DIY retailer B&Q has reduced the chances of discrimination in itsselection procedures and cut the time and cost of recruiting managers after anoverhaul of its recruitment process. Personnel director Mike Cutt said the firm decided it needed to change itsrecruitment practices because the old system was characterised by paper trailsand was “chaotic, messy and ineffective”. Speaking at a Recruitment Society event in London, Cutt told the audiencethere had also been concerns that the previous recruitment system allowedpersonnel to “recruit in their own image”. Using the new system, which has its first anniversary this month, applicantsfor management positions are channelled to a specially designed website, wherethey complete two online questionnaires and receive ‘real-time’ feedback on howthey are scoring and their suitability for the post. More than 50 per cent of applicants ‘self-select’ themselves out of thesystem, cutting down numbers and ensuring only the best candidates continue. The successful applicants are then made available, on a national database,to B&Q’s team of HR regional resource advisers, who are in competition to‘claim’ candidates for interview. Cutt said one of the most important elements in the system’s success is thatkey factors, such as the applicant’s age, sex, ethnicity and age, are keptsecret from recruiters until after they offer the individual an interview. He claims this takes 75 per cent of opportunities to discriminate out of theprocess. The new system has halved application times from 150 days to 75 “almostovernight”, and has cut the cost of hiring managers by 30 per cent.According to Cutt, it also offers better insights into who applies, when andwhy. By Michael Millar Comments are closed. Previous Article Next Article DIY system helps retailer save and boosts diversityOn 16 Sep 2003 in Personnel Today Related posts:No related photos.