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When we talk about employers becoming more inclusive, the focus is often on big strategic thinking and a long process of organizational change. However, companies can often make significant progress by taking small steps in important areas.

The quality of the candidate's experience is the critical first step in an organization's inclusivity, and recent data indicates that quality has been dramatically deteriorating over the last 18 months.

So, what practical and immediate steps can employers take to be more inclusive with their recruiting?

My guest this week is Advita Patel from Comms Rebel. Advita is a communication and workplace culture strategist who helps organizations cultivate a culture of inclusion. In our conversation, she shares practical, pragmatic advice on how employers can build inclusive candidate experience by improving the quality of their communication.

In the interview, we discuss:

The importance of inclusive communication

Being a comms rebel

How can the recruiting process be more inclusive?

Job descriptions and degrees

Recognizing bias

Taking micro-steps 

The impact of poor communication on candidates

What can employers and individual recruiters do to improve the candidate experience?

The dangers of overly generic AI-generated language

Candidates calling out employers in public

Changing expectations of work and the importance of belonging

Will AI make things better or worse?


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