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Blog Post 6

How to Make Inclusive Hiring a Standard, Not a Slogan

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How to Make Inclusive Hiring a Standard, Not a Slogan

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How to Make Inclusive Hiring a Standard, Not a Slogan

How to Make Inclusive Hiring a Standard, Not a Slogan

Many companies talk about diversity. However, in candidate short markets, it can be difficult to be truly inclusive.

To make inclusive hiring stick, it needs to be systemised — not spontaneous. Here’s how:

1. Rewrite Job Ads With Intention

Avoid gendered language. Highlight flexibility. Emphasise values over credentials.

2. Implement Inclusive Shortlisting Tools

Use automated screening for merit. Score behavioural traits, not just technical qualifications.

3. Track and Measure Progress

If you don’t measure diversity in your hiring funnel, you can’t improve it. Track representation, bias triggers, and retention rates.

4. Ongoing Recruitment Networking

It pays to be ahead of the market and identify quality candidates and agencies through networking before you have a recruitment need.

It’s time to build inclusive hiring into your operations — not just your pitch decks. CGC Recruitment is your strategic partner.

Need help embedding inclusion long-term? Let’s review your workflows and recruitment toolkit.

FAQs: How to Make Inclusive Hiring a Standard, Not a Slogan

1. What are best practices for inclusive hiring in engineering?

Write bias-free job ads, use structured interviews, and track DEI data throughout the hiring funnel.

2. How can companies turn inclusion from a goal into a habit?

By embedding it into operational processes like hiring, onboarding, training, and performance review systems.

3. What tools help standardise inclusive recruitment?

Blind CV software, behavioural scoring tools, and inclusive language checkers are common examples.

4. Why is it important to audit hiring workflows?

To identify hidden bias, improve outcomes, and ensure equity and consistency in hiring decisions.

5. What is recruitment networking?

Recruitment networking involves building and maintaining professional relationships—through referrals, industry events, recruitment agencies, and online communities—to source, engage, and attract top talent.

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