Kinly, global provider of audio-visual integration and collaboration services, has announced its new publicly available Candidate Charter to ensure the consistency of its recruitment process across the entirety of its global operation.
As the first AV company to publish a public Candidate Charter, Kinly says it is setting a new standard for making the sector a “more accessible, inclusive, and attractive field for talent”. The company says the commitment also establishes “a benchmark for consistency, fairness, and support in recruitment – helping to improve the candidate experience at every stage and addressing the industry’s talent shortage, as well as the global issue of anxiety around job interviews”.
A recent research study shows that three quarters (72 percent) of people reported that job hunting has negatively impacted their mental health – showing a desperate need for companies to not only commit to improvements but to share that commitment publicly.
For example, nearly half (44 percent) of applicants experience frustration from employer ghosting. With the new charter Kinly prioritises timely communication, ensuring candidates are communicated with throughout the entire process. The company will also share useful information and resources with prospects to help with their preparation before each interview, helping to reduce interview-induced fear experienced by 87 percent of job seekers.
To create a supportive experience, Kinly takes the time to understand prospects’ expectations for the new role and encourages them to express their thoughts freely throughout the interviews. Feedback from candidates on the process is also encouraged, demonstrating trust from the start – a quality sought by 43 percent of job seekers in an employer.
Ghost jobs, which a third (32 percent) of people cite as a major frustration, are also addressed. Kinly ensures all job descriptions are clear and detailed, giving candidates an accurate understanding of the role and its responsibilities. This reassures applicants that the listings are genuine, and they will be fairly considered for the role.
Research by the CIPD also revealed more than half (52 percent) of neurodivergent employees don’t feel their organisation is open or supportive enough to discuss neurodiversity.
Kinly says it addresses this before candidates even walk in the door; it guarantees equal opportunity for all candidates, implementing fully inclusive recruitment practices free from discrimination or bias.
Andy Nicholls, global head of talent acquisition, Kinly, said: “Kinly has always held itself to a high standard when it comes to hiring – following its core tenets of being curious, honest, respectful, and responsible. We wanted our candidates to understand our commitment to building a welcoming environment for all employees, starting at the recruitment phase.”
He concluded: “With this charter, we have standardised our interview processes across all regions, formally and publicly guaranteeing a consistent experience for every interviewee. And we hope that it’ll inspire other organisations within AV to do the same so that the industry can ultimately become a more transparent, considerate space.”
