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Having limited resources doesn’t mean you can’t come up with creative ways to attract the best talent at your business – something Yasmin Lord-Pottinger has learnt since joining as Senior People and Talent Partner at CharlieHR.
In fact, it’s better to stop focusing on the financial means you don’t have, and double down on the experience you can give new hires now.
In this blog, we sit down with Yasmin, to explore her 5 best hiring practices that helped build a high-performing team at CharlieHR.
This might be stating the obvious, but from when candidates are invited to the first stage of the selection process (a telephone stage), we make sure all the information is laid out for them.
That includes:
To enhance our DE&I strategy, we want to make sure we don’t leave any details behind, and that starts with our recruitment process. Here are the first steps we take to include diversity and inclusion at the beginning of the candidate’s journey and throughout their time at Charlie.
We anonymise CV’s which means we don’t see any personal details such as names, dates of birth or demographic information – we simply have access to the candidate’s professional achievements.
In my role, I make sure I have a weekly hiring sync with hiring managers where, among other things, we assess the diversity of their candidate pool to ensure we are building a pipeline that aligns as closely as possible with our target representation.
This requires commitment and intentionality. If, despite our best efforts (including leveraging networks and sourcing strategies), we encounter challenges in building a perfectly representative candidate pipeline, that's okay too. These metrics serve as a guide, and the emphasis is on genuine consideration and thoughtful navigation throughout the process.
Our hiring panel is also composed of a diverse representation from people across the organisation, which is crucial to ensure a fair and unbiased hiring process. It also helps create a space for potential new hires to express themselves more freely if they feel represented in the hiring panel.
You may wonder what I mean by High Performance Behaviours – they are a set of values we live by at Charlie. They’re a great way to make sure our new hires live up to our standards and are a good culture add.
Perhaps it would be a good idea for you to set these ones as well, especially if you want a set of values to measure your candidates against. Below, I’ll give you a better understanding of what our High Performance Behaviours concretely mean:
We did make Otta’s salaries’ transparency list last year, because we always share salaries in our job listings.
Salary transparency allows us more room to match a candidate against their level, but we’ve also made sure we:
Many people talk about hiring, but once you’ve hired someone, the job is far from over – you need to make sure they get the best onboarding experience to keep them aboard.
That’s why I think it’s essential to have a few crucial elements within your onboarding process. At Charlie, we provide:
For us, hiring practices are about:
- Prioritising inclusion and diversity to cultivate a team where every individual can thrive
- Aiming for a high-performing culture right from the start by giving candidates all the tools they need to succeed
- Give as much transparency as possible to everyone at Charlie to foster a culture of trust and retention
Ultimately, our commitment to inclusive hiring practices is integral to building a diverse, high-performing team at Charlie. And perhaps by trying to put such practices into place, you’ll see more of the talent you want in the room with you.
Fast-growing companies, like CharlieHR, trust Otta to deliver better, more diverse inbound applications; authentically showcase company culture; and help them improve through powerful analytics. If you'd like to learn more about how we may be able to help your team, book a call today.
Yasmin, People Expert at CharlieHR, has over 8 years of experience in operations, organisational design, and employment law. She's passionate about promoting diversity and inclusion and helps organisations achieve their goals through strategic people management. Working closely with senior leaders at Charlie, Yasmin aligns company goals and has developed expertise in various aspects of people management.