Whether industry, tech or non-profit: inclusive recruiting does not look the same everywhere.
This is because different roles, target groups and corporate cultures present different challenges.
It is important to find the right levers - in other words, measures that open up access instead of unintentionally excluding it.
Here are three tried and tested approaches that have proven themselves in practice:
1. Offer flexible interview formats
Traditional interviews do not always reveal what people are really capable of - e.g. due to unconscious prejudices, exclusionary systems or stress. Innovative formats such as asynchronous video responses or written questions create more fairness and also open up opportunities for those who are often overlooked in the standard process.
2. Communicate only ‘must-haves’
Too long a catalogue of requirements puts off talented people - especially if they do not fulfil 100% of the criteria. Less is more: focussing on the essentials increases the diversity of applications. After all, does every job require a willingness to travel, for example?
3. Focus on skills instead of CV
Formats such as skills hackathons or practical challenges make it possible to demonstrate skills directly - regardless of education, background or gaps in your CV. A real game changer, especially in dynamic professional fields.
Inclusive Recruiting is not a one-size-fits-all solution - it is a strategic approach.
Those who implement it wisely will not only recruit more diversely, but also more successfully.
We support teams in finding suitable approaches for their context - well-founded, creative and practical.
Please contact Anja Wilson orJacqueline Leppelt for more information!