We The Curious is a Science Centre and educational charity that is people-centred and inclusive. It wanted its candidate journey to reflect these values, providing candidates with a sense of belonging, tailored to their accessibility needs throughout. The process needed to be personalised and welcoming, reflecting the charity’s fun and informal tone of voice and its commitment to wellbeing. With this in mind, it worked with employees to get their different perspectives and lived experiences to reimagine every step of its hiring process.

It no longer asks for CVs or cover letters, instead using a selection of questions based on the role description, limiting unnecessary information that could cause an unfair advantage or disadvantage. Personal details are taken off applications before they are reviewed to reduce unconscious bias, and interview questions are sent out to candidates prior to interview so candidates can prepare. Candidates receive an applicant guide which offers information on the support available in terms of accessibility and any other adjustments needed.

Managers receive guidance including a role description template, ensuring job descriptions use inclusive language and only ask for the skills and qualifications needed. They can also access a recruitment process guide, which ensures consistency across all hiring processes, including a three-month timeline from role approval to offer. Interview panels must include one person from outside the hirer’s immediate team. The onboarding experience lasts 12 months, starting with a paid ‘Say hello’ day and including a buddy scheme. Candidates have described this as “one of the most considerate and kind job application processes I’ve been through”, and “extremely warm and welcoming”. Through the new approach, We the Curious has increased representation of those from an ethnic minority background and those who identify as disabled.