Despite their best intentions, many organisations are still failing to make their recruitment processes truly inclusive – especially when it comes to interviews.

Let’s be honest. Interviewing people is long. You lose an entire day’s work (or four) asking the same questions over and over, and at the end of it all there’s still no guarantee that the winning candidate is going to be great at the job. What’s worse is that most interviews aren’t inclusive, even when they try to be. Between re-using interview questions from 12 years ago, and panel discussions that feel like a poor parliamentary debate, (are there ever any good ones?), most interviews are missing the mark when it comes to inclusion.

Done right, interviews are a great way to find the perfect fit for a vacancy and build a team that’s genuinely diverse; done wrong, and you’ll have a gaping hole where a person should be, or, worse still, the wrong person altogether. In this session, Leadership Coach and Inclusive Recruitment Consultant Ceri Sunu will show you how to do interviews in a way that actually tests candidate’s competencies fairly, so you can throw out the crystal balls, spidey senses, and any other gut-feel decisions that are currently dictating who joins your team.

In this session you’ll learn:

• The differences between different interview techniques, and their impact on inclusion;
• How to set up an interview process that makes all candidates and panellists feel valued and respected;
• Practical strategies to Identify and mitigate against unconscious bias in decision-making.