In today's competitive labour market, creating a recruitment process that fosters diversity, equity, and inclusion (ED&I) is crucial for both attracting top talent and building a thriving workplace. Inclusivity goes beyond simply ticking boxes—it’s about ensuring that every step of your recruitment process is accessible and welcoming to all candidates, regardless of background, ability, or circumstance.
At Hewett Recruitment, we believe that inclusivity drives better outcomes for businesses and candidates alike. Here are some key strategies that we have implemented, along with broader advice for companies looking to enhance their own recruitment processes. For this article, I have included specific examples to help bring to life how we have interpreted the advice for our own business, which I hope will be helpful as I know when I was researching to get started with ED&I, most of the information out there was at a theoretical level, so took time to translate into practice.
1. Inclusivity in Job Adverts
Emphasising only the minimum requirements in job adverts helps to attract a diverse range of applicants. Very often we find that candidates opt not to apply for jobs if they do not meet ALL of the requirements, including those that are “beneficial”, rather than essential. An inclusivity statement in job postings can further signal your commitment to diversity.
2. Offer Multiple Application Methods
One of the first steps towards creating an inclusive recruitment process is to provide candidates with multiple ways to apply for roles. Limiting applications to one method, such as online-only, may exclude people without access to technology or those with different communication preferences. Requiring candidates to complete an application form can also be daunting for some, but even if it’s not intimidating, the time-consuming nature of an application from will limit your reach.
Our Approach: By accepting applications in any format—whether it’s through a job board, a CV, a social media enquiry, a phone call, in person or through a personal referral - we ensure that no candidate is left behind.
Standardised tests and rigid interview formats may inadvertently exclude qualified candidates. Offering reasonable adjustments and tailoring the process can create a more inclusive environment that recognises individual strengths. Additionally, sharing competency-based interview questions in advance can mean that candidates do not feel ‘put on the spot’ to think of an example to discuss. This means that the interview can focus on the conversation that leads on from the example as the candidate feels more at ease.
Our Approach: We’ve reviewed our testing practices and removed assessments that aren’t as relevant for specific roles. We have also removed timed elements and strict pass/fail thresholds, allowing us to take a more holistic view of candidates’ abilities. All candidates tend to perform better when they are not burdened by unnecessary pressures, which results in a more accurate reflection of their true abilities, as well as an improved candidate experience.
4. Introducing job carving, along with flexible and hybrid working arrangements
Adapting roles based on candidates’ strengths and offering work-life balance, helps attract a wider range of applicants.
Our Approach: We believe in “Right People, Right Seats” – for us this means being flexible to get the most out of our employees by providing and environment where they feel comfortable and can thrive. We offer core hours of 10am-3pm with flexibility to alter working hours around that. We also operate hybrid working, with employees working from home up to 2 days per week.
5. Provide Continuous ED&I and Awareness Training
Creating an inclusive recruitment process requires awareness at all levels. Regular training for staff ensures that they are aware of biases and are prepared to engage with candidates from all backgrounds.
Our Approach: At Hewett Recruitment, we provide ongoing training through modules on Bullying & Harassment, Unconscious Bias, and ED&I. In addition, we have built in neurodiversity training to help our team better understand and accommodate candidates with neurodiverse conditions. This focus on continuous education ensures that our team is equipped to build an inclusive culture at every stage of the recruitment process.
6. Foster a Culture of Openness and Support
A strong ED&I strategy should also reflect a company’s internal culture. Encouraging openness, mental health awareness, and having approachable leadership can help create a supportive recruitment process for candidates and employees alike.
Our Approach: We’ve developed a culture of openness and approachability, including having Mental Health First Aiders, training our leaders as coaches, and having a dedicated internal Liaison Group to advocate for our values. We’re also proud to be part of Inclusive Worcestershire Leaders and the Worcestershire Association of Carers.
7. Measure and Report on ED&I Progress
Tracking and measuring diversity and inclusion efforts allows businesses to assess where they are excelling and where they may need improvement. Regular surveys and pay gap reporting provide valuable insights and help create accountability.
Our Approach: We conduct bi-annual diversity and inclusion surveys and annual gender pay gap reporting. In addition, we are already exploring the implementation of disability and race pay gap reporting to ensure we stay ahead of future legislation. Regular reporting is key to ensuring transparency and driving continuous improvement.
8. Engage with the Wider Community
A truly inclusive recruitment process goes beyond internal changes—it should also reflect outreach and engagement with the wider community. This means building relationships with educational institutions and job centres to tap into a diverse talent pool.
Our Approach: We work closely with education providers, offering work placements, employment talks, and events to provide students with real-world experience. Additionally, by collaborating with the DWP and other outreach organisations, we actively participate in job fairs and reach candidates from underrepresented backgrounds.
Building an inclusive recruitment process requires a thoughtful and proactive approach. By offering flexibility, providing continuous training, and measuring progress, businesses can create a process that attracts and supports a diverse range of candidates. These efforts not only help to create a more equitable workplace but also foster stronger, more innovative teams.
If you're looking for support in implementing an inclusive recruitment strategy, we would be happy to offer further advice, so please get in touch!
