Truly inclusive hiring

Inclusive Hiring Practices

Hi everyone! I’m new here and wanted to reach out with a few questions for the community.

I’m based in London, where we’ve made significant progress in diverse and inclusive hiring, particularly in my sector, which focuses on entry-level positions.

My colleague and I are committed to developing the most genuinely inclusive recruitment and hiring practices possible. We’re currently piloting several initiatives, including:

• Streamlining the hiring process to just two stages: a cover statement submission followed by an in-person or remote interview with the employer.

• Hosting informational sessions for candidates, where employers share insights about the role and the organization, followed by a Q&A session.

• Restricting the initial stage to skill-related questions, with no CV required.

• Allowing candidates to respond via audio, video, or written formats, focusing solely on their content without consideration for appearance or delivery.

• Exploring effective and ethical use of AI in application processes.

• Offering best practice resources for CVs, cover letters, and interview preparation.

• Implementing a fully anonymized application process.

• Breaking down initial interview questions into individual ones and randomizing their grading order.

• Using a systematic grading approach, scoring each candidate’s response out of 5 based on the quality of answer, authentic motivation, and need (this is quite challenging!).

• Ensuring that the second-round interview closely aligns with the required job skills (another tough task!).

• Aiming to complete the entire recruitment process within six weeks, from start to finish.

I’m sure I’ve missed a few initiatives, as I’m still new to this role.

I’d love to hear about any similar or different practices you’re using to achieve the same goals. Please, no trolls! 😊

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

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

When it comes to recruiting AI talent, which do you think holds more weight—real-world experience or academic qualifications?

Some argue that practical experience is invaluable; a candidate who has faced challenges head-on and solved problems in real-time brings a wealth of practical insights.

On the other hand, many contend that a strong academic foundation equips an individual with a comprehensive understanding of the theories and concepts underpinning AI, which can lead to innovative problem-solving strategies.

We’d love to hear your perspective! Do you favor someone with practical experience, or do you value strong academic achievements more? 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?

A verified recruiter from Manpower reached out to me via phone regarding a position I had applied for that had reopened. They mentioned they would get back to me in about three weeks, just before the holidays—no problem.

Three weeks later, I received a call, but unfortunately, I was at work and couldn’t answer. I called back within 10 minutes, but a different recruiter took my call. They assured me that my original recruiter would reach out in 20-30 minutes—again, no problem.

A week went by without any communication, so I followed up and was told that my recruiter would call back that same day, as things were busy. After four more days with no news, I called again, and the representative was unsure why I hadn’t heard from anyone. They escalated my case to a supervisor and promised a call back within an hour.

Now, it’s been two weeks since that last interaction with no response. I’ve tried returning calls multiple times, left voicemails, but haven’t heard back. Am I possibly blacklisted for this opportunity? Should I keep trying to reach out?

Remote Recruiter

Remote Recruiter Seeking New Opportunities

I’ve spent the last decade working remotely as a recruiter and am currently on the lookout for my next opportunity. Unfortunately, I’ve been receiving little to no responses or rejection emails. I’m wondering if anyone has insights on companies hiring remote recruiters that prioritize personal interviews over AI-driven processes. Any leads would be greatly appreciated!

Aldi Assessment

Aldi Assessment
I have an assessment with Aldi tomorrow at one of their stores. I was planning to dress smartly, but I’m curious about what to expect during the assessment. This is my first job opportunity!

Advice for dealing with applicants

Tips for Managing Applicant Overload

Recruitment agencies, how do you handle the flood of applications that comes with advertising a job? We recently received a huge number of applications for a position, and it’s proving to be quite overwhelming. I’m looking for effective strategies to streamline the process! Any suggestions?

Confidential sourcing

Discreet sourcing

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

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

I operate a small recruitment agency, and our reliance on spreadsheets for managing candidates and client interactions is no longer sustainable. I’m exploring options like Bullhorn, Gem, and Loxo, but I’m uncertain which would be the best choice for a small team on a budget.

We’re looking for features that include:

• Candidate tracking and outreach functionality.

• Reporting tools to keep clients informed.

• Seamless integration with LinkedIn or email platforms.

What CRM are you using for recruitment? Are there any standout options for small agencies that you’d recommend? I’d love to hear your thoughts and experiences!

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

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

Hey everyone, I applied to a well-known company at the end of November through their online application system, which tracks the status of my application. Since I noticed no updates, I reached out to the main recruiter last Monday. To my surprise, he responded a few hours later, inviting me for an interview and asking for my availability for this week. I replied within an hour with my available times, but since then, I haven’t heard anything.

Now that it’s the start of the new week when the interview was supposed to happen, what should I do next? Should I send a follow-up email, or since I found him on LinkedIn, would it be appropriate to message him there? Or should I just wait a little longer?

Any advice would be greatly appreciated!

Edit: I remembered that I followed up with an email the day after, clarifying my availability.

TOB UK X US

TOB UK X US

Hello everyone!

I’m in the process of obtaining standard permanent Terms of Business for my agency in the UK, aimed at working with clients in the US.

While I’ve successfully negotiated terms with domestic clients during my time at various agencies both in the US and the UK, this will be my first experience with cross-border agreements.

I know many businesses operate this way, so I’m curious: what key considerations should I keep in mind when drafting these terms or when purchasing a template contract?

Thanks in advance!