Think Business, Think Equality | Recruitment and Retention

Recruitment and Retention

1Do you have a formal, written recruitment and promotion policy that covers all stages?

Yes – it covers all stages (advertising, shortlisting, interviewing, decision making).We have a policy, but it doesn’t cover all stages.No.

2Do you use clear, written job descriptions and person specifications for all vacancies?

Yes, always.In most cases.No.

3Are all vacancies advertised openly and widely?

Yes.Some vacancies are advertised, some are filled informally.No, we largely rely on informal recruitment (e.g. word of mouth).

4How do you ensure your job adverts are inclusive and reach a wide range of applicants?

We use inclusive language, diversity statements, diverse visuals, and advertise in networks that reach underrepresented groups.We use some inclusive practices (e.g. language or visuals), but not consistently across adverts.We do not specifically focus on inclusive advertising.

5Do you advertise all jobs as open to flexible, hybrid, and/or part-time options?

Yes, all jobs.Some jobs.No.

6Do you have senior staff working part-time or flexibly?

Yes, and we actively encourage this.Yes, but we don’t take specific steps to promote flexible working.No.

7How do you gather and assess candidate information?

Select all that apply

We use a standard application form.We use CVs.We use other structured methods (e.g. skills assessments, work trials).We rely on informal approaches (e.g. assessing based on ‘fit’ or colleague recommendations).Other.

8Are shortlisting and interview decisions made using clear criteria and scoring?

Yes, always.In most/some cases.We don’t currently use formal criteria or scoring when making decisions.

9How are interviews conducted?

Select all that apply

We use panel interviews with agreed questions and scoring.We use one-to-one or informal interviews.Other.

10Do you provide training and guidance to staff involved in recruitment and promotion on the following?

Select all that apply

Using job descriptions and person specifications consistently.Avoiding gender bias and promoting gender equality.Considering intersectional inequalities.Applying fair and transparent decision-making criteria.We do not currently provide training or guidance.Other.

11Do you collect data on applicants’ gender, race, disability, and other characteristics?

Yes, always.Sometimes.No.

12Do you keep records to show how candidates were shortlisted and selected?

Yes, for every role.In most cases.No/Unsure.

13Are staff on maternity or parental leave kept informed about promotion and job opportunities?

Yes, always.Usually.No.

14How are promotion opportunities managed in your business?

Promotion opportunities are always open and transparent – they’re advertised widely and based on clear criteria.Promotion opportunities are usually advertised and based on clear criteria, though in some cases managers may make a direct appointment.Promotions are generally informal, e.g. when managers identify someone suitable for a role.

15What does your induction process include?

'Support needs’ refers to additional help or adjustments for staff returning from leave or requiring flexible arrangements. ‘Reasonable adjustments’ are legal accommodations for disabled staff or those with health conditions to ensu

Select all that apply

We introduce the team and explain workplace culture.We discuss flexible working options and support needs.We talk about training and development opportunities.We explore any adjustments or additional support needed (e.g. after a career break or return from maternity or parental leave).We explore any reasonable adjustments needed (e.g. for staff who are disabled or have a long-term health condition).Other.

Create an account

If you register with us, you can come back whenever you wish to see your results and compare your scores over time.

(If you’ve previously created an account but hadn’t logged in, that’s no problem – you can log in now and we’ll automatically link these results to your account.)

Recruitment and Retention homepage

Think Business Think Equality

Recruitment and Retention

Recruitment and Retention

1Do you have a formal, written recruitment and promotion policy that covers all stages?

2Do you use clear, written job descriptions and person specifications for all vacancies?

3Are all vacancies advertised openly and widely?

4How do you ensure your job adverts are inclusive and reach a wide range of applicants?

5Do you advertise all jobs as open to flexible, hybrid, and/or part-time options?

6Do you have senior staff working part-time or flexibly?

7How do you gather and assess candidate information?

8Are shortlisting and interview decisions made using clear criteria and scoring?

9How are interviews conducted?

10Do you provide training and guidance to staff involved in recruitment and promotion on the following?

11Do you collect data on applicants’ gender, race, disability, and other characteristics?

12Do you keep records to show how candidates were shortlisted and selected?

13Are staff on maternity or parental leave kept informed about promotion and job opportunities?

14How are promotion opportunities managed in your business?

15What does your induction process include?

Create an account