Better Hiring, Better Teams
Diverse, inclusive hiring is not a tick-box exercise — it is a hiring practice that consistently produces stronger teams. We help our clients hire that way.
Practical, Not Performative
How Inclusive Hiring Works In Practice
Inclusive hiring is built into how a recruiter sources, screens, and presents candidates. It is not a separate workstream — it is a discipline applied throughout the process. Where we go looking for candidates, the language used in the job advert, who gets shortlisted, how interview panels are structured, and the criteria used to make the final decision — each step affects who ends up on the team.
For our clients, the practical commitment is to ensure shortlists represent the available talent pool, to flag wording in job specs that may unnecessarily narrow applicants, and to share what we are seeing in the wider market — including where the talent is concentrated and where it is being missed.
We do not invent diversity in a shortlist where the available pool does not support it. But we do ensure that we are sourcing widely, that our screening criteria are role-relevant rather than incidental, and that no qualified candidate is overlooked because of how the search was run.
How We Build It In
Practical Steps Across The Process
What inclusive hiring looks like in our day-to-day work.
Job-spec language
We review the job spec and flag wording — masculine-coded language, unnecessary degree requirements, jargon — that narrows the applicant pool without improving role fit.
Wide sourcing
We source from multiple channels rather than relying on referral pools that tend to replicate existing teams.
Role-relevant criteria
Screening focuses on what the role actually needs — not incidental criteria like "must have done it before in our exact industry" that exclude transferable-skills candidates unnecessarily.
Balanced shortlists
Where the available talent pool supports it, shortlists reflect that available pool — not a narrower subset.
Accessible interviews
Reasonable adjustments offered as standard — written tasks where presentations would disadvantage some candidates, ground-floor interview rooms, neurodivergent-friendly briefing material.
Honest market feedback
We tell clients what we are seeing — including when a role spec is generating a narrower applicant pool than expected, and what changes would broaden it without compromising the role.
How To Engage
A Conversation, Not A Programme
Brief Together
When we take a role, we discuss the criteria that are genuinely essential vs nice-to-have. This conversation alone often broadens the candidate pool.
Source & Screen
We source widely, screen against role-relevant criteria, and present a shortlist that reflects the available talent pool.
Feedback Loop
We share what we are seeing across the market — what is working, what is not, and what we would suggest adjusting for the next role.
When I needed work Alina came through for me! Good Agency to work with and very pleasant experience!
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Very helpful and professional staff!nA truly seamless experience.
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They have got an amazing person working there. Her name is Kam Gupta. She is very kind, very patient and very helpful and supportive . My mum was…
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Reliable and helpful agency to work for.nGreat communicators and deal with any queries promptly. I can't recommend them highly enough.
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Alina from prism 7 has been great help throughout and up to now with anything needed, always responds to query’s as quick as possible
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This place of work is excellent.
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You can trust fully on Prism 7 recurring.. i have my personal experience they will try hard to get u placed unless n untill u get the job…
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Best agency you can find !! Nice staff and the great person there is Alina ????????
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Best Agency to Work With them.nAlina is so helpful and solve your issues in minutes.nLooking forward to work with them in future ????
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Talk to Us
Talk To Us About Your Hiring
Whether you are reviewing a current role, planning a campaign, or thinking about how to improve hiring across the team — let us share what we are seeing.
