From Our Side of the Table
We have worked with thousands of candidates. We have seen companies talk about inclusion. We have also seen what happens when inclusion is only surface level.
And here is what we know for sure:
If your hiring process does not adapt to people, you will lose incredible talent.
It starts with how people communicate
Inclusion is not just about who you say can apply.
It is about how they are expected to show up, speak up, and stay in the process.
We have seen brilliant candidates drop out because:
- The interview format was not accessible
- They were not given a chance to ask for adjustments
- They did not see anyone on the panel who looked like them or spoke like them
- The vibe felt more like “fit in or leave” than “we will meet you halfway”
Communication is more than a preference
It is shaped by background, culture, language, disability, neurodiversity, and gender.
It is about how safe someone feels speaking in a second language.
It is whether a candidate with ADHD is allowed to take notes or have questions in writing.
It is about not being judged for having an accent, or for choosing British Sign Language or captions over fast talking.
These are not nice extras. They are essential.
From a recruiter’s view, here is what works:
- Ask candidates early if they need anything to feel more comfortable
- Offer options for interviews: video, face to face, written questions
- Train interviewers to avoid judging confidence over competence
- Show diversity on your interview panels. It matters
- Make your language clear, inclusive, and jargon-free
And here is what we have seen it lead to:
- More people applying
- Better retention after hiring
- Feedback like “This was the first time I felt understood in an interview”
- Teams that reflect the world around them
Inclusion is not a checklist. It is a choice, every day, with every role.
We are not perfect, but we are committed. Because we have seen what happens when companies stop excluding talent without even realising it.
If you are ready to make your hiring process work for more people, not just more profiles, we would love to talk.