Why Recruiters Need to Care About Diversity
And How to Build Fair, Balanced Shortlists
Diversity in hiring isn’t a nice-to-have. It’s business-critical.
The best companies know this.
They build teams that reflect different backgrounds, experiences, and ideas.
And they get better results because of it.
If you’re using external recruiters, you should expect them to play a key role in making this happen.
Here’s how.
Why Your Shortlist Needs to Be Diverse and Strong
- Diversity isn’t just a tick-box.
- It leads to better decision-making and more creative thinking.
- It shows your business is serious about inclusion and equity.
- It helps you attract and keep better people.
If your shortlist looks and sounds the same, you’re missing out.
What Good Recruiters Should Be Doing
External recruiters are responsible for more than just sending over CVs.
They should (if you engage them correctly):
- Write inclusive job adverts
Avoid jargon. Focus on skills. Use language that speaks to everyone, not just the usual suspects. - Widen the talent search
Go beyond LinkedIn. Tap into underrepresented networks, specialist job boards, and community groups. - Use blind hiring tools
Strip out names, dates, and other personal info early on. Focus on ability, not assumptions. - Challenge the brief
Push back on narrow requirements. Ask whether a degree is really necessary. Question the need for “10+ years of experience.”
How to Make Shortlisting Fairer
To build a shortlist that reflects a broad range of talent:
- Use structured interviews and scoring
Stop relying on gut feeling. It’s where bias hides. - Build diverse interview panels
Different perspectives reduce blind spots. - Track the data
Measure who’s getting through each stage. Spot the gaps. Keep improving. - Ask candidates for feedback
Learn how inclusive your process really feels.
The Payoff
Companies that hire with inclusion in mind:
- Perform better financially
- Innovate faster
- Build stronger employer brands
- Keep people for longer
And most importantly, they create workplaces where people feel like they belong.
Final Thought
If you’re working with external recruiters, ask yourself:
Are they helping you build fair and diverse shortlists, or just sending what’s easy?
That one question can tell you a lot about who you’re partnering with, and whether they’re helping or holding workplace equality back.
Looking for a fairer, more structured hiring process?
I offer a full lifecycle recruitment solution built around fairness and quality.
The 2-stage approach includes:
- Blind CV reviews
- Structured interviews
- Clear, consistent scoring
All designed to help you make confident, unbiased hiring decisions.
Thank You
Thanks for visiting recruiterpaul.eu
I hope you found this post useful.
If you’d like to connect, share feedback, or talk about your hiring plans, I’d love to hear from you.
Here’s where you can find me:
Or check out some of my videos on Youtube
📌 Similar Posts
If you found this post helpful, you might also like:
