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Fill in the form to reserve your place at the Rugby In Business networking event.

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🗓️ 6th September 2023

🕓 From 6pm

📍 BOOSTA Head Office - 7-11 Stukeley Street, London, WC2B 5LB

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Candidate experience is an incredibly important factor in the search for top talent. This is because the experience a candidate has during your hiring process is likely to be their first encounter dealing with your business and will influence their feelings and opinion about your company.

So, a good candidate experience will make candidates feel good about your company after they see how you treat them. A better candidate experience might make them eager to share their good feelings with others, helping build up your reputation.

Creating a positive candidate experience is not just about being polite or courteous. It can have a significant impact on the success of your business:

• According to a study by Talent Board, companies with a positive candidate experience are twice as likely to receive job applications from candidates who have never worked for them before.

• A survey by LinkedIn found that 83% of candidates would be willing to refer a friend to a company that provided a positive candidate experience.

• A report by IBM found that companies with a positive candidate experience have a 3.5% lower cost per hire than companies with a negative candidate experience.

• According to a study by Glassdoor, a negative interview experience can impact a candidate's perception of the company, even if they are offered the job. This can result in decreased employee satisfaction and retention rates.

So, with that in mind, here are actionable steps we think can improve the candidate experience and make a good first impression for potential employees. 

Make your job description clear and accurate‍

One of the most important steps in creating a positive candidate experience is ensuring that your job description is clear and accurate. The job description is the first point of contact that candidates have with your company. It is essential to make sure that it accurately reflects the requirements of the job and the company culture. Vague or unclear job descriptions can be frustrating for candidates and may even deter them from applying.

‍Use language that resonates with your target audience‍

The language you use in your job description can have a significant impact on the type of candidates that apply. If you are targeting a particular audience, it is essential to use language that resonates with them. For example, if you are recruiting for a tech company, using technical jargon may be appropriate. However, if you are recruiting for a customer-facing role, using more accessible language may be more effective.

‍Streamline the application process‍

Long and complicated application forms can be a significant source of frustration for candidates. In fact, according to a survey by CareerArc, 60% of candidates have abandoned a job application because it was too long or too complicated. To improve the candidate experience, it is essential to streamline the application process. This can be achieved by simplifying the application form, reducing the number of questions, and allowing candidates to apply using their social media profiles.

‍Provide regular communication

Lack of communication can be one of the most frustrating aspects of the hiring process for candidates. It is essential to keep candidates informed about their application status, even if it is just to say that their application has been received. Providing regular updates can help to build trust and keep candidates engaged throughout the hiring process.

‍Personalise communication

Personalising communication can help to build trust and make candidates feel valued. Addressing candidates by their first name and including personalised details in your communication can help to create a more personal connection. For example, if a candidate has mentioned a particular skill or experience in their application, referencing this in your communication can help to make them feel that their application has been read and considered.

‍Provide feedback

Providing feedback is an essential part of creating a positive candidate experience. Even if a candidate is not successful in their application, providing feedback can help them to understand why and how they can improve in the future. According to a survey by Talent Board, 64% of candidates who receive negative feedback are likely to apply for another job with the same company in the future.

‍Be transparent

Transparency is essential for building trust with candidates. It is important to be honest and upfront about the job requirements, the company culture, and the hiring process. This can help to avoid any misunderstandings and ensure that candidates have a realistic expectation of what the role entails.

‍Provide a positive interview experience

The interview is one of the most critical stages in the hiring process. Providing a positive interview experience can help to create a lasting impression on candidates. This can be achieved by ensuring that the interviewer is prepared, making candidates feel welcome and comfortable, and providing clear instructions for the interview process. It is also essential to ensure that the interview questions are relevant to the job and that candidates have an opportunity to ask questions.

‍Show appreciation

Showing appreciation to candidates is a great way to create a positive candidate experience. Simple gestures such as thanking them for their time or sending a personalised email can make a big difference. It is also a good idea to provide feedback to candidates after the interview process, even if they are not successful in their application.

Candidate experience is so important in developing a great employer brand and attracting the best talent. While it may require more devoted attention and assessment, make sure you don’t forget these tips. These quick fixes can help ease candidates’ nerves and generate a better candidate experience, helping you to attract top talent. 

Find out how BOOSTA can help you create an exceptional candidate experience. Get in touch with our team today.

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As competition for top talent intensifies, it becomes imperative for employers to measure the effectiveness of their recruitment efforts and make data-driven decisions to improve their processes over time. In this article, we will explore critical metrics and strategies that can help employers measure the success of talent acquisition and utilise data to enhance their recruitment practices.

Time-to-Fill

Measuring talent acquisition success is the time it takes to fill a position. This metric considers the duration from the initial job posting to the final offer acceptance. According to a survey by Glassdoor, the average time-to-fill across industries in the UK is 27.5 days (source: Glassdoor Economic Research).

Quality of Hire

Determining the quality of hire is crucial in evaluating the success of talent acquisition efforts. Key indicators include retention rates, employee performance, and cultural fit. Conducting post-hire assessments and gathering feedback from hiring managers and new employees can provide valuable insights. According to LinkedIn's Global Recruiting Trends report, 56% of talent professionals consider the quality of hire as their most important metric (source: LinkedIn Global Recruiting Trends).

Source Effectiveness

Measuring the effectiveness of different recruitment sources helps employers understand which channels yield the best results. Employers can allocate resources more effectively by tracking the source of hire data, such as job boards, referrals, social media, and career fairs. LinkedIn's report states that employee referrals are the most effective source, resulting in higher-quality hires and lower cost-per-hire (source: LinkedIn Global Recruiting Trends).

Cost-per-Hire

The financial impact of talent acquisition is vital for employers. Calculating the cost-per-hire involves considering all expenses related to the recruitment process, such as advertising, agency fees, and candidate assessments. Employers can identify cost-saving opportunities by tracking this metric and optimising their recruitment budget. The Society for Human Resource Management (SHRM) estimates the average cost-per-hire in the UK to be £3,000 to £4,000 (source: SHRM).

Candidate Experience

A positive candidate experience can significantly impact an organisation's reputation and ability to attract top talent. Feedback surveys and interviews with candidates can help measure their satisfaction levels throughout the recruitment process. According to Talent Board's Candidate Experience Report, 83% of candidates who had a positive experience would refer others to apply for a job at the same company (source: Talent Board Candidate Experience Report).

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Continuous Improvement through Data

Identifying and establishing key metrics for success is excellent. Still, by using the above data and identifying patterns, employers can gain insights into the effectiveness of their strategies and make data-driven decisions.

‍Regular Data Review

Recruiters should establish a regular cadence for reviewing recruitment data. This could be monthly, quarterly, or even in real-time, depending on the business needs and the volume of recruitment activities. By consistently reviewing the data, recruiters can identify trends, patterns, and areas that require improvement.

Identify Success Factors

During the data review process, it's essential to identify the factors that contribute to successful talent acquisition. Look for patterns in successful hires, such as familiar sources of hire, specific skill sets, or certain stages in the recruitment process that yield positive outcomes. Understanding these success factors enables recruiters to replicate and enhance those aspects of the recruitment process.

Pinpoint Areas for Improvement

Data analysis also helps identify areas that require improvement. Look for bottlenecks or stages where the recruitment process could be faster or more efficient. If the time-to-fill metric reveals a prolonged hiring process, it might need streamlining or reevaluating steps. By pinpointing these areas, employers can develop strategies to improve efficiency and reduce time-to-fill.‍

A/B Testing and Experimentation

Data-driven decision-making encourages experimentation and A/B testing. Recruiters can experiment with different recruitment strategies, such as using alternative sourcing channels or implementing new assessment methods. By collecting data on the outcomes of these experiments and comparing them against existing practices, recruiters can identify the most effective approaches and refine their recruitment process accordingly.‍

Feedback and Collaboration

Data analysis should not occur in isolation. Feedback from hiring managers, candidates, and other stakeholders is invaluable. Engage in regular conversations with hiring managers to gather their insights on the quality of hires and the effectiveness of the recruitment process. Additionally, collecting feedback from candidates about their experience can provide valuable information for improvement. Finally, collaboration between recruitment teams and hiring managers is crucial for effectively aligning recruitment goals and implementing data-driven strategies.

Technology and Automation

Leveraging technology and automation can enhance the data analysis process. For example, recruitment software and applicant tracking systems (ATS) can streamline data collection, aggregation, and reporting. These tools enable recruiters to generate reports on key metrics, visualise data trends, and track the effectiveness of recruitment campaigns. By embracing technology, recruiters can save time, gain deeper insights, and make more informed decisions to improve the recruitment process.

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With its ability to automate processes, make data-driven decisions, and enhance the candidate experience, AI is fast becoming a big part of the future of Talent Acquisition.

However, if technology isn't your thing and sounds like something out of a science-fiction movie, you might wonder what exactly AI is and how to use it in Talent Acquisition.

In this article, we'll explore the definitions of AI, the different types of AI, and how you can leverage it for Talent Acquisition.

Definitions

AI

AI refers to the simulation of human intelligence in machines, enabling them to perform tasks that require human-like understanding, reasoning, learning, and problem-solving. It encompasses a range of technologies and algorithms designed to mimic cognitive abilities. AI systems can analyse vast amounts of data, make predictions, and adapt their behaviour based on experience.

Machine Learning

Machine learning is a critical component of AI. It involves the development of algorithms that allow machines to learn from data and improve their performance over time without explicit programming. By identifying patterns and making predictions, machine learning algorithms enable AI systems to automate tasks and make intelligent decisions.

Natural Language Processing (NLP)

NLP is a branch of AI focused on enabling machines to understand and process human language. It empowers applications such as chatbots, voice assistants, and language translation. NLP algorithms analyse text or speech, interpret meaning, and respond in a manner that simulates human conversation.

The different types of AI

Reactive

Reactive machines are the most basic form of AI that operate in the present moment based solely on the current input without any memory or ability to learn from past experiences. They do not have the ability to form memories or use past experiences to inform future actions. Examples of reactive machines are chess-playing computers that evaluate the current board state to make the best move but do not strategise based on previous games.

Limited Memory

Limited memory AI systems have the ability to retain and utilise past information to improve their performance. They can learn from historical data and use it to make more informed decisions. Examples of limited memory AI include self-driving cars that analyse sensor data from previous trips to optimise future driving decisions.

Theory of Mind

Theory of Mind AI is a more advanced form that not only has memory but also possesses the ability to understand and attribute mental states to others. This type of AI can infer individuals' emotions, beliefs, intentions, and desires, enabling more sophisticated interactions. Currently, Theory of Mind AI is still an area of ongoing research and development.

Self-aware AI

Self-aware AI refers to the hypothetical type of AI that possesses consciousness and self-awareness, similar to human intelligence. It would have a sense of identity, subjective experiences, and the ability to understand its own emotions and thoughts. Self-aware AI remains largely theoretical and is the subject of philosophical and ethical debates.

AI in Talent Acquisition

Automation

AI has transformed the recruitment industry by automating time-consuming tasks and enhancing efficiency. AI-powered systems can screen resumes, source candidates, and assess interviews, allowing recruiters to focus on higher-value activities. By leveraging AI, recruiters can save time, improve candidate quality, and make data-driven decisions.

Bias and Fairness

Recruiters must be aware that AI systems can inherit biases present in training data, potentially leading to biased decision-making in recruitment. To mitigate this, recruiters should proactively address bias issues by using diverse and representative data sets, regularly auditing algorithms, and implementing fairness measures to ensure equal opportunities for all candidates.

Enhancing Candidate Experience

AI-powered chatbots and virtual assistants play a role in enhancing the candidate experience. These tools provide instant responses, answer candidate queries, and guide them through the application process. By offering personalised and efficient interactions, AI improves engagement and makes the recruitment journey more seamless.

Improving Decision-making

AI equips recruiters with data-driven insights, enabling more informed decision-making throughout the recruitment process. By analysing historical data, AI systems can predict candidate success, identify top talent, and optimise workforce planning. These insights help recruiters make objective and strategic decisions.

Ethical Considerations

Recruiters must consider ethical implications when utilising AI in recruitment. Privacy, transparency, and accountability are vital aspects to address. It is crucial to ensure that candidate data is protected and used responsibly. Implementing ethical frameworks and guidelines fosters responsible and trustworthy AI adoption.

Collaboration Between Humans and AI

AI is not designed to replace human recruiters but to augment their capabilities. The collaboration between human recruiters and AI systems leads to better outcomes and more efficient processes. By leveraging AI, recruiters can focus on building relationships, providing personalised experiences, and making informed decisions.

Continuous Learning

AI is an evolving field, so it's in Talent Acquisition professionals' best interests to stay updated on the latest advancements and trends. Continuous learning and upskilling are vital to understanding AI's potential and effectively incorporating it into recruitment strategies. By embracing ongoing education, recruiters can leverage AI's full potential and drive better outcomes.

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Far from taking our jobs, embracing AI in the recruitment industry will create entirely new roles that will help revolutionise the industry. As AI technology advances, businesses recognise the immense potential it holds for improving talent acquisition processes. These advancements will not only streamline recruitment practices but also create a demand for professionals with specialised skills in harnessing the power of AI. Let's explore some of the new talent acquisition roles that will be created with the advancement of AI.

AI Data Analyst

Organisations will require professionals who can analyse and interpret AI-generated recruitment data to gain insights and improve hiring strategies. AI data analysts will be responsible for understanding and leveraging the wealth of data produced by AI systems to identify trends, patterns, and areas for improvement. By translating data into actionable recommendations, they will play a vital role in enhancing the effectiveness and efficiency of talent acquisition processes. According to Indeed, the job market for AI data analysts is expected to grow by 25% by 2026.

AI Talent Sourcer

With the expansion of AI-driven candidate sourcing tools, talent sourcers will need to specialise in utilising AI platforms to identify and engage with potential candidates. AI talent sourcers will leverage advanced algorithms and machine learning techniques to sift through vast amounts of data and identify the most suitable candidates for specific roles. Their expertise in maximising the potential of AI tools will streamline the candidate sourcing process, saving time and resources for organisations. HR Technologist predicts a 20% increase in demand for AI talent sources by 2024.

AI Recruitment Marketing Specialist

As AI technology transforms recruitment marketing practices, professionals with expertise in leveraging AI-driven tools and strategies to attract and engage candidates will be in high demand. AI recruitment marketing specialists will utilise AI-powered platforms to optimise job advertisements, personalise communication, and create targeted campaigns to attract the right talent. By harnessing the capabilities of AI in marketing; they will enhance brand awareness and improve candidate engagement. Payscale estimates a 15% growth in the job market for AI recruitment marketing specialists by 2026.

AI Candidate Experience Manager

With the growing emphasis on providing personalised and positive candidate experiences, organisations will require professionals to manage and optimise AI-driven candidate experiences throughout the recruitment process. AI candidate experience managers will ensure that AI systems provide seamless interactions and relevant recommendations to candidates, enhancing their overall experience. By monitoring and fine-tuning AI algorithms, they will ensure that candidates feel valued and supported throughout their journey. HR Dive predicts a 30% increase in demand for AI candidate experience managers by 2025.

AI Talent Acquisition Strategist

Organisations will need professionals who can develop and execute strategic plans for implementing AI technologies in talent acquisition, aligning AI solutions with business objectives. AI talent acquisition strategists will assess organisational needs, identify AI applications, and design strategies to leverage AI for improving recruitment outcomes. They will collaborate with various stakeholders to integrate AI solutions seamlessly and ensure alignment with ethical and legal standards.

Talent Acquisition Analyst

With the increasing use of AI in talent acquisition, professionals will be needed to analyse and interpret recruitment data. Talent acquisition analysts will work closely with AI data analysts to extract meaningful insights and provide data-driven recommendations. By analysing recruitment metrics, monitoring AI performance, and conducting predictive analytics, they will contribute to strategic decision-making in talent acquisition processes.

AI Recruiter

With the rise of AI in recruitment, the demand for AI recruiters is increasing. AI recruiters leverage AI-powered tools and algorithms to screen resumes, conduct initial candidate assessments, and identify the best-fit candidates for specific roles. They work in collaboration with hiring managers and talent acquisition teams to streamline the candidate selection process, making it more efficient and effective. According to a report by LinkedIn, AI-related job postings have grown by 40% annually since 2015.

Data Scientist

AI generates vast amounts of data, requiring data scientists to analyse and derive insights from this information. Data scientists in talent acquisition will be responsible for developing AI algorithms, analysing recruitment data, and identifying patterns and trends. They will provide valuable insights to improve recruitment strategies, enhance candidate assessments, and optimise decision-making processes.

AI Trainer/Developer

Companies will need professionals to train and develop AI algorithms specific to recruitment needs. AI trainers and developers will collaborate with data scientists and recruitment specialists to create AI models tailored to organisational requirements. By continuously refining and optimising AI algorithms, they will improve the accuracy and effectiveness of AI systems in talent acquisition processes. Payscale predicts a 13% growth in the job market for AI trainers and developers by 2026.

AI Ethics Officer

As AI plays a significant role in recruitment, the need for professionals to ensure ethical AI practices will arise. AI ethics officers will be responsible for assessing and mitigating potential biases in AI algorithms, ensuring fairness and inclusivity in the recruitment process. They will develop ethical guidelines and standards for AI implementation, monitor compliance, and address any ethical concerns or risks associated with AI-powered talent acquisition. Gartner predicts a 55% increase in the demand for AI ethics officers by 2025.

Human-AI Collaboration Manager

As AI becomes integrated into recruitment processes, the role of managing and optimising human-AI collaboration will emerge. Human-AI collaboration managers will oversee the interaction between AI systems and human recruiters, ensuring effective communication and collaboration. They will bridge the gap between technology and human expertise, optimising the benefits of AI while preserving the human touch in recruitment. McKinsey anticipates a 23% rise in demand for professionals skilled in human-AI collaboration by 2028.

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Last week, the BOOSTA team headed to Recfest; the most highly-anticipated event of the year for Talent Acquisiton professionals.

Against the backdrop of several challenging years, Recfest aimed to explore how the industry could bounce back and thrive. The future-focused agenda centred around AI in recruitment, inclusive hiring, candidate experience, employer branding, data-driven hiring and ecoming overall more resilient as an industry.

From global enterprises to startups and everything in between, Talent Acquisition experts took to the stage to give their views on current industry trends and strategies for the future of hiring.

Beyond knowledge gained from the event agenda, the BOOSTA team were also able to actively engage with fellow industry professionals, thought leaders, and potential partners.

We also made our mark in an unconventional way by becoming the unofficial sponsors of Stevenage train station; the transport hub for Recfest. This included vibrant branded floor stickers around the station, branded t-shirts, QR codes for guests to unlock hidden prizes, and stickers places strategically around the venue. The unconventional branding takeover drew attendees into the immersive BOOSTA experience, setting the stage for memorable encounters and engaging conversations.

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At BOOSTA, we believe in staying at the forefront of innovation and driving change in the talent acquisition industry. As AI continues to revolutionise various sectors, we are thrilled to announce the launch of an exciting new content series that delves deep into the world of AI in Talent Acquisition.

Led by our Managing Director, Gary Trueman, this series will dive deep into the world of AI, exploring its applications, opportunities, and ethical considerations in talent acquisition to provide Talent Acquisition professionals with the tools and knowledge they need to navigate this new technology.

We’ll be taking a look at:

The Evolving Landscape of AI in Talent Acquisition

We will discuss the latest trends, innovations, and technologies shaping the industry and how they are revolutionising the way organisations attract, assess, and hire top talent. From AI-powered applicant tracking systems and resume screening tools to chatbots and virtual interviews, we will examine how these advancements are enhancing efficiency and effectiveness in talent acquisition processes.

The opportunities AI will present for the industry

We will explore emerging jobs and skills in an AI-driven talent acquisition landscape. We will analyse how professionals can adapt to this evolving environment, upskill themselves, and harness the power of AI tools to drive strategic decision-making, enhance candidate experiences, and build diverse and inclusive teams.

The ethical considerations

We will delve into the ethical implications of AI in talent acquisition. We will examine issues related to bias and fairness, data privacy and security, and the responsible use of AI technologies. By understanding these considerations, we can ensure that AI is harnessed in a way that promotes fairness and transparency and respects the rights of candidates throughout the hiring process.

Stay connected with BOOSTA on our website and social media channels to ensure you don't miss out on this investigative series. Subscribe to our newsletter to receive the latest articles directly in your inbox. Join us as we uncover the potential of AI in talent acquisition and empower professionals to thrive in the evolving landscape.

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In times of economic change and uncertainty, like we’ve been experiencing in the recruitment industry over the last few years, employees can be less likely to leave their current positions in search of new opportunities. However, just because they’re not actively looking doesn’t mean they wouldn’t be interested in a new role.

According to LinkedIn, these passive candidates make up 70-75% of the available market and typically can be incentivised to change jobs due to better pay, more opportunities for career growth, and a more positive company culture. If companies are experiencing a skills shortage, recruiting from this hidden pool of candidates and building a pipeline of passive candidates, could become a valuable strategy.

Developing your talent acquisition strategy to target passive candidates can give you a competitive edge. First of all, they are likely to have less attention from other recruiters, which increases the opportunity to place them into your open positions. They may also have ‘job-ready’ skills that are attractive to employers and may find it easier to transition into a role.

So, with that in mind, here are our seven steps to building and maintaining a strong passive candidate pipeline.

Employer Branding

To attract passive candidates, your company's reputation and image are paramount. Invest in cultivating a strong employer brand that communicates your company culture, values, and opportunities for growth. According to Glassdoor, 69% of job seekers are more likely to apply to a company that actively manages its employer brand.

Develop an Engaging Online Presence

Passive candidates are often found on professional networking platforms, so it's crucial to establish a strong online presence. Create compelling and informative content on your website, blog, and social media platforms to showcase your industry expertise and engage with potential candidates. Remember, you are building relationships, not just advertising job openings.

Employee Referrals

Leverage the power of your existing workforce by implementing an employee referral program. According to a survey by iCIMS, employee referrals are the most effective source of quality hires. Encourage employees to refer their talented connections and reward them appropriately for successful referrals.

Networking and Relationship Building

Attend industry events to expand your network and connect with passive candidates face-to-face. Building genuine relationships with professionals in your field can help you establish trust and increase your chances of accessing hidden talent.

Talent Mapping and Pipelining

Identify key roles within your organisation that are critical for future growth. Conduct talent mapping exercises to determine potential candidates for these roles. Engage with these individuals, even if you don't have immediate job openings. Maintaining regular contact can establish a relationship that may lead to future opportunities.

Utilise Technology

Embrace applicant tracking systems (ATS) and candidate relationship management (CRM) tools to streamline your passive talent pipeline. These technologies can help you organise candidate data, automate communication, and track progress effectively. Leveraging technology can save time and enhance the efficiency of your recruitment process.

Nurturing Relationships

Maintain consistent communication with passive candidates through personalised emails, newsletters, or occasional check-ins. By staying on their radar, you increase the likelihood of them considering your organisation when they decide to make a move. This approach requires patience and a long-term perspective but can yield great results.

Remember, Rome wasn't built in a day. Building a passive talent pipeline takes time, effort, and a commitment to nurturing relationships. Stay consistent, adapt to the changing landscape of recruitment, and watch your talent pool flourish.

If you’re in need of building a pipeline quickly, speak to a member of our team today to see how BOOSTA can help you supercharge your talent acquisition strategies.

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Despite the doom and gloom of the past several months, there is a light at the end of the tunnel. According to our colleagues over at Major Players (Census 2023), 66% of businesses are still looking to hire in 2023.  As businesses continue to navigate an ever-changing talent market, finding the right recruitment solution has become more important than ever. One model that has emerged as a game-changer is Embedded Talent Acquisition, which involves integrating recruiters into a company's internal hiring process.

At BOOSTA, we believe that Embedded Talent Acquisition is the recruitment solution that can transform businesses in 2023 and beyond. Here are three reasons why:

1. Enhanced collaboration and communication
   
   By its very nature, Embedded Talent Acquisition promotes collaboration between recruiters and hiring managers, because our talent partners become a part of your business. This leads to better communication and a more streamlined recruitment process. By working closely with hiring managers, recruiters gain a deep understanding of the company's culture and values, as well as the skills and experience needed for open roles. This enables them to source and attract top talent that aligns with the company's goals and values.
   
   By being embedded within the company, recruiters can provide real-time feedback to hiring managers on candidate quality and market trends, helping them to make more informed hiring decisions. This close collaboration also fosters a sense of shared responsibility for hiring outcomes, leading to better outcomes overall.

2. Improved candidate experience
   
   One of the key benefits of Embedded Talent Acquisition is the ability to provide a better candidate experience. By working closely with hiring managers, recruiters can ensure that the hiring process is smooth and efficient, from initial outreach to offer acceptance. This level of personalisation and attention to detail can make a significant difference in the candidate experience, leading to higher offer acceptance rates and improved employer branding.
   
   And because talent partners are integrated into the company's internal processes, they can provide a more comprehensive picture of the company's culture and values to candidates. This can help to attract candidates who are a better fit for the company and reduce the risk of turnover.

3. Greater flexibility and scalability
   
   Embedded Talent Acquisition also offers greater flexibility and scalability compared to traditional recruitment models. By having dedicated recruiters embedded within the company, businesses can scale their recruitment efforts up or down as needed, without having to worry about the costs and logistics of hiring additional recruiters or scaling back existing resources.

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Embedded Talent Acquisition also enables businesses to quickly adapt to changing market conditions and talent needs. By having recruiters who are deeply integrated into the company's hiring processes, businesses can respond quickly to changing market conditions and pivot their hiring strategies as needed.

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Your questions on Embedded Talent Acquisition - Answered!

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Q: What is embedded talent acquisition?

A: Embedded talent acquisition is a recruitment model that involves integrating recruiters into a company's internal hiring process. This model allows recruiters to work closely with hiring managers to source and attract top talent, provide real-time feedback on candidate quality and market trends, and ensure a smooth and efficient hiring process.

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Q: How is embedded talent acquisition different from traditional recruitment models?

A: Unlike traditional recruitment models, embedded talent acquisition involves having dedicated recruiters embedded within the company's hiring process. This allows recruiters to gain a deep understanding of the company's culture and values, collaborate closely with hiring managers, and provide a more personalised and streamlined candidate experience.

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Q: What are the benefits of embedded talent acquisition?

A: The benefits of embedded talent acquisition include enhanced collaboration and communication between recruiters and hiring managers, a better candidate experience, and greater flexibility and scalability compared to traditional recruitment models. By working closely with hiring managers, recruiters can attract top talent that aligns with the company's goals and values and provide real-time feedback on candidate quality and market trends.

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Q: How can businesses implement embedded talent acquisition?

A: To implement embedded talent acquisition, businesses can hire dedicated recruiters to work onsite or virtually within their company's internal hiring process. These recruiters should be able to collaborate closely with hiring managers, gain a deep understanding of the company's culture and values, and provide a more personalised and streamlined candidate experience.

Want to learn more about Embedded Talent Acquisition? Take a look at our blog Embedded Talent Acquisition: Everything You Need To Know or get in touch with our team today. 

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One of the most effective ways to differentiate your company and attract top talent is to craft a compelling Employer Value Proposition (EVP). It helps you to articulate why your company is a great place to work, and what sets you apart from other employers.

‍Understanding the Employer Value Proposition 

Your EVP is the unique set of benefits and values that your company offers to its employees in exchange for their skills, experience and commitment. It’s what sets you apart from other companies and gives your employees a reason to choose to work for you. Your EVP should reflect your company's culture, values, and goals and provide a clear picture of what it's like to work for your organisation.

The importance of a strong EVP in recruitment

A strong EVP is critical to attracting and retaining top talent. In fact, a study by Glassdoor found that a strong EVP can result in a 30% increase in the number of job applications received by a company. It helps you differentiate your organisation from your competitors and communicate your unique selling points to candidates. A well-crafted EVP can also help you build a stronger employer brand, increase employee engagement, and reduce turnover rates. According to LinkedIn, companies with strong EVPs have a 28% lower turnover rate compared to companies with weaker EVPs.

How to define your EVP

To define your EVP, you need to have a good understanding of what makes your organisation unique. You should consider what your company culture is like, what values you prioritise and what benefits you offer your employees. You can start by conducting research by carrying out surveys, focus groups and interviews with current employees. Once you have gathered this information, you can start to identify the key themes and values that define your organisation. These themes and values will form the backbone of your EVP. You should aim for a clear and concise EVP statement summarising what you offer your employees and why they should choose to work for your organisation.

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Crafting a compelling EVP Message

Crafting a compelling EVP message involves turning your EVP statement into a message that resonates with your target audience. Your message should be clear, concise, and compelling. It should highlight the unique benefits and opportunities that your organisation offers its employees.

One effective way to craft a compelling EVP message is to use real-life examples of how your organisation supports and develops its employees. For instance, you could highlight a recent employee success story or showcase your organisation's commitment to training and development.

Communicating your EVP to attract top talent

Once you’ve crafted a compelling EVP message, you need to communicate it to your target audience using various channels. 

Company website: Your company website is often the first point of contact for potential candidates. Ensure that your EVP is prominently displayed on your website, such as on your careers page, about us page, or home page.

Job postings: Include your EVP in your job postings. This can help to attract the right candidates and showcase what makes your company a great place to work.

Social media: Use social media to communicate your EVP. Share photos, videos, and stories that showcase your company culture and highlight the unique benefits and values that you offer to your employees.

Employer branding materials: Use employer branding materials, such as brochures, videos, and presentations, to communicate your EVP. 

Employee testimonials: Use employee testimonials to showcase what it's like to work at your company. Share quotes or videos from current employees who can speak to the unique benefits and values that your company offers.

Unique recruitment ideas to showcase your Employer Value Proposition

Leverage social media: Social media is an excellent platform to showcase your employer brand value. Use platforms like LinkedIn, Instagram, TikTok and Twitter to share engaging content about your company culture, values, and employee benefits.

Employee testimonials: Employee testimonials can be a powerful way to showcase your employer brand value. Encourage your current employees to share their positive experiences working at your company on social media, your website, or review sites like Glassdoor.

Host virtual events: Host virtual events like webinars, Q&A sessions, or meet-and-greets to engage with potential candidates and showcase your company culture and values.

Create a video: Create a video that highlights your company culture, values, and employee benefits. Post the video on your company's website and social media platforms to attract potential candidates.

Employee referrals: Encourage your current employees to refer their friends and family for open positions. Offer incentives for successful referrals to attract top talent.

Highlight your diversity and inclusion initiatives: Highlight your company's diversity and inclusion initiatives to attract a diverse pool of candidates. Showcase your commitment to creating an inclusive workplace where all employees feel valued and supported.

Showcase your company's impact: Share stories about how your company is making a positive impact on society or the environment. This can be a powerful way to attract candidates who want to work for a company with a strong sense of purpose.

Measuring the success of your EVP

Measuring the success of your EVP is essential to ensure that it is effective and positively impacts your organisation. You should use a range of metrics to measure the success of your EVP, including employee engagement, retention rates, and candidate satisfaction.

You should also conduct regular surveys and focus groups to gather employee and candidate feedback. This feedback will help you identify areas for improvement and ensure that your EVP remains relevant and effective.

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Looking for more ways to improve your employer brand? Check out our blog with our top strategies to help you do it.

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According to the British Chamber of Commerce, over 76% of businesses are struggling to recruit the right talent for their businesses. This, combined with the tough economic times currently facing the UK, highlight the importance of effective talent management. Making sure that the right person is in the right role and that businesses are able to keep their top talent is going to be crucial to a firm’s ability to not only survive the recession, but also bounce-back quickly.

At BOOSTA, we think time like this call for a talent audit.

What is a Talent Audit?

A talent audit is a process that involves evaluating the skills, knowledge, and experience of an organisation's employees. The audit is designed to identify gaps in the workforce's talent pool, determine areas where training or development may be needed, and identify employees with high potential for future leadership positions.

Why is a Talent Audit so Important?

There are several reasons why conducting a talent audit is critical, particularly during an economic downturn:

Identify Skills and Experience Gaps

A talent audit can help identify areas where skills and experience gaps exist in the workforce, allowing companies to focus on training and development in these areas. By doing so, businesses can better prepare for future growth and reduce the risk of being left behind by competitors.

Retain Top Talent

During an economic downturn, many employees may be concerned about job security and may begin looking for other opportunities. A talent audit can help businesses identify their top performers and develop strategies to retain them. This may involve providing additional training or development opportunities or offering competitive compensation packages.

Reduce Recruitment Costs

Recruiting new employees can be costly, particularly during an economic downturn when businesses are looking to reduce costs. A talent audit can help identify employees who have the potential to take on new roles or responsibilities within the business. By providing training and development opportunities to these employees, businesses can reduce the need to recruit new talent and ultimately save money.

Improve Productivity

A talent audit can also help improve overall productivity within the company. By identifying areas where skills and experience gaps exist, businesses can provide training and development opportunities to fill those gaps. This, in turn, can lead to increased productivity, as employees are better equipped to perform their roles and take on new responsibilities.

How to Conduct a Talent Audit

Conducting a talent audit involves several steps, including:

Define the Purpose

Before conducting a talent audit, it's important to define the purpose and objectives of the audit. This will help ensure that the audit is focused and targeted towards achieving specific goals.

Identify Key Roles and Competencies

Once the purpose has been defined, it's important to identify the key roles and competencies required to achieve the objectives of the audit. This may involve reviewing job descriptions, identifying skills and experience gaps, and determining the competencies required for success in each role.

Evaluate Employees

The next step is to evaluate employees based on the key roles and competencies identified in step two. This may involve reviewing performance evaluations, conducting interviews, and administering assessments.

Identify Gaps and Develop Strategies

Once the evaluation is complete, it's important to identify any gaps in the workforce's talent pool. This may involve identifying areas where additional training or development is needed or identifying employees with high potential for future leadership positions. Once gaps have been identified, strategies can be developed to address them.

Implement Strategies

The final step is to implement the strategies developed in step four. This may involve providing training and development opportunities, offering competitive compensation packages to retain top talent, or promoting employees with high potential into leadership positions.

How BOOSTA can help you with a talent audit

When you embed a BOOSTA team into your business to help with your recruitment, we work with you to look at the different challenges you’re trying to solve. After a collaborative Discovery Meeting will plot a strategy for your success. Our in-depth expertise and insights in our extensive network of the most innovative tech businesses enable us to assess your talent function, reviewing its efficiency and strategic capability to hire the best talent.

Whether you need to hire a new team, build a diverse pipeline or break into new markets—we assemble the very best team for whatever project you brief us on at short notice. If that team needs to evolve or adapt, we can easily adjust using our flexible business model until you have the perfect setup for whatever challenges you face.

If you’d like to conduct a talent audit for your talent function and would like some expert guidance, get in touch with our team today to find out how we can help.

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Keep up with the latest news and views to help BOOST your talent strategies.

Discover the latest talent acquisition trends, scaling up in 2023, employer branding, DEI and much more in this bi-weekly newsletter.

A must-read for talent acquisition partners and hiring managers.

After years of aggressive hiring, tech giants are dramatically changing track, with back to back announcements of layoffs and hiring freezes. Naturally, in times like this, companies can find it challenging to maintain their workforce or scale up their business. So, what should companies do when faced with the harsh reality of layoffs and hiring freezes to preserve their culture, appeal and competitiveness? 

Even in a hiring freeze, talent teams have a lot to offer businesses, and there is still a lot of work for them to do to keep the company on track to come back hiring on all cylinders when the economy improves. 

Here’s how your talent acquisition team can continue to add value during a hiring freeze:

Work on Building a Talent Pipeline

Talent pools are a key tool for recruiters and talent acquisition teams to find and land top talent - whether you’re hiring or not at the moment. Without a talent pipeline, you have to hope qualified candidates will find you and decide your company is worth taking a chance on—and you’ll be racing to catch up to the companies that are spending this time building and maintaining relationships with talent when hiring picks back up again.

A hiring slowdown is the perfect time to build your talent pipeline. When the market picks up again, you’ll have access to some of the best talent on the market. 

‍Enhance Employer Branding Efforts

Employer branding is a long-term strategy. On average, it can take a company between two and five years to successfully build a brand, and employer branding is no exception. It’s not something that can be turned on or off at any given time — it must be consistently nurtured to be successful. 

It’s not always easy to find the time to nurture a company’s employer brand strategy. But, with time freed up during a hiring freeze, a talent acquisition team can have the time to audit, review and improve the employer brand. 

This can include creating or enhancing the company’s employer value proposition, develop more unique messaging and building a back catalogue of content.

Focus on Internal Mobility

Internal mobility refers to the process of moving employees within the organisation to fill vacant positions instead of hiring new candidates externally. During a hiring freeze, organisations can focus on internal mobility to fill critical positions and reduce the cost of recruitment.

The talent acquisition team are the perfect people to work with other departments to identify employees who have the required skills and experience to fill vacant positions. By focusing on internal mobility, organisations can also improve employee retention and engagement by providing growth opportunities to their employees.

‍Review and Refine Recruitment Processes

With less time spent on recruiting, the talent acquisition team has more time to analyse recruitment data, identify areas for improvement, and implement changes to streamline the recruitment process, ensuring it’s a well-oiled machine when recruitment picks back up again.

The team can also review the job descriptions and qualification requirements for various positions to ensure that they are updated and aligned with the organisation's needs. 

Offer Upskilling and Reskilling Programs

While the talent acquisition team may not be hiring new employees during a slowdown, there are still current employees to think about, and this can be a great time to focus on personal and professional development by offering upskilling and reskilling programs. The talent acquisition team can work with the organisation's learning and development team to identify the skills that are in demand and design training programs to help employees acquire these skills.

By offering upskilling and reskilling programs, organisations can improve employee retention and engagement by providing employees with opportunities for career growth and development. Not to mention it can help the organisation to fill critical positions with internal candidates who have the required skills and experience.

A hiring freeze can be a challenging time for organisations to maintain their workforce or scale up their business. However, it’s important to realise that by pivoting away from traditional responsibilities and focusing on other areas, talent acquisition still have a huge amount of value to add to a company. In fact, taking this time to readjust and realign can ensure that you’re attracting the best talent when markets pick up again. 

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Read more like this:

The essential elements of any good DEI policy

10 effective employee retention strategies for 2023

Improve your employer brand to attract, engage and hire candidates

Hiring is essential to any organisation, and a diverse workforce can bring multiple perspectives and improve overall performance. However, unconscious biases can creep into the hiring process, leading to the exclusion of qualified candidates from diverse backgrounds. So, it's crucial to reduce bias in the hiring process.

This article will discuss six practical ways to reduce bias in your hiring process and promote workplace diversity, equity, and inclusion (DEI).

‍1. Establish a Diversity, Equity and Inclusion policy

The first step in reducing bias in the hiring process is to establish a diversity, equity, and inclusion policy. This should be communicated to all stakeholders, including recruiters, hiring managers, and interviewers and should clearly state the organisation's commitment to DEI and outline specific steps to achieve this goal.

Your SEI policy should also include guidelines for hiring, such as avoiding discriminatory language in job descriptions and ensuring that job requirements are necessary for the role. Not to mention it should also outline how the organisation plans to evaluate the success of DEI efforts.‍

2. Conduct a Job Analysis

Before beginning the hiring process, conduct a job analysis to identify the skills, knowledge, and qualifications necessary for the position. This will help you create a job description specific to the job's requirements and avoid using biased language.

Avoid using masculine or feminine pronouns and, instead, use gender-neutral language when creating a job description. Using gender-neutral language in job descriptions can encourage a more diverse pool of applicants and promote gender diversity in the workplace.

3. Create a Diverse Interview Panel

A diverse interview panel can help ensure that the hiring team evaluates candidates from multiple perspectives.

When creating an interview panel, consider including people from different departments and levels of seniority. Additionally, consider including people from diverse backgrounds, including gender, ethnicity, and age.‍

4. Provide Implicit Bias Training

Implicit bias is an unconscious bias that can influence our perceptions and decisions. Providing implicit bias training can help hiring teams recognise and reduce their biases.

Implicit bias training should include the following:

• An overview of implicit bias.
• Its impact on the hiring process.
• Specific strategies to reduce it.

And if you want to make sure it's effective? Make it mandatory for all stakeholders involved in the hiring process.‍

5. Use Blind Hiring Techniques

Blind or anonymous hiring techniques involve removing personally identifiable information from job applications, such as names and addresses. This can help to reduce bias by preventing recruiters and hiring managers from making assumptions about a candidate's background.

Using blind hiring techniques can also help to promote diversity in the workplace by focusing on a candidate's qualifications and skills rather than their personal characteristics.

6. Evaluate the Success of DEI Efforts

It's essential to evaluate DEI efforts regularly to ensure they're successful. This can be done by collecting data on the diversity of applicants and new hires and by conducting employee surveys to gauge their perceptions of diversity, equity, and inclusion in the workplace.

This data can be used to identify improvement areas and track progress over time. Additionally, it can be used to communicate the organisation's commitment to DEI to stakeholders, including current and potential employees.

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Organisations can create a more diverse, equitable, and inclusive workplace by taking practical steps to reduce bias in the hiring process. This requires a commitment to DEI from all stakeholders, including recruiters, hiring managers, and interviewers. By prioritising diversity, equity, and inclusion, organisations can build a more robust, inclusive culture that values and empowers all employees.

Want to ramp up your hiring process? Get your hands on our Guide To Inclusive Hiring to:

• Develop a better understanding of why every company needs a more inclusive hiring strategy
• Have clear and actionable steps to creating more diverse and inclusive job ads
• Develop techniques to search and source more diverse candidates
• Make your interview and selection process more inclusive

As a business scales, it’s inevitable that you’ll need to hire new staff or even build entirely new teams from scratch. For many companies, their first thought is to bring in a recruitment agency to find candidates. For others, it makes sense to keep recruitment in-house either because they’re small and don’t have the resources to bring in external support, or because their hiring needs are so extensive that it’s worth investing in an internal team.

There’s also the option to explore alternative opportunities such as recruitment process outsourcing (RPO) which involves outsourcing your recruitment process (or part of it) to an external provider and working with them to not only source candidates, but also to improve and enhance your entire recruitment process. 

Or you could choose embedded talent acquisition where a consultancy works as part of your in-house talent function.

There’s a lot of choice available, so the question is, how do you decide which method is best for your business? Every organisation is different in terms of its size, budget and hiring needs, and what works well for one company won’t necessarily be the right fit for yours.

In this guide, we’ll take a deep dive into the pros and cons of in-house recruitment, agencies and RPO. At the end of this guide, you’ll be in a position to confidently make the right choice for your organisation.

Definitions: In-House, Agencies, RPO and Embedded Talent Acquisition

In-House Talent Acquisition ‍

Refers to the process of hiring and recruiting candidates within a company's internal HR department. Companies that use in-house recruitment rely on their internal resources to source, shortlist, interview and hire candidates for open roles. This approach is typically used by larger businesses with dedicated HR teams that have the resources and expertise to manage the entire recruitment process in-house.

Agency Recruitment

Is the process of outsourcing recruitment to an external agency. A recruitment agency acts as a middleman between a company with roles to fill and candidates who are looking for work. They publish job ads, shortlist candidates and interview them on behalf of the company. They also have their own pool of candidates to pull from, which means they can help a company hire quickly.

RPO (Recruitment Process Outsourcing)

Is the practice of outsourcing all or part of the recruitment process to an external provider. While an RPO provider perform some of the same services as a recruitment agency in terms of sourcing and shortlisting candidates, its role tends to go a bit further and is more strategic.

Embedded Talent Acquisition

Is a strategy in which a company hires talent acquisition partners to work within their organisation as part of their human resources or talent management team. These embedded partners work closely with hiring managers and other stakeholders to understand the company's unique needs and culture, and to develop a targeted approach to attracting and hiring top talent. This makes the recruitment process more streamlined and efficient, with a greater focus on finding candidates who are a good fit for the organisation.

The Pros and Cons of In-House Recruitment

Pros:

• Cost-effectiveness: In-house recruitment can be cost-effective as it eliminates the need to pay fees to external recruitment agencies.
• Improved knowledge of the company: In-house recruiters have a better understanding of the company culture, values, and job requirements, which can help them identify the right candidate for the job.
• Faster recruitment process: In-house recruitment can be faster than using external recruitment agencies as there are fewer intermediaries involved in the process.
• Better control over the recruitment process: In-house recruitment gives the company greater control over the recruitment process, enabling them to make informed decisions and ensure that the right candidate is selected for the job.

Cons:

• Limited pool of candidates: In-house recruitment may limit the pool of candidates available for the job as it relies on internal sources such as employee referrals or internal job postings.
• Lack of expertise: In-house recruiters may not have the same level of expertise as external recruitment agencies, which can lead to mistakes in the recruitment process.
• Time-consuming: In-house recruitment can be time-consuming as it requires the involvement of internal staff in the recruitment process, which can divert their attention from other important tasks.
• Bias: In-house recruitment can be susceptible to bias as internal recruiters may have preconceptions about candidates based on their prior performance or relationships with them.

The Pros and Cons of Agency Recruitment

Pros:

• Access to a wider pool of candidates: Recruitment agencies have access to a wider pool of candidates than internal recruitment, which can increase the chances of finding the right candidate for the job.
• Expertise: Recruitment agencies specialise in finding the right candidate for the job, and they have the necessary expertise and resources to conduct a thorough and efficient recruitment process.
• Time-saving: Recruitment agencies can save the company time by handling the recruitment process, from advertising the job vacancy to screening, interviewing and shortlisting candidates.
• Reduced risk: Recruitment agencies can reduce the risk of making a bad hire by conducting thorough background checks and verifying candidate credentials.

Cons:

• Cost: Recruitment agencies charge fees for their services, which can be expensive, particularly for smaller companies.
• Limited knowledge of the company: Recruitment agencies may have limited knowledge of the company culture, values, and job requirements, which can lead to a mismatch between the candidate and the company.
• Lack of control: Recruitment agencies may not always act in the company's best interests and may not have the same level of control over the recruitment process as internal recruiters.
• Quality of candidates: Recruitment agencies may not always provide high-quality candidates, and there is a risk that they may recommend candidates based on their availability rather than their suitability for the job.

The Pros and Cons of RPO (Recruitment Process Outsourcing):

‍Pros:

• Cost savings: RPO can be cost-effective as it can reduce the cost per hire and eliminate the need to invest in expensive recruitment technologies.
• Scalability: RPO can be scaled up or down depending on the company's hiring needs, making it a flexible option for companies that experience fluctuating hiring demands.
• Expertise: RPO providers are experts in recruitment and have the necessary expertise and resources to conduct a thorough and efficient recruitment process.
• Improved quality of hires: RPO providers use sophisticated sourcing techniques to identify and attract high-quality candidates, which can result in a higher quality of hires.

Cons:

• Limited control: RPO providers may not always act in the company's best interests, and companies may have limited control over the recruitment process.
• Risk of cultural mismatch: RPO providers may not have a deep understanding of the company's culture, values, and job requirements, which can result in a mismatch between the candidate and the company.
• Integration issues: RPO providers may face integration issues when working with the company's existing HR systems and processes, which can cause delays and inefficiencies.
• Communication challenges: RPO providers may not always communicate effectively with the company's internal stakeholders, leading to misunderstandings and misalignments.

How does embedded talent acquisition measure up?

• Control: Embedded talent acquisition provides companies with greater control over the recruitment process and ensures that recruiters have a deep understanding of the company's culture, values, and job requirements.
• Integration: Embedded talent acquisition facilitates integration with the company's HR systems and processes, which can lead to greater efficiency and better communication with internal stakeholders.
• Flexibility: Embedded talent acquisition can be scaled up or down depending on the company's hiring needs, making it a flexible option for companies that experience fluctuating hiring demands.
• Cost savings: Embedded talent acquisition can be cost-effective for a company as embedded partners will work on a fixed-fee basis and has been proven to reduce the cost per hire (you can read our case study on that here) while also eliminating the need for companies to invest in expensive recruiting technology. 

Choosing the Right Approach when you're recruiting

When it comes to choosing the right recruitment approach for your company, there are several factors to consider. These include the size and resources of your organisation, the volume of recruitment needs, the level of recruitment expertise required, and the cost-effectiveness of each approach.

If your company has a dedicated HR team with the resources and expertise to manage the recruitment process in-house, this may be the most cost-effective approach. However, if your company has a high volume of recruitment needs or requires specialised recruitment expertise, outsourcing to an agency, RPO provider or embedded talent partner may be a better option.

Ultimately, the decision of which approach to use will depend on the specific needs and priorities of your company. By carefully considering the advantages and disadvantages of each approach, you can make an informed decision about which recruitment approach is right for your business.

BOOSTA: Leaders in Embedded Talent Acquisition

At BOOSTA, we’re leaders in Embedded Talent Acquisition, which combines the best parts of agency, RPO and in-house talent acquisition. We embed ourselves fully into your business, allowing you to add a team of dedicated, knowledgeable and experienced talent acquisition partners to your internal team. You’ll get access to:

• A much wider pool of candidates than you could reach yourself thanks to our database of over 850,000 jobseekers
• An unparalleled tech stack which allows us to amplify your search online
• Reduced time to hire
• Deep industry knowledge and understanding of trends in your local market
• A flexible solution that can scale recruitment capacity based on business needs
• A cost-effective model with flat, transparent fees

Why not find out more about what we do at BOOSTA, or speak to one of our team today to see how we can help you, no matter what stage your business is at. 

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2023 is the year that candidates will explore career changes. With a rapidly changing work landscape and mass layoffs across the tech industry, candidates are looking for job roles that align with their strongest skills. 

The talent acquisition industry needs to come to terms with the fact that career paths are no longer linear. The pandemic has accelerated the adoption of new technologies and work arrangements such as hybrid and remote-work setups. This has enabled companies to redefine job roles and offer more flexible career options to their employees.

Thanks to technological advancements and the emergence of new job roles, candidates now have more opportunities to pursue careers that complement their skill sets. Plus, the shift towards remote work has made location less of a hiring criterion, allowing employers to tap into a larger pool of talent who may not have direct experience but possess the necessary skills to excel in a particular role.

On the other side, companies are struggling to find quality talent. According to Gartner, only 29% of new hires are highly prepared with the skills needed for their role, and only 23% are prepared with the skills needed for the future. Traditionally hiring has focused on replacing the workforce, finding candidates based on their previous experience, job titles and education. But in the midst of a skills shortage in the workforce, it’s time for talent acquisition to take a new approach: skills-based talent acquisition.

"Only 29% of new hires are highly prepared with the skills needed for their role, and only 23% are prepared with the skills needed for the future"

What is skills-based talent acquisition?

Skills-based hiring takes into account both soft and hard skills to evaluate candidates and doesn't eliminate qualified applicants just because they don't have the right educational background on paper.

One of the easiest ways to implement skills-based hiring is through job skills testing or an employee skills assessment. Some companies even integrate this early in the screening process to make sure they're only focusing on the most qualified candidates.

Others use it later in the talent acquisition process, especially when trying to choose the best candidate from a shortlist of two or three applicants. It's a great approach to make sure you're getting the most qualified people for the job!

Why embracing skills-based talent acquisition is a good idea

Skills-based talent acquisition allows companies to find the best talent for the job based on their abilities and potential rather than just their work experience or academic qualifications. This can lead to a more diverse workforce and bring in fresh perspectives and ideas that can help the company grow and innovate.

It can help to reduce bias in the hiring process. Traditional hiring methods often rely on factors such as education and previous job titles, which can disadvantage certain groups of people who may not have had the same opportunities or access to education. By focusing on skills, companies can level the playing field and give everyone an equal chance to showcase their abilities.

It also helps companies stay agile and adapt to changing business needs. In a rapidly evolving business landscape, it's important for companies to be able to quickly pivot and adjust their operations to stay competitive. By recruiting employees based on their skills, rather than a specific job title or role, companies can be more flexible and responsive to changing needs and requirements.

A step-by-step guide to creating a skills matrix for skills-based talent acquisition

Identify the job roles

‍Start by listing all the job roles you have in your organisation. These could be entry-level positions, managerial positions, or any other position that requires a specific skill set.

Identify the required skills

‍For each job role, identify the required skills. These could be technical skills, soft skills, or any other skills that are essential for that particular role.

Assign proficiency levels

‍Once you have identified the required skills, assign proficiency levels for each skill. You can use a scale of 1-5 or any other scale that works for you. For example, a proficiency level of 1 could indicate a basic understanding of the skill, while a proficiency level of 5 could indicate mastery of the skill.

Assess current employees

‍Assess the skills of your current employees and assign proficiency levels to each employee for each skill. This will help you identify any skills gaps that need to be addressed.

Use the matrix for talent acquisition

‍When recruiting new employees, use the skills matrix to evaluate their skills and determine their proficiency levels. This will help you identify the most qualified candidates for the job.

Continuously update the skills matrix

‍Keep the skills matrix up to date by regularly assessing the skills of your employees and updating the proficiency levels as necessary. This will help you ensure that your employees have the skills they need to succeed in their roles.

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Any talent management strategy needs to be thinking about how to understand, measure and act on skills. It is no longer a nice to have, but an essential component to any organisation. This wave is happening around the world, across all industries, and functions of business. Now is the time to get serious. 

Ready to start thinking about upgrading your hiring process? Speak to us today to see how we can help you.

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It’s no surprise that employee retention is top of mind for a lot of companies right now as high turnover and a global skills shortage continue to disrupt the workplace. In fact, turnover in the UK is set to hit 41.4% this year; that’s an 8% increase since 2019. 

And with the cost of employee turnover so high, it’s a problem a lot of companies are struggling to afford. 

The key to minimising unwanted and expensive employee turnover? It’s your employee retention strategy. Understanding exactly what is causing your employees to stay or go—and working to actively address problem and opportunity areas—can help you create a culture that attracts and retains top talent.

‍Keep salaries in line with new hires

When you make a new hire, a good candidate will often be able to negotiate a better salary, putting them on a higher pay scale than current employees who are doing the same job. Bringing these employees’ pay in line with any new hires you make is a great way to show them they’re valued and means they won’t need to move to another company to increase their pay.

Create a culture employees want to be a part of

In our experience, although important, the remuneration package on offer is not the be-all and end-all for employees. And according to Glassdoor's Mission & Culture Survey 2019, over 77% of adults across four countries (the United States, the UK, France, and Germany) would consider a company's culture before applying for a job there. This is significant not only to job seekers but also to current employees. The same study found that nearly two-thirds of employees cited good company culture as one of the main reasons they elected not to leave.

Developing a great company culture will involve implementing many of the strategies on this list. It might include rewarding and recognising not just your employee's successes but also their efforts, involving your employees in creative decision-making, creating a meaningful mission for the company and focusing on employees' wellbeing. 

It’s also important to ensure your company is diverse and inclusive. A workplace respecting people of all races, backgrounds, genders and sexual orientations will attract and retain a wider, more diverse and better community of talent.

You can read about how to create a good DEI policy here.

Nearly two-thirds of employees say that good company culture is one of the main reasons they elected to stay in a company.

‍Encourage and promote a good work-life balance

It's essential to prioritise a healthy work-life balance, not only for your employees but for yourself as well. Over the past few years, employees' perceptions of work have shifted, with people now placing a greater emphasis on achieving a better work-life balance. This shift has resulted in an increasing number of employees either seeking new jobs or rejecting opportunities due to a lack of balance.

You can foster a healthy work-life balance in several ways, including implementing remote work, flexible scheduling, or shorter workdays. Additionally, simple measures like encouraging employees to refrain from checking work emails or answering job-related questions outside of work hours can help. By respecting your employees' time away from work, you can maintain a positive working relationship with them.

‍Provide a collaborative environment 

Another key element to employee retention is creating a strong emphasis on collaboration and teamwork. Research has shown that collaboration can have a positive impact on employee engagement and retention. When employees work together in a collaborative environment, they feel more connected to their colleagues and more invested in their work. Collaboration can also lead to a sense of shared purpose as employees work towards a common goal.

Collaboration can take many forms, from team projects to cross-functional initiatives. By fostering a culture of collaboration, employers can encourage employees to work together, share ideas, and contribute to the organisation's success. When employees feel like their contributions are valued and that they are part of a team, they are more likely to be engaged and committed to their work.

‍Foster growth by offering professional and personal development

Training shouldn’t stop once an employee has finished their onboarding period. A company with strong employee retention recognises the value of continuous improvement and training for their employees throughout their time with the company. In fact, retention rates rise 30-50% for companies with strong learning cultures.

Upskilling your employees by investing time and resources and providing them access to additional education and training within their field not only makes them happier and more likely to stay with your company, but also makes your company stronger as a whole.

Provide flexible working for employees

According to a recent study, over 40% of the workforce expects to work fully remotely by 2025. Since the massive shift towards working from home due to the pandemic, remote work has been shown to make employees happier and more productive in their jobs. Working from home may not be possible for some positions or industries, but when it is possible, offering it to your employees may just increase their chance of sticking around longer. 

Likewise, studies show that offering other flexible working arrangements, such as flexible hours, can help companies increase their employee retention rate. Research tells us that productivity falls sharply after 50 hours per week and drops off a cliff after 55 hours. While it was traditionally thought that workaholics who are the first to arrive and last to leave are more dedicated and productive, that is not necessarily the case if much of the productivity in those hours is lost to burnout or exhaustion.

Focus on employee wellness

Well-being at work needs to be promoted as part of the culture in order to keep employee motivation and happiness high. Otherwise, you could lose your best employees not because of what you do to them but because of what you fail to do for them when it comes to caring for their wellness.

Some of these wellness programs that raise employees’ satisfaction are:

• Stress management and relaxation activities
• Mandatory lunch breaks and coffee breaks
• Healthy food options
• Fitness activities
• Flexible work hours
• Clean and safe workspaces
• Training programs
• Career advancement opportunities
• Financial rewards
• Team building programs
• Clubs and social activities

‍Hire for cultural fit

Many people can learn a specific skill or develop certain expertise. But not just anyone fits into an existing team nor shares the cultural values of your employees and your company. Hiring for the cultural fit can ensure long-term employee retention because these new hires will mesh well with the team quicker, making everyone more comfortable and getting productivity back on track faster. In fact, 81% of hiring managers believe that candidates are less likely to leave when working for an organisation where they are a good cultural fit.

We’re not suggesting that every hire needs to be a carbon copy of current employees but that team members share similar goals and values. 

Recognise and reward employees for their hard work 

Employees who feel appropriately recognised and rewarded by workplaces are much easier to retain long term, but studies also show those employees will work harder and be more productive. According to Rewards Gateway, nearly 60% of employees would prefer regular praise and thanks over a 10% pay increase with no recognition.

Make sure you are not only recognising your employees for results but also for their efforts. Sometimes projects are not as successful as we hoped, numbers are not reached, or deals are not closed. While this can be a disappointment, make sure your employees know that, though they didn’t reach the goal, their work is still appreciated. This can help encourage your employees to try harder the next time and support them when they might otherwise feel hopeless or defeated.

Close to half (46%) of UK workers are close to burnout.

Reduce employee burnout

According to the research conducted by Westfield Health, close to half (46%) of UK workers are close to burnout.

Several factors that can lead to burnout include:

• Unfair treatment at work
• Unmanageable workload
• Unclear communication from management
• Lack of manager support
• Unreasonable time pressure

Developing and improving your overall company culture, building better employee engagement and offering clear communication, consistent management, and transparency will all help reduce employee burnout. Additionally, providing wellness offerings and other perks can greatly help with employee retention.

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Employee retention is incredibly important to the operation of a successful business. The strategies we’ve outlined above are not an automatic fix but part of a larger shift toward supporting and caring for employees and improving their experience in your company. The past few years have increased employees’  awareness of how valuable their time and energy are, so making sure your company is proving you value your workers’ time and energy appropriately is incredibly important.

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Hiring at scale or high-volume hiring is a process that involves hiring large numbers of employees in a specific time period. 

As this process involves large numbers of candidates, a high-volume recruiter must be able to use all the tools and knowledge at their disposal to decide which applicants are suitable to progress to the interview stage. 

Finding and evaluating a high volume of candidates for different job roles, all of whom need to be identified, interviewed, assessed, and onboarded, also comes with placement targets to meet. If this sounds challenging, it’s because it is! 

That’s why it’s essential to establish well-defined processes and use the right tools for the job. In this guide, you’ll learn how to navigate high-volume hiring with success.

Challenges to hiring at scale in 2023

Whether you’re expanding into new markets, developing new products or services, improving efficiency and productivity or scaling for future growth, high-volume hiring is not for the faint of heart. Here are some of the challenges associated with hiring at scale:

Understanding the key roles to hire for: Talent acquisition leaders need to fully understand the roles they need to fill, but hiring managers and other stakeholders are not always clear on what they need.

Talent shortage: Many industries, globally, are experiencing a shortage of skilled workers, making it more difficult to find and attract qualified candidates.

Sourcing large pools of qualified candidates: With an increased demand for talent, companies are facing stiff competition to fill roles at high-volume. Recruiters and talent leaders need tools to help them source enough candidates for the seats they need to fill.

Shortlisting candidates: When faced with a huge amount of data, recruiters need tools to help them sort through applicants, without missing out on any qualified candidates. 

Technology and automation: With the increasing adoption of automation and artificial intelligence in the hiring process, companies may struggle to balance the need for efficiency and speed with the desire for a personalised and human touch.

Working with inefficient tools and/or a limited talent teams: In fast-growing companies, the initial period of growth can be challenging for your talent function, and the first step is understanding where you’re going wrong.

6 key metrics to measure when you’re hiring at scale

1. ‍Time to hire: This measures the number of days it takes to fill a job opening. A long time to hire can result in lost productivity and revenue.
2. Cost per hire: This metric measures the total cost of recruitment efforts divided by the number of hires made. It includes advertising, job board fees, and any other expenses related to recruitment.
3. Quality of hire: This metric measures the success of new hires in their role and the impact they have on the company's bottom line. You can track this by looking at retention rates, employee engagement scores, and performance evaluations.
4. ‍Candidate satisfaction: This metric measures the satisfaction of candidates with your recruitment process. You can gather feedback through surveys or interviews.
5. Diversity and inclusion: This metric measures the diversity of your candidate pool and the effectiveness of your diversity and inclusion efforts. You can track this by collecting data on the demographics of your candidates and new hires.
6. Offer acceptance rate: This metric measures the percentage of job offers that are accepted by candidates. A low acceptance rate may indicate issues with the job offer or recruitment process.

Optimising the hiring experience for candidates

Streamline the application process

‍Keep the application process simple, easy-to-use, and mobile-friendly. Consider allowing candidates to apply through various channels like LinkedIn or Indeed to broaden your candidate pool.

Communicate effectively and regularly

‍Keep candidates informed throughout the hiring process by setting clear expectations, responding to questions promptly, and providing updates on the hiring process.

Use pre-employment assessments

‍Use pre-employment assessments to help candidates understand the job requirements and provide them with feedback on their suitability for the role.

Showcase your company culture and values

‍Highlight your company culture and values on your website and during the interview process. This helps candidates determine whether they are a good fit for your organisation.

Provide a positive candidate experience

‍Ensure that candidates feel valued and respected throughout the hiring process. This can include providing feedback, communicating in a timely manner, and being transparent about the process.

Use technology

‍Use technology to automate parts of the hiring process, such as resume screening, to save time and increase efficiency. Consider using tools like video interviewing, chatbots, and AI-based assessments to create a more personalised candidate experience.

Preserving and improving your employer branding through high-volume hiring

As a company grows, it’s natural that its culture will evolve - it’s difficult to maintain the personal, everyone-knows-everyone feeling of a startup - and that’s no bad thing. 

But as a company scales, it’s important to think about how this will affect their company culture and employer brand. 

Organisations should set out the core values, mission, and vision that define them before embarking on a high-volume hiring spree. This way, they can incorporate these into their employer branding and throughout the candidate experience.

Leaders should work with employees to determine the aspects of company culture that are most important to them, so they know where to focus their efforts as the company grows.

Discover our top strategies to improve your employer brand here.

Keeping focused on diversity

One of the challenges of high-volume hiring is ensuring that diversity goals are met on a larger scale. Given the increased pressure to fill roles, it can be difficult to keep the focus on diversity. 

However, according to Glassdoor, 76% of candidates report that a diverse workforce is an important factor when evaluating companies and job offers, so not focusing on it can actually hurt your hiring chances. 

Here are a few ways to include diversity, equity, and inclusion in your strategy even when hiring at scale:

• Remove any biassed language from your job descriptions
• Use anonymous CVs to eliminate any candidate information that may influence unconscious bias like candidate’s name, age, gender, race, educational background, and location
• Leverage social media to promote a diverse company culture
• Unless it’s crucial to the role, don’t put too much emphasis on the educational background.
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Thriving through high-volume hiring 

High-volume hiring is an integral element of many businesses' recruitment tactics. With the right process, hiring huge volumes of candidates is a challenging but not impossible task.

Here are some companies who used BOOSTA to help them successfully hire at scale:

Trainline

Trainline engaged with us to help BOOST their talent teams as they scaled their business across the UK and Europe. We delivered high calibre individuals within Technology, Product and Data as well as Corporate, Commercial and Operations. Working with us saved Trainline £695,000.

Foolproof

Foolproof needed help expanding its Talent function, requiring two Senior Talent Partners with proven experience of Digital and Creative. BOOSTA delivered OPEX cost-savings of £203,198 on agency spend and a perfect example of service excellence and impact. Working with BOOSTA, Foolproof were able to treble their creative and tech teams, growing by over 100 people. 

Paddle

Paddle initially required our expertise in building out a Data Engineering team from scratch and having immediately proved our value within the first month, they requested another Senior Talent Partner to join the non-tech team to attract talent in the UK, US, Germany & Austria. Within 6 months, we had build an entire Data Engineering team. 

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Diverse hiring practices not only lead to a more diverse workforce, but also lead to increased creativity, improved problem-solving, and better decision-making. However, despite efforts to improve inclusive hiring, there is still a significant gap in employment rates between different demographic groups.

But, did you know that:

• Companies in the top quartile for gender diversity on their executive teams were 25% more likely to have above-average profitability than companies in the bottom quartile. (McKinsey & Company)
• Companies in the top quartile for ethnic and cultural diversity on their executive teams were 36% more likely to have above-average profitability than companies in the bottom quartile.  (McKinsey & Company)
• More than 3 out of 4 job seekers and employees (76%) report that a diverse workforce is an important factor when evaluating companies and job offers. (Glassdoor)
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Getting DE&I right is as critical as ever especially in the light of heightened sustainability/ESG requirements. Employees, customers, and investors are demanding meaningful actions and organisations and their leaders have an urgency to show tangible progress.

That's why we've developed our Guide To Inclusive Hiring.

Once you download this guide, you'll:

• Develop a better understanding of why every company needs a more inclusive hiring strategy
• Have clear and actionable steps to creating more diverse and inclusive job ads
• Develop techniques to search and source more diverse candidates
• Make your interview and selection process more inclusive

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Fill in the form and receive this must-have Guide To Inclusive Hiring directly to your inbox.

While hiring freezes are being implemented worldwide and economic uncertainty continues, over 20 million people in the UK are looking for a new job, with 50% confident in securing one. That's according to LinkedIn's Jobs On The Rise list for 2023. 

With so much uncertainty globally, it's easy for Talent Acquisition teams to believe that employer branding efforts should be put on the back burner. However, despite the slowdowns in hiring, 2023 looks set to remain very much a candidate-driven market, so selling yourself to candidates is still crucial. 

Because while you're looking for a candidate who'll be a good fit within your organisation, they're also looking at your business to see if it's the kind of place they want to work. 

So, now is a great time to start thinking about your employer brand, the image you're putting out to potential employees, and how you measure up to your competitors. 

What do we mean by an employer brand?

Employer brand is how people perceive the company's values and work environment. When we say employer branding, we mean everything your company is doing – intentionally or not – to promote its unique identity as an employer among current and potential employees.

At BOOSTA, we notice companies often focus on the consumer-facing brand rather than thinking about how they are perceived by their most important audience - the people they want to hire!

Why is an employer branding strategy so important?

An employer branding strategy has become an increasingly vital tool to attract and retain top talent in a competitive job market. There are many reasons why, but we've narrowed it down to five key areas:

1. Companies with strong employer brands receive 50% more qualified applicants. (LinkedIn)
2. 69% of job seekers would not accept a job with a company that has a bad reputation, even if they were unemployed. (CareerArc)
3. Companies with strong employer brands see a 50% decrease in cost-per-hire. (LinkedIn)
4. 90% of candidates research a company before applying for a job. (CareerBuilder)
5. Companies with strong employer brands have a 28% lower turnover rate. (LinkedIn)

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Five strategies to improve your employer brand‍‍

Define and communicate your Employer Value Proposition (EVP)

Define what makes your company unique as an employer and why people should work for you. This should be based on your company's values, culture, benefits, and opportunities for growth and development. Once you have defined your EVP, communicate it to your employees, candidates, and the wider public. Use social media, your website, and other communication channels to showcase what it's like to work at your company.

Prioritise Diversity, Equity and Inclusion (DEI) 

A 2022 Deloitte report stated that 74% of millennial employees believe that a culture of inclusion fosters innovation, and 47% prefer diversity and inclusion while looking for potential employers. In addition, more than 3 out of 4 workers prefer diverse companies. This is why diverse, equal, and inclusive companies have better chances of attracting the best talent in the market.

You can read more about the essential elements of a good DEI policy here.‍‍

Invest in employee development

One reason contributing to the Great Resignation is employees feeling that there is a lack of professional development opportunities in their company. No one wants a dead-end job at a company that doesn't value its people. In a 2021 report by Monster, 45% of people surveyed said they would be more likely to stay at their current jobs if they were offered more training. Develop your employees' careers, and they'll reward you with improved performance and higher retention. Offer training programs, mentorship, and other opportunities for employees to learn and develop new skills.‍

Focus on employee wellbeing

People want to work in companies they feel have their best interests at heart. Not only that but investing in employee wellbeing can lead to increased resilience, better employee engagement, reduced sickness absence and higher performance and productivity. Looking after your employee's wellbeing can include creating more opportunities for a healthy work-life balance or offering perks such as healthcare coverage, wellness programmes and mental health resources.

Be authentic

Gone are the days when professionals were solely attracted to big corporate brands due to their reputation. Nowadays, talent evaluates potential employers based on their unique cultures, presenting an opportunity for any business to attract the best candidates.

To attract the right talent, it's essential that you focus on creating an authentic culture that aligns with your mission, vision, and values - your non-negotiables. By looking inward and building a culture that truly reflects what your company stands for, you can attract talent that is a good fit and shares your values.

These strategies can help you to improve your employer brand and attract the right candidates for your business. 

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The next step is to see how BOOSTA can help you deliver an exceptional candidate experience. Get in touch today to see how we can help you.

Diversity, Equity and Inclusion (DEI) - it’s a phrase we hear more and more of every day in Talent Acquisition. But, it’s not just a buzzword. It has a huge impact on the most important element of your company; your employees. 

A diverse and inclusive workplace makes everyone, regardless of who they are or what they do for the business, feel equally involved in and supported in all areas of the workplace.

What do Diversity, Equity and Inclusion mean?

Diversity

Diversity refers to the differences among people, such as race, ethnicity, gender, sexual orientation, age, religion, ability, and socioeconomic status. Embracing diversity means recognising and valuing these differences and creating an environment where everyone feels welcome and respected.

Equity

Equity means ensuring that everyone has access to the same opportunities and resources, regardless of their background or identity. This means actively working to eliminate systemic barriers that have historically disadvantaged certain groups of people. Equity is different from equality in a small but important way. While equality assumes that all people should be treated the same, equity takes into consideration a person's unique circumstances, adjusting treatment accordingly so that the end result is equal.

Inclusion‍

Inclusion is the practice of making people feel a sense of belonging at work and how an organisation can embrace all employees from all walks of life to enable them to make meaningful contributions.

Combining these three elements, DE&I is an ethos that recognises the value of diverse voices and emphasises inclusivity and employee well-being as central facets of success. To bring those values to life, companies must implement programs and initiatives that actively make their offices more diverse, equitable and inclusive spaces. 

What is a Diversity, Equity and Inclusion policy?

A diversity, equity, and inclusion (DEI) policy is a set of guidelines and commitments that an organisation or company adopts to ensure that all individuals, regardless of their race, ethnicity, gender, sexual orientation, religion, disability status, or any other personal characteristic, are treated with respect and fairness in the workplace.

The policy typically outlines the organisation's values, principles, and strategies for promoting diversity, equity, and inclusion, as well as specific actions and initiatives that will be taken to create a more inclusive and welcoming environment.

Why should a company have a DEI policy in place?

A DEI policy is no longer just a nice-to-have or an add-on for a business. Your employees and candidates expect you to have robust policies in place. According to a survey conducted by Glassdoor in 2019, 76% of employees and job seekers consider a company's diversity and inclusion efforts when deciding where to work. Additionally, a survey by Harvard Business Review in 2020 found that 67% of job seekers consider a company's diversity and inclusion policies when evaluating job opportunities.

But it's more than just job seekers who want to see where you stand regarding diversity, equity and inclusion. So here are a few more reasons to get your DEI policy up to scratch:

Retaining a diverse workforce

‍Once you've attracted good employees, you want to keep them around. Research has shown that employees are more likely to stay with companies that prioritise DEI, and a diverse workforce can bring various perspectives and ideas that can help drive innovation and business success.

Promoting a positive workplace culture

‍A DEI policy can help create a more positive and inclusive workplace culture that values and respects all employees. This can lead to greater employee satisfaction, engagement, and productivity.

Meeting customer and client expectations

‍Customers and clients increasingly demand that the companies they do business with prioritise DEI. A company with a strong DEI policy can demonstrate its commitment to these values and build stronger relationships with its customers and clients.

Supporting social responsibility

‍As businesses play an increasingly important role in society, many companies recognise the importance of supporting social responsibility initiatives. A DEI policy can be part of these efforts, demonstrating a company's commitment to creating a more just and equitable society.

The essential elements of any good Diversity, Equity and Inclusion policy

At BOOSTA, we've seen our share of DEI policies. And we've noticed some essential elements that make up a good one:

Commitment to Diversity and Inclusion

‍The policy should clearly state the organisation's commitment to creating and maintaining a diverse and inclusive workplace.

Definitions

‍The policy should define key terms such as diversity, inclusion, equity, discrimination, and harassment to ensure that all employees understand the meaning of these concepts.

Scope and Applicability

‍The policy should specify the scope of the policy and to whom it applies. Whether the policy applies to all employees, contractors, suppliers, and customers should be clear.

Prohibited Conduct

‍The policy should clearly outline what conduct is not permitted, including any form of discrimination, harassment, or retaliation based on an individual's race, gender, age, religion, sexual orientation, or any other characteristic protected by law.

‍Reporting Mechanisms

‍The policy should outline how employees can report incidents of discrimination, harassment, or retaliation and the process for investigating and addressing such reports.

Training

‍The policy should require regular employee training on diversity, inclusion, and related topics to increase awareness and understanding of these issues.

Accountability

‍The policy should establish accountability for all employees to ensure they are responsible for creating a diverse and inclusive workplace and that there are consequences for violating the policy.

Continuous Improvement

‍The policy should include a commitment to continuously improving diversity and inclusion within the organisation by setting goals, measuring progress, and regularly reviewing the policy.

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Ready to learn more about Diversity, Equity and Inclusion? Download our Inclusion 101 guide to learn how to make your hiring processes more inclusive.

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