When I meet with a new client to take down a recruitment brief, they usually all say the same thing: “We just want to find the right person for the job.” Obvious, right? But as I dig a bit deeper, I try to get them to think about, “How do you define the ‘right person’?” and that’s a lot harder to articulate.

When we start to unpick what “right” really means, it’s often based on an instinctive sense of who will “fit in” with the team – particularly within SMEs, where there can be less time to acclimatise and a more urgent need for new starters to hit the ground running. And that’s perfectly natural – we’re all human, and we tend to gravitate towards what feels familiar.

That said, familiarity isn’t always the best foundation for building a strong, balanced team. This is where inclusive recruitment comes into play.

But what does that actually mean?

Inclusive recruitment is about designing your hiring processes in a way that ensures everyone — regardless of background, identity, or circumstance — has a fair opportunity to apply, be considered, and succeed. It goes beyond legal compliance or ticking boxes. It’s about removing barriers, challenging bias, and actively seeking out diversity. It’s truly about hiring the “right person” for the job.

One client I met with recently described it as shifting the mindset from hiring for “culture fit” to hiring for “culture add”, which I thought was a fantastic description and really highlighted the benefit of bringing in people who can enrich your team, challenge assumptions, and drive innovation.

Why it matters just as much (if not more) for Small Businesses

If you’re a HR manager or director in an SME, you might be thinking this isn’t advice for you. You don’t have the budget, resources or even the need for change, and you’re already hiring for ‘culture and values’.

But here’s one thing that will hit home: when you’ve only got a team of ten or twenty, one bad hire can have a massive impact. And equally, one inclusive hire can bring in a fresh perspective, access to untapped markets, and a wider talent pool.

What’s more, when you’re recruiting in a tight talent market, competing with bigger firms for the best recruits and combating counter offers with the promise of a better opportunity, a more inclusive approach will undoubtedly make a difference. You’ll attract more applicants, increase interview attendance (and performance), make more effective hiring decisions and onboard a better quality of hire.

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