Tweet
Tweet

Slide 1

Slide 1 text

What I learnt about hiring diverse teams from conducting a fully-anonymous recruitment process

Slide 2

Slide 2 text

Hi, I’m Bethan Marketing Director at Netsells Formerly Marketing at Bytemark

Slide 3

Slide 3 text

Once upon a time...

Slide 4

Slide 4 text

No content

Slide 5

Slide 5 text

No content

Slide 6

Slide 6 text

No content

Slide 7

Slide 7 text

No content

Slide 8

Slide 8 text

We ≠ Applicants

Slide 9

Slide 9 text

No content

Slide 10

Slide 10 text

What did we learn?

Slide 11

Slide 11 text

1. People want to showcase “soft” skills alongside “technical” ones

Slide 12

Slide 12 text

2. Jobseekers want human connection (+ they want the lowdown on what it’s really like to work with you)

Slide 13

Slide 13 text

3. Lengthy tests and at home exercises are not inclusive

Slide 14

Slide 14 text

4. Your job listing is just as important as the application process

Slide 15

Slide 15 text

5. If we really care about diversity and inclusion, we need to listen

Slide 16

Slide 16 text

✅ Give applicants the opportunity to showcase their entire skill set ✅ Consider holding company open days and offering points of contact within your organisation ✅ Provide as much detail as possible in the job description ✅ Ask for applicant feedback on your process and iterate A few things you can do:

Slide 17

Slide 17 text

@bethanvincent / @netsells bethan@bethanvincent.com netsells.co.uk bethanvincent.com