News Detail
Feb 19, 2025
Charities urged to review guidance on recruiting refugees
Charities have been urged to read new guidance on recruiting refugees, which advises organisations to avoid jargon in job adverts and increase the accessibility of their application process.
The CIPD Trust, the charitable arm of the professional body for HR and people development, has urged charities to read its new guidance, which is intended to support organisations in hiring refugees.
The guidance outlines the benefits of hiring and supporting refugee employees, offers an overview of relevant legislation and gives several recommendations for HR professionals looking to hire and better support refugee employees.
It calls for organisations to consider the language used in their job adverts, encouraging them to use straightforward terms, avoid jargon and, if appropriate, to expressly state in their recruitment advertising that they welcome applications from refugees.
The guidance also recommends that HR professionals reflect on whether their application process is accessible, particularly to someone who does not speak English as their first language.
HR professionals should also check their applicant tracking system to see if it flags or filters out AI-assisted applications.
“Refugees often use tools such as Grammarly to support them in drafting applications, and this can sometimes be seen as a negative, either by hiring managers or recruitment systems,” the guidance says. “Address this wherever possible, either through guidance or system changes.”
The guidance adds that if the role requires a traditional CV or cover letter, organisations should provide some guidance on their website or on their recruitment pages that explains exactly what they’re looking for or what information must be included.
Hiring managers should also be given training to make them aware of the barriers and challenges that refugees may experience when applying for jobs, the guidance advises.
It also suggests that organisations review their standard requirements, such as a requirement for specific qualifications, to see whether they can be adapted to ensure that refugees are not screened out immediately.
The guidance adds that offering skills-based assessments can help refugee applicants demonstrate their capabilities rather than relying on written or verbal interview discussions.
It also suggests ways that organisations can better support refugee employees, including by identifying a buddy or mentor who can help the new employee settle into the role and by giving a comprehensive introduction to the workplace’s technologies, processes and ways of working.
HR professionals can support refugee employees by identifying any training needs that address differences between countries and by training all managers on cultural awareness and difference.
Sally Eley, head of the CIPD Trust, said: “The charity sector plays an important role in directly supporting refugees to transition to life in the UK.
“Refugees often need to completely rebuild their lives here in the UK, after fleeing their homes to escape conflict, climate catastrophe or persecution. Employment is one of the most important factors in their integration, and organisations can create meaningful change by helping them to start their lives again.”
Eley said the CIPD Trust’s new guide “can support charities of any size, as well as organisations in other sectors, to hire from this broad talent pool”.
She said: “In turn, this benefits the business, as refugees bring diverse perspectives, skills and lived experience to the workplace. Research also suggests refugees have high retention rates and high levels of engagement, which boosts productivity.”