Open or closed recruitment?

How open are your recruitment processes? Are you confident that you have removed unnecessary barriers for disadvantaged groups? How have you strengthened the workforce by recruiting from the widest pool of talent?  Would new guidance from the DWP be useful? 

Open recruitment means removing unfair and unnecessary barriers by opening doors, welcoming and appointing talented staff from disadvantaged groups, such as. the long-term unemployed, care leavers, single parents, ex-offenders, recovering addicts, homeless people, or military veterans. Having an open recruitment policy covers everything from the job advert and questions asked, through to the people invited to interview.

The DWP have launched an employer toolkit designed to help businesses recruit and retain people from disadvantaged groups. The guidance offers expert advice on tried-and-tested ways for reviewing staffing practices and a step-by-step guide on how to introduce open recruitment to the workplace.

This guide will support you in reviewing your recruitment practices to make sure they’re open and fair for all candidates, including those from disadvantaged groups – helping you reach the widest possible pool of talent.

‘I believe in giving everyone a chance in life. Recruitment should be about talent – not background.’ Sir Richard Branson Virgin Founder

You can download the guide here

On June 7 2017, I am a key note speaker at an HR workshop taking place in London on behalf of the AoC. You can find out more information or register for the workshop on the events page of my website