In fast-paced, high-volume recruitment, speed is often prioritised above all else. When you are onboarding a large number of workers each week, it’s easy for interviewing and registration processes to become focused on efficiency rather than the individual.
However, high-volume hiring shouldn’t mean a one-size-fits-all approach. At Mach, we know temporary workforces thrive on diversity, attracting candidates from wide-ranging backgrounds, language skills and working styles. Removing friction from your onboarding and interview process expands your talent pool and helps build stronger candidate engagement and retention from day one.
Here is how employers can make candidate assessment and registration accessible and inclusive for everyone.
1. Break Down Language Barriers at Registration
Government stats show that hundreds of thousands of international workers join the UK labour force each year, making clear and accessible communication in the workplace increasingly important.
For health and safety reasons, we require candidates to have a basic level of English, but we recognise that English is not the first language for many of the workers we support. Where possible, we take steps to remove language barriers and ensure everyone has a clear understanding of key information.
Our registration process includes the option to access key policies in different languages, helping candidates fully understand the information they are agreeing to. We also have a diverse team who can provide additional support where language assistance is needed, alongside multi-language posters and workplace communications covering essential information wherever possible.
2. Design Interviews for Neurodiverse Candidates
Neurodivergent individuals can bring unique strengths to the workforce, findings show that while 20% of the UK workforce is neurodivergent, over 30% stay silent during hiring for fear of bias. Designing clear, inclusive interviews helps unlock this potential:
- Clear Agenda Upfront: Send a plain-text breakdown of what the interview or induction will involve beforehand (timeline, parking/location details, who they will meet, and equipment needed etc).
- Allow Processing Time: Be comfortable with pauses. Give candidates time to absorb a question before expecting an answer or provide written copies of questions during the interview.
3. Normalise Accommodation Requests Early
Creating an environment where candidates feel comfortable requesting adjustments starts by making accessibility a standard, transparent step in your intake workflow. Rather than placing the burden on candidates to ask for support, proactively offer options early such as providing quiet interview spaces, offering translated materials, or allowing extra time for completed tasks. Asking all candidates about their needs upfront removes the friction of formal disclosure.
Partner with Mach Recruitment
Whether you’re looking to create a more inclusive onboarding experience, remove barriers within your temporary hiring process or build a workforce where everyone has the opportunity to succeed, our team can help. Get in touch to discuss how we can support your business in creating a more inclusive workforce.
