Lets start with honesty. Wholegrain isn’t a hugely diverse team – which is something we are actively trying to change.
The first step is to look at the recruitment process itself and bringing in a new system that removes the need for a CV, cover letter or any personal details right up until the very end. The goal of which is to reduce unconscious bias that we might feel when you can see someones age, name, location or gender for example and instead move us to a skills based process where your work does the talking for you.
How does it work I hear you ask? Here’s version one of how we are doing it.
It starts by defining roles
We define set roles to the existing team along with set criteria for those roles. For example, we will have a Hiring Manager who’s only role is to track the applications and so whilst they will see your name and details, they are the only person who does and they play no other part in any stage of the decision making. For us, we then use our team Leads and seniors to cover each stage of the recruitment process – each person being assigned one stage of the process to own and a clear criteria to work against.
Stage 01 – Screening
No need for a CV, all we ask is that you answer as handful of screening questions. Purposefully, we have designed these to not be too overwhelming – nobody needs a ten page application form! We are much more focussed on values and core skills at this point and so all names and personal details are be hidden before the screening takes place. The screening criteria is set prior and is specific to the role meaning all candidates are screened and scored equally.
Stage 02 – Skills review
A short task is set to be completed. This is where we flex a little depending on the role because there is an understanding that not everybody works the same and not every role needs the same core activities. Importantly, the task doesn’t have a ‘right’ solution and we are not looking for the output to be perfect, its more about understanding how you work so we can support you better if you do join our team and for you to understand the kinds of work we do so you know what will be expected of you.
Stage 03 – Conversation
I also recognise that starting a new role requires a lot of trust from the individual – you’re trusting in the organisation you are joining to support you and offer a culture where you can belong. Thats why the final stage is to talk to each other. We make sure each person who takes part in this stage is asked the same questions and therefore given the same opportunity and scored fairly but more importantly, there is equality of time meaning you get to ask us as much as you want too. It’s not a one way street.
It goes further than this process…
This is version one and there is still work to be done around where we put our job vacancies and how we promote them to all audiences but for now, this feels like the best first step for us.
To see the process in action, why not apply for one of our open roles? You can view them on our careers page.