Simone Roche MBE 0:19
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Hello, hello and welcome to the Northern Power Women podcast. My name is Simone Roche and welcome to this hour mini boxset on allyship sponsored by Morson Group. Morson Group has an outstanding reputation for delivering consultancy, design, technology, training, screening and people solutions around the world. Revenues of over a billion pounds headquartered right here in the north and operating across the UK, the US and Canada. And now Australia, in this three-episode boxset we're going to be talking to brilliant leaders and role models about allyship, something that is so important. And we started this conversation earlier in the year when we had a fantastic webinar, talking about like the importance of ally ship and actually the actions that you can take, but don't worry, you can catch up because the link will be in the show notes. But we're going to be talking about allyship in recruitment, allyship in action and allyship in industry. And on this our very first episode, we're going to be talking to Adrian Adair. Someone I've known for many years and is the COO of Morson Group, welcome to the Northern Power Women podcast.
Adrian Adair 1:37
Thank you.
Simone Roche MBE 1:37
And we talk about diverse organisations are 45% more likely to improve their market share, and 35% more likely to financially outperform their industry's national average, candidates with more minority identified names receive 30 to 50% fewer call-backs and job offers. So just setting the scene there on talking about allyship in recruitment. And I know that placing people first in inclusive recruitment, from interview to offering onboarding it is really the heart of what you're doing. And Morson are the third largest engineering recruitment company in the world, which is amazing, which I was so proud of from here in the North, which is no mean feat. But, we're in challenging times, aren't we? The world seems to be changing on a six-monthly basis at the moment, and recruiting for an industry that is traditionally not as inclusive and diverse as others. How does Morson look at positively changing the industry?
Adrian Adair 2:30
I think from our perspective, obviously, you know, we're a family formed business. Our CEO, Ged Mason the founder's farmer's son, I think as a family, you look after everyone and everyone feels welcome. I think we've taken that sort of philosophy to a lot of our customers over the years, and I think just working with them, on some of the smallest things in the recruitment process through to the bigger things in terms of sort of helping support, the way job adverts are written, I think is the first initial barrier, the language that's used, the screening, techniques that have been used along the way, interviewing techniques. What we try and aim to do, and you've met a lot of my clever colleagues, I am proud to say they're all Northern Power Women as well. What they've done over the years, so I think they're always sort of pushing in advance in each of those areas of the candidate journey, ultimately, for organisations, if you can get more people, more diverse people, as you said, in the funnel, as well, at the start, that makes a real impact on the business. I think a number of organisations have been on that journey over the last few years. And I think they're seeing the results of it, which I think helps others, other organisations in terms of amending their behaviours and doing different things.
Simone Roche MBE 3:52
And we always talk about things about practical things and every podcast that we do, we always have like a cheat sheet that goes along with it. But what is that one practical takeaway that you can give to those who may not have a background in recruitment, but are looking to grow their workforce and ensuring that they've got no hidden biases to perpetuate the recruitment? That goes from every size of organisation whether there be a micro-SME to corporates? Have you got the top tips? Adrian was something that we sleeve?
Adrian Adair 4:22
Yeah, I think I say sounds really basic, but I think the language that you use in adverts is probably if you think about the candidate journey, that's the first sort of point in the journey. And I think that's where you can turn on or turn off a big population of people, where you advertise is sort of either closing doors are opening doors, so that sounds really basic, but that is my that's the number one area because if you're not getting the people in that start of that journey, then the rest is irrelevant, really. So yeah, that's my very basic but number 1 tip. Speak to the experts, you've got a good network of organisations that have been through this, been on this journey, we've obviously got a number of a number of experts as well, that work with organisations right from, the tech start-ups that we work with through to the huge PLCs. And this is a journey we've talked about in previous sort of previous occasions that, it's evolution of that there's no sort of end game for us, really. And I think no matter where you are on the journey, there's always an area that you can improve. I think talk to the experts, basic one is the first one adverse, and language and where you sort of place those. And then the other one is seek expertise because there's lots of knowledge that can help.
Simone Roche MBE 5:48
We're a micro business, but obviously punch way above our weight. And we went on a recruitment journey, this year looking for people. I remember I interviewed a lady called Cherylee Houston on the podcast earlier this year, fantastic. And one of my top takeaways from her was, "I'm an adult wheelchair user, and what I always ask is don't put a ramp in because I'm in a wheelchair, put a ramp in, because it may benefit somebody who's carrying a heavy load, or someone who's carrying an injury or is pregnant or is whatever the reason, don't just do for that." And it's the same with one of the things that she advised me was actually make every advert that you put out there in your recruitment process, an audio nomination, an audio submission as well. And we've been working a lot about neurodiversity. I know that audio transcribed as well of the adverts can help make inclusive Is that something that you've worked wider on is around alternative ways and enhanced and innovative ways to communicate?
Adrian Adair 6:52
Yeah, I think you've got to communicate in as many different forms as possible, really a for the audience, people sort of take information in different ways, really. So I think if you can communicate on multiple levels, whether it be audio, whether it be video, and give a little plug to an organisation called Recite Me, that we've worked with for a number of years, and they support that they've got the technology that really does support and support that, right through from dyslexic candidates, if you've got any visual impairment, so again, using a smart technology to sort of support your thought that there are lots out there, but certainly, we've supported Recite Me for a number of years now.
Simone Roche MBE 7:35
And we know when we see and we read that younger generations are prioritising culture and purpose within organisations over profit or over salary, making it doubly important in building that talent pipeline. What else can organisations be doing to ensure that they're creating an environment where everyone can thrive, not just certain groups or characteristics?
Adrian Adair 7:59
I think this sort of purpose over pay is one of my favourite topics. I get asked constantly at the moment, because wage inflation, cost of living, but actually, when you look at any survey candidates as we do in the 1000s, regularly, actually, that whole purpose piece is key. And I think it's got to be authentic as well, you can't just say it anymore. You got to actually live and breathe it. And I think that links into the culture piece that we've just talked about, if you can get that culture right. The other famous one that's going around at the moment is quiet quitting, that was a ticktock. sensation. And people sort of talk to me about why what's happening now, I think that there has always been that element of sort of quiet quitting work to real whatever you want to call it. Doing the bare minimum. But I don't think I point back at culture every time I get asked this question, because if you've got the culture right in your organisation and people feel like they're making a difference making an impact in the organisation they work, for the people they work with the communities they work in, I think, actually you get super engaged workforce that will do all the right things, behave in the right way and it links to recruitment, you won't struggle to recruit people, because actually, people want to work in that type of environment. And I feel very lucky you can tell I'm passionate about this one. I feel very lucky in the organisation that I work for that we've been doing this for 50 years, that culture is baked in and evolving and changing as the world changes, but it makes it far easier to come from a solid platform, rather than just saying we're going to do these things. Now, that doesn't mean you can't change culture.
I work closely with our group HRD Katie another NPW. She's really sort of looked at and listened to our teams. And again, we've always, we've always done that, which makes it easier. But I think as teams change, we've got five generations in the workforce. It's not easy to sort of create that environment. But that's the key to inclusivity. If you've got an inclusive environment, you've got the culture, right for everyone, really, but I think listening, I think listening to the people in your organisation is key in that sense.
Simone Roche MBE 10:33
So there's our top tip. It's about passing on that practical knowledge passing on those things that people can't action. When we're talking about recruitment and Allyship, I think my takeaways from this bite sized pockets podcast of episode one is about language. It's about listening. And it's about culture and making sure that it is fully northern bread baked in, shall we say? Adrian thank you so much for joining us on episode one. Thank you so much for Morson Group for powering up this episode as we power in to 2023 and start talking about being you. Be an ally. Be an ally about recruitment. Join us next week when we will be joined by our next conversation where we're talking about allyship in action with Dr. Marilyn Comrie OBE. Thanks, Adrian for joining us.
Adrian Adair 11:21
Thank you
Simone Roche MBE 11:22
And thank you. My name is Simone Roche. You've been listening to the Northern Power Women podcast. A What Goes On Media production.