Clu

We’re launching Clu V2.0. ?? Get an exclusive sneak peek in the video below. ??

Hot off the press, and I can't believe it's happening ??. ?? Second new Clu feature drop of the week ??Introducing Skills Vector: Transforming the way organisations identify, nurture, and mobilise talent. ?? At Clu, we’ve always believed that people aren’t just job titles; they combine skills, potential, and ambition, so filtering on the former is wild. Today, we’re excited to unveil Skills Vector, the solution that equips businesses to: ?? Understand what defines great talent: Go beyond primary filters like job titles and keywords to uncover what makes someone a standout hire. ??Leverage internal skills: Map, diagnose and redeploy talent into roles where they can thrive—saving money, time, and effort. ??Unearth hidden talent: Automatically identify top potential from discard piles, talent pools, and silver medalist pots, mapping them into skills-based pools to directly source from, reducing the cost and time of starting from scratch. ??Scale smarter: Clarify your hiring process with customisable, data-driven insights that solve problems like bad job descriptions, unconscious (and conscious) bias, misaligned hiring decisions, and wasted budgets. ?? Why is this important? Many businesses struggle to define the type of person they need, let alone how to grow their organisation sustainably in the short, medium, and long term. Skills Vector enables managers and Talent & People teams to: ? Avoid hiring identity crises. ? Reduce reliance on high agency spending because job boards don't deliver. ? Improve ROI by shifting from reactive to proactive talent strategies. ?? Skills Vector doesn’t just optimise your talent processes—it revolutionises them, helping you to: ? Build trust and credibility with hiring managers. ? Create a unified skills framework without spending a fortune. ? Optimise the value you get from your ATS. The question isn’t, “Can we afford to do this?” It’s, “Can we afford not to?” Guaranteed ROI in less than a month and up to 60% savings across a year? Plus, 3 months free for every annual subscription? Let’s rewrite how hiring works—for good. DM me or visit Clu’s website to learn more. #SkillsVector #GetAClu #SkillsBasedHiring #EconomicMobility ID: A screen grab of Clu's Skills Vector toolkit is layered on top of a large light blue blob shape on a blue-to-green gradient background. The screen grab is of a project attached to a skills profile in Clu, along with the breakdown of skills associated with that talent pool.

RIDI Awards Ceremony 2024?Livestream ?? Thu?5?Dec?2024 ?? 6:30 PM?-?7:30 PM?GMT ?? Online, Teams Join us online on 5th December as we celebrate the trailblazers in disability inclusion across the recruitment industry. Witness the announcement of this year’s winners, hear from inspiring speakers, and be part of a movement driving real change. Don’t miss the chance to support inclusive recruitment from wherever you are! Register - https://bit.ly/RIDI24LS ?? RIDI Awards 2024 Finalists ?? Building Disability Confidence Arts Council England Irwin Mitchell Disabled by Society XPS Group ?? Creating Disability Confident Recruiters Irwin Mitchell Public Sector Resourcing by AMS Randstad Academy for Talent (RAFT), part of Randstad Sourceright. Disabled by Society ?? Disability Confident - Private Sector DWF and their Early Careers Team GXO Logistics, Inc. Public Sector Resourcing by AMS Randstad Academy for Talent (RAFT), part of Randstad Sourceright. ?? Disability Confident - Public Sector / Non Profit Devon Partnership NHS Trust Kent Community Health NHS Foundation Trust The Crumbs Project University Hospitals Birmingham NHS Foundation Trust ?? Disability Specialist Meghan Reed, Evenbreak Opulent Access Events & Consulting, Elaine Hughes SIC Disabled by Society ?? Inclusive Recruitment Campaign Irwin Mitchell Lancashire & South Cumbria NHS Foundation Trust Central Manchester University Hospitals NHS Foundation Trust Randstad Academy for Talent (RAFT), part of Randstad Sourceright. ?? Inclusive Technology Clu Danone UK&I The Stepstone Group Write Recruit ?? Pioneer of the Year - Agency/Organisation/Team AMS/PSR - Diversity Alliance Fair Shot Café Randstad Academy for Talent (RAFT), part of Randstad Sourceright SIC ?? Pioneer of the Year - Individual Emma Mendes da Costa Mimouna Mahdaoui Natalie Collingwood and Sehar Mir Bob Edwards #RIDIawards #InclusionRevolution #DisabilityInclusion #InclusiveRecruitment #AwardsCeremony Disability Confident, Randstad Enterprise, Kate Headley, Maria Grazia Zedda, Sheri Hughes

In our recent Clu’d Up Employers Club webinar, Ryan Broad, Kevin Withane (FRSA), and Victoria Hall revealed strategies to navigate new hiring regulations for smarter, fairer recruitment. From responsible AI use to skills-based hiring and compliance planning, these insights are essential for HR and TA leaders to tackle upcoming hiring risks head-on. Read the full article below. ?????? __________ Alt text: Article banner with the title "Key Legal Changes for HR & TA Professionals to Future-Proof Hiring in 2024 and Beyond." The banner features headshots of three speakers from the recent webinar: Ryan Broad, Kevin Withane (FRSA), and Victoria Hall.

When the hiring manager asks, "Do you have any questions for me?" at the end of the interview, never say... "No." You want to come across as interested in the position. Saying "No" gives the opposite impression. Remember, it's a two-way process. You want to learn more about the role, the manager, the team you'll work with, and the learning opportunities. Here are seven thoughtful questions to ask that demonstrate your interest and curiosity: 1. Can you describe your leadership style? 2. How might this role evolve over the next year? 3. What are the key priorities or focus areas for this role? 4. How does the company support professional development in this role? 5. What do you foresee as the biggest challenge for someone new in this position? 6. What traits do successful team members under your management typically share? 7. What are your expectations for this role, and where would you expect me to be in six months? For more tips like this, check out Get Hired Toolkit.

Stop waiting for jobs to be advertised. Do this instead. Make a list of the companies you’d like to work for. The list can be based on whatever is important to you – brand, location, projects, literally whatever matters to you. Find these two people that work there: 1 - The person you’d likely report into if you worked there, e.g if you’re a Senior Developer it might be the Development Manager or Head of Engineering, if you’re a Marketing Assistant it’s probably going to a Marketing Manager or Head of Marketing. 2 - The internal recruiter that will most likely be the one who supports that department, e.g. if you’re in Tech find the recruiter who mostly posts Tech roles. LinkedIn can help you find both of these people pretty easily. Then message both of them. Either on LinkedIn or by email. It’s not really difficult to guess their email address structure, Google or ChatGPT can help. What message do you send? Something simple like: “Hey I’m a [job title] and I [insert your key skills/selling points]. I’d be really open to exploring opportunities with [company name]. I had a look on your careers site and didn’t see any relevant roles right now, but attached is a copy of my CV incase you have anything suitable coming up” I’ve done this before and it can work. I got a response from one company saying they were planning on looking for someone but hadn’t started the process yet. But since my CV landed on their lap I should come in for a chat. They interviewed me before they’d even advertised it and I got the job. Be proactive in your job search. Get more practical, no-nonsense job search advice as well as free templates and job search guides by signing up to my Newsletter. Hit the “View my Blog” link at the top of this post to get it. #jobsearch #recruitment

Did you know 65% of companies are using AI to screen candidates???? But here’s the kicker:?only 25%?have done formal?bias audits?on these systems. This creates a?massive risk of unintentional bias?in your hiring process, and with?new legal hiring regulations?fast approaching, the consequences could be costly. In our recent?Learning Lab Report: Act Now or Pay Later, we dive into the upcoming legal changes and provide actionable steps to help you audit and improve your hiring practices. Non-compliant organisations are projected to face a?40% increase in HR/TA budgets—a financial burden you can avoid. ?? Need a checklist to stay ahead of these changes and avoid unnecessary costs? ???Download our report?in the comments below. ________ Alt text: Image highlighting the risks of using AI. It shows statistics that 65% of companies use AI for candidate screening, but only 25% audit it for bias. #AI #ArticialIntelligence #HiringRisks

Starting next Monday, Clu will be making a week-long series of big announcements. Some huge steps forward on our mission to make the working world work for everyone. As a precursor, I wanted to share why this mission is deeply personal. I acquired my disability six years ago as an underlying health condition exacerbated, but I’ve been neurodiverse my whole life. I now experience first-hand, especially as a founder, the chronic misunderstanding surrounding the capability and conviction of underestimated and underutilised communities. Here’s the truth: navigating an inaccessible world requires skills that are intrinsic to entrepreneurship. Adaptability, resilience, and creativity in problem—solving are not weaknesses. They are strengths. They are the traits that fuel innovation, growth, and leadership. Clu exists to shatter the assumptions and systemic barriers that hold people back, using data to prove what so many of us already know: Capability doesn’t look one way or come from one place. The more I show that a business led by disabled and underestimated founders can thrive. The more I prove that we are investable, scalable, and indispensable to our economy. Right now, businesses led by disabled founders already contribute 9% of Britain’s GDP. Imagine what that number could be if barriers were removed. 10%, 12%, 15%—this isn’t just a dream; it’s entirely possible if we break the myths and level the playing field. Every milestone we reach with Clu is more than just a business win. It’s proof that this mission matters and that the change we’re building is real, needed, and long overdue. To everyone who’s been overlooked, underestimated, or told you didn’t fit the mould: I see you. I’m building for you, and I won’t stop until the world does, too. Stay tuned for what’s coming next week. It's going to be big. ID: Four panellists sit at the front of a room in front of a screen with the words 'The Lilac Review' written on them. Three of the panellists are laughing at the comments of one of the other panellists.

Thank you to everyone who joined our recent webinar! ? We appreciate the time and engagement of all the HR and talent acquisition professionals who came together to explore the evolving landscape of legal hiring. It was inspiring to connect with so many industry leaders committed to staying informed and proactive. A special thank you to our expert speakers—Ryan Broad, Victoria Hall, and Kevin Withane (FRSA)—for their invaluable insights and contributions. Their deep knowledge of compliance updates and emerging hiring trends provided our audience with practical, forward-thinking strategies to navigate today’s dynamic legal landscape with confidence. ?? If you couldn’t make it—or would like a recap—check out the comments section for a link to an article covering all the key insights we discussed. Thank you again, and we look forward to seeing you at our next Clu'd Up Employers Club webinar! ?? _________ Alt text:?Screenshot from our webinar "Legal Hiring Changes Every HR and TA Professional Must Know," showing attendees engaged in the session, alongside expert speakers discussing compliance updates and hiring trends. #EUAIAct #HiringRegulations #EmploymentRightsBill #HiringCompliance

Us when we see organisations… ?? Leveraging skills mapping to close hiring skills gaps through data-driven, skills-based hiring. ?? Committed to utilising ethical AI—no shortcuts, no compromises. ?? Implementing AI tools that are responsible, transparent, and auditable in their HR stack. ?? Setting strong measures for candidate privacy and bias reduction with robust algorithm transparency. ?? Preparing ahead for hiring compliance with insights from Clu’s Act Now or Pay Later report. ?? Celebrating diverse talent while ensuring equity. Strong YES. HR and TA folks, what’s your “Strong Yes” moment? ?? ______ Alt Text: A man wears a cap with the words “Strong Yes.”