A public sector organisation approached us with a problem – they noticed a lack of diversity in their incumbents and candidates during recent recruitment processes. They wanted to make their recruitment process more inclusive and fair for all.
Solution
To address this issue, we proposed conducting an inclusive recruitment review. Our goal was to identify the strengths – as well as high-risk – areas of the recruitment process. We interviewed all staff in recruitment and new hires to gather insights about the entire process.
Within a month, we analysed the data from every applicant to their recent recruitment campaigns conducting adverse impact analyses at every stage of the recruitment process to identify barriers to inclusion. We evaluated the application, shortlisting, interviewing, and decision-making process to identify potential risk areas influenced by bias.
We also conducted an attraction review to evaluate the inclusivity of the language and visuals used in the organisation’s social media presence, website, and job advertisements. Our psychologists analysed the data and provided evidence-based recommendations and guidance to boost inclusivity and facilitate best recruitment practices.
Impact
Based on our findings and recommendations, the organisation agreed to take action to enhance inclusivity in its recruitment processes. These discussions also led them to implement an unconscious bias programme for all staff, facilitated by our team.
If you’re looking to implement an inclusive recruitment review at your organisation, please contact us at info@pearnkandola.com
