Inclusive Recruitment

Inclusive Recruitment: A Basic Guide

What Thrive Will Do

Setting Up for Fairness

The People Team have made sure to set us up for success

Inclusive Interviews

Setting up for Success

#Making people feel included, seen, and safe.

Questions

Behavioural assessments

How to frame and ask the right questions.

Equity

Reasonable adjustments

Making things fairer and more open to everyone.

What Thrive Will Do

Setting up for Fairness

Looking at job descriptions and role profiles

Throughout the recruitment process we have made sure that it is both easy for you as a hiring manager, and also easy and fair for candidates.

Setting up for fairness

What Thrive does

Inclusive Recruitment

• Anonymised CVs where we have redacted any identifying information without taking out any useful information.
• Pre-written behavioural questions to help you get to know the skills and abilities of your candidates.
• Support from People & Culture in holding interviews for a fair and balanced panel

Inclusive Recruitment

Role Profiles have been designed to be open and inclusive. We have avoided gendered language and made things as clear and consistent as possible.

Setting up for fairness

Job descriptions and role profiles

• Avoid editing too much of this framework without support from Comms or People & Culture to ensure that things remain consistent and clear.
• Focus is being put on accessibility of these documents through our ATS to ensure all potential candidates have equal access but we must be prepared to provide alternate versions in asked.

Inclusive Recruitment

Your role as a hiring manager is to create the environment where we give all candidates a chance to excel and show off the very best version of themselves.

Giving People a Chance

Holding Inclusive Interviews

• Ask for names and make sure you introduce yourself. Don't use nicknames or shorten names without getting permission. If you cannot pronounce a name, ask how to say it.
• Ask for pronouns and share yours.
• Tell people what to expect and ask how they would like to be asked questions; can they be typed or asked verbally?

Inclusive Recruitment

Competency-based questions are about assessing someone's capability and are the best way to recruit fairly.

Competency and Behavioural Questions

• Frame questions as opportunities for candidates to tell stories about their experiences that relate to our role
• E.g. "tell me about a time that..."
• E.g. "can you share an example of when you..."
• Use the guide questions linked to our behaviours to see which candidates understand and connect in with our ways of working.

Holding Inclusive Interviews

Inclusive Recruitment

Reasonable adjustments are about making sure the environment and the context of interviews are adjusted based on needs.

An equitable chance.

• Some candidates may need to see interview questions in advance
• Some candidates may need extra time or a quiet location for an interview
• Some candidates may require repetition or visual support in questionning.
• As an interviewer we want to support anyone with additional needs so speak to People & Culture about what reasonable adjustments can be made.

Reasonable adjustments