Get hired: secret weapons for frustrated job seekers from minority and lower income households

A stark reality faces graduates from minority and lower socio-economic backgrounds (SEB) in the UK. A recent report spearheaded by UCL researchers reveals a deeply ingrained disparity in the race for entry-level professional roles. The numbers back this up: ethnic minority graduates from a low SEB are a staggering 45% less likely to secure these coveted positions compared to their more privileged white counterparts. Furthermore, those from low-SEB backgrounds, regardless of ethnicity, are 32% less likely to receive job offers than their wealthier peers.

“This report provides the first clear evidence that underrepresented groups are applying for these roles, yet they’re being recruited at a much lower rate even when they have attained the same level of education,” states Professor Lindsey Macmillan, Director of UCL’s Centre for Education Policy & Equalising Opportunities (CEPEO).

Where in the recruitment process do things go wrong for minority and low SEB candidates?

The study, which analysed data from nearly two million applicants across 17 major UK employers, lays bare the recruitment process’s fault lines. For low SEB candidates, half the job offer disparity arises during the initial online application and psychometric testing stage, while the other half emerges during face-to-face interviews. Black applicants, in particular, face a higher hurdle navigating the initial online sift.

What do the numbers tell us?

• Of 117,043 graduate applicants, only 4,625 received offers.
• Most advantaged white applicant offer rate: 6.86%
• Low SEB ethnic minority applicant offer rate: 3.53%
• Low SEB applicant offer rate: 3.95%
• Black applicant offer rate: 3.51%
• Asian applicant offer rate: 4.30%
• White applicant offer rate: 6.37%

These figures paint a clear picture of the systemic disadvantages faced by specific groups.

The research found that “when analysing recruitment for internships taken up before graduation, Black applicants are 20% more likely to receive offers than their white or Asian peers, reflecting the use of internships to build more diverse talent pipelines.

Proactive strategies minority and low SEB candidates can take

However, the tide can turn. Graduates from minority and low SEB backgrounds can adopt proactive strategies to level the playing field:

Embrace Internships and Freelancing: Practical experience is invaluable. The research found that “when analysing recruitment for internships taken up before graduation, Black applicants are 20% more likely to receive offers than their white or Asian peers, reflecting the use of internships to build more diverse talent pipelines.” Although internship applicants are more likely to be from advantaged backgrounds, from London or southern England and/or attend a Russell Group university, these numbers show that internships can be a strong avenue for black graduates.

Master Psychometric Testing: Given the initial hurdle, diligent preparation for psychometric tests is essential since it is commonly used for graduate candidates.

Learn CV and Interview Tips and Skills: Polished CVs and confident interview performances can bridge the gap in face-to-face interactions. Even tailoring your CV to fit the company culture and using keywords from the job description or the company’s ‘About us’ page can grab the attention of applicant tracking systems (ATS).

Ways to boost your chances for your CV to get noticed

• Keyword analysis: Really dissect the job description. Pinpoint the key skills, phrases, and terminology they’re using and then weave these naturally throughout your CV.

• Straightforward formatting: Stick to a clean, standard font, such as Calibri, consistent headings, and bullet points. This helps the Applicant Tracking System (ATS) to scan your CV easily.
• Pertinent experience: Emphasise the experiences and achievements that directly correlate with the job requirements. Use strong action verbs to illustrate your contributions.But back these up with specific examples. Prove it if you’re going to use it.
• Avoid elaborate design: Steer clear of tables, graphics, or excessive formatting that could disrupt the ATS’s reading process.
• File format: Submit your CV as a standard document, such as a .doc or .docx file.
• Thorough proofreading: Double-check for any spelling or grammatical errors that could negatively affect your application. When applying for British companies, use British English, and for those outside the UK, you can opt for US spelling, as this will then be picked up by the ATS.

And a few further points to consider:

• Create a CV tagline or headline: A sentence or two that highlights your qualifications, job experience, achievements and portfolio of work. Use figures, stats, or anything that shows you exceeded expectations. Avoid being vague with buzzwords. This headline immediately gives a recruiter stats and target qualities on why you should be put forward to the next stage. It helps justify their role as a recruiter and makes you stand out.
• Tailoring each application: Adapt your CV for each role you apply for, highlighting the skills and experiences most relevant to that specific position.
• Utilising ATS-friendly tools: You might find some online tools helpful for identifying and incorporating relevant keywords, which can optimise your CV for ATS scanning.
• LinkedIn profile consistency: Ensure your LinkedIn profile aligns with your CV, including relevant keywords and a professional summary. Ask former employers if they would be willing to add
• Targeting relevant roles: Focus your efforts on roles where your skills and experience closely match the job requirements or where they can be readily transferred.

Build a Digital Portfolio: A compelling online portfolio showcases skills and achievements, making candidates stand out. Create a carousel for social media platforms.

Early Applications: Universities should encourage early applications to graduate schemes, boosting success rates.

Strategic Networking: Building professional connections is crucial.

Black Business Entrepreneurs Conference (BBEC)

For Black graduates seeking to expand their networks and gain invaluable insights, the Black Business Entrepreneurs Conference (BBEC) offers a unique opportunity. This conference provides a platform to connect with industry leaders, entrepreneurs, and fellow graduates.

Dr Carlton Brown, BBEC founder says: “We are very focused on raising awareness, increasing visibility and creating opportunities to do business. this all starts with education and the business masterclasses and the BBEC is a great environment toto deliver positive tangible outcomes.”

Afua Hirsch, author, journalist and founder of Born in Me Productions, and YolanDa Brown OBE DL, saxophonist, composer and co-founder of Soul Mama, are scheduled to speak at the UK Black Business Entrepreneurs Conference (BBEC) on Wednesday 25 June. Other confirmed speakers include:

• Henry Bonsu – British African Broadcaster, International Presenter & Journalist,
• Brenda Emanus OBE – Film and Media, Arts, Culture and Entertainment Correspondent,
• Jumoke Fashola – Broadcaster / Journalist / Vocalist / Actor / Live Literature Curator,
• Lord Michael Hastings – London Chamber of Commerce Black Business Association Chair
• Thomas Hal-Robson – Former premiership & International footballer and Founder of Turmeric Co,
• Mike Williams – Co-founder of Flake Bake Patties and winner of Channel 4, Aldi’s Next Big Thing

Attendees can expect to gain:

• Networking Opportunities: Connect with potential mentors and employers.
• Entrepreneurial Insights: Learn from successful Black entrepreneurs.
• Career Development Workshops: Enhance your skills in CV writing, interview techniques, and personal branding.
• Inspiration and Motivation: Hear powerful stories of success and overcoming challenges.

A Call for Systemic Change

Dr. Claire Tyler, co-author, stresses that even employers with robust social mobility strategies still harbour barriers. The report calls for:

• Employers to track socio-economic background data alongside gender and ethnicity
• A review of recruitment processes to eliminate bias
• Expanded outreach to attract diverse applicants
• Universities to provide enhanced career guidance and internship support
• Stronger collaboration between universities and employers

“These barriers may be even larger for employers who are at the beginning of their social mobility journey. Employers who can access untapped talent pools to attract, hire and retain the best UK talent will be better prepared for skills shortages,” says Dr. Tyler.

Disclaimer

Any opinions expressed in the UCL report are those of the report’s author(s) and not those of UCL.
Research published in this series may include views on policy, but the university itself takes no institutional policy positions.

CEPEO Working Papers often represent preliminary work and are circulated to encourage discussion. Citation of such a paper should account for its provisional character.

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