Who it is for
- Talent acquisition and recruitment leads
- HR business partners owning hiring policy
- Hiring managers running their own panels
- DEI leads measuring representation against application data
What is inside the PDF
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- 01
Where the funnel leaks, and why
Drop-off concentrates at three points: job-ad language that signals an unwelcoming culture, interview formats that reward fluency over competence, and onboarding that has no scaffolding for the first 30 days. Fixing one of these in isolation rarely shifts the numbers. Fixing all three is what changes representation.
- 02
What the guide covers
Stage by stage rewrites with examples, language to keep, language to drop, and decision rubrics for hiring managers.
- 03
Aligned with UK employment law
Reasonable adjustments at the recruitment stage are a legal duty under the Equality Act 2010, not a kindness. The guide flags where the law sets a floor and where good practice goes further. We work with employment lawyers and experienced ER practitioners, and our material has been used in policy reviews for large employers.
Frequently asked
Will this work for high-volume recruitment?
Yes. The structured interview and assessment redesign principles are especially valuable at volume because they reduce inter-panel variance.
Do you offer recruitment audits as a service?
Yes. Our recruitment audit is a standalone engagement; this guide is the practitioner version of what we work through with clients.