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Your organisation should ensure that recruitment is integrated with your organisational goals, and choice of听. Where you advertise your vacancies should depend on the type of vacancy and its target audience.听The following channels are the most relevant and effective channels to attract 鈥榚arly careers鈥�/graduate talent.

Your careers website听

Using your organisation鈥檚 careers website to communicate with job applicants is an effective attraction channel. BAME Graduate jobseekers in particular are more likely to look for information on pay and benefits, flexible working, training and development and career-progression opportunities.

University and school-leaver communities

Recruitment fairs create a convenient environment for candidates to meet a range of employers and experience an informal interview screening process. Also, recruitment fairs are a good channel to achieve targeted recruitment, particularly if your organisation wants to encourage more applications from听under-represented groups.听

Social media platforms听and mobile technology

Social听media channels such as LinkedIn, Twitter and Facebook can sometimes such as job boards, recruitment consultancies, employee referral programmes etc. Social media channels offer an immediate, two-way communication, reducing your employment process time to recruit, and can also improve the quality of your candidate pool.

A recruitment agency

Specialist agencies can be useful if want to target a diverse workforce. Always听ensure that the agency is aware of their own听equality, diversity and inclusion (EDI) policy, and ask if they can provide an EDI policy to check that it has the same approach.

The process of engaging with candidates is often referred to as the 鈥榗andidate experience鈥�. As job applicants move from the application stage into the potential candidate stage, the level of engagement between prospective employees and the organisation will have a strong influence on how your applicants will view the organisation as their possible employer.听

Potential candidates will also perceive their experience as positive when they can see that your organisation鈥檚 application process is open to a diverse range of applicants. Your organisation should therefore also ensure their candidate-attraction techniques do not exclude people because of their age, ethnicity, gender, religion or any other听protected characteristic.

Your organisation should consider using the following methods to widen the pool of prospective听candidates听and attract people from under-represented groups, such as BAME graduates.

Job advertisements

Research shows听that the , and can deter prospective applicants from applying. This has previously been discussed in terms of gendered language 鈥撎齱ith words like 鈥榚xhaustive,鈥� 鈥榚nforcement,鈥� and 鈥榝earless鈥� more enticing to male applicants听鈥� and the same goes for BAME- exclusionary language;听the word 鈥榮takeholder鈥� has been found to deter ethnic minority groups.

When advertising a job opportunity, it is integral to include a statement that makes clear your organisation鈥檚 commitment to equality, diversity and inclusion. Depending on the job that is being advertised, it may be appropriate to include a statement that infers your commitment to welcome applications from certain underrepresented groups, such as candidates from BAME backgrounds.

The language used in advertisements should also be inclusive and in plain English in order to welcome applicants from all backgrounds.

Incorporate representative Imagery听听

If images are used in adverts and any other communication channels, they need to be positive and representative of a multi-ethnic mix, different ages etc., this allows for a diverse group of applicants to initially identify and self-select as a potential candidate.

Remember images can be powerful, and also tell a story, so is a start, but thinking outside the box of traditional 鈥渞oles鈥� is how you really create an effective advert that not only resonates, but helps break outdated stereotypes and gets people thinking.听

When drafting the听, focus on the outcomes of the role by听considering what skills candidates already need to possess to deliver the outcomes, and what can be acquired by听training if they demonstrate potential.听

Consider if the criteria can also directly or indirectly discriminate against potential applicants, and ensure that:

• Work and life experience can constitute qualities such as initiative and understanding.
• Essential qualifications do not exclude non-UK qualifications (where equivalent).

Becoming an employer of choice means developing fair and attractive people management/human resources policies that will appeal to a diverse range of employees and potential candidates. This starts with promoting the following aspects of your organisation that will appeal specifically to your target group, (BAME) graduates.

Recognition and Reward

Implement recognition programmes by rewarding success with opportunities for development. You should ensure that all elements of reward and recognition, from appraisal to bonuses, reflect the racial diversity of the organisation.

Training and development

Your organisation should monitor and review the access that diverse talent has to training and development programmes and opportunities. BAME talent should be given the opportunity to access these programmes by ensuring potential is weighted as heavily as experience. Talking openly about career path choices with BAME employees will also help them understand what learning opportunities are available.

Flexible working

Increasing diversity and inclusion within your workforce, both culturally and generationally, also requires support for a greater range of flexible working arrangements and adapting organisational values to create meaning and value to work. These听flexible working听options should be emphasised throughout the recruitment process.