Employer communication and recruitment processes

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Employer communication and recruitment processes

Recruitment is a particularly key process in companies, especially from a diversity and inclusion perspective. It is a time when unconscious biases can come into play at every stage: identifying the need, job description, sourcing, selection of candidates, employer communication, interviews and selection of candidates.

Understanding when biases can come into play in the recruitment process, how to structure it and make it even more objective is an essential key to building a more diverse and inclusive company.

The purpose of this mission is to analyse each of these stages and provide you with an analysis of the strengths and areas for improvement, together with recommendations for concrete actions.

 
 
 

  • Framing call with the HR/management teams - 30 min

Explanation of the context of the request, expectations, definition of the scope of the audit and deliverables

  • Thematic workshop with the HR/management team - (1h15 workshop + preparation)

Designing and running a workshop with the HR/management team to fully understand the internal mechanics of recruitment

  • Documentary analysis - 1 day

Gathering and analysis of contextual data relating to diversity in the company.

Research into employer communication: texts/visuals on career pages, job boards, etc.

Analysis of 2/3 job descriptions.

Analysis of the recruitment process - review of possible question templates, possible recruitment guides, 1 possible case study

  • Report and recommendations - (Drafting of report + recommendations session 1/2 day + 1h workshop)

Report on the results of the various parties' analyses: HR/management workshop, documentary analysis. Concrete recommendations session on ways of recruiting in a more inclusive way.

 
 

Delivery of a summary report containing the following elements:

  • Results of an analysis of employer communication media: texts/visuals on careers pages, job boards, etc.
  • Results of the analysis of 2/3 job descriptions
  • Results of the analysis of the recruitment process and corporate culture
  • Drafting of concrete recommendations for improving the recruitment process and the corporate culture as a whole
  • Recommendations for partnerships with networks, associations, schools and events.
Florie Benhamou