The future of inclusive recruitment - tips for 2025

As organisations compete for top talent in an evolving job market, inclusive recruitment has become a key priority. In our recent webinar with Keith Moutter, Inclusion Consultant at Recite Me, we explored how businesses can create more accessible hiring processes and the role technology plays in supporting diversity.

“Inclusivity isn’t just a checkbox - it’s about ensuring that every candidate, regardless of their background or ability, has an equal opportunity to engage with your organisation,” said Keith.

Watch the full webinar below! 👇

Why inclusive recruitment matters

Diversity and inclusion are more than just corporate buzzwords—they are essential to long-term business success. According to the Harvard Business Review, companies with higher-than-average diversity outperform their competitors by 35% (HBR, 2020). As Keith explained, “A lack of inclusivity means missing out on incredible talent. If candidates struggle to access your job application process, they’ll move on to a competitor who makes it easier.”

When recruitment processes are inclusive, organisations benefit in multiple ways:

• A stronger employer brand: Candidates are more likely to engage with a company that actively promotes inclusivity.

• Better hiring outcomes: A wider talent pool means more diverse perspectives, fostering creativity and problem-solving.

• Legal and ethical compliance: Organisations that meet accessibility standards avoid potential legal issues and reputational damage.

The candidate experience: barriers and solutions

While many businesses believe they are inclusive, their recruitment practices often present barriers to candidates. Keith highlighted a common issue: “You might have a website that says you’re inclusive, but if a candidate with dyslexia can’t read your job ad, that message is meaningless.”

To address these challenges, businesses must:

• Ensure accessibility: Websites and application portals should comply with Web Content Accessibility Guidelines (WCAG) and work seamlessly with assistive technologies.

• Simplify applications: “Long, complex forms deter candidates,” Keith noted. “Make sure the process takes no more than three minutes to complete.”

• Optimise for mobile: With over 78% of job applications now completed on mobile devices (Glassdoor, 2022), recruiters must ensure a seamless experience across different screens.

• Use inclusive language: Job descriptions should be free of jargon and biased terminology to appeal to a broad range of candidates.

The role of technology in inclusive hiring

Technology plays a crucial role in bridging the accessibility gap. “Digital tools can make a huge difference in how candidates interact with your recruitment process,” said Keith. “Recite Me, for example, allows users to adjust font size, translate content, or use text-to-speech features to improve their experience.”

Companies can integrate with other tools as well:

• Structured assessment forms: These replace traditional cover letters and ensure objective evaluation of skills.

• AI-driven screening tools: While AI can help process applications efficiently, recruiters should be mindful of biases in automated decision-making.

• Video interview flexibility: Some candidates may struggle with on-camera assessments, so providing alternatives ensures fairness.

What happens when inclusivity is ignored?

The risks of failing to prioritise inclusivity extend beyond missed hiring opportunities. As Keith pointed out, “A recruitment process that isn’t accessible could mean losing out on incredible talent, damaging your employer brand, and even facing legal repercussions.”

Common pitfalls include:

• Higher candidate drop-off rates: If applicants find the process difficult, they are likely to abandon their applications.

• Exclusion of underrepresented groups: Candidates with disabilities, neurodivergent applicants, and non-native English speakers may struggle to engage with an inaccessible process.

• Missed business targets: Companies with diversity and inclusion goals may fail to meet them if recruitment barriers persist.

Expanding access to underrepresented talent

Inclusive hiring extends beyond disability accessibility - it’s about reaching and supporting all candidates who may face barriers in employment.

Keith highlighted key groups often overlooked in recruitment efforts:

• Care leavers: “These candidates may lack traditional experience but bring resilience and adaptability.”

• Ex-forces personnel: “Veterans offer leadership skills and a strong work ethic that can be invaluable to businesses.”

• Ex-offenders: “Giving people a second chance benefits both individuals and the wider economy.”

• Stay-at-home parents returning to work: “Many have transferable skills that are highly valuable in today’s job market.”

• Long-term unemployed individuals: “With the right support, they can become dedicated and highly engaged employees.”

Organisations such as Bridge of Hope Careers specialise in connecting businesses with these diverse talent pools, helping them unlock untapped potential.

Addressing AI-driven applications

With AI increasingly used by candidates to draft applications, recruiters must rethink how they assess applicants. “AI-generated CVs are becoming more common,” Keith noted, “but that doesn’t mean you can’t identify authentic, thoughtful applications.”

Employers should:

• Use structured assessments to evaluate skills and experience objectively.

• Implement values-based hiring to focus on cultural fit and soft skills.

• Monitor AI use to ensure fairness and prevent automated bias in recruitment.

Inclusive hiring goes beyond recruitment

An inclusive approach should extend beyond hiring to onboarding and career progression. “It’s not just about recruiting inclusively—it’s about retaining and supporting employees throughout their journey,” Keith advised.

Best practices include:

• Providing reasonable adjustments from the start of employment.

• Training managers on inclusive leadership to create a supportive work environment.

• Reviewing policies regularly to ensure ongoing accessibility and fairness.

About Jobtrain

Jobtrain provides innovative applicant tracking systems (ATS) that help organisations create seamless and accessible recruitment processes. Our technology supports inclusive hiring by offering structured assessment tools, mobile-friendly applications, and candidate-friendly workflows.

About Recite Me

Recite Me is an accessibility and inclusion software provider, offering digital tools that enable job applicants to customise their online experience. Their technology includes text-to-speech, translation, and visual adjustments, making recruitment websites more accessible.

Moving forward: The future of inclusive hiring

“Inclusive hiring isn’t just the right thing to do—it’s a business imperative,” Keith concluded. “Organisations that embrace accessibility and inclusivity will attract the best talent, build stronger brands, and future-proof their recruitment strategies.”

If you’re ready to make your hiring process more inclusive, start by evaluating your current approach, leveraging the right technology, and engaging with diversity experts.

At Jobtrain, we’re committed to helping businesses create recruitment strategies that work for everyone. Get in touch with us to learn how our ATS can support your inclusivity goals.