Inclusive Recruitment – What is it and how do Businesses Benefit?

We are delighted to share a guest blog from the Works Better team at Kirklees Council.

By recruiting inclusively and broadening your reach, you may just find that hidden treasure you’ve always been looking for!”

When we speak to businesses about inclusive recruitment the response is usually confused with workforce diversity… with replies along the lines of “Oh yes we are fair with gender, race, disability, sexuality etc. and this is represented in our workforce”.

Which is great, however, inclusive recruitment isn’t a tick box exercise for workforce diversity. It is all about ensuring opportunities are accessible to as many candidates as possible.

This can be done in many ways such as specifying what you want to get out of the role, being creative with the process and offering people a fair chance to apply.

These are some steps that the businesses can take to make recruitment processes more inclusive:

  • In the first instance look at how the job advertisement is written.

Quite often suitable candidates can be put off even applying due to irrelevant requirements that have just been copied from other adverts.

Do you use a lot of jargon? Plain English is the best way to communicate what you need from a candidate. They can learn the jargon on the job.

Just think – does this person really need a GCSE in Maths to perform this role? Is a degree really necessary when life and career experience can be equally as valuable? Do they really need a driving licence when other travel arrangements could be made?

  • Do you rely too much on a CV?

Too many times a CV in isolation is relied on to make a judgement of an applicant and their ability to do the role. There are many sectors & roles where this out-dated model doesn’t work and certainly can’t reflect an individual’s capabilities; particularly those who are out of work or have limited work experience.

In such instances, we’d recommend a working interview where an applicant can showcase their ability, skill, determination and personality as often team fit is just as important as ability to carry out the role.

  • Meet your potential interviewees

Offering candidates a chance to visit their prospective new employer can be a great way to reduce time wasted on interviewing candidates who later realise the job isn’t for them. Providing the opportunity of a meet & greet session can allow applicants to see the realities of a job, get a feel for the working environment and be able to ask the employer questions prior to interview.

This process can often settle the nerves of a candidate who perhaps hasn’t much experience of interviews.

  • What are the benefits?

Can you offer reasonable workplace adjustments, flexible hours, job shares, flexible location, free parking… If you’ve got it, shout about it!


With all this in mind, it is also worth considering where you recruit – do you use agencies or always post on the same job sites? Try something new – a local Facebook group, on Twitter or contact a local into work programme like Works Better to widen your audience.

By recruiting inclusively and broadening your reach, you may just find that hidden treasure you’ve always been looking for!

The team at works better can help you access support with recruitment, workforce development and ensuring inclusivity. Call us on 01484 221000 and ask for Works Better or register an interest online www.worksbetter.co.uk

Works Better is part funded through the European Social Fund and delivered through a collaboration of six partners (Kirklees Council, Fusion Housing and Paddock Community Trust, Calderdale Council, Newground, Wakefield Council and Groundwork) across Kirklees, Calderdale and Wakefield.


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