Services Diversity, Equity and Inclusion Consulting

Inclusive Recruitment Diagnostic

A laser-focused recruitment diagnostic to drive positive change within your organisation.

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Multicoloured paint swatches hanging together - Odgers Executive Search Board Headhunters

An inclusive recruitment process is the starting point of any organisation's inclusion journey, the first point of interaction with a potential new colleague and an opportunity to positively engage with candidates right from the beginning.

Odgers Berndtson’s Inclusive Recruitment Diagnostic (IRD) helps you create a holistic recruitment and onboarding process that can improve the performance of your people and profitability. The first of its kind and based on the findings of over 50 pieces of academic research, IRD assesses the six steps of the recruitment process from shortlisting to onboarding, then provides concise recommendations on how you can attract and recruit diverse talent. The three step process is as follows:

Step 1 – Complete a simple questionnaire that will provide a clear illustration of how inclusive your current recruitment process currently is.
Step 2 – You’ll receive a detailed, tailored report outlining up to 80 recommendations on how to improve your inclusive recruitment processes and maturity.
Step 3 – A 90-minute video call with an inclusive recruitment expert who will provide additional insights into how to achieve a holistic inclusive recruitment process.

To date over 100 organisations, representing over 1.2 million employees have completed the Inclusive Recruitment Diagnostic.

To start your IRD Journey or for further information please email IandD@odgers.com.

What other people say about the Inclusive Recruitment Diagnostic

We found the IRD really informative with plenty of practical suggestions for us to take away and consider for our DE&I strategy and also qualifying some of the actions we are already undertaking too. It was presented in a neat and easy to follow format and Sue was able to bring this to life for us. If there was one suggested improvement it would be to hone in on a couple of key actions and takeaways during the follow up session. There was lots of information to digest and therefore potential for some of the quick wins / bigger ticket items to become diluted because of this.

Sam Swindells Recruitment Business Partner, howden

It was incredibly valuable to do a 360 review of our recruitment practices to identify, not only where we were making progress, but opportunities to do things differently. The discussion with the team following the report provided a great external and best practice perspective and I came away with some clear, tangible actions to implement moving.

Suzie Huggan Head of Talent Acquisition, Cancer Research UK

We found the Inclusive Recruitment Diagnostic extremely easy to navigate through and the questions asked were simple yet effective. When going through the initial questions it really made us think about our organisation and what we currently do well vs what we should be doing better. The follow on meeting with Sue Johnson was informative and our diagnostic report was extremely detailed. The ability to talk through this on a call and talk through new ideas for the future was a highlight for me.

Georgia Harris Talent Acquisition Lead, esure

The service was really helpful, the survey was simple to complete and the feedback we were given has helped to direct us to the areas where we need to make improvements.

Liz Smith Talent & Development Manager, RES

The Inclusive Diagnostic tool helped me review the recruitment service we currently offer and allowed thinking on how to improve. The discussion with Sue also helped also understand the improvements that could be made.

Peter Cook Recruitment and Resourcing Lead, Liverpool Heart and Chest NHS Foundation Trust

I have worked with Odgers Berndtson and in particular Sue on a number of company projects. I have always found their work to be no nonsense, practical and commercial, this tool is no different. The analysis drills down to the heart of the matter with clear language and actions that can be translated in deliverable plans that actually make a difference to the commercial performance of the business.

Matt Viner Director of People Operations, Burger King UK

The ED&I self-assessment tool was incredibly useful in assessing our organisations current processes and procedures. The feedback call with Sue to discuss the results then helped to pull out trends and identify key areas to focus strengthen our commitment to being an inclusive employer. Sue challenged our current thinking, helping us to see different ways to approach some of our existing processes differently to ensure inclusive method.

Rebecca Luckman Head of Talent, Sygnature Discovery

At SHS Group we are always looking at ways to enhance our work on building a culture of Inclusion and recognise that this is not only for our current employees but also for prospective employees. We found the Inclusive Recruitment Diagnostic tool as well as the pragmatic feedback a great opportunity to review and analyse our current practices and come up with a realistic and systematic plan to address our needs.

Chris Lillie Group HR Director, SHS Group