When a global retail client was seeking a Total Rewards Lead for the EMEA region, they wanted to partner with a consultancy that placed Diversity & Inclusion at the heart of the process. We’re sharing insights into how we build diverse candidate shortlists and create an inclusive hiring process.
Earlier this year, we were asked to work with our client, a leader in sustainable business, as their exclusive recruitment partner on a brand-new Total Rewards Lead EMEA role to be based in Amsterdam.
Due to business growth in Europe, alongside launching high-profile Rewards projects, the organization was looking for a consultancy that truly understood their values and could deliver a diverse shortlist of candidates.
Understanding the culture
“A standard part of our job intake is to learn about the culture of the business,” explains Katie Insley, Director in our HR recruitment division, who led the project.
The company’s commitment to Diversity & Inclusion is clear across its employer brand, making it an easy message to convey to candidates, she adds.
Being just and equitable is one of the brand’s core values, highlighting to prospective employees that they will be treated fairly during the interview process and beyond.
Creating a diverse shortlist
“With an international talent pool in our network and broad audience on social media channels, our job advertisements automatically attract a diverse range of people,” Katie says.
In addition, Katie utilized her involvement in various LinkedIn groups for HR professionals from diverse backgrounds to ensure exposure and engagement from candidates who may not directly apply for the role.
The ability to use the company’s branding in advertisements contributed to attracting a greater level of diversity among candidates, as those from disadvantaged groups told us they felt more comfortable applying to an organization that actively champions D&I.
Ensuring inclusivity in screening
EMEA Recruitment’s standard candidate screening process applies a competency-based approach to the job seeker’s experience and background.
Our Recruitment Consultants are flexible in the specific role requirements, understanding that candidates from different countries and socio-economic backgrounds may have alternative qualifications, for example, that are equivalent to the desired skills.
“I spoke to expats, who had gained their experience in other countries, so their resume didn’t look as strong as someone who’d worked in the Netherlands already, but true diversity requires flexibility,” Katie explains. “The client understood that and was willing to give people a chance.”
Continuing the conversation
After a successful placement for the Total Rewards Lead role, Katie continued meeting with the organization’s Talent Acquisition Manager to ensure the candidate settled into the position.
She also regularly caught up with the candidate to check whether the role was a good fit. Positively, they had been made to feel really welcome at the organization.
Katie’s advice to other businesses looking to promote Diversity & Inclusion in the hiring process is to make it a core part of your employee value proposition and employer branding strategy: “Put out to the world that it’s important to you, and you’re more likely to receive a diverse talent pool applying.”
To further reduce bias during the selection and interview process, use a neutral third party that screens candidates based on their skills and experience, and upholds strong values in Equity, Diversity & Inclusion.
EMEA Recruitment is proud to be the ED&I recruiter of choice for some of the most reputable businesses in Europe. If you’d like to find out more about how we can support you in building diverse candidate shortlists and delivering an inclusive recruitment process, get in touch with Katie, who will be happy to help: [email protected]
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