The document discusses biases that can negatively impact the hiring process and recommendations for making hiring more inclusive and legally defensible. It notes that resumes with ethnic-sounding names and a candidate's weight or scented attractiveness can unduly influence hiring decisions. However, decision-makers motivated to make careful choices exhibit less bias. The document recommends ensuring reasonable adjustments, gender-balanced interview panels, unconscious bias training, and no adverse impact to hiring to make the process more efficient and inclusive.

1. Understanding Graduates
through RAW Talent:
Rewarding, Able and Willing

2. Looking beneath the surface…
• Resumes with ethnic sounding names are 6 times more likely to be rejected
• Candidate weight accounts for one-third of the hiring decision at interview
• Applicants wearing “masculine” scents are favoured over “feminine” scents

3. Is there hope?
Most people are not just aware of
their prejudiced biases, they are
also proud of them
BUT decision makers who are
motivated to make careful
decisions exhibit less bias

4. Efficient + Inclusive
 Availability of reasonable adjustments
 Disability Confident Recruiter status
 Gender-balanced interview panel
 No adverse impact/legally defensible
 Unconscious bias training

5. Rewarding Able Willing

6. Rewarding Able Willing
Likeable
Inspiring
Connected

7. Rewarding Able Willing
Agile
Proficient
Intelligent

8. Rewarding Able Willing
Aligned
Motivated
Conscientious

9. What are graduate employers looking for in the graduate
recruitment process?
32%
14%
11% 11% 11%
7% 7% 7% 7%
4% 4% 4% 4% 4%
0%
5%
10%
15%
20%
25%
30%
35%

10. WHAT IS A HIGH
POTENTIAL
GRADUATE?