Inclusive hiring that attracts the best people.
An inclusive recruitment process isn't a box-ticking exercise. It's one of the most practical ways to widen your talent pool, make better hiring decisions and build a team that reflects the clients, customers and communities you serve.
Small things can quietly put great candidates off: the wording of an advert, a rigid list of "essential" requirements, an interview format that rewards confidence over capability. Get them right and you'll see stronger applications from people who might never have applied before.
At Sewell Wallis, we work with businesses across Yorkshire, North Nottinghamshire and North Derbyshire to build hiring processes that are fair, consistent and open to the widest possible pool of talent. Here's where to start.
Seven steps to a more inclusive recruitment process.
Write adverts that welcome everyone
Your job advert is the first impression a candidate has of your business. Use clear, plain language and avoid jargon, unnecessary acronyms and wording that leans towards one group, such as "rockstar", "dominant" or "digital native". Focus on what the role involves and what success looks like, and include a short statement inviting applications from people of all backgrounds.
Separate the essentials from the nice-to-haves
Long lists of requirements put people off, and research suggests some groups are less likely to apply unless they meet every one. Ask yourself which skills are truly needed on day one and which can be learned in the role. Do you really need a specific qualification, or a set number of years' experience, or is it the capability behind them that matters?
Be clear about salary and flexibility
Including a salary range saves everyone time and helps reduce pay gaps. Being upfront about flexible, hybrid or part-time options opens your role up to parents, carers, people with disabilities and experienced professionals who need a different working pattern. If a role can be flexible, say so in the advert.
Look beyond the usual channels
If you always advertise in the same places, you'll keep reaching the same people. Many of the strongest candidates aren't actively looking at all. Working with a specialist recruiter with a broad network gives you access to people who would never have seen your advert.
Make your selection process fair and consistent
Agree your assessment criteria before you see a single CV, and score every candidate against them. Structured interviews, where each candidate is asked the same core questions, make it easier to compare people fairly and reduce the influence of unconscious bias. Where possible, involve more than one person in shortlisting and interview decisions.
Offer adjustments as standard
Let every candidate know they can ask for adjustments at any stage, whether that's extra time for an assessment, questions in advance, step-free access or a video interview instead of an in-person one. Make the offer clearly and early, so nobody has to feel awkward about asking.
Carry it through to onboarding
Inclusion doesn't end when the offer is accepted. A clear, well-planned onboarding process helps every new starter settle in, feel valued and do their best work from the start. That's how inclusive hiring turns into placements that last.
How Sewell Wallis can help
Inclusive hiring, built into every search
We know the finance, HR and business support market across our region, and we know that the best person for your role won't always be the most obvious one. We'll help you reach them.
A broader talent pool: Our extensive network gives you access to talented professionals you won't find on job boards, including people who aren't actively looking.
Adverts that reach the right people: Our marketing expertise means every advert is written and promoted to attract the strongest candidates from the widest possible pool.
Straight-talking advice: We'll give you honest guidance on your requirements, salary and working pattern, and where small changes could open your role up to more great candidates.
A consistent process: We'll help you shortlist against clear criteria, so every candidate is judged on what they can bring to your business.
Ready to widen your talent pool?
Whether you're reviewing your hiring process or recruiting for a role right now, our specialist consultants in Sheffield are ready to help you build an accessible hiring process.