If you’re hiring this year, here’s how to make the process more inclusive

In the creative industries, we value certain personality traits and skills extremely highly. We praise and reward expert communicators, fearless storytellers and maverick leaders. But, like human beings, creativity comes in all shapes and sizes… Introverts and extroverts. Teachers and advocates. Listeners and questioners. All these people have different backgrounds, different lives, different futures. If we want our teams to evolve and stay relevant, we have to make room for everyone. And the first step is to re-examine how we hire.

Is it possible to create a hiring process that is fairer, kinder and more hospitable for all? Or does it ultimately come down to who we deem to be “the best person for the job”? How do we define “best” anyway? Is it an existing quality or something learned and grown over time? How do we untangle “best” from “safe” and “familiar”, making room for new definitions?

In its latest guide, If You Could Jobs explores what employers can do to build a better hiring process for all. It spoke to ON Studio, Made Thought, Lighthouse and The Hudson Bec Group about how they’ve made their hiring processes a more positive experience for everyone. In this guide, you’ll find some starting points to consider if you are looking to make your hiring process more welcoming to – and supportive of – a wider variety of creative people. These steps are not fixed, but should be constantly assessed and revised. We hope you find an insight that feels both exciting and challenging — and the confidence to turn it into action.

Click here to read the latest If You Could Jobs guide on building a better hiring process for all.

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Below is this week’s edit of jobs posted on If You Could Jobs.

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