Diversity and inclusion in executive search: best practices 

Over two thirds of businesses say that diversity, equity and inclusion (DEI) is ‘very’ or ‘extremely’ critical to their business. This is as true for us as it is for our clients. 

Here, we talk about how we run our executive search process to ensure that it is as inclusive as possible, capturing a diverse pool of talent.  

We look outside of immediate sector  

Narrowing the search for your next HR leader to candidates exclusively from the same sector or similar companies often results in a missed opportunity to bring in fresh perspectives and diverse ideas. Such a limited approach not only restricts the talent pool but also diminishes the potential for diversity – particularly diversity of thought. So, we adopt a broader, more inclusive approach to hiring by expanding our search criteria beyond industry boundaries and focussing on an individual’s skills. 

By looking at transferable skills rather than sector-specific experience, we identify candidates from a variety of industries who bring a wealth of unique insights and innovative approaches. Our carefully curated shortlists reflect this diversity, showcasing leaders with different backgrounds, experiences and ways of thinking. 

This approach doesn’t just improve representation – it actively encourages innovation and drives business growth. Leaders with varied perspectives challenge conventional thinking, spark new ideas and contribute to a culture of creativity and continuous improvement. The result is a dynamic HR function that is better equipped to adapt to challenges, seize opportunities and drive long-term success for your organization. 

We don’t only look at people who are already doing the role  

Frazer Jones are specialists in HR recruitment at all levels, which gives us unique access to a deep and diverse pool of talent. Over the years, we’ve built relationships with many HR professionals, often from the very beginning of their careers. This enduring connection allows us to understand their journeys, track their growth and recognise their potential earlier than firms solely focussed on senior HR recruitment. 

When searching for a client’s next HR leader, we go beyond those currently in a senior HR role. Instead, we also identify exceptional individuals with the skills, ambition and potential to excel in their first CHRO or senior HR position. This approach benefits our clients in multiple ways: leaders stepping into their inaugural CHRO role often bring fresh energy, a growth-oriented mindset and a genuine enthusiasm for shaping the future of the company. They’re more likely to grow and evolve within the role, offering a combination of continuity and innovative thinking that is critical for long-term success. 

In addition, we connect with seasoned HR professionals at different career stages who are looking to pivot or embrace roles that reignite their passion for the field. These individuals might choose to take on responsibilities that are slightly different or more hands-on than their previous roles, bringing a wealth of experience and a renewed perspective. 

By engaging with talent across the entire career spectrum, we ensure our clients benefit from a range of candidates who align not just with the role but also with the business’ culture, vision and goals.  

We recognise that “safe” hiring often doesn’t lead to diversity 

In a challenging market, it’s natural for companies to gravitate toward the safety of recruiting from familiar talent pools. We work closely with our clients to encourage stepping outside these traditional boundaries – even in tough times. By broadening their approach, businesses can unlock untapped potential and position themselves for long-term success. 

For example, hiring up-and-coming talent who possess exceptional curiosity, adaptability and a strong capacity for innovation can significantly enhance a company’s ability to navigate change and embrace new opportunities – something that can be a game-changer in a tough market. These individuals often bring fresh energy and a willingness to challenge conventional thinking, driving progress in ways that others might habitually overlook. 

Similarly, candidates with diverse professional backgrounds often bring unique insights and creative problem-solving skills. Their varied experiences enable them to approach challenges from new angles, generating ideas and solutions that may not emerge from those whose careers have been confined to a single sector. 

We run a skills-based recruitment process 

We partner with businesses to define and refine the requirements for their HR leadership roles, ensuring the hiring process is aligned with both their immediate needs and long-term strategic goals. To do so, we begin by understanding the desired impact of the role, working closely with stakeholders to translate these objectives into a clear set of skills, competencies and attributes required for success. 

This collaborative process allows us to take a skills-based approach to hiring – one that goes beyond traditional job titles, qualifications or narrowly defined career paths. Instead of simply matching profiles to predefined criteria, we assess candidates’ technical capabilities and leadership potential in the context of the specific challenges and opportunities our client is facing. 

By broadening the lens and considering individuals from diverse industries and backgrounds, we help our clients uncover innovative solutions to their talent needs. This approach not only expands access to a wider, richer talent pool but also encourages greater diversity and inclusivity in hiring practices. Candidates from unconventional paths often bring fresh perspectives and creative approaches, making them well-suited to tackle complex challenges and drive transformation. 

Our method ensures that the HR leaders we place are not just technically proficient but also culturally aligned, adaptable and forward-thinking – ready to deliver the impact the business is looking for. This tailored, skills-based approach positions businesses for success. 

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