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Systemic · research-grounded
Inclusive recruitment & objective selection: find the right candidate.
The CV comes in, the conversation flows, "there's a click". But what shaped your judgement? A structured process helps you find better candidates, increase diversity and reduce your risk of discrimination.
The problem
Unstructured interviews are both unreliable and unfair
Unconscious bias, vague selection criteria and unstructured conversations mean you miss talent. Each assessor applies their own norm and first impressions weigh more heavily than the candidate realises.
The consequences are unevenly distributed. Women, people with a migrant background, people with a disability and older candidates are systematically assessed less fairly in unstructured, intuition-led processes. And a wrong hire quickly costs an organisation tens of thousands of euros per case (for example from direct recruitment costs, lost productivity and frustration among colleagues).
Grounded in scientific research
Janice Odijk's research, commissioned by the Dutch Ministry of Social Affairs and Employment, formed the scientific basis for the bill on equal-opportunity oversight in recruitment and selection. Our expertise is grounded in scientific evidence about what works in practice.
Read about our expertise →What you'll learn
Five concrete benefits
- You run structured interviews that predict 2 to 3× better than unstructured ones
- You choose selection tools based on proven predictive value
- You recognise and reduce the influence of bias at every stage of the process
- You write job profiles and vacancy texts that attract a broader talent pool
- You demonstrably comply with Dutch equal-treatment legislation and prepare for the EU Pay Transparency Directive (salary range before the interview, no questions about salary history).
Approach
What we offer
We recommend first designing the process to be inclusive and objective, then training the selection committees to apply the methodology. That way the training delivers real value. We can help with design, implementation and training.
Training
HR + selection committees learn structured interviewing and selection. 4 hours or 4 to 6 online modules.
End-to-end programme
Diagnosis + design + implementation + evaluation. 2 to 8 months, including training and guidance during live recruitment rounds.
How we work
Introductory call
30 minutes, free of charge. We discuss your situation and what you need.
Tailored proposal
You receive a programme proposal within 5 working days.
Alignment
We tailor content and case material to your context.
Delivery & evaluation
Delivery, followed by measurement and embedding.
What participants say
Three evaluations
"Learned a lot about every stage of recruitment and selection, how you need to know what you're looking for yourself before you start writing a vacancy text, and how biases creep into your behaviour without you noticing."
Recruitment & selection training participant"Really useful. Lots of new insights across the whole spectrum of inclusive recruitment and selection. I'll definitely approach the next selection round differently."
Recruitment & selection training participant"Theory on bias, practical tips for the whole recruitment process, plenty of eye-openers and directly applicable."
Recruitment & selection training participantWho guides you
Our experts
Janice Odijk, MSc
Work and organisational psychologist at TNO. Researched inclusive recruitment & objective selection on behalf of the Dutch Ministry of Social Affairs and Employment.
Meet the team →
Lianne Mulder, PhD
Sociologist and postdoctoral researcher. Specialised in inequality of opportunity in the medical world.
Meet the team →
Rutger Legeland, MA
Co-founder of Human Centric. NOBTRA-accredited trainer in inclusive recruitment and objective selection.
Meet the team →
Investment & resources
What it costs
From € 2,000
A training for your HR and selection committee.
Per group, excluding VAT and venue. 4-hour session or 4 to 6 online modules of 1.5 hours.
On request
An end-to-end programme, diagnosis, design, implementation & evaluation.
2 to 8 months. Price depending on scale.
Read our expertise: inclusive recruitment & objective selection
Which steps can you take to attract the right candidates and select the best one with confidence?
Read the expertise →FAQ
Frequently asked questions
Isn't this just "diversity theatre"?
No. Our approach gives your team the ability to take more than performative action. On request, we can measure the impact for your organisation.
What sets you apart from other recruitment trainers?
We work systemically: by looking at the whole process, not just the interview; and on a research-grounded basis, rather than on intuition.
What does a training deliver versus an end-to-end programme?
The training gives your team the knowledge and skills to recruit better. An end-to-end programme goes further: we analyse your process, design improvements and guide implementation. That's why we recommend an end-to-end programme: because we believe that's where the value lies.
How much time does it take?
The basic training is 4 hours. An end-to-end programme runs 2 to 8 months, depending on scope. The online version consists of 4 to 6 modules of 1.5 hours, scheduled flexibly.
Is this relevant if we already have a diversity policy?
Especially then. Many organisations have policy on paper but don't see it reflected in their selection process. We help you map where ambition and practice diverge.
Get started
Half an hour, and you'll know how we can sharpen your hiring.
In a no-obligation 30-minute introductory call you’ll get answers to three questions: is Human Centric a good fit for your question, what approach would we suggest, and roughly what would a project cost.
Rutger Legeland
Co-founder of Human Centric
“I run our introductory calls. No sales pitch, just an open conversation about what you need.”
Call or message +31 6 53 84 53 39
Not ready for a call yet? Download inclusive recruitment (PDF), read our expertise on recruitment & selection or browse the resources.