Which locations do you recruit for?

We work on recruitment projects throughout the whole of the UK. We make extensive use of Skype and Facetime to ensure that every candidate is thoroughly vetted before being presented to you – no location is too remote.

When do I have to pay?

You won’t have to pay a penny until the successful candidate commences work with you.

Do you interview every candidate in advance?

Yes, either by telephone or face-to-face depending on your requirements. This forms an integral part of the vetting and selection procedure and allows us to create shortlists with pinpoint accuracy.

Is the fee refundable should the candidate not work out?

We operate a replacement and rebate scheme for every recruitment project we undertake. The purpose of this is to protect you in the event that you have to dismiss a candidate in the first three months of employment. If you’d like to know more details about how the rebate scheme work, give us a call on the number above and we’ll explain it to you.

What if I don't like the candidates you send to me?

That’s not a problem, there is no obligation on you to do anything. And sometimes we don’t get it right first time. All we’d ask in this scenario is give us some detail on what’s wrong with the people we’ve sent over, and we’ll go back to the drawing board and start again.

AdGrader | AdBuilder's Diversity and Inclusion Calculator

Job adverts with a conscience

Want to remove unconscious bias from your job adverts? AdGrader will help you make your job adverts as inclusive as possible.

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What is “unconscious bias”?

Unconscious bias is relating an individual to a stereotype formed around certain groups of people, or qualities of a person, without being consciously aware of the thought process.

This will then affect how the person treats or forms opinions on the individual they’ve related to a stereotype.

You may also know unconscious bias as “implicit bias” or “implicit stereotype”.

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The big 49.7%

Females are 49.7% less likely to apply to a masculine-coded job advert.

Some examples of masculine-coded language we see in job adverts on a regular basis are ‘confident’, ‘strong’ and ‘competitive’, words you usually wouldn’t think twice about.

Luckily, AdGrader thinks 193 times a second so you don’t have to. All you have to do is work with AdGrader’s suggestions to improve the inclusivity of your text.

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AdGrader’s methodology

AdGrader has been programmed to scan your text constantly in order to identify any exclusive language, scoring your job advert in two areas: Inclusivity and Readability.

Getting these scores to over 85% Inclusivity and 80% Readability will optimise your job advert and improve your chances of finding the perfect hire.

Plus, we’re constantly developing AdGrader. You’ll be able to reassure your clients that your hiring process is fully inclusive and offers equal opportunities to all applicants.

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Book an AdGrader demo

Start building inclusive job adverts with AdBuilder today.

Ready to change for the better? Try AdBuilder free today on a 7-day free trial with full access to AdGrader, our Diversity and Inclusion calculator, too.

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