An equal opportunity for every candidate
Widen your talent pool with ClearTalents and
ensure that you’re embracing a diverse workforce
Employers who embrace an inclusive approach will widen their talent pool. There are 14.6 million disabled people in the UK, and 21% of them are of working age. Many will need reasonable adjustments during the recruitment process to enable them to showcase their talent. Inclusive recruitment begins the moment you advertise a role and runs throughout the interview process and beyond – if you want to attract the best talent, then you need an inclusive recruitment strategy.
Inclusive recruitment with ClearTalents
ClearTalents supports employers, HR professionals, Occupational Health professionals and candidates by enabling reasonable adjustments so every candidate can shine. Our digital solution automates the process of identifying suitable reasonable adjustments for every candidate.
Once recruiters have a clear profile of the person behind the application form, ClearTalents gives them the resources and expertise to make the necessary adjustments at each stage, from pre-application through sifting, interview, assessment, offer and onboarding. The guidance provided at each step is specific to the candidate and the stage of the process.
“More diverse companies, we believe, are better able to win top talent and improve their customer orientation, employee satisfaction, and decision making, and all that leads to a virtuous cycle of increasing returns,” McKinsey.
How does ClearTalents work?
Candidates create an online diversity profile. It’s a simple way to record their needs during recruitment. Candidates access an online questionnaire to let recruiters know what they need. Our solution spans telephone, in-person and online recruitment by allowing candidates to list adjustments across five key areas:
- Pen and Paper
- Face to Face
For example, a candidate might tick ‘ I need extra time when doing tasks on a computer.’ Or, there may be things that they require you to do to put them at their ease when on a call.
Making small changes to how you recruit can make applying for a job with you a more positive experience for all candidates. One of the biggest challenges is getting candidates to tell you about their circumstances, disability, impairments and circumstances. Candidates may fear disclosure will prejudice their application, but if they don’t, you can’t make reasonable adjustments during the recruitment process that enables them to perform at their best. ClearTalents makes it easier for them to self-disclose.
Glassdoor’s Diversity and Inclusion workplace survey found 76% of job seekers consider a diverse workforce important when evaluating companies and considering job offers
The answer is ClearTalents. It offers a simple process and generates a report for HR, managers, external agencies, and occupational health teams at each stage of the recruitment process. Everyone involved receives a detailed report of the changes you’re legally required to make and how to implement them. Just as importantly, it allows everyone involved to do their best.
Specific benefits of ClearTalents include:
- Widen your talent pool
- Demonstrate your commitment to diversity and inclusion
- A better experience for candidates
- Enhance your brand reputation
- Encourage a more diverse workforce
- Create a more inclusive culture
With ClearTalents, you can view the progress of every candidate that has created a diversity profile through our recruiter dashboards to help spot signs of Unconscious Bias.
- Identify at a glance how many candidates have progressed to each stage
- Proactively improve your recruitment approach through candidate feedback
Tackle Unconscious Bias
Everyone has Unconscious Bias. Bias refers to the prejudices we carry in favour of or against a thing, people or a group. Unconscious Bias refers to the social stereotypes we may form outside our conscious awareness. We all like to think we’re open and inclusive and don’t have Bias. However, unconscious Bias is the prejudice we carry to help us navigate the world and stems from a natural tendency to categorise things and people into groups.
Over a third of British adults (36%) report having experienced some form of discrimination in the workplace or when job hunting, according to a survey.
Rather than focusing on candidates’ impairments or categorising them by impairment, ClearTalents asks potential candidates what they need. Take our earlier example where a candidate ticks, ‘I need extra time when doing tasks on a computer,’. The need could stem from the fact they have a learning disability or arthritic hands that make typing fast tricky.
You may have an unconscious bias toward people with a learning disability or assume the person with arthritis is older, which may come with assumptions. Yet, both candidates could be an excellent fit for your role, and in making reasonable adjustments, you give them an equal chance to demonstrate that.