How we deliver diverse and inclusive candidate shortlists:

 

Continuously developing diverse talent pipelines

We continuously strive to build and develop our network of diverse talent. With a number of strategies in place and as experts on LinkedIn, we are dedicated to building diverse candidate pools, even when not on assignments. The journey to finding a new job varies significantly from individual-to-individual, with factors such as age and gender of a candidate having an impact on where they search for their next role. We use a range of tools, including video technology, advanced testing platformsmulti-channel advertising and partnerships/events, to target professionals from all backgrounds that have the right skills for the job. 

Creating bespoke advertising bundles to meet your needs

Many organisations do not know how to diversify their workforce in an effective way. As experts in advertising, market analysis and candidate headhunting, we know how to attract diverse talent pools, increase overall visibility of your adverts and enhance the diversity of applications through our bespoke D&I advertising solution. Our advertising bundle includes traditional channels to market, bespoke D&I sourcing tools such as Adify (see below). 

Making your job advert applicable to everyone

Adify, our bespoke, in-house tool, ensures that every job advert we write adheres to diversity and inclusion best practice. This innovative, machine learning software identifies bias wording in job advertisements and replaces it with more neutral language, ensuring that your advert appeals to a wider, more diverse talent pool of candidates. The analysis improves overall reach of your adverts by removing gendered wording, ensuring mobile friendliness and advert readability so it attracts a more diverse audience. The analysis also indicates where you are positioned against your key competitors in the market. 

Leading D&I events and partnerships 

With so much opportunity now to make a difference, our clients are increasingly looking to us to help support and guide their plans for change. We believe in working closely with our client network to help promote D&I within the workplace via our webinars, events and podcasts and through our strategic corporate membership with Pearn Kandola. Our events and partnerships allow us to continuously improve our own internal workforce diversity as well as our external services to our clients, through shared learning of D&I best practices.

Unconscious bias training

The Robert Walters Group diversity policy forms a critical part of our staff induction programme. All employees participate in diversity workshops and undergo unconscious bias training. We have also formed strong partnerships with D&I experts, including unconscious bias training providers, and are happy to provide introductions and recommendations to any businesses reviewing unconscious bias internally.

Our commitment to skills-based CVs

During the candidate screening process, we are able to anonymise CVs to mitigate risks of unconscious bias. Adopting a skills based CV approach enables us to focus more on an individual’s transferable skills and experience, widening our search and allowing us to consider a more diverse selection of professionals than if the search is solely based on job title and qualifications.

Innovation within diversity and inclusion

Robert Walters Innovation team is focused on using innovative technology to improve both our recruitment and diversity processes. Ranging from market leading video interview technology to new ways to assess talent and going beyond the CV. This means we are at the forefront of trialling any tech or innovation that may better provide clients with diverse and inclusive talent pools. As an added value service, our Innovation team is also able to advise businesses on their own D&I strategy.

Find out more about our video interviewing technology

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