Spotlight on... Inclusive Recruitment in Neighbourhoods
The Here to Help Team work to support resident facing council teams to provide holistic and high quality support. They have spent a year working on a Hackney ‘Link Work Model’ to support 12 customer services staff develop their skills and confidence in supporting residents through holistic conversations about what matters to them and navigating local services with them. Having upskilled local staff, Neighbourhoods were keen to learn more about how HTH had supported local staff’s development and could make the Care Coordinator roles accessible and attractive.
Supported by the HTH Teams learning, experience and expertise the Anticipatory Care Pilot worked to make their Care Coordinator recruitment inclusive using the following interventions:
- Easy read colourful Job Advert Flyers, focusing on working with and for people in City and Hackney
- Branded Email Signature Banners for reach (eyecatching, colourful) talking about working for City & Hackney, but not too Neighbourhoods or Anticipatory Care specific so as not to put off those who don’t have a lot of knowledge about the programme itself
- Spread advert far and wide across the system and networks (Voluntary Sector, Mental Health, Children’s Centre network, Primary Care Networks, Community Health, Local Authority) and a variety of platforms (indeed, linkedin etc)
- Advert made a clear point to use colloquial language and stated at the top that the recruitment would value lived experience, encouraging those interested to call to chat if they were unsure or just interested and wanting to find out more or ask questions. Many people were unsure of whether they could apply and the phone call encouraged them by supporting them to think about their transferable skills which would be applicable to the job e.g. local knowledge. There was a time commitment with this but worth the increase in local applicants with relevant experience
- Extended open job application time (to 3 weeks instead of 2) to give time poor people time to apply
- At the interviews the team ensured that there was a diverse panel to reflect diversity of applicants. Interviews were face to face with a proactive effort made to make people feel welcome (through a warm hello and goodbye), the interview panel gave interviewees time to get comfortable and to see the questions 30 minutes in advance so they had time to process and prepare answers
- All interviewees also had the opportunity to email in within 24 hours of interview with any reflections, for example if there were questions that they did not answer as well as they could or had forgotten to mention something about themselves that they wanted to share
- “I really enjoyed it…such a good idea to give people the questions so you have time to prepare for it.”
- “So good to have the questions in front of you, instead of them being fired at you. Made it less overwhelming.”
- “Makes me think City & Hackney are ahead of the curve, trying something new to see if it will help people”
The Neighbourhoods team have completed 2 rounds of inclusive recruitment with plans to trial in more areas and share the learning and different experiences. Please contact email@example.com for more information.