SOCIAL MOBILITY IDEAS

Social mobility is defined by the Social Mobility Commission as “the link between a person’s occupation or income and the occupation or income of their parents”. The ability of individuals to improve their socioeconomic standing is a powerful force for change, but it requires more than ambition alone. It demands a society, and of course an employment market, willing to "give"—through equitable access to upwardly occupational mobility, continuous professional development, mentorship, and resources.

The Social Mobility Foundation (SMF), charity dedicated to creating more diverse workplaces, has been instrumental in driving change. Through initiatives such as the Social Mobility Employer Index, SMF has become a leading authority on employer-led social mobility. Encouragingly, 150 new organisations joined the Index last year. Among them, 72% collected three or more socioeconomic data points about their workforce, allowing for meaningful measurement of impact, while 78% offered in-person work experience placements, even covering travel costs. These seemingly small gestures create substantial impact.

As recruiters, we are uniquely positioned to bridge the gap between talent and opportunity. Beyond matching candidates to roles, we can influence employers and implement practices that unlock potential in our local communities. By being intentional in our efforts, we can break down barriers, ensure fairness, and help pave the way for brighter futures.

Here are practical ways we can help increase opportunities and create a fairer recruitment process that values the talents and aspirations of every individual, regardless of their background:

Interview Preparation

• It’s important to set candidates up for success from the outset. Ensure they understand basic but essential details such as how to reach the interview location, including providing clear directions or a map if the site is complex or has multiple entrances. For post-lockdown workplaces with casual dress codes, be clear about expectations for interview attire—this small step can help ease nerves and ensure candidates feel confident walking through the door

Interview Techniques

• Some clients share interview questions in advance or remind candidates about the STAR technique (Situation, Task, Action, Result). While this may seem unconventional, it has proven benefits. Candidates, especially those with anxiety or who are neurodiverse, perform better when given time to prepare, ensuring they showcase their full potential. This isn’t just helpful for junior applicants—it’s beneficial for anyone who may struggle with high-pressure situations. Supporting candidates in this way also allows employers to gain more meaningful insights during the interview process.

Onboarding Support

The onboarding process can often feel overwhelming, particularly for candidates who are new to professional environments. To ensure a smooth transition:

• Provide clear information on employee benefits, such as discount schemes, life assurance, and death-in-service cover, and explain how to access them.
• Highlight Employee Assistance Programmes (EAPs), which can offer valuable financial advice on budgeting, pensions, and more.
• Take time to explain payroll essentials, including payslips, deductions, P60s, and P11Ds. These may seem straightforward to some, but for others, this knowledge can be empowering and reassuring.

First Impressions

• First impressions matter, but they shouldn’t be the sole measure of a candidate’s potential. Some candidates may feel out of place or overwhelmed during the recruitment process. Anxiety can easily affect how someone presents themselves. The popular saying ‘be kind’ goes a long way here - nerves and anxiety are bound to be higher if someone possibly feels out of place or ill-prepared, which can impact on that all-important first impression.

The key is to remember that not everyone has had the same support, or the chance to build up the same knowledge through their life experience and social situation, that would enhance their performance during a recruitment process. Little changes to our processes around recruitment can make a large impact.

Not everyone has had the same level of support or exposure to the knowledge and experiences that would help them thrive in a recruitment process. As recruiters, we have the power to make small but meaningful changes that can transform lives and create a ripple effect in our communities. By making little changes to our recruitment processes to ensure inclusivity and fairness, can make a large impact  - not only helping individuals but also building stronger, more diverse workforces that drive innovation and success long-term.