Could your recruitment process be damaging your organisation's ability to succeed?

It is important that the right applicant is chosen for the job, but there needs to be a more inclusive recruitment approach within an organisation to really benefit long term from the hiring decision made.


It is imperative that you are be able to collaborate with people unlike yourself, to solve those complex problems and to gain a fresh view point. However, to be able to do this, you have to hire people who aren't all clones of each other. People who are able to bring a different perspective to the table and challenge the status quo. How can an organisation make an informed decision if it suffering from 'perspective blindness'?


I came across this article by BBC News reporting on Seccl increasing innovation in the financial services sector by recruiting "BAME trailblazers" (Black, Asian and Minority Ethnic). It's a short, refreshing read.


I think it's great to see that we are starting to recognise the importance of having a diverse workforce, and how accelerating that can enable growth and innovation.


The article mentions "rich white male figures at the top of this sector" and that's something people from other ethnic backgrounds "can't look up to. Without diversity you can't turn away from traditional approaches as easily".


When we come together with a common cause or shared vision, our view broadens and we can see things that we never could’ve seen on our own. That’s why the best companies are diverse: they have diverse thinking.


Does your recruitment process:

- Attract candidates who can steer your organisation away from perspective blindness?

- Test a candidates ability to do the job and not just their educational background.


How much of a tick box exercise is your recruitment process and what affect is it really having on your organisation's ability to succeed?


Read the BBC's full article here.