ADVERTISING VACANCIES
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Consider using a language decoder to ensure language is gender neutral
Disclose salary information & ranges - saying “competitive” can put off candidates, range depending on skill level and experience
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De-bias selection criteria (e.g. Textion or Totaljobs gender bias decoders)
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Reduce the number of skills requirements to 3-5 bullets
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Mention the company’s approach and support of diversity & inclusion
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Include any family friendly benefits, part-time, job share & flexible working
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Rather than “years of experience”, measure competencies i.e. in what will the employee need to demonstrate knowledge or what will they need to be able to do.
Equally level of language required (advanced written and oral) and not “native speaker”
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Consider strength based recruiting rather than qualifications e.g. enthusiastic, problem solver etc versus GCSEs at 4 and above
BEST PRACTICE GUIDE 2021 - INTERACTIVE
“Culture add” rather than “culture fit” i.e. value those that bring a different perspective rather than will fit within the existing team