1. Unearthing Potential: Rethinking Talent Acquisition Beyond Resumes 2. Beyond Resumes: Transforming Talent Acquisition through Authentic Employer Branding 3. Inclusive Talent Attraction: Redefining Recruitment Marketing Strategies 4. Disrupting Recruitment Practices: The Power of Behaviour-Based Social Media Marketing 5. The Evolution of Talent Attraction: From CVs to Inclusive Marketing Strategies 6. Breaking Bias: Navigating the Intersection of Employer Branding and Inclusive Hiring 7. From CVs to Stories: The Impact of Authentic Employer Branding in Talent Attraction 8. Inclusive Hiring Strategies: Embracing Behaviour-Based Social Media Marketing 9. Unveiling Potential: Redefining Talent Acquisition Beyond Traditional Resumes 10. Shifting Paradigms: The Role of Employer Branding in Inclusive Recruitment Marketing

Welcome to a new episode of The Inclusion Bites Podcast! In today's episode, host Joanne Lockwood engages with guest Sara Dalsfelt, the Chief Marketing Officer at Adway, to explore the multifaceted world of talent attraction, recruitment marketing, and debiasing the hiring process. The conversation delves into the pivotal importance of employer branding, the effective utilisation of social media in targeted talent outreach, and the critical need for behaviour-based marketing strategies. Sara's insightful perspective sheds light on the power of storytelling in recruitment, timely messaging for passive candidates, and the impact of a seamless candidate experience on long-term employer-candidate relationships. Listeners can expect tangible insights on gender equity, diversity, and the quest for authentic inclusivity in hiring practices. Join Joanne and Sara as they uncover the potential of inclusive hiring strategies and the vital role of authentic messaging in sparking meaningful change.

00:00 CVs becoming obsolete as employers assess potential.

05:52 Created AI tools for diverse, inclusive hiring.

09:21 Teams focus on EVP, neglect distribution strategy.

13:09 Distribute strategy to attract diverse, relevant talent.

17:36 Seize the moment to secure a sale.

18:52 Personalised storytelling boosts engagement, cuts job search.

22:56 Hiring processes need to be more inclusive.

26:41 Sophisticated storytelling in targeted travel advertising.

30:34 Embrace inclusive hiring for positive workplace change.

33:52 Hiring process built to weed out candidates.

35:39 Apply simply, no account needed, secure process.

40:54 Inclusive investment in workforce - cost vs benefit.

45:26 CVs are biased, tests give equal chance.

46:46 Emphasise inclusive hiring to ensure diverse candidates.

51:49 Ensure air fryer Joe's market integrity, diversity.

53:50 Starting point not 50/50 gender equality.

58:18 Promoting recruiting trends, discussion and LinkedIn connections.

Unearthing Potential, Beyond the Resume, Employer Branding, Recruitment Marketing, Talent Attraction, Debiasing Hiring, Outreach Strategies, Social Media Marketing, Inclusivity, Diversity and Equity

Sara Dalsfelt and Joanne Lockwood dive deep into the complexities of modern talent attraction, challenging traditional hiring methods and advocating for inclusive, behaviour-based recruitment approaches, ultimately encompassing a breadth of essential topics from employer branding and recruitment marketing to organizational values and authentic change.

In this episode of The Inclusion Bites Podcast, host Joanne engages with guest Sara Dalsfelt to explore the nuanced world of talent attraction, debiasing hiring processes, and reaching candidates through impactful social media marketing strategies. Sara Dalsfelt presents powerful insights regarding the limitations of traditional hiring methods, advocating for conscious, early assessments that give everyone an equal chance. She sheds light on the need to target passive candidates through storytelling experiences over social media platforms, employing a sophisticated and timely approach to messaging, similar to the process used in online travel bookings. Sara's emphasis on the importance of authentic messaging in job campaigns, as well as the need for early evaluations and testing, challenges employers' assessment methods, advocating for a fair process based on behaviours, competence, and potential. Joanne and Sara delve into the significance of addressing toxic cultures and employing different targeted approaches to foster diversity and inclusivity in the workplace. They discuss the need for authentic, non-invasive, and behaviour-based social media marketing while highlighting the challenges faced by small businesses in adapting to inclusive recruitment strategies. A key takeaway from this engaging episode is the critical need to look beyond traditional resumes and CVs to unearth potential candidates. By incorporating inclusive, targeted marketing strategies and debiasing the hiring process, organisations can attract diverse talent and cultivate a more inclusive and equitable workforce. Intrigued by the concept of reshaping talent attraction and hiring processes? Tune in to this thought-provoking episode to gain valuable insights and actionable strategies for creating a more inclusive and diverse workplace.

unconscious bias, inclusive hiring, employer branding, recruitment marketing, talent attraction, gender equity, diversity issues, toxic cultures, authentic messaging, social recruiting, social media targeting, candidate experience, personalised hiring, multichannel approach, passive candidates, diverse talent, behaviour-based marketing, storytelling, targeted advertising, bias mitigation, inclusive strategies, debiasing hiring, employee experience, retention, business KPIs, authenticity, gender ratio, recruitment automation, authentic employer branding, outreach strategies

Sara Dalsfelt is a forward-thinking advocate for a new approach to hiring and assessing potential. With a belief that the traditional CV is becoming outdated, Sara envisions a future where candidates will question the relevance of a piece of paper in proving their readiness and transferable skills. She sees beyond the resume and believes that the true potential of a person cannot be determined by a simple document. Sara is passionate about removing bias from the hiring process and pushing for a more holistic and fair approach to assessing candidates. With her innovative mindset, Sara is paving the way for a new era in the world of employment.

Primary Topic: Employer Branding and Recruitment Marketing - Importance of an authentic and inclusive employer brand - Emphasising the need for a sophisticated and non-invasive approach to targeted advertising - Aligning business Key Performance Indicators (KPIs) with values - Making the most of recruitment marketing budgets using multichannel approaches - Providing a storytelling experience tailored to specific social media channels - Leveraging tech and automation for social media targeting in recruitment marketing Sub-Topic: Talent Attraction and Engagement - Attracting diverse talents through authentic messaging in job campaigns - Utilising storytelling and timing in the recruitment process - Creating a seamless candidate experience akin to an ideal customer experience - Emphasising the need for a personalized and inclusive hiring experience - Using puppies, cats, and children in marketing approaches to create a sense of belongingness in the company - Making the application process easy, including one-click application and gamified experiences Sub-Topic: Debiasing the Hiring Process - Advocating for fair and debiased hiring processes - Challenging traditional assessment methods and promoting early assessments to give everyone an equal chance - Mitigating biases based on behaviours, competence, and potential - Addressing gender equity, pay gap, disability, and ethnicity problems within the hiring process - Pushing for hiring practices that address gender ratio issues and aim for real change in inclusivity Sub-Topic: Outreach and Behaviour-Based Social Media Marketing - Utilising social media targeting to reach a broad pool of potential candidates - Engaging passive candidates through personalised storytelling - Emphasising the importance of timing in targeting passive candidates - Comparing the process of luring in passive candidates to the approach used in online travel bookings - Advocating for a refined and non-invasive approach to targeted advertising that aligns with user expectations

1. What if your hiring process could uncover diamonds in the rough, just waiting to shine? 2. Think your recruitment strategy is solid? Wait till you hear this game-changing insight. 3. Heard about recruitment marketing? Get ready to uncover a seismic shift in how you attract top talent. 4. Looking to elevate your hiring process? Brace yourself for a surprising revelation that could do just that. 5. Want to boost your talent attraction? Then you won't want to miss this mind-blowing recruitment strategy insight.

The Importance of Inclusive Hiring Practices: "So we built that way to have an automated suite powered by AI to really go out and find potential on social media and make sure the candid experience is walking the talk." — Sara Dalsfelt 00:06:26 00:06:37

Viral Topic: Diversity in Hiring Practices Quote: "So to answer your question, what's behind the resume? Everything potential." — Sara Dalsfelt 00:08:40 00:08:45

The importance of distribution in employer branding: "So even if you have the most inclusive promise as an employer, how do you have the most inclusive and thought through strategy to go and approach them?" — Sara Dalsfelt 00:09:57 00:10:08

Viral Topic: The Evolution of Online Travel Bookings Quote: "The majority of travels being sold or bought today is happening online. And that's been an industry sort of pioneering how you would go about an online order." — Sara Dalsfelt 00:25:46 00:25:58

The Power of Sophisticated Targeted Advertising: "So there's like a fine line being spammed, as you might have been experienced, Joe, like, spammed with the targeting ads. Like, I already bought those shoes. Why are they still following me? That is not a sophisticated journey, that's sort of spray and pray approach to targeted advertising." — Sara Dalsfelt 00:27:10 00:27:26

Streamlined Job Application Process: "The experience should be one click. You should be in the ad, there should be no fluffy 1 billion clicks through a form which is not mobile assessed or it's not built for mobile friendly, should be no account created, should be ideally not a single cover letter or CV uploaded either. It should be a super smooth journey based on finding potential with assessments and tests and screening based on science in order to really make sure what's getting through is relevant for this role and that you are opening up for potential and transferable skills and everything that you need in order for have a thriving workforce." — Sara Dalsfelt 00:36:10 00:36:50

The Importance of Inclusive Strategies in Recruitment: "What would it cost you to not get this diverse workforce into the company?" — Sara Dalsfelt 00:41:02 00:41:07

The Importance of Social Recruiting: "If you don't join the party now, it'll be exponentially more expensive next year and the year after that and the year after that. Because again, everyone is going into social recruiting. Everyone is understanding the need for the most epic candidate experience." — Sara Dalsfelt 00:42:26 00:42:44

"Revolutionising Hiring Practices: We want everyone given the same chance." — Sara Dalsfelt 00:46:37 00:46:39

The Future of Recruitment: "So if a hiring manager must, in this world, use their gut feeling, they can I mean, I'm not recommending it, but as a last step on paper, they can, right? Because you've built the process, securing that potential and diverse applicants had the chance to come through all the way to the last submission." — Sara Dalsfelt 00:47:49 00:48:12

"Welcome entrepreneurs and business leaders! In our latest podcast, we delved into a thought-provoking discussion about employer branding, recruitment marketing, and talent attraction. Our guest, Sara Dalsfelt, urges us to challenge traditional hiring methods, advocating for a fair and inclusive process that mitigates bias. We explored the power of behaviour-based social media marketing and the need for an authentic and non-invasive approach to talent outreach. Join us as we uncover the potential beyond the resume and strive for real change in our hiring practices. Embrace a more inclusive future for your business. Stay tuned for captivating insights and actionable strategies to transform your recruitment approach. #InclusionMatters #HiringBeyondTheResume"

🌟 Exciting Discussion on The Inclusion Bites Podcast 🌟 Had an insightful conversation with Sara Dalsfelt, Chief Marketing Officer at Adway, on the latest episode of The Inclusion Bites Podcast hosted by Joanne Lockwood. We delved into the crucial topics of employer branding, recruitment marketing, talent attraction, debiasing the hiring process, and behaviour-based social media marketing. Here are three key takeaways from our discussion: 1️⃣ Embracing Inclusive Hiring: Traditional CV/resume-based assessments can limit potential talent and perpetuate biases. It's time to embrace new tools and technologies that enable a more inclusive hiring approach, aiming for a diverse and inclusive workforce. 2️⃣ Authentic Employer Branding: Attracting diverse talent starts with authentic messaging in job campaigns. Beginning before the market launch, the storytelling experience should be tailored to specific social media channels to resonate with potential candidates. 3️⃣ Behaviour-Based Social Media Marketing: Utilising tech and automation to reach a broad pool of potential candidates through social media targeting can revolutionise talent attraction. Similar to online shopping tactics, the approach aims to provide a seamless and sophisticated candidate experience. Let's continue the conversation and work towards creating inclusive workplaces that value every individual's potential. Your feedback and thoughts are always welcome! #InclusionBitesPodcast #EmployerBranding #RecruitmentMarketing #InclusiveHiring #TalentAttraction #DiversityandInclusion

Subject: Unearthing Potential: Beyond the Resume - New Episode Alert! Dear Inclusion Advocates, We are thrilled to announce the release of a thought-provoking new episode of The Inclusion Bites Podcast, titled "Unearthing Potential, Beyond the Resume". In this episode, our host Joanne Lockwood is joined by the insightful Sara Dalsfelt, Chief Marketing Officer at Adway, for an engaging discussion on employer branding, recruitment marketing, talent attraction, debiasing the hiring process, outreach, and behavior-based social media marketing. Sara delves into the limitations of assessing candidates purely based on their CVs, advocating for a more inclusive hiring approach that embraces new tools and technologies to assess potential early in the hiring process. She emphasises the importance of authentic messaging in job campaigns and attracting a diverse talent pool, challenging traditional recruitment methods and advocating for fair and bias-mitigated processes. The conversation also touches on the need for gender equity, mitigating pay gaps, addressing disability and ethnicity issues in the workplace, aligning business KPIs with values, and driving real change for inclusivity. Sara and Joanne highlight the significance of individual candidate experiences, retention, and the imperative need for a refined and non-invasive approach to targeted advertising that aligns with user expectations. If you are passionate about creating a more inclusive and diverse workforce and revolutionising your recruitment strategies, this episode is a must-listen. Join us in this eye-opening conversation as we navigate the landscapes of recruitment, talent attraction and the transformation of the hiring process to uncover hidden potential beyond the traditional resume. Tune in to this enlightening episode on your favourite podcast platform and be prepared to challenge your perspectives. Thank you for being a part of our inclusive community, and don't forget to share your thoughts and feedback with us. Your input is invaluable in shaping our future discussions. Warm regards, [Your Name] [Podcast Name] Team

🌟 Unearthing Potential beyond the Resume 🌟 Welcome to an eye-opening episode of the Inclusion Bites Podcast! Today, we delve into the dynamic world of employer branding, recruitment marketing and talent attraction. Our guest, Sara Dalsfelt, Chief Marketing Officer at Adway, sparks the conversation with her insights into debiasing the hiring process and using behaviour-based social media marketing. Let's dive in! #InclusionBites 🔍 Traditional reliance on CVs holds biases and limits potential talent. Sara advocates for consciously including potential candidates and embracing new tools and technologies for a more diverse and inclusive workforce. 🌍 Did you know that the hiring process extends beyond the resume? Sara shares her personal experience of overcoming biases and how traditional methods might have overlooked her potential. Accessibility and inclusivity are key for a fair and personalised hiring experience. #UnearthPotential Marketing genius, meet hiring prowess! Sara discusses reaching a broad pool of diverse candidates through storytelling experiences tailored to specific social media channels. 📱 It's like headhunting on a large scale, eliminating bias and creating multiple touchpoints for action. #StorytellingMatters 🌈 Sara emphasises the importance of a seamless candidate experience, likening it to an ideal customer experience. A poor candidate experience can impact future employer-candidate relationships. Let's value candidates as we value our customers! #CustomerExperienceMatters Joanne Lockwood and Sara Dalsfelt stress the need to look beyond traditional resumes and CVs! They discuss the power of storytelling and timing in the recruitment process. 📢 It's all about engaging, debiasing, and attracting talent in a cost-effective, inclusive way. #InclusiveHiring 🎯 Sara advocates for easy application processes, one-click applications, and gamified experiences in talent attraction. Time to tap into the window of opportunity for attracting passive candidates with sophisticated, timely messaging. It's like online travel bookings – a refined approach is key! #DebiasingHiring 🌐 From the power of targeted content to the importance of employee experience and retention, this episode is a gold mine of insights. Let's align business KPIs with values and push for authentic, real change for inclusivity in hiring. The time for lasting transformation is now! #AuthenticInclusivity In conclusion, Sara Dalsfelt's expertise shines a light on the need for a refined, debiased, and inclusive approach to talent attraction and recruitment marketing. Join us in championing a fair and inclusive hiring process! 💫 #RecruitmentMarketing #InclusiveHiringJourney We hope you found this Twitter thread insightful and impactful. Remember, the journey towards a truly inclusive hiring process begins with valuing each candidate's potential. Stay tuned for more empowering conversations on the Inclusion Bites Podcast! #UnearthPotential #InclusionMatters

Absolutely, I understand the requirements and the focus of the article. Here's a suggestion for the article: --- **Unearthing Potential: Sara Dalsfelt's Insightful Journey on The Inclusion Bites Podcast** Sara Dalsfelt, the Chief Marketing Officer at Adway, recently graced The Inclusion Bites Podcast, hosted by Joanne Lockwood, to share her invaluable insights on unearthing potential beyond the traditional resume and CV. As a guest on Episode 89 titled "Unearthing Potential, Beyond the Resume", Sara brought to the forefront the critical need for a more inclusive approach to talent attraction and debiasing the hiring process. With an in-depth focus on employer branding, recruitment marketing, and behaviour-based social media outreach, Sara's expertise illuminated the path to a more diverse and inclusive workforce. Sara's valuable contributions to the podcast encompassed a holistic view of the recruitment process, where the focus went beyond traditional hiring methods. She emphasised the need for authentic and personalised messaging in job campaigns to attract diverse talents, and advocated for a seamless candidate experience akin to an ideal customer experience. The engaging conversation highlighted the power of harnessing tech and automation to reach a broad pool of potential candidates through social media targeting. Sara's insights underscored the importance of aligning business KPIs with values to drive real change for inclusivity in the hiring process. Crucially, Sara Dalsfelt's discussion on the challenges faced by small businesses in adapting to inclusive hiring strategies and the need for a refined and non-invasive approach to targeted advertising provided practical takeaways for listeners striving to enhance their recruitment strategies. Sara's compelling presence on The Inclusion Bites Podcast served as an empowering guide for all striving to create a more inclusive hiring journey and unearth the untapped potential of diverse talent. Listeners were left inspired by Sara's commitment to driving real change in the recruitment landscape, placing authenticity and fairness at the forefront of the hiring process. Her extensive knowledge and advocacy for a fair, behaviour-based assessment approach left an indelible mark on the conversation. In conclusion, Sara Dalsfelt's participation on The Inclusion Bites Podcast reflected her unwavering dedication to championing inclusive hiring strategies and redefining the talent attraction landscape. Her expertise and passion shone through, leaving an enduring impact on every listener. To connect with Sara Dalsfelt and delve deeper into the realm of inclusive talent attraction and recruitment marketing, listeners are encouraged to reach out to her on LinkedIn, where her wealth of knowledge continues to flourish. The episode featuring Sara Dalsfelt on The Inclusion Bites Podcast left an indelible imprint on the pursuit of unearthing potential beyond the resume, motivating every listener to embrace change and foster inclusivity in their talent acquisition journey. --- This article aims to capture the essence of Sara Dalsfelt's insights and the impact of her participation on The Inclusion Bites Podcast, focusing on her expertise in inclusive talent attraction and recruitment marketing.

Here are some insightful questions from the interview that could be turned into FAQs for the audience: 1. How can employers create an authentic and inclusive employer branding message to attract diverse talent? 2. What are the challenges small businesses face in adapting to inclusive recruitment marketing strategies, and how can they overcome these challenges? 3. In what ways can employers debias their hiring process and ensure a fair evaluation of candidates based on behaviours, competence, and potential? 4. What are the key components of an effective talent attraction strategy using social media marketing, and how can employers tailor their approach to reach a diverse pool of potential candidates? 5. How can employers align their business KPIs with their values to promote a more inclusive and diverse workplace culture? These questions can serve as the basis for insightful FAQs for the podcast audience, providing valuable insights and practical advice on topics related to employer branding, recruitment marketing, debiasing the hiring process, and promoting diversity and inclusion in the workplace.

In this episode of the Inclusion Bites Podcast, several pain points and challenges were discussed, and addressing these issues is crucial for creating a more inclusive and effective hiring process. Here are some of the key challenges discussed, along with content focused on addressing them: 1. **Unconscious Bias in Hiring**: Traditional hiring methods often contain unconscious biases that limit the potential talent pool and perpetuate inequality. To address this, organisations should implement debiasing strategies such as blind resume reviews and behaviour-based assessments. 2. **Inclusive Employer Branding and Marketing**: Many organisations struggle to create authentic and inclusive employer branding and recruitment marketing. Content should focus on the importance of authentic messaging, storytelling, and leveraging diverse channels to attract a wide pool of candidates. 3. **Ineffective Recruitment Marketing Strategies**: The distribution strategy for reaching desired candidates is often neglected, and small businesses may struggle to adapt to new recruitment marketing strategies. Content should emphasise the importance of utilising multichannel approaches and targeting diverse potential candidates beyond traditional platforms. 4. **Engaging Passive Candidates**: Attracting passive candidates through non-invasive and personalised storytelling experiences over social media platforms can be challenging. Content should highlight the need for a refined and timely approach and the use of gamified experiences to engage passive candidates. 5. **Addressing Gender Equity and Diversity** : A lack of gender equity, pay gap, and diversity issues remain prevalent in many organisations. Content should focus on practical steps to mitigate these problems, highlighting the importance of authentic change and real inclusivity. 6. **Creating a Seamless Candidate Experience**: The candidate experience is often overlooked, leading to poor relationships with potential employees and impacting future recruitment efforts. Content should stress the need for a seamless and personalised candidate experience similar to an ideal customer experience. To address these pain points and challenges, the podcast content could feature expert interviews, case studies, and actionable tips for implementing inclusive employer branding, debiasing hiring processes, and engaging diverse talent through effective recruitment marketing strategies. Additionally, highlighting the importance of genuine and lasting change in promoting diversity and inclusivity within organisations would be essential.

Unearthing Potential, Beyond the Resume: A New Paradigm for Inclusive Hiring In a world inundated with resumes and CVs, is it possible that we are missing out on exceptional talent that can't be encapsulated in a single, static document? This question lies at the heart of the latest episode of The Inclusion Bites Podcast with Joanne Lockwood and Sara Dalsfelt, Chief Marketing Officer at Adway, titled "Unearthing Potential, Beyond the Resume." The conversation is an eye-opener, delving into the limitations of traditional hiring practices and presenting actionable strategies for a more inclusive and effective hiring process. The problem is clear - relying solely on CVs and resumes can lead to biased hiring decisions and limit the potential of diverse talent. Sara Dalsfelt passionately explores this issue, advocating for a shift in mindset towards a more inclusive approach to attracting and assessing candidates. She shares insights into the importance of authentic messaging in job campaigns, as well as the need for a more proactive and strategic effort to achieve gender equity, address pay gaps, and mitigate disability and ethnicity-related hiring challenges. So, what can organisations do to address these critical issues and embrace a more inclusive hiring approach? First and foremost, it's crucial to recognise the power of employer branding and recruitment marketing. Sara sheds light on the significance of starting the talent attraction process well before launching a job campaign and emphasises the need for authenticity and a consistent message throughout the organisation. Additionally, the conversation highlights the impact of using targeted approaches in recruitment marketing, resembling the sophistication of online travel bookings. Leveraging behavioural targeting and algorithms to eliminate biases, Sara underscores the importance of providing a personalised storytelling experience tailored to specific social media channels. The goal is to reach a broad and diverse talent pool, using a non-invasive and refined approach that aligns with user expectations. Furthermore, Sara emphasises the need for a seamless and engaging candidate experience, an area often overlooked in traditional hiring processes. Drawing parallels between candidate and customer experiences, she underscores the crucial impact of a poor candidate experience on future employer-candidate relationships. By valuing and prioritising candidates similar to valuable customers, recruiters can build stronger connections and foster a more inclusive hiring environment. To explore a more inclusive approach to hiring, it is essential to assess candidates beyond their CVs and resumes. Sara advocates for early assessments and testing, ensuring that everyone is given an equal chance based on their behaviours, competencies, and potential. This approach debiases the hiring process and opens the door to a more diverse pool of talent. Addressing the gender ratio issue becomes a strategic priority, requiring organisations to align business KPIs with their values and push for real change to foster inclusivity. Inspired by the insightful conversation on The Inclusion Bites Podcast, here are some actionable takeaways for organisations looking to embrace a more inclusive hiring approach: 1. Revamp Your Employer Branding: Start the talent attraction process well before launching a job campaign. Ensure that your messaging is authentic and consistent, resonating with diverse candidates and showcasing the inclusive nature of your organisation. 2. Embrace Recruitment Marketing: Utilise targeted and behaviour-based approaches in your recruitment marketing. Tailor your messaging to specific social media channels and leverage algorithms to reach a broad and diverse talent pool. 3. Prioritise Candidate Experience: Recognise the impact of a seamless and engaging candidate experience. Value and prioritise your candidates like valuable customers, providing them with a personalised and inclusive hiring journey. 4. Debias Your Hiring Process: Look beyond CVs and resumes. Embrace early assessments and testing to evaluate candidates based on their behaviours, competencies, and potential, mitigating biases and opening doors to diverse talent. In conclusion, the conversation with Sara Dalsfelt on The Inclusion Bites Podcast has shed light on the need for a paradigm shift in the hiring process. By rethinking traditional practices and embracing a more inclusive approach, organisations can unearth the potential of diverse talent beyond the constraints of resumes and CVs. Let's take this inspiration and drive real change in our hiring processes, working towards a more inclusive and diverse workforce. As Joanne Lockwood aptly concludes the podcast, let's share this message and invite feedback from our community. Engage with us, share the podcast, and join the conversation as we strive for a more inclusive future in our workplaces. To hear the full conversation and gain further insights, tune in to The Inclusion Bites Podcast and explore Episode 89, "Unearthing Potential, Beyond the Resume."

"Addressing toxic cultures and using different targeted approaches to create a sense of belongingness in the company."

1. How can organisations ensure that their employer branding and recruitment marketing efforts are authentic and inclusive, particularly in reaching diverse talent pools? 2. What are some effective strategies for debiasing the hiring process and assessing candidates based on behaviours, competency, and potential rather than traditional CVs/resumes? 3. In what ways can businesses align their key performance indicators (KPIs) with their values to drive real change towards inclusivity in their hiring and retention practices? 4. How can targeted advertising and social media outreach be used to create an inclusive and non-invasive experience for potential candidates, aligning with their expectations and preferences? 5. What are the challenges faced by small businesses in adapting to more inclusive hiring strategies, and what are some practical steps they can take to overcome these challenges? 6. How important is the candidate experience in the recruitment process, and what impact does a poor candidate experience have on future employer-candidate relationships? 7. What are some examples of effective storytelling and timing in the recruitment process, and how can this approach be used to attract passive candidates and create a seamless experience? 8. How can organisations address gender equity, pay gap, disability, and ethnicity disparities in their hiring practices, and what strategies can be implemented to mitigate such issues? 9. What role does employee experience play in talent attraction and retention, and how can businesses create an environment that fosters diversity, inclusivity, and belonging? 10. What are some examples of successful strategies for addressing the unequal gender balance in organisations and actively working towards achieving equality in the workplace? These questions would be well-suited to further explore the topics covered in the episode and engage listeners in thoughtful discussions about diversity and inclusion in recruitment and hiring.

**FAQ: Unearthing Potential, Beyond the Resume** Q: What is the significance of employer branding in today's recruitment landscape? A: Employer branding is crucial in attracting diverse talent and creating a sense of belonging within an organization. It involves shaping the company's reputation as an employer of choice through authentic messaging and creating a compelling value proposition for potential candidates. Q: How can companies use recruitment marketing to attract a diverse pool of candidates? A: Companies can utilise recruitment marketing to reach potential candidates through multichannel approaches beyond traditional platforms. This involves utilising technology and automation to reach a broad pool of candidates by tailoring storytelling experiences to specific social media channels. Q: How can organisations ensure a fair and inclusive hiring process while addressing biases? A: Organisations can promote a fair and inclusive hiring process by adopting early assessments and testing to give all candidates an equal opportunity. By focusing on behaviours, competencies, and potential, employers can mitigate bias and open doors to a more diverse talent pool. Q: What is the role of outreach and behaviour-based social media marketing in talent attraction? A: Outreach and behaviour-based social media marketing play a crucial role in reaching passive candidates and engaging them with personalised storytelling experiences. This approach involves utilising sophisticated and timely messaging to attract potential candidates and create a more inclusive hiring process. Q: How can companies align business KPIs with values to drive inclusivity and diversity efforts? A: Companies can align their business Key Performance Indicators (KPIs) with values by integrating diversity and inclusivity goals into their strategic objectives. This ensures that the pursuit of diversity and inclusivity becomes an integral part of the company's mission and vision. Q: Why is it important to debunk traditional biases associated with CVs and resumes in the hiring process? A: It is essential to debunk traditional biases associated with CVs and resumes to unlock the potential of a more diverse talent pool. Over-reliance on CVs can limit the assessment of candidates based on their true potential and perpetuate biases in hiring decisions. Q: How can companies address gender equity, pay gap, disabilities, and ethnicity issues in their hiring processes? A: Companies can address gender equity, pay gap, disabilities, and ethnicity issues by actively mitigating biases and implementing strategies to attract and assess talent based on competencies and potential. This entails creating a fair and inclusive hiring process that values diversity and focuses on real change for inclusivity. Q: What are the key considerations for enhancing employee experience and retention in relation to diversity and inclusion efforts? A: Enhancing employee experience and retention in the context of diversity and inclusion involves creating a supportive and inclusive work environment. This includes providing equal opportunities for growth and advancement, addressing biases, and fostering a culture that values diversity and empowers all employees. Q: How can companies use storytelling and branding to create a sense of belonging for potential candidates? A: Companies can use storytelling and branding to create a sense of belonging for potential candidates by crafting authentic messages, creating a compelling employer value proposition, and showcasing the company's commitment to diversity and inclusion. This helps potential candidates see themselves as integral parts of the organization. Q: What strategies can small businesses adopt to adapt to inclusive hiring and recruitment marketing? A: Small businesses can adapt to inclusive hiring and recruitment marketing by leveraging cost-effective multichannel approaches and utilising technology to reach a diverse talent pool. By prioritising fairness and inclusivity in the hiring process, small businesses can attract a more diverse range of potential candidates.

Sara Dalsfelt, the Chief Marketing Officer at Adway, joined the Inclusion Bites Podcast to share her insights on employer branding, recruitment marketing, and talent attraction. She emphasises the need for authenticity in messaging, using targeted approaches to attract diverse talent and mitigate biases in the hiring process. Sara advocates for addressing gender equity, pay gap, disability, and ethnicity problems in organisations. She stresses the importance of employee experience, retention, and aligning business KPIs with values. Sara is a strong proponent of real change for inclusivity, emphasising the need for hiring practices to address gender ratio issues. In the episode, Sara discusses the challenges of broadening the demographic talent pool in a cost-effective manner and shares her expertise on using behaviour-based social media marketing to reach and engage passive candidates. She advocates for personalised storytelling experiences and a non-invasive approach to targeted advertising that aligns with user expectations. Overall, Sara Dalsfelt's views and expertise centre around creating inclusive hiring strategies, using marketing approaches to attract diverse talent, and advocating for real change in employee recruitment and retention practices.

Future training and workshops could include the following topics inspired by the episode: 1. Inclusive Hiring Strategies: Explore how to develop and implement an inclusive hiring process that assesses candidates beyond traditional CVs, ensuring fairness and diversity at every stage. 2. Behaviour-Based Social Media Marketing: Delve into the techniques and tools for targeted social media marketing to attract diverse talent, understanding user behaviours and creating personalised storytelling experiences. 3. Debiasing the Hiring Process: Address implicit biases in recruitment and hiring, focusing on techniques to mitigate biases and assess candidates based on behaviours, competence, and potential, leading to a fair and inclusive process. 4. Employer Branding and Recruitment Marketing: Discuss the importance of employer branding and recruitment marketing in attracting diverse candidates, highlighting strategies for authentic messaging, storytelling, and reaching potential candidates beyond traditional platforms. 5. Creating an Inclusive Employee Experience: Explore the impact of the candidate experience on future employee engagement and retention, emphasising the need to align business KPIs with inclusive values and making real changes for inclusivity in the workplace. These topics can provide valuable learning opportunities for HR professionals, hiring managers, and recruitment teams to enhance their understanding of inclusive hiring, recruitment marketing, and employer branding, ultimately fostering diverse and inclusive workplaces.

1. Uncover talent beyond the CV! In our latest podcast, Sara Dalsfelt and Joanne Lockwood discuss the imperative of reaching diverse candidates through authentic storytelling and inclusive recruitment marketing. 2. Pushing the boundaries of talent attraction! We delve into the need for personalized, behavior-based social media marketing to engage potential candidates and eliminate bias in the hiring process. 3. Diversity, Equity, and Inclusion in action! Our guests address gender equity, disability representation, and pay gap mitigation, advocating for real change through fair, values-aligned hiring practices. 4. Let's talk about outreach! We explore the power of early assessments and non-invasive targeted advertising to engage passive candidates and create a seamless hiring experience aligned with user expectations. 5. Redefining recruitment strategies! Join our discussion on the impact of toxic cultures, the importance of inclusive employer branding, and the need to align business objectives with values for real change in hiring.

Title: Leadership Insights Channel [Opening shot of a professional office setting] Narrator: Welcome to the Leadership Insights Channel, where we uncover common leadership challenges and provide actionable solutions for a positive outcome. [Cut to footage of a diverse group of employees collaborating in a meeting] Narrator: Today's topic: Unearthing Potential in Recruitment. [Cut to a shot of a leader reviewing CVs/resumes] Narrator: As a leader, you may face the common problem of relying solely on CVs and resumes during the hiring process. [Cut to a shot of a diverse group of employees engaged in a brainstorming session] Narrator: The positive outcome? Embracing inclusive strategies to attract diverse talent begins with understanding the limitations of traditional hiring methods. [Cut to a shot of targeted recruitment marketing on social media] Narrator: Action 1: Embrace Recruitment Marketing. [Cut to a shot of leaders engaging with potential candidates] Narrator: Action 2: Reach out to potential candidates directly using behavioural targeting and algorithms to eliminate bias. [Cut to a shot of a candidate applying for a job using one-click application] Narrator: Action 3: Provide a seamless candidate experience with easy application processes, including gamified experiences. [Cut to a shot of a leader reviewing diverse candidates' profiles] Narrator: By implementing these actions, you will not only attract diverse talent but also create a more inclusive and equitable hiring process. [Closing shot of a diverse team celebrating a successful hire] Narrator: Stay tuned for more leadership insights. Remember, unearthing potential in recruitment starts with embracing inclusive strategies. [End screen with the Leadership Insights Channel logo and social media links] Narrator: Subscribe for more leadership insights and actionable solutions. [Background music fades out] [End of video]

1. "Unleashing Inclusive Hiring Strategies: Access Talent Beyond CVs | Sara @Adway" 2. "Attract Diverse Top Talent: Harnessing Targeted Social Media Ads | Sara @Adway" 3. "Authentic Employer Branding: Differential Recruitment Strategies | Sara @Adway"

**Focus Keyword: Positive People Experiences** Title: "Creating Positive People Experiences | #InclusionBitesPodcast" Tags: #PositivePeopleExperiences, #InclusionBitesPodcast, #TalentAttraction, #RecruitmentMarketing, #BehaviourBasedMarketing, #EmployerBranding, #CultureChange, #InclusiveHiring, #DiverseTalent, #InclusionMatters, #HRStrategies, #CareerDevelopment, #EqualityInWorkplace, #DigitalStorytelling, #InclusiveLeadership, #DiversityAndInclusion, #SocialRecruiting, #Belongingness, #WorkplaceEquity, #SkillsAssessment, #UnconsciousBias, #InclusiveCulture, #PodcastDiscussion, #JoanneLockwood, #SaraDalsfelt Killer Quote: "Advocates for early assessments and testing to give everyone equal chance" - Sara Dalsfelt Hashtags: #RecruitmentStrategies, #EqualityAtWork, #InclusiveRecruitment, #TalentAcquisition, #MarketingDiversity, #WorkplaceInclusion, #InclusivityMatters, #HRInsights, #EmpowerTalent, #ChangeAgents, #DiversityWins, #UnbiasedHiring, #InclusiveLeaders, #StorytellingInBusiness, #EvaluatingPotential, #InclusiveEmployers, #PodcastListeners, #JoinTheDiscussion, #InclusivityWins, #InclusionAdvocate Summary description: Join me, Joanne Lockwood, on this episode of The Inclusion Bites Podcast, where I delve into the power of creating Positive People Experiences with our insightful guest, Sara Dalsfelt. Together, we explore the transformative impact of Culture Change, Behaviour-Based Social Media Marketing, and inclusive hiring strategies. Discover how Sara's killer insights challenge traditional recruitment methods and provide an equal chance for everyone. Together, let's drive change and champion inclusion in our workplaces. Tune in and amplify Positive People Experiences with us! Don't miss this episode, and be the change your workplace needs. Outro: Thank you, the listener, for tuning in. Don't forget to like and subscribe to the channel for more thought-provoking content. For more information, visit the SEE Change Happen website: https://seechangehappen.co.uk. Listen to the full episode of "The Inclusion Bites Podcast" here: https://seechangehappen.co.uk/inclusion-bites-listen. Stay curious, stay kind, and stay inclusive - Joanne Lockwood

Subject: Unearthing Potential, Beyond the Resume - A Must-Listen Podcast Episode Hello Inclusion Enthusiasts! Hope you're having a fantastic day! I've just wrapped up another enlightening episode of The Inclusion Bites Podcast, and this time, we dived deep into the world of talent attraction and inclusive hiring strategies. It's an episode you won't want to miss, so let's jump right in. Here are 5 key takeaways from this insightful episode: 1. The importance of authentic messaging in job campaigns and attracting diverse talent. 2. Leveraging different marketing approaches, such as using storytelling and behavioural-based social media marketing to create a sense of belongingness in the company. 3. The need for a refined and non-invasive approach to targeted advertising that aligns with user expectations. 4. The impact of a poor candidate experience on future employer-candidate relationships and the value of a seamless candidate experience similar to an ideal customer experience. 5. The emphasis on unbiased, early assessments and testing to give everyone an equal chance, as well as the need to address gender ratio issues in hiring. Did you know that Sara Dalsfelt shared an eye-opening fact about the impact of a poor candidate experience on future employer-candidate relationships? It truly underscores the need for a seamless and inclusive recruitment process. Now, here's your call to action: Tune in to this episode to gain valuable insights into inclusive hiring, employer branding, recruitment marketing, and talent attraction strategies. Let's expand our understanding of creating a more diverse and inclusive workplace together! Finish the week on a positive note by giving the episode a listen and sharing it with your network. Don't forget to drop us your feedback and guest suggestions for future episodes. Remember, inclusion starts with conversations, so let's keep them going! Warm regards, [Your Name] [Podcast Name] Listener

Intro: Welcome to the Inclusion Bites Podcast! In this episode, host Joanne Lockwood and guest Sara Dalsfelt delve into the world of employer branding, recruitment marketing, and talent attraction. They explore methods to debias the hiring process and the power of behaviour-based social media marketing. Get ready to unearth potential beyond the resume! In this conversation we discuss: 👉 Employer branding 👉 Recruitment marketing 👉 Talent attraction Favourite quotable moments: 1. "Authenticity and real change for inclusivity." 2. "Pushing for hiring to address gender ratio issues." 3. "Challenges employers' assessment methods, advocates for a fair process." Summary: Join us as we uncover the secrets of successful talent attraction and inclusive hiring strategies. Tune in to gain insight on transforming your hiring process and making a real impact in your organisation. Don't miss out – listen to the full episode now!

LinkedIn Poll Question: What's Your Key to Inclusive Hiring? 💬 #DiversityAtWork 1. CV debiasing 2. Authentic messaging 3. Behaviour targeting 4. Multichannel outreach

🌟 As a Senior Leader in HR or DEI, I've just dived into an insightful discussion on the Inclusion Bites Podcast about the critical landscape of employer branding, recruitment marketing, and talent attraction. 🎙️ The conversation unveiled the need to debias our hiring processes, embrace behaviour-based social media marketing, and strive for genuine inclusion in our workplaces. 🌐 It's vital for us to address gender equity, pay gaps, disability, and ethnicity challenges while aligning business KPIs with our core values. Let's spark authentic change and create a more inclusive future together! 🌈✨ #EmployerBranding #InclusiveHiring #TalentAttraction #DiversityandInclusion #HRLeadership

🎙️ In Episode 89 of The Inclusion Bites Podcast, Sara Dalsfelt and Joanne Lockwood discuss groundbreaking strategies for employer branding, recruitment marketing, and talent attraction. They uncover the need for debiasing the hiring process through behaviour-based social media marketing and authentically addressing diversity and inclusion. Senior leaders, HR professionals, and EDI specialists will find invaluable insights in this resource. 🌟 Key "aha moments" include the critical need to move beyond traditional hiring methods and embrace automated outreach techniques to attract a diverse talent pool. It stresses the importance of storytelling, personalisation, and timing in the recruitment process, underlining the value of a seamless candidate experience. 🔄 Based on this resource, professionals should consider reevaluating their recruitment strategies to focus on behaviour-based social media marketing, authentic employer branding, and inclusive hiring. This shift can significantly impact the effectiveness of attracting and retaining diverse talent. #InclusiveRecruitment #BehaviourBasedMarketing #AuthenticEmployerBranding #DiversityandInclusion #SeamlessCandidateExperience

Title: "Uncover Potential: The Future of Inclusive Hiring 🌟" [Background: Shot of person walking confidently] Voice-over: "Hey everyone! Today we're diving into the future of inclusive hiring. Ready to unearth potential beyond the resume?" [Text on screen: "Unearthing Potential: Let's Get Inclusive! 🌟"] Voice-over: "It's all about reaching diverse talent early on. We're talking about shaking up traditional hiring methods to bring in a wider range of candidates – a game-changer for your team!" [Text on screen: "Shaking Up Hiring Methods 💼"] Voice-over: "We're breaking down the barriers of bias in recruitment. It's all about behaviour-based assessments and providing equal opportunities for everyone." [Text on screen: "Breaking Bias Barriers 🚫"] Voice-over: "We're exploring innovative recruitment marketing strategies. Think targeted social media ads, authentic storytelling, and, believe it or not, the power of puppies, cats, and children!" [Text on screen: "Innovative Recruitment Marketing 📱"] Voice-over: "And let's not forget about creating a seamless candidate experience. It's about treating candidates like valued customers and making their journey with your company a top-notch experience." [Text on screen: "Seamless Candidate Experience ✨"] Voice-over: "So, are you ready to revolutionise your hiring process and embrace the power of diversity? Let's make a real difference together!" [Text on screen: "Revolutionise Hiring, Embrace Diversity! 🌍"] Voice-over: "Thanks for watching! Remember, together we can make a difference. Stay connected, stay inclusive! See you next time. ✨"

1. **Inclusive Hiring Strategy** - This refers to a deliberate and conscious approach to hiring that aims to attract and assess a diverse pool of potential candidates. The strategy utilises technology and automation, including social media targeting, to eliminate bias and reach a broad and varied talent pool. 2. **Employer Branding** - This refers to the process of promoting a company, as an employer, to a desired target group, with a focus on what makes the organization unique and appealing as a place to work. It encompasses the company's reputation, values, culture, and employee value proposition (EVP). 3. **Value Proposition** - This relates to the unique qualities and benefits that a company offers to its employees. This includes the overall value of working at the organisation, as well as specific benefits, rewards, and opportunities. 4. **Recruitment Marketing** - This term refers to the strategies and tactics used to attract, engage, and nurture potential candidates before they apply for a job. It involves building brand awareness, promoting the employer brand, and engaging with potential candidates using various marketing techniques. 5. **Social Media Targeting** - This concept involves using technology to segment and target specific audiences on social media platforms based on their demographics, interests, and online behaviour. It is used to reach potential candidates with tailored messages and job opportunities. 6. **Passive Candidates** - These are individuals who are not actively job searching but may be open to new opportunities. The strategy involves reaching out to these candidates through targeted advertising and authentic storytelling to pique their interest in potential roles. 7. **Debiasing the Hiring Process** - This concept involves mitigating bias in the hiring process, including unconscious biases related to gender, ethnicity, disability, and other factors. It aims to create a fair and equitable process by focusing on behaviours, competence, and potential rather than traditional assessment methods. 8. **Behaviour-Based Marketing** - This approach involves tailoring marketing messages based on an individual's online behaviour, interests, and preferences. It aims to create a personalised and engaging experience through storytelling and targeted advertising. These concepts are central to the episode's discussions around creating a more inclusive and effective hiring process, utilising innovative marketing strategies to attract diverse talent, and addressing biases in traditional recruitment methods.

**Focus Keyword:** Positive People Experiences --- **Title:** Building Positive People Experiences through Culture Change | #InclusionBitesPodcast **Tags:** positive work culture, employee experience, diversity and inclusion, culture transformation, inclusive hiring, debiasing recruitment, talent attraction, employer branding, social media marketing, inclusive workplace, diversity in hiring, female leaders, recruitment strategies, workplace diversity, gender equity, candidate experience, workplace inclusion strategies, inclusive leadership, inclusive culture change, diversity in the workplace, talent management, diversity recruitment, **Killer Quote:** "To build a truly inclusive workplace, we need to focus on creating positive people experiences and drive culture change." - Joanne Lockwood **Hashtags:** #CultureChange #InclusiveWorkplace #DiversityAndInclusion #PositivePeopleExperiences #EmployerBranding #TalentAttraction #InclusiveHiring #BiasMitigation #RecruitmentMarketing #WorkplaceInclusion #InclusiveLeadership #DiverseTalent #RecruitmentStrategies --- **Why Listen:** In this episode of The Inclusion Bites Podcast, I have a thought-provoking conversation with Sara Dalsfelt, Chief Marketing Officer at Adway. We delve deep into the realm of creating positive people experiences in the workplace and driving culture change. Our discussion uncovers the essential strategies for building an inclusive workplace culture, from redefining employer branding to attracting diverse talent. We explore the need for bias mitigation in recruitment processes and the pivotal role of social media marketing in promoting diversity and inclusion. By focusing on these insights, we uncover actionable strategies to nurture a culture of belonging and drive positive people experiences. Tune in to gain invaluable knowledge on transforming your workplace culture and fostering inclusive environments. --- **Closing Summary and Call to Action:** 1. Embrace a more inclusive approach to employer branding to attract diverse talent. 2. Rethink recruitment marketing strategies to promote workplace diversity and equality. 3. Implement bias mitigation measures in the hiring process to ensure a fair and inclusive experience for all candidates. 4. Leverage the power of social media marketing to target a diverse pool of potential candidates and drive culture change. 5. Prioritize positive people experiences within your organization to foster an inclusive workplace culture. 6. Take actionable steps to redefine your employer value proposition and align it with values of diversity and inclusion. 7. Advocate for gender equity, pay gap mitigation, and addressing challenges related to disability and ethnicity in the workplace. 8. Drive real change in inclusivity by aligning business key performance indicators with inclusion values. 9. Focus on the authenticity of messaging in job campaigns to attract diverse talent and promote a culture of belonging. 10. Recognize the value of structured and behavior-based social media marketing in talent attraction and recruitment. --- **Outro:** Thank you for tuning in to The Inclusion Bites Podcast. Don't forget to like, share, and subscribe to our channel for more insightful conversations on inclusion and belonging in the workplace. For additional resources and episodes, visit the SEE Change Happen website and listen to The Inclusion Bites Podcast on your favourite podcast platform. Stay curious, stay kind, and stay inclusive. - Joanne Lockwood

The key problems related to this episode include biases in the hiring process, challenges in talent attraction, and the need for more inclusive recruitment strategies. Problem: Biases in the hiring process Why? Traditional assessment methods rely heavily on CVs, leading to potential biases based on factors like gender, ethnicity, and ability, limiting the potential for inclusivity. Why? Hiring based on CVs allows subjective judgements to influence decision-making, resulting in biased assessments that favour certain demographics. Why? Hiring managers may unconsciously hold biases influenced by societal norms, personal experiences, and cultural stereotypes, affecting their evaluation of candidates. Why? Lacking awareness and training on bias mitigation in hiring processes allows these biases to persist, impacting diversity and inclusion efforts. Why? The absence of structured, behaviour-based assessment methods and diverse interview panels means that traditional hiring practices perpetuate biases, hindering inclusivity. Solutions: Implement behaviour-based assessment tools, provide bias training for hiring managers, and establish diverse interview panels to mitigate biases in the hiring process. Problem: Challenges in talent attraction Why? Many organisations focus on employer branding and value propositions but neglect the distribution strategy for reaching desired candidates effectively. Why? Limited focus on targeted, multichannel approaches prevents organisations from attracting a diverse pool of potential candidates beyond traditional platforms. Why? The lack of understanding or integration of inclusive recruitment strategies within smaller businesses limits their ability to effectively target diverse talent pools. Why? Insufficient utilisation of tech and automation for outreach prevents organisations from reaching a broad range of potential candidates through social media targeting. Why? Without a refined and non-invasive approach to targeted advertising, organisations struggle to align with user expectations and effectively attract diverse talent. Solutions: Expand recruitment marketing budgets to include multichannel approaches, provide education and support for small businesses to integrate inclusive strategies, and refine targeted advertising approaches to align with user expectations. In summary, the root causes of biases in hiring processes are a reliance on CVs, unconscious biases, lack of mitigation strategies, and absence of behaviour-based assessments. Challenges in talent attraction stem from limited distribution strategies, lack of inclusive recruitment integration for smaller businesses, and a need for refined targeted advertising. Implementing behaviour-based assessments, bias training, diverse interview panels, expanding recruitment marketing approaches, and refining targeted advertising can address these issues and promote inclusivity in hiring.

| **Best Practices Checklist** | | --- | | 1. Employer Branding | | 2. Inclusive Talent Attraction | | 3. Recruitment Marketing Techniques | | 4. Debiasing the Hiring Process | | 5. Behaviour-Based Social Media Marketing | | **Closing Call to Action** | | --- | | Connect with Joanne Lockwood at SEE Change Happen for cutting-edge insights on inclusive recruitment. Visit our website at https://seechangehappen.co.uk to start the conversation and drive positive change. |

Slide 1: [Background image of diverse group of people in a professional setting] Question: Is your hiring process truly inclusive? 🌍 Let's talk about exploring untapped potential in our latest episode of the Inclusion Bites Podcast! Slide 2: [Image with thought-provoking quote overlay] Quote: "The traditional CV may not reveal the full potential of a candidate..." - Episode 89 guest, Sara Dalsfelt Slide 3: [Engaging image of a modern office space] Key Takeaway: It's time to go beyond the resume and unearth hidden talent! Discover innovative strategies for inclusive hiring and debiasing the process. Slide 4: [Friendly image of Joanne Lockwood and Sara Dalsfelt engaging in conversation] Insider Insights: Joanne Lockwood and Sara Dalsfelt share exclusive tips on how to attract diverse talent and create an authentic employer brand. Slide 5: [Podcast cover art] Call to Action: Tune in to the "Unearthing Potential, Beyond the Resume" episode now! Link in bio. 🎧 Let's drive change together! #InclusionBitesPodcast

Title: Unearthing Potential, Beyond the Resume In today's conversation with Sara Dalsfelt, we delved into key topics that are central to creating an inclusive recruitment strategy, aligning with employer branding, and the importance of debiasing the hiring process. Our exchange was a treasure trove of insights, and I'm thrilled to share the major points with you. **The Power of Employer Branding** Sara, you raised such a crucial point about the impact of employer branding on talent attraction. It's fascinating how it can shape the perception and appeal of an organization to potential candidates. I'd love to delve deeper into strategies that can help companies amplify their employer brand and attract diverse talent. What a journey that would be! **Recruitment Marketing: The Art of Attraction** Our discussion about recruitment marketing was truly eye-opening. The notion of utilizing multichannel approaches to attract diverse potential candidates beyond traditional platforms was particularly intriguing. It seems that the key to unlocking potential lies in dynamic and authentic storytelling. Let's explore how companies can craft their unique narratives to draw in a broader demographic of talent. **Debiasing the Hiring Process** Sara, your insights into the importance of fairness and equity in the hiring process were thought-provoking. It's clear that traditional assessment methods may not be as inclusive as we once thought. The need to mitigate bias based on behaviours, competence, and potential plays such a vital role in fostering a more inclusive workspace. I'm fascinated to learn more about how employers can take proactive steps to ensure a fair and bias-free hiring process. **The Power of Outreach and Behaviour-Based Social Media Marketing** Our discourse on reaching passive candidates through behaviour-based social media marketing was enlightening. The comparison to online travel bookings really resonated. The idea of seizing that window of opportunity to deliver timely and custom-tailored messaging is fascinating. I can't wait to explore how companies can effectively use this approach to attract potential candidates. **Employee Experience and Retention** Sara, your emphasis on the importance of employee experience and retention truly struck a chord. It's clear that nurturing an inclusive environment is integral for long-term success. The alignment of business KPIs with values is a compelling notion that I'd love to delve into further. It's incredible to think of the impact that creating an authentic, supportive culture can have on shaping a company's future. **Fostering Real Change for Inclusivity** Our exchange about the need for real change to foster inclusivity was incredibly insightful. The call to address gender ratio issues and push for authentic and meaningful diversity was truly thought-provoking. The idea of intertwining business goals with lasting value is something that I believe many of our listeners will find compelling. I’m eager to explore how companies can take practical steps to ignite genuine change in their approach to inclusivity. In our conversation with Sara, we unearthed so many valuable insights that are vital for reshaping recruitment strategies and creating more inclusive workplaces. I hope you found these discussions as thought-provoking as I did. If you enjoyed this exploration, don't hesitate to share it with your colleagues, and let us know your thoughts. We'd love to hear from you!

🌟 Welcome to The Inclusion Bites Podcast! 🌟 Embark on a journey of insightful conversations and thought-provoking discussions with Joanne Lockwood and her esteemed guests, as they delve into the realms of diversity, inclusion, and beyond! 🎙️ In this tantalizing teaser, uncover the secrets of employer branding, talent attraction, and the art of debiasing the hiring process in the digital age. Join the lively discourse on recruitment marketing and behaviour-based social media strategies. Curious for more? Dive into the full episode on the website and let the transformation begin! 🚀✨ 👉 Listen to the complete episode here: [Inclusion Bites Podcast](https://seechangehappen.co.uk/inclusion-bites-listen) Stay ahead of the curve with The Inclusion Bites Podcast - where diversity and inclusion take centre stage! Tune in now! 🌈 #InclusionMatters #SeeChangeHappen

1. Slogan: "Unearth Potential Beyond the Resume" AI Image Generation Prompt: Create an eye-catching image featuring a shovel uncovering a vibrant, diverse array of professional talents, with the podcast title and hashtag #UnearthPotential prominently displayed. 2. Soundbite: "Diversity Beyond Words" AI Image Generation Prompt: Generate an image of a diverse group of individuals linked by impactful, uplifting visual elements, paired with a bold, inclusive font stating "Diversity Beyond Words" and the podcast's logo. 3. Quote: "Behaviour-Based Recruiting for Real Change" AI Image Generation Prompt: Design a striking image of puzzle pieces fitting together to symbolize inclusivity and diversity in the workplace, accompanied by the quote in bold, dynamic typography and the podcast's social media handle. 4. Slogan: "Inclusivity Starts with Authentic Storytelling" AI Image Generation Prompt: Create a visually compelling graphic with a quill pen crafting diverse narratives, accompanied by the slogan and a vibrant, inclusive colour palette, suitable for use on merchandise and social media posts. 5. Soundbite: "Uncover, Embrace, Empower" AI Image Generation Prompt: Use AI to generate an empowering image of diverse individuals rising together, with the podcast's title on a banner and the soundbite #UncoverEmbraceEmpower integrated in a modern, stylish font. 6. Quote: "Dismantle Bias, Elevate Potential" AI Image Generation Prompt: Craft an impactful graphic depicting a ladder breaking through barriers, paired with the quote and the podcast's logo, to embody the journey of breaking stereotypes and unlocking potential. These merchandise and hashtag ideas aim to capture the essence of the episode, offering visually appealing and memorable content that listeners would be proud to showcase and share on various platforms.

In this episode of The Inclusion Bites Podcast, Sara Dalsfelt, the Chief Marketing Officer at Adway, provides a captivating perspective on employer branding, recruitment marketing, and talent attraction. Sara advocates for debiasing the hiring process and utilising behaviour-based social media marketing to create an inclusive and diverse workforce. She emphasises the importance of authenticity and real change for inclusivity. At the heart of her insights is the need to align business KPIs with values to foster a more inclusive environment within organisations. Her expertise sheds light on the challenges faced by companies in broadening their demographic talent pools and the strategies needed to address gender equity, pay gaps, disability and ethnicity-related issues in the workplace. Sara's commitment to reshaping the recruitment landscape aligns with the podcast's mission to unearth potential beyond traditional hiring methods and foster a space where every individual feels seen, heard, and valued. Tune in to discover Sara's invaluable insights on creating a more inclusive and empowering recruitment process, and join us as we explore the transformative power of recruitment marketing in creating more inclusive workplaces.

Title: Unearth Potential Beyond the CV: Debiasing Hiring with Behaviour-Based Marketing Description: Are traditional CVs limiting your talent pool? In this episode of the Inclusion Bites Podcast, Joanne Lockwood and guest Sara Dalsfelt challenge the norms of hiring, revealing how behaviour-based marketing and recruitment strategies can transform your approach to talent acquisition. Discover the secrets to inclusive hiring, employer branding, and leveraging social media for targeted outreach. Key Insights: - Unearth potential beyond CVs and resumes, embracing behaviour-based recruitment strategies - The impact of authentic messaging and storytelling in talent attraction - Debiasing the hiring process and fostering gender equality, addressing the pay gap and diversity challenges - The importance of employee experience, retention, and aligning business KPIs with values - Transforming recruitment marketing to attract diverse and talented individuals Closing Takeaways & Actions: - Rethink your hiring approach and embrace behaviour-based marketing - Commit to authentic and inclusive employer branding - Prioritise debiasing your hiring process and fostering diversity and inclusion Join us in unearthing potential beyond traditional hiring methods and revolutionising your talent acquisition strategy! #InclusiveRecruitment #EmployerBranding #BehaviourBasedMarketing #GenderEquality #TalentAttraction #InclusionMatters #DiverseTalent #DebiasingHiring #TransformationalRecruitment #HiringInclusion