Hiring for Innovative Teams
Reducing bias to create better recruitment practices
Paula's company led a campaign to attract new hires from a wider range of backgrounds. It didn’t work and now her boss is wondering if she is up to the job of helping find new recruits.
Can you go back in time and help her avoid this fate?
Key Learning Points:
● Look for ‘big fish in small ponds’: ambitious applicants outside top universities and companies.
● Use blind applications or CVs
● Look beyond mini-me’s and versions of yourself when recruiting
● Don’t overvalue interviews compared to other assessments
● Use anonymous scoring of applications to avoid ‘boss bias’
The way the games are constructed using drawn characters, rather than ‘real life’ actors makes the situations and characters universally relatable, and really allowed the delegates to imagine the situations and what we would do in a way that felt much more risk-free and natural than other methods of delivering the same kind of awareness and training. Lindsay Law Chair, RBS Women Network
We have been impressed by the results of this collaboration. Our values and aims align well with those of InclusIQ, and we found their experts patient and attentive to detail in the development process. We now have two products that we use regularly, and receive good feedback from our clients.