Inclusive recruitment & objective selection: find the right candidate.

Two reasons, one practical and one principled.

Practical: research consistently shows that unconscious bias shapes selection decisions. Comparable CVs get different judgements depending on the name, photo or school. As a result, you lose suitable candidates and keep homogeneous teams in place. Homogeneous teams in turn make worse decisions, especially on complex issues. Inclusive recruitment is therefore not an "add-on" to good selection. It is good selection.

Principled: equal opportunity for a fair assessment of your application is a basic expectation. For many candidates it's already invisible work to adapt to a norm; it's up to employers to adjust that norm.

At the same time: awareness sessions alone deliver little. What does have effect are process changes: structured interviews, predefined criteria, and measuring outcomes. That's what we work on.

We evaluate with participants and debrief with clients afterwards.

Our Inclusive recruitment & objective selection training is rated positively: an average of 8.2 out of 10.

What participants consistently value: the combination of theory and practice, practical tools to recognise and address bias (STARR, vacancy-text analysis), and the trainer's calm, knowledgeable style.

5.7% of participants rated us 6 or lower. We take all feedback seriously. Critical feedback we frequently hear sits on three points:

• "We've now learned things should be done differently and better, but I have no influence on that. And it's a lot." That's fair. That's why we recommend starting by improving the process itself (through co-creation).
• "Can we practise with a vacancy we know?" Yes, that's possible by arrangement. We then adapt the training to it.
• "There are so many dilemmas and considerations. I would have liked to discuss them more." Also true. In four hours you don't have time to cover everything. We can extend the programme to make room for this.

Our experts work from research. Janice Odijk, work and organisational psychologist at TNO, researched inclusive recruitment for the Dutch Ministry of Social Affairs and Employment. Lianne Mulder, PhD sociologist, specialises in inequality of opportunity. Rutger Legeland is a NOBTRA-accredited trainer. We keep developing ourselves, especially in a time when AI is reshaping the process.

Our approach is evidence-based: we draw on scientific research into structured selection and bias reduction. Our perspective and sources are set out on our page on inclusive recruitment and objective selection.

Tailored to your context: every training starts with an intake. Cases and examples are tuned to your organisation and, where possible, to your own vacancies and procedures.

What sets us apart from other recruitment trainers: we work systemically (across the whole process, not just the interview) and on a research basis rather than on intuition.

Impact only emerges when the process itself is changed. That's why we often recommend a combination.

Foundation training (3-4 hours): your selection committee gains the knowledge and skills to select better themselves. Can be scheduled within a few weeks.

Co-creative sessions: a directly usable and reusable process for 1 or 2 concrete vacancies.

Implementation support (3 to 12 months): we analyse your process, design improvements and guide the transition organisation-wide.

Do you already have a diversity policy? Then it's especially worthwhile. Policy on paper requires translation into selection practice. We help map where ambition and practice diverge.

Yes, it's an investment. But weigh that against the cost of a wrong hire (leaving after a year, mismatch, replacement process) or the structural cost of missing out on talent because your process puts them off. In that light, it's modest.