emailing employers about best practice in recruitment increase the likelihood ‘Does that the employers express interest and provide specific training to managers?’ Outcome measures trials for trial 2C The primary outcome measure will be the number of clicks to a website containing key information on the best recruitment practices. Moreover, we will measure the number of employers who show an interest in improving their recruitment practices either by requesting an assessment of their current recruitment practices (provided in partnership; for example, with BEIS or CIPD) or by participating in training on good recruitment practices. Outcome measures Measurement Number of employers who Number of clicks to find out more about what the are interested in finding best practices to avoid biased recruitment are out more about unbiased and, if possible, time spent on the website recruitment Number of employers who Follow-up email survey to ask employers if they request advice to improve would be interested in receiving a ‘recruitment recruitment practices health on how good their recruitment check’ practices are. This would be designed to check the general degree of interest for a service that yet exist. Alternatively, if it is possible to doesn’t set up such a service (for example, with BEIS or CIPD), the follow-up email survey would ask interested employers to submit their contact information. For example: Department for Business, Energy ‘The and Industrial Strategy (BEIS) can help you check if you are using the best recruitment practices. Would you like us to check your recruitment practices and find better candidates? If you are interested, please leave your phone number below and we will get back to you.’
‘Does emailing employers about best practice in recruitment increase the likelihood that the employers express interest and provide specific training to managers?’ Outcome measures trials for trial 2C The primary outcome measure will be the number of clicks to a website containing key information on the best recruitment practices. Moreover, we will measure the number of employers who show an interest in improving their recruitment practices either by requesting an assessment of their current recruitment practices (provided in partnership; for example, with BEIS or CIPD) or by participating in training on good recruitment practices. Outcome measures Measurement Number of employers who are interested in finding out more about unbiased recruitment Number of clicks to find out more about what the best practices to avoid biased recruitment are and, if possible, time spent on the website Number of employers who request advice to improve recruitment practices Follow-up email survey to ask employers if they would be interested in receiving a ‘recruitment health check’ on how good their recruitment practices are. This would be designed to check the general degree of interest for a service that doesn’t yet exist. Alternatively, if it is possible to set up such a service (for example, with BEIS or CIPD), the follow-up email survey would ask interested employers to submit their contact information. For example: ‘The Department for Business, Energy and Industrial Strategy (BEIS) can help you check if you are using the best recruitment practices. Would you like us to check your recruitment practices and find better candidates? If you are interested, please leave your phone number below and we will get back to you.’
prejudice-unlawful-behaviour-bit-trials-applying-behavioural-insights.docx