Our Approach to Fair, Balanced, and Inclusive HR Recruitment

At The HR Guys, our role as your recruitment partner is to provide the best possible shortlist for your hiring needs. We recognise the importance of building diverse, fair, and inclusive recruitment processes and are committed to promoting workplace equality at every step.

Recruitment can be broken down into two key stages: Attraction and Assessment. At each part of the process, we implement measures to ensure a fair and inclusive approach, tailored to provide you with a diverse range of high-quality candidates.

Attraction: Ensuring Fair and Inclusive Candidate Reach

Advertising with Inclusive Language: We ensure all job advertisements use gender-neutral and bias-free language to reach a broader audience. This helps ensure no group feels excluded and encourages individuals from all backgrounds to apply.

Sourcing Candidates Across Multiple Channels: We post job ads across a variety of platforms, including those that cater specifically to underrepresented groups. This ensures that we cast a wider net and reach candidates who may otherwise have been overlooked.

Networking with a Wide Range of Groups and Organisations: We ensure our outreach is wide and inclusive by networking with a variety of groups and organisations that share our passion for promoting a fair and inclusive workplace. By engaging with these diverse networks, we aim to connect with a broader range of candidates and encourage applications from individuals who may have otherwise been overlooked. This approach helps us ensure that the opportunities we offer are visible to all, particularly those from underrepresented backgrounds.

Assessment: Ensuring Fair and Unbiased Evaluation

To provide you with the most suitable candidates, we separate the attraction and assessment stages. For each retained assignment, we assign two experienced recruiters. One is responsible for creating the long list (Attraction), and the other—always a Senior HR or Talent Acquisition professional—assesses the candidates (Assessment)

They complete the assignment on the following basis:

Blinded CV Review: To prevent bias, we anonymise CVs by removing names, gender, and other demographic information that could unintentionally influence decisions. This ensures the focus remains on the candidates’ skills and experience rather than personal characteristics. The consultants responsible for shortlisting are only aware of the candidate’s relevant professional experience.

Standardised Assessment Criteria: We use clear, consistent criteria for evaluating candidates to ensure that each individual is assessed based on the skills and experiences necessary for the role. This structured approach helps mitigate unconscious bias and provides a fair evaluation for all candidates.

Cultural Add, Not Cultural Fit: We believe that focusing too heavily on ‘cultural fit’ can lead to a homogenous hiring process. Instead, we look for candidates who can bring fresh perspectives and complement existing teams—referred to as “cultural add.” This ensures that teams become more dynamic and diverse.

Interview Process: Ensuring Fair and Equal Assessment

Structured Interviews: All our interviews follow a structured format, with specific questions and a scoring system, to ensure each candidate is evaluated equally. This reduces the risk of bias and ensures consistency across interviews.

Accommodation for Disabilities: We are committed to ensuring that reasonable adjustments are made for candidates with disabilities. Whether this means accessible interview locations, assistive technology, or extended interview time, we strive to provide an environment where every candidate can succeed.

Interview Training: Our interviewers have undertaken training in unconscious bias and inclusive interviewing techniques. This training helps them identify and mitigate any biases during the interview process, ensuring a fair and unbiased selection.

Once the interview process is complete, we’ll provide you with candidates in whatever format aligns with your internal procedures and initiatives.

Offer and Negotiation: Ensuring Fair and Transparent Offers

Transparent Salary and Benefits: We believe in transparency and provide clear information on salary ranges and benefits from the outset. This ensures that all candidates have equal access to this information and helps prevent any inequities in the negotiation process.

Fair Negotiation: We ensure that all candidates are given an equal opportunity to discuss their salary expectations. We also ensure that any offers reflect the market rate for their skills and experience, promoting fairness in compensation.

Best Offer Policy: We advocate for a “best offer” policy where the offer made is the best possible offer upfront—no games, no surprises. This creates an equitable environment for all candidates and ensures a positive candidate experience.