Implementing Diverse Recruitment Methods to Attract a Wide Pool of Applicants by Sukhy Carey

Sukhy Carey, Talent Acquisition Manager, at CIPD, spoke at our recent Recruitment in the Workplace Conference, on her keynote: Implementing Diverse Recruitment Methods to Attract a Wide Pool of Applicants.

She said “My name is Sukhy, and I work for the CIPD as a talent acquisition manager. Over my three and a half years with CIPD, I have experienced the shift from a transactional, process-driven function to a service-led partnering function, particularly during the pandemic. Today, I will discuss how to embed diverse processes into your business to future-proof your recruitment strategies in a competitive market.

View our latest EDI in the workplace Conference here.

Firstly, let’s examine the UK labour market outlook. Recent statistics from the Office for National Statistics reveal a decline in data reliability, which is essential for planning and shaping strategies around inflation and interest rates. We are currently experiencing record-high levels of inactive workers due to sickness, while unemployment remains low. This indicates that many people are employed but off sick. Vacancies are trending down, yet they remain high overall in the UK.

Inflation is falling, but people are experiencing real terms pay rises. The Bank of England’s recent monetary policy report predicts little to no GDP growth for the next three years. This should inform your strategic planning as we move past the pandemic’s impact and think about future planning, especially since we are technically in a recession.

All sectors are projecting a dip in their workforce, with the public sector predicting the biggest drop. This highlights the need to rethink recruitment strategies, especially for hard-to-fill vacancies.

Regarding business strategy, it is crucial to review your pipeline of strategic projects and ensure your policies reflect the current needs of the labour market. Focus on wellbeing strategies to support your people, and consider how your policies can help retain and attract employees. Reflect on your ethos and values, ensuring inclusive practices.

Ensure you have a pay philosophy in place, particularly as pay lift intentions are decreasing, and there is a growing gap between public and private sectors. Intentional talent development and management are vital, so have robust performance management programmes and upskill your teams to meet future needs.

Leverage technology and insights to improve your recruitment strategies. Tools like LinkedIn Talent Insights and Lightcast can inform your advertising and strategy. Build trust in your employee value proposition and ensure your recruitment process is human-centric.

Support job seekers by engaging them in your roles and staying connected with great candidates. Consider internal talent development, using assessments and competency frameworks to ensure your people have the skills needed for career progression. Rethink employee referral programmes to diversify your workforce and regularly review your talent mapping to inform your people about growth opportunities.

Finally, partner with suppliers who understand your challenges and can help you overcome them. Define your standards and stick to them, ensuring you do not compromise on what works for your business. Invest in relationships with suppliers and harness your network to drive success.

By focusing on these strategies, you can elevate your service, ensure a diverse and inclusive workplace, and be better prepared for future challenges in the labour market.”

View our latest EDI in the Workplace Conference here.

In 2023, the UK Government have enhanced redundancy protection for women on maternity leave. This prompts organisations nationwide to review their HR policies for compliance and improved work culture. Despite HR professionals understanding the benefits of EDI, a recent CIPD report revealed that nearly half of employers lack clear strategies. It is crucial to engage all employees and prioritise intersectionality, addressing discrimination based on various aspects of identity. Effective steps include leadership commitment, policy review, training, employee engagement, and collaboration. These efforts aim to create inclusive workplaces and contribute to a fairer society.

• 36% of employers said their organisation is not planning to focus on any EDI areas in the next five years, according to CIPD (2024)
• According to the same report by CIPD, just 7% of organisations have a specific EDI budget
• 66% of UK workers say that acceptance and inclusion of employees from all backgrounds is important to them when searching for jobs, according to People Management (2023)