Inclusive Hiring – how can we all up the ante?
I am proud that our approach to candidate acquisition at Trace has always been open minded and, hopefully, inclusive. For various reasons I believe we operate ethically but it’s sometimes hard to communicate without it feeling a little trite.
After totting up some activity over the past 18 months 48% of placements have been female and 44% BAME or non-white ethnicities.
How can we do our bit better?
How can we advise clients?
o Have a diverse panel
o Blind skills challenges
o Structured Questions and Scoring System
As the Founder of Trace, I am keen to keep evolving our practices, how we advise our clients at the briefing stage and conduct our search and selection processes.
This brings up back to the key question. Inclusive Hiring – how can we all up the ante? We are about to run some internal training on unconscious bias, removing barriers to underrepresented groups and building on our non-judgemental processes.
If you would like to be part of this conversation, please get in touch.
Andy Lee – Founder, Trace Recruitment