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A new and innovative way of recruiting black and minority ethnic (BME) applicants is being pioneered by a number of housing associations and training providers in the North East of England.
The Open House Project is taking positive action and re-inventing the recruitment process, helping break down the barriers to BME applicants applying for positions.
The initial stage of the process involves Awareness Sessions where a team from the project goes to various locations such as community centres and places of worship, popular amongst the BME community.
These include places like the Salaam Centre in Hartlepool, where the team promotes their available positions. The second stage is to invite successful applicants to interview and this is where the process is totally transformed.
A series of tables are set up round the room, usually six or seven with a representative from each member of the project group. They each have questions to ask the applicant.
Applicants are advised that the interview will be similar in concept to speed dating sessions, where they will each have around five minutes at each table to answer and ask questions before a bell sounds when they will then move onto the next table.
"This approach has been a huge success," says Kay Taylor, Head of Human Resources.
"The applicants are usually quite nervous on the first and second table but by the end of the session they are really beginning to enjoy themselves."
The main aim of the project is that the successful applicant then secures a 12 month placement with the housing association.
They then have the opportunity during this time to apply for any other role that becomes available through a traditional recruitment process.
"The fundamental principle of the programme is to encourage BME applicants into the housing sector and engage with those who would not normally consider housing as a career," says Kay Taylor.
"Many believe that they would not be equipped with the appropriate skills or be eligible to secure a job within housing. The project gives them the skills and the confidence to progress and enhance their career prospects".
Each successful applicant will have a mentor to help them through the first few months with work related issues and any other barriers that may arise.
As their knowledge and experience increases the mentoring sessions are gradually reduced down to once every two months, providing more of an opportunity for feedback sessions to discuss their training and skills needs as well as future plans.
"I settled in to my role in Business Support really well," says Caroline Jakaria, one of the project's successful applicants.
"My work is continually evolving and the support I have received from colleagues has encouraged me to start a Business Communications Course and CIH Level 2 in housing, which I hope will develop my skills for a future career in in this field."
"The project has a been great success," says Kay Taylor.
"Our speed recruiting process and careful targeting of BME areas, we have been able to engage those members of the community and increase our understanding their needs.
"This approach has helped break down a significant number of barriers."