ATTRACTION

We attract skilled and diverse talent by creating inclusive job descriptions and candidate briefing packs, removing language bias against all protected characteristics, and to represent an organisational culture that is welcoming for all. We carry out targeted search campaigns to find the best talent, engaging with diverse communities, networks, social media groups and relevant niche job boards to raise awareness of the opportunity far and wide, in addition to mainstream job board outreach and headhunting.



APPLICATION

CVs are a poor indicator of performance and allow bias to affect choices. Instead of screening CVs, we make the application process simple, fair and inclusive by using work samples. Work samples are job-specific questions that test candidates on the skills needed to succeed in a role and are reflective of what the job entails. By putting interview-style questions at the start of the process, you save time by screening the right candidates to put through to the interview phase.



ASSESSMENT

Work sample responses are assessed through our tech platform, by a diverse panel comparing answers against a defined review guide that focuses on skills important to the job, to create an aggregated ranking shortlist. We use four methods to systematically remove bias during the assess stage:

PROFILE



We use tests, assessments and traits/styles profiling (bespoke for each role) and also for all, an energy/impact assessment to profile leadership value add in culture and change environments utilising the GC Index.

CANDIDATE ENGAGEMENT



We carry out 1:1 candidate longlist engagement sessions, to confirm and verify role suitability and answer any queries, before producing a shortlist with supporting documentation for the client.

VERIFICATION



Providing: qualification verification, right to work checks, reference checks and social media checks to ensure the highest level of integrity for each candidate

INTERVIEW



We advocate structured interviews, where the hiring manager will recreate workplace scenarios and forward-looking questions focused on potential. A structured interview means that all candidates are asked the same questions, in the same order, which makes interviews more uniform and allows employers to objectively compare candidates. We ensure a diverse panel is used as collective judgement is more accurate than an individual, and aggregated results are collated from a consistent scoring system to ensure fairness.



DATA



We ensure all applicants receive automated personalised feedback on their performance, allowing unsuccessful candidates to focus on their areas of development for future opportunities. On the successful appointment of a candidate, shortlisted candidates will receive personalised 1:1 feedback. We will produce a set of hiring and diversity reports, and data analytics to present to key stakeholders, ensuring transparency and measurement of success. During a project, clients can also have access to live diversity data to make informed decisions on how to optimise the recruiting funnel.

CONSULTANCY

BASED APPROACH

Talent/Staffing/Recruiting Business & Process Consultancy: works hand in glove with your business leaders, hiring managers, staffing & HR stakeholders proving both advisory consultancy and/or hands on business support in all areas of Talent Acquisition.