Page 2 - Module 6 - Downloadable Workbook

Recruitment & Onboarding Checklist
Recruiters
• Ensure internal and external recruiters are gender balanced.
• Insist recruiters provide you with balanced recruitment slates.
• Proactively monitor the gender balance of your new recruits. Track which recruitment channels provide the
most balanced talent and use them more often – challenge the others to up their game!
Job Postings
• Mindfully balance gendered wording and tone when drafting job postings.
• Split job requirements into essential and simply desirable criteria.
• Sell the flexibility on offer to candidates by proactively sharing flexible working and family leave policies.
Selection
• Consider that people may have different career cycles. A gap on a candidate’s CV does not mean they have not grown and developed during this time. Ask them what they learned during that period, while phrasing questions carefully. There maybe legal and ethical constraints around certain topics in your country – your HR department will be able to advise.
• Instead of panels, organise separate 1:1 interviews with gender balanced interviewers.
• Ensure interviews are structured conversations, not informal and subjective chats.
• Use your gender bilingual communication skills to sell the opportunity to the candidate. An interview is a two
way process – particularly for top talent.
New Starters
• Practice decompartmentalising by sharing something about your own life with your new starters and asking them about their lives.
• Share the team’s gender balance goals with new starters – of any gender.
• Emphasise your culture of psychological safety and explain your Communications Contract to new starters.
• Equip new starters with family leave and flexibility policies and emphasise the company’s stance on the
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importance of making use of these.