The success of attracting a diverse field of candidates lies in ensuring the accessibility of the appointment in the initial advertisement, in personal approach and in the assessment of candidates. The key is, in our view, the scope of our networks rather than in processes. This is a difficult concept to prove except in terms of outcomes but it is worth noting that on central government appointments on which John Smith has advised, we have one of the best records of any consultancy for diverse shortlists.

We will ensure that candidates are considered on their assessed ability to perform effectively in the post for which they have applied, irrespective of class, gender, age, ethnic origin, disability, employment status, marital status, religion, sexual orientation or any other non-job related judgement.

Overlain upon all aspects of our methodology is the need to “nurse” candidates sensitively. Apart from common courtesy, the reputation of our clients, and our consultancy, rests upon the perception that unsuccessful candidates will carry away from the process. The proper treatment of candidates is critical: we will keep them informed at key stages and answer any questions as fully as possible.