'Finding briqs makes me think I can get to where I want to be in my life'.'Finding briqs was an instant lightbulb moment'.'Finding briqs was a liberating moment for me'.'The first fair recruitment process I’ve found'.Degree educated but not from the ‘right university’įeedback from our spring cohort includes:.Struggling to return from work since having children, illness or haven taken time off to care for a relative.Trying to break into a sector without direct experience.Lack of educational opportunities and therefore qualifications.Those candidates placed into roles via briqs go on to benefit from the training and development we provide (including £1500 training budget) and they become briqs members, owning part of our organisation and the opportunity to connect with other briqs members.Ĭandidates applying for jobs through briqs feel locked out of quality work for a host of reasons:.

Across each role briqs recruited for we supplied 3 - 5 shortlisted candidates for final interview with the employers on the cohort.

Candidates hear back from briqs within 48 hours of each stage of their application with the final stage being a short call with a member of the briqs team.

85% of candidates who completed the work-sample then went on to participate in the peer review process whereby candidates review and score another candidate's response to the work-sample.

Candidates have a selection of work samples to select from and are required to complete only one.

We design the work-sample to replicate something that candidates will be required to do in their new role to help us assess the required skills in candidates.

55% of candidates who began the briqs process went on to submit a response to the work-sample question.

The briqs process is completed online, uses a simple work-sample question and peer review as part of candidate shortlisting.

Indeed jobs board: 61% Black, Asian and minority ethnic and 56% female.

Guardian Jobs: 59% White and 69% female.

Instagram ads: 60% Black, Asian and minority ethnic and 80% female.

Community networks: 93% Black, Asian and minority ethnic and 74% female.

65% of our applicants were Black, Asian and minority ethnicīreaking applicant data down by source shows which channels were most effective at reaching specific audiences:.

To start with, previous experience or a degree are not required to apply for a job via briqs. We have designed our recruitment process to remove the traditional barriers that can prevent diverse talent from accessing quality knowledge economy job opportunities.

The rest include a mix of word of mouth, the briqs network and organic search.

3,100 visits to the briqs website (in 4 weeks) from which we received 125 applications.

We reach candidates via paid advertising, community outreach and through the briqs network. Organisations join the cohort to find brilliant new talent from a variety of backgrounds.

Our mission is to enable companies to find talent they wouldn’t otherwise have found.īriqs runs the outreach and upfront application process on behalf of a cohort of like minded and progressive hiring organisations seeking to find new talent. In March / April 2022 briqs delivered our spring cohort in which we placed 6 brilliant people into positions across the Wellcome Trust, Catch22 and IDEA Pharma.

Briqs shakes