How to improve DEI in your early talent recruitment

Having diversity, equity and inclusion (DEI) at the core of your organisation is more than just statistics – it boosts your organisation's output and productivity. Companies with strong DEI are actually 39% more likely to outperform those with less diversity. 

HESA has identified that the current student population is more diverse than ever before. That means a focus on early talent will come with great strides in your company’s diversity. But DEI is not just important to employers; 88% of students consider an employer’s commitment to diversity and inclusion before they apply. 69% of millennials and Gen Z’ers are more likely to stay over five years at a company that has a diverse workforce. This all goes to show how diversity needs to be at the centre of your recruitment strategy. 

But the path to an inclusive workplace isn't without its challenges. Unconscious biases, outdated hiring practices, and a competitive, candidate-driven market can all present as roadblocks. But nailing these elements of the equation will set you up for DEI success across: brand, attraction, recruitment, and development.

Your organisation’s brand is crucial; it’s your identity. It’s important to demonstrate your commitment to DEI through authentic messaging around your culture. Show that you foster and value an inclusive working environment. Potential candidates, especially those from underrepresented groups, are drawn to organisations whose brand reflects diversity and inclusivity.

Candidates want to hear from the people they'll actually be working with. Authentic employee stories give candidates real insight into an organisation's commitment to diversity and inclusion, reinforcing what career pages and employer branding campaigns set out to show.

Showcasing real experiences from employees across different backgrounds, functions and Employee Resource Groups (ERGs) helps candidates understand what inclusion looks like in practice. Video storytelling platforms such as Seenit allow organisations to amplify authentic voices from across the business, enabling prospective candidates to see themselves reflected in your workforce and better understand your culture before they apply.

Nailing your branding is only one piece of the puzzle. Now you’ve got to get in front of the right eyes through your attraction methods, before converting them into applicants. Your attraction methods are key in re-emphasising your commitment to DEI as an organisation. By actively promoting diversity in your attraction strategies, you not only broaden your pool of early talent, but also establish a reputation as an inclusive workplace.

Your recruitment process serves as the gateway for bringing in a diverse early talent cohort into your organisation. Start by auditing your recruitment process and ensure that DEI is running through as a golden thread. This could start with gender decoding your job descriptions, unconscious bias training, and stress-testing all assessments to identify any adverse impacts. 

Transparency with your candidates throughout the recruitment process sets you up with the foundations to deliver a best-in-class recruitment process.

Alongside reviewing recruitment processes, technology can play an important role in creating more consistent and equitable assessments. Structured digital assessment platforms, such as TopScore, help organisations standardise scoring, centralise assessor feedback and ensure every candidate is assessed against the same competency framework.

By reducing reliance on paper-based processes and subjective note-taking, assessors are better able to focus on evaluating evidence rather than managing administration. Features such as structured scoring, accessible assessment delivery and digital feedback also help create a more transparent and inclusive assessment experience for both candidates and hiring teams.

As candidate expectations continue to evolve, organisations are increasingly looking at how they can personalise the recruitment journey without compromising fairness or consistency.

Personalised engagement doesn't mean changing the assessment process; it means ensuring candidates receive the information, support and opportunities most relevant to them. Solutions such as Meet & Engage enable employers to connect candidates with ambassadors, tailored events and relevant content throughout the recruitment journey, helping candidates feel informed, included and engaged regardless of their background or career aspirations.

Right. Now you’ve got the diverse cohort of your dreams. But what about retaining them? This is why a development programme, specific to early talent, is crucial. Over 90% of organisations are worried about retention. Providing learning opportunities is the number one way to improve this. Through offering a structured learning and development programme for your early careers cohort, you’re allowing them to thrive and excel in their roles. Investment in your people’s development fosters a sense of belonging and loyalty amongst employees. 

Nurturing your early talent cohort works twofold: you’ll enhance your retention rates but also create a culture of inclusivity and equity. However, the expectations set through your branding and attraction methods must become reality – your programme has to match early talent expectations, or you run the risk of a disengaged cohort. If you retain them, you don’t have to replace them – saving you money in the long run. The value added to your organisation in terms of both culture and performance will in turn boost your brand as your people advocate for you, and the cycle continues.  

DEI isn't just a box to check; it's a strategic imperative with far-reaching benefits. By focusing on diversifying with early talent, you will be positively impacting your diversity of tomorrow, today.

Unseen helps enterprise employers innovate and power their early careers and high-volume hiring journeys - from early engagement through to assessment, onboarding and development. We combine specialist technology platforms with assessment science and authentic storytelling ​to deliver talent experiences that are scalable, ​fair and human.

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