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Here's our handy checklist
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You may decide to choose your shortlist from a pile of CVs, or through a more uniform application form.
In a form you can clearly outline what the job entails, which might make it easier to decide if they will make a good choice for the role.
If you ask for details on ethnic origin, marital status or age, please make clear this information is for monitoring purposes only and will not form part of the selection process.
Here are some suggestions about ways to broaden your potential pool of applicants. Flexible working opportunities are more and more commonplace as our living and working lives adapt to social changes. Visit our Where to Advertise page for ideas about where to place that inclusive ad.
By being open to flexible working you are widening the application process to even more people with the skills you’re looking for. Many candidates will want to know if you will consider alternative patterns of work - so why not say so in the job advert?
You'll also find some simple guidance about job design to help you consider what the job really needs and what type of flexible working might work best for your organisation.
You can download the logo, strapline and guidance free of charge.
Building a fair and transparent workforce begins right at the beginning of the recruitment process. The way you word a job advertisement or the requirements you include may put off some people from applying and could be unlawful.
You'll be better able to reach individuals who are underrepresented in your workforce. Take positive action by engaging with local community groups, schools or equality organisations.
Sign up to the Positive about Disabled People (Two Ticks) scheme. Using this logo means employers will interview any disabled people who meet the minimum requirements of the role when they apply for a job.
And below you'll find more advice and helpful links.
Send a positive message from the start by including an equal opportunities statement that applications are welcome from all suitably qualified or experienced people. For example: 'We particularly welcome applicants from those who are significantly underrepresented in our sector, such as women, disabled people and individuals from Black and Minority ethnic communities.'
Having a strong equality and diversity policy isn't just about corporate or social responsibility, it's also about good business. Don't let your ideal candidate slip away.
It's not a phrase that trips off the tongue but it has a huge impact on our business practices. We may think we are open-minded, flexible and inclusive but sometimes we need to dig deeper.
Find out more