{"id":11433,"date":"2025-10-08T11:55:11","date_gmt":"2025-10-08T09:55:11","guid":{"rendered":"https:\/\/diversityhub.pl\/recruitment-that-truly-opens-doors-how-ams-builds-inclusive-hiring-processes\/"},"modified":"2025-10-08T12:10:03","modified_gmt":"2025-10-08T10:10:03","slug":"recruitment-that-truly-opens-doors-how-ams-builds-inclusive-hiring-processes","status":"publish","type":"post","link":"https:\/\/diversityhub.pl\/en\/recruitment-that-truly-opens-doors-how-ams-builds-inclusive-hiring-processes\/","title":{"rendered":"Recruitment That Truly Opens Doors \u2013 How AMS Builds Inclusive Hiring Processes"},"content":{"rendered":"

1. How does AMS prepare people involved in recruitment to lead inclusive hiring processes?<\/h2><\/div>

Our educational initiatives are broad in scope and accessible to all employees \u2013 regardless of their role or seniority. For those directly engaged in recruitment processes, we design programs tailored to their specific role and responsibilities.<\/p>\n

Hiring managers participate in training<\/b> on conducting unbiased recruitment at every stage of the process, while the recruitment team learns, among other things, how to use inclusive language, support objective decision-making, and respond to bias. <\/b>We also address accessibility and adapting the process to the needs of candidates.<\/p>\n<\/p>\n

All these initiatives are delivered in close collaboration between the DEIB, HR, and Talent Development teams, ensuring their consistency and effectiveness across the organization.<\/p>\n<\/div>

2. What forms of support and tools are available \u201cday to day\u201d for managers to help them conduct inclusive recruitment?<\/h2><\/div>

In addition to training, leaders involved in recruitment processes also receive practical support materials \u2013 a kind of \u201cknowledge capsule<\/b>\u201d summarizing the key principles of fair and inclusive recruitment discussed during workshops. These materials focus on eliminating bias in the selection process and supporting objective decision-making.<\/b><\/p>\n

We also provide short, easy-to-digest tips<\/b> that help make the entire process more inclusive \u2013 before the interview, during the conversation, and after the meeting. These are practical steps that have a real impact on the candidate experience and the quality of decisions made. <\/p>\n

Every person conducting recruitment is also required to follow AMS\u2019s internal guidelines, which define standards of conduct and promote a consistent approach toward all candidates.<\/p>\n

One of the key tools supporting fairness and consistency in interviews is the Interview Checklist<\/b> \u2013 a simple yet effective control list that helps maintain a unified standard of conducting interviews, regardless of department or interviewer. Thanks to this, every candidate is treated equally and in line with best recruitment practices.<\/p>\n<\/div>

3. What conversations or situations have particularly stayed with you and shaped your perception of inclusivity?<\/h2><\/div>

One situation that particularly stuck in my mind happened during a conversation with a hiring manager who \u2013 despite having strong experience and recruitment awareness \u2013 openly admitted: \u201cI never realized that the phrase \u2018a good cultural fit\u2019 could be exclusionary.\u201d This honest reflection opened up a valuable discussion about how easily we can unintentionally narrow the candidate pool by seeking \u201cchemistry\u201d or \u201cintuitive fit\u201d instead of focusing on competencies and potential. <\/p>\n

There were also more challenging moments \u2013 for example, a situation where a hiring manager rejected a candidate due to a career break, even though her skills were an excellent match. Only after a joint discussion and reframing her experience from a different perspective were we able to \u201cdispel\u201d this stereotype. For me, it was proof that inclusivity often requires us to pause, ask an extra question, and have the courage to change our mind.<\/b><\/p>\n<\/div>

<\/span><\/div>

Inclusivity often requires us to pause, ask an extra question, and have the courage to change our mind.<\/p>\n<\/div>

Joanna Simankowicz<\/p>\n<\/div>

Manager \u2013 Talent Development, AMS.<\/p>\n<\/div><\/div><\/div><\/div>

What three concrete actions can a manager take today to make their recruitment process more inclusive?<\/h2><\/div>