There are many reasons why an organisation would decide to audit its recruitment policy. A very common reason is that an organisation has noticed that they just don’t have the diversity of candidates coming through their recruitment process that they would like, but they’re not sure why.
Other clients have approached us with a specific request to investigate an imbalance in a particular part of their business, such as the number of women at leadership level. Whatever the initial reason, experience has taught us that it is never the only output from the process and that very often the output becomes the foundation for a major programme of positive change throughout the business.
Client case study 1
E.ON
Energy Review of Diversity in Recruitment
2010/11
Clear conducted a comprehensive review of diversity across the main recruitment channels for E.ON Energy in the UK. The review included an audit of policy, process and practice including third party suppliers externally and hiring managers internally. The review has formed the basis of a significant diversity in recruitment action plan that has included embedding ClearKit Disability Toolkit and the ClearAssured programme across E.ON Resourcing and through the E.ON talent supply chain.
Mark Gittus, Resourcing Manager & Programme Lead for Diversity in Recruitment at E.ON, comments: “Clear have become true partners of the E.ON resourcing function and helped create momentum and passion for diversity that now feels part of our every day lives. We have moved from a fear of getting it wrong to asking the question at every stage. The Audit was the catalyst for change and the support from Clear has been informed, practical and engaging. We are delighted to be partners of ClearKit and to be leading from the front with other key employers committed to inclusive recruitment practice. We would recommend this process highly and have subsequently enjoyed an in-house ‘Inspire to Hire programme’ developed and delivered by Clear which received exceptional feedback from our resourcing colleagues, giving everyone greater confidence in supporting our commitment to diversity.”
Client case study 2
Royal Mail Group
Review of Diversity in Executive Appointments
2008/10
“Working with Kate and the Clear Company acted as a catalyst for change on how we recruit senior execs in RMG. What started out as a review around diversity expanded into a review of the whole resourcing process. As a result we have a clearer, structured approach, higher level of stakeholder involvement in the recruitment of diverse execs and a core panel of suppliers selected on their ability to source diverse candidates. On top of this we have made significant savings in both our cost and time to hire as a result. The diversity audit has created a solid platform for change in the way we recruit execs. It has helped to ensure that we focus our energies on having access to a diverse talent pool both from within RMG and externally.”
Head of Resourcing, RMG
Client case study 3
HBOS plc
Diversity Audit and Good Practice Guide for Executive Recruitment
Case Study 2005–2008
Clear conducted a series of external diversity audits of Executive Recruitment on behalf of HBOS plc over a three year period. The purpose of these audits was to review the executive recruitment process to ensure diversity and inclusion, consistency, protection from legislative and reputational risk, best practice and leading edge methodology.
The methodology for the audit was desk research of all internal and external stakeholder documentation, best practice within FTSE 100 companies and 1:1 interviews with all stakeholders, including Executive Hiring Managers, HR, Candidates and Search Partners. The initial audit led to the development and roll out of a comprehensive Good Practice Guide (GPG), which Clear developed alongside the HBOS internal Employee and Organisational Development Team.
Clear conducted a final audit in 2007/8 that revealed great progress against all criteria and continued to work with HBOS and their External Search Partners on Executive recruitment until the formation of Lloyds Banking Group in 2009.
Getting started
Desk research — what does it entail
Stakeholder interviews — a powerful process
Analysis & final report