Recruitment can seem like a mystifying process. Advertisements for jobs jam packed with superlatives make it sound like anything less than the best won’t be considered. Offices anonymise the applications they receive in the name of fairness but run the risk of blocking those who haven’t had access to the same opportunities as their more privileged peers.

Sending out hundreds of applications with no response can feel like you’re posting them into the abyss. The top down approach and the lack of feedback from employers often leads us to criticise ourselves rather than scrutinise the system we are working within.

In a world where who you know trumps what you know, how can we prevent excluding those less privileged? Why should we need to erase our identity in order to be considered for a job that would surely benefit from our lived experiences? Where does this all leave those who suffer from low confidence or imposter syndrome and how can we learn from the practices who are doing things fairer?

Join us for the next Accelerate debate, where we will be joined by a line-up of brilliant interdisciplinary guest speakers prepared to put the process of recruitment under the microscope.

 

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