Truly inclusive hiring

Truly Inclusive Hiring

Hello everyone! I’m new here and would love to engage with the community on a few questions.

Currently, I’m based in London, where the approach to diverse and inclusive hiring is quite strong—at least in my field, which focuses primarily on entry-level positions.

My colleague and I are committed to developing the most genuinely inclusive recruitment and hiring practices possible. Here are some of the initiatives we are piloting:

• Streamlining the process to just two stages: an initial covering statement followed by either an in-person or remote interview with the employer.

• Hosting information sessions for candidates where the employer outlines the role and the company, followed by a Q&A.

• Focusing only on skill-related questions in the first stage; candidates don’t need to submit a CV.

• Allowing candidates to provide their answers through audio, video, or written formats, ensuring that assessments are based solely on content rather than appearance or delivery.

• Clarifying how to effectively use AI in the application process.

• Offering resources that outline best practices for CVs, covering statements, and interview preparation.

• Implementing a fully anonymized application process.

• Dividing first stage interview questions into individual items and randomizing their grading order.

• Employing a grading system where each candidate’s response is evaluated on a scale of 1 to 5 for quality of answer, genuine motivation, and need (this is challenging!).

• Striving for the second round interview to closely align with the specific skills required for the job (also a tough task!).

• Aiming to complete the entire recruitment process within six weeks.

I may have overlooked a few strategies as I’ve only been in this role for a few months. I’m eager to hear about any similar or different practices others might be using with the same objectives in mind. Please, let’s keep it constructive! 😊

Would you rather hire an AI expert with practical experience or one with strong academic credentials?

Which would you prefer to hire: an AI expert with hands-on experience or one with impressive academic credentials?

When it comes to recruiting AI professionals, do you prioritize practical experience or academic achievements?

Many believe that real-world experience is invaluable—a professional who has navigated challenges and solved problems in actual situations. Their practical skills can really make a significant impact.

On the other hand, some argue that a robust academic foundation equips individuals with a comprehensive understanding of the theories and concepts behind AI. This depth of knowledge can spark innovative ideas and fresh solutions.

We’d love to hear your perspective! Do you favor candidates with practical experience or those with strong academic backgrounds? Cast your vote and share your thoughts in the comments!

View Poll

Should I keep pursuing this opportunity with Manpower?

Should I continue pursuing this opportunity with Manpower?

I was contacted by a verified recruiter from Manpower regarding a position I applied for that has reopened. They mentioned they would follow up in about three weeks, coinciding with the holiday season, which I understood.

Three weeks later, I received their call but unfortunately missed it because I was at my current job and couldn’t step away. I returned the call within ten minutes, but a different recruiter answered. They assured me that my original recruiter would call back within 20-30 minutes, so I felt hopeful.

However, a week went by without any follow-up. I called again for an update and was told that my recruiter would reach out by the end of the day, as things were busy. After another four days without communication, I made yet another call and was informed that they didn’t know why I hadn’t been contacted. They promised to escalate the issue to their supervisor and said I should expect a call back within an hour.

Now, it’s been about two weeks since that conversation, and I still haven’t heard anything. I’ve made several attempts to return calls, but no one answers, and any voicemails I’ve left have gone unreturned. Am I potentially blacklisted from this opportunity? Should I keep trying to reach out?

Remote Recruiter

Remote Recruiter Seeking New Opportunities

I’ve spent the last decade working as a remote recruiter, and I’m currently on the lookout for a new role. However, I’ve been facing a lot of silence or rejection emails in response to my applications. Does anyone have recommendations for companies that are actively hiring remote recruiters and prioritize personal interviews over AI processes? I’d appreciate any leads or insights!

Aldi Assessment

Aldi Assessment

I have an assessment at Aldi tomorrow, and the location they provided is one of their stores. I planned to dress professionally, but I’m curious about what happens during the assessments. This is my first job opportunity!

Advice for dealing with applicants

Tips for Managing Job Applications

Recruitment agencies… How do you handle the flood of applications that come in when posting a job opening? We recently received an overwhelming number of applications for a position, and it’s becoming quite stressful! I would appreciate any strategies or tips you might have! Thank you!

Confidential sourcing

Discreet sourcing

What’s the best recruitment CRM for small agencies in 2025?

Looking for the ideal recruitment CRM for small agencies in 2025!

As the owner of a small recruitment agency, we’re beginning to outgrow our spreadsheets for managing both candidates and client interactions. I’ve been exploring options like Bullhorn, Gem, and Loxo, but I’m uncertain which one would be the best fit for our small team with a limited budget.

We need a solution that offers:

• Candidate tracking and outreach capabilities.

• Reporting features to keep clients in the loop.

• Seamless integration with LinkedIn and email tools.

What CRMs are you all using for recruitment? Are there any standout options that cater specifically to small agencies? I would love to hear about your experiences and recommendations!

Not hearing back from a recruiter that wanted to schedule an interview?

Subject: Seeking Advice on Follow-Up After Interview Invitation

Hi everyone,

I applied to a large company at the end of November and used their online application system to track progress. After I noticed my application wasn’t moving, I reached out to the main recruiter last Monday. To my surprise, they responded just a couple of hours later, inviting me to schedule an interview and asking for my availability for this week.

I replied within an hour with my available times, but I haven’t heard back since then. Now that it’s the new week and the interview was supposed to be happening, I’m unsure of the best next steps. Should I send a follow-up email, or perhaps message the recruiter on LinkedIn, since I found him there? Or is it better to just wait a bit longer?

I would really appreciate any guidance.

Edit: I remembered that I sent a follow-up email the day after confirming my availability.

TOB UK X US

TOB UK X US

Hi everyone!

I’m seeking assistance in obtaining standard permanent Terms of Business for my agency based in the UK, so I can effectively engage with clients in the US.

While I have successfully negotiated terms with domestic clients in both the US and UK during my time with previous agencies, I’ve never tackled cross-border agreements before.

I understand that many businesses operate successfully across these borders, but I want to ensure I’m aware of any specific considerations to keep in mind when drafting or purchasing a template contract.

Thank you for your help!