are considered ‘feminine’. This leads to more men applying for some roles. By using the right language and rewording your job ads, you are likely to notice an increase in the number of women applying, making your recruitment process a lot more inclusive.

6. Prioritise workplace flexibility

It’s a lot easier to attract and retain diverse talent if you prioritise having a flexible workplace. Employees with children and those who are carers, many of whom are women, are likely to need workplace flexibility. This is also the case for employees with disabilities. Making changes such as offering flexible working hours, the option to work from home and purchasing additional leave will help you to appeal to a wider range of candidates.

7. Use a hiring matrix

With a hiring matrix, you can objectively assess the qualifications of applicants based on a set criteria. This eliminates bias and ensures that your hiring decisions are fair. Have a list of key skills, knowledge and requirements for the role, and score each candidate on what they have to offer.

8. Regularly review your processes

It’s important to review your recruitment processes against your chosen inclusion metrics, and consider how you are performing. Once you have an inclusive recruitment strategy in place, you should regularly make adjustments to make it as inclusive and effective as possible.

As you can see, there are a number of ways to work towards a more inclusive recruitment process. Regardless of your industry, inclusive recruitment is a key part of growing as a successful business.


For more information on creating an inclusive recruitment process or for specific advice tailored to your business, reach out to our team today – info@tiltrecruitment.co.uk

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