Case Study Recruitment at NNL

This year we have digitised our recruitment process which allows for better data capture and understanding of the efficacy of our attraction strategies. We first started by making the ED&I data an optional extra at the end of the recruitment process, but we discovered that this disincentivised its completion. We have now made this mandatory (with ‘prefer not to say’ options) so that next year we will have robust ED&I data for the applicant pipeline.

We have started promoting our offering on flexible-working websites such as FindYourFlex to make it as clear as the current systems permit that we welcome flexible working and will be as accommodating of individual work preferences/requests as possible. We, of course, make all reasonable adjustments as needed, but now we have updated our wording to make this more evident.

Furthermore, we have developed and deployed ‘Licence to Interview’; a programme which enables us to upskill our hiring managers. This ensures a more thorough process with a more standardised approach to prescribed elements to ensure a fairer selection process for candidates.

We carefully choose standardised aptitude tests to verify skills bases in areas that are essential for particular roles. We are hopeful that this provides more objective data.

In short, we are continuing to improve our processes each year, supported by the technology available to avoid any potential bias and to have better capture of wider ED&I data for applicants (which is reviewed anonymously).