Written by James Digby - Group Talent Acquisition & Employer Brand Lead at Cambridge Assessment
Like all employers, Cambridge Assessment is having to adapt and evolve its recruitment strategy to respond to a changing marketplace where competition for talent is high.
We want to encourage a wholly-inclusive, diverse workforce at Cambridge Assessment and our new recruitment strategy is designed to discover and appeal to candidates from all walks of life - to value everyone as an individual - so that candidates feel able to apply for a role, and achieve their potential, with us.
In the UK, companies are legally required to adhere to certain recruitment practices to ensure that all applications are treated appropriately and fairly, and that nobody is rejected because of their race, gender, sexuality or any other discriminatory reason.
Despite these laws, one thing which can’t be legislated against is unconscious bias – a common challenge in the recruitment industry which can hinder diversity in recruitment.
Unconscious bias, or implicit bias as it’s also known, refers to when you form a quick opinion about a situation or person without being consciously aware of it. Our brains form biases by using knowledge about social situations, attitudes, cultures, stereotypes and more.
This is why we will introduce a new unconscious bias e-learning module for those recruiting within Cambridge Assessment, in addition to our employment law and flexible working components. These form part of our extensive recruitment training programme and support our five-star recruitment promise to applicants.
Ultimately, we want to attract best candidates, regardless of race, ethnicity, gender, age, religion, disability and sexual orientation, as well as differences in personalities, skill sets, experiences and knowledge bases. And according to Glassdoor, 67% of people searching for jobs say that they’d love to accept a job offer from a company that hires a diversified workforce.
Furthermore, research from McKinsey and Deloitte both cite the benefits of a diverse workforce including increased performance, profitability and innovation.
So, there is undeniable evidence, importance and benefits generated in having a more ‘consciously unbiased’ organisation.
I’d love to hear what recruitment practices and initiatives you use to attract the right pool of diversified candidates. Leave your comments below.