Using inclusive and fair recruitment policies and processes

Top 10 tips on making your recruitment inclusive and fair

  1. Set yourself a diversity target. Have it in your mind that you want at least 20 per cent of shortlisted applicants to come from under-represented backgrounds. Or challenge yourself to ensure that at least 20 per cent of applicants have never worked with you or the company before.
  2. Advertise widely, not just word of mouth to your contacts
  3. If you use an agent or headhunter, try a new one!
  4. Have at least two people check the job description, advertisement, do the shortlisting and conduct the interview – this can help to avoid unconscious bias or one person recruiting in their own image.
  5. Make sure your job description and advertisement is specific and to the point; easy to understand and doesn’t include language which could appear to rule out people from particular groups.
  6. Think about what time you’re conducting interviews – perhaps ensure that they are at a time which would be easier for a working parent
  7. Make sure your interview location is accessible to disabled applicants
  8. Try to be consistent in your interviews – treat every applicant in the same way, asking them the same questions and setting the same tests
  9. Think about using a competency-based points scoring interview technique so you can more easily weigh up the merits of different candidates rather than going on gut feelings or different impressions from each interview. This method will also allow you to give proper feedback and also justify to managers and broadcasters how you have tried to meet diversity targets.
  10. Keep proper records of the process. This can provide the evidence when demonstrating how you’ve tried to meet a diversity target which may be part of your broadcaster contract