West Yorkshire mayor Tracy Brabin has launched a new initiative offering unemployed people who lack digital skills free devices and tailored training to help them access jobs and essential online services.

The programme, announced on on 15 October, provides participants with a laptop or a similar device, personalised digital skills coaching and free data or Wi-Fi connectivity to support job searches, online learning and applications.

The rollout is to begin in Leeds before expanding to other areas of West Yorkshire in the coming months. The West Yorkshire Combined Authority has committed £250,000 to fund the scheme.

Brabin said the aim is to reduce digital exclusion and improve access to employment opportunities for those currently locked out of online services. 

Speaking to HR magazine, Cindy Gunn, group head of people at the staffing company Gi Group UK, said: “Recruitment has become increasingly digitally driven, particularly over the last decade, with technology playing a central role in all parts of the recruitment process, from sourcing to screening and hiring candidates.

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“While this shift has streamlined some processes and enabled companies to reduce costs of recruitment in many cases, it does risk excluding candidates who lack regular internet access, technology or the skillset to access online tools,” she explained.

Gunn suggested that employers can take practical steps to ensure accessibility by offering offline options, such as paper applications, phone interviews or in-person recruitment events. Partnerships with local job centres and employment agencies can also help reach candidates without digital resources, she said.

Matt Monette, UKI country lead at HR software firm Deel, explained: “Recruitment is becoming increasingly digital, which can unintentionally exclude talent without reliable access to the internet.”

Talking to HR magazine, Monette said that at Deel, they believe “hiring should be inclusive by design, not exclusive by default”.

While access to digital tools and training is vital, it must be matched with hiring practices that recognise potential beyond a CV, Monette continued. He urged HR to review  recruitment platforms to ensure that they are mobile-friendly and accessible, removing barriers for candidates who rely on smartphones to apply.

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“HR leaders have both a responsibility and opportunity to bridge this gap by supporting community initiatives and simplifying application processes,” Monette added.

Karen Lough, director of people at HR software provider Ciphr, told HR magazine: “As someone with a background in further education, I’ve seen first-hand how a lack of digital fluency and access to devices can hold people back, especially at the start of their careers.”

Lough noted that, despite leaving school with some tech experience, many jobseekers are still left without the digital tools they need to succeed. 

“Recruitment is now almost entirely online, but we can still reduce digital exclusion,” she said. Lough suggested introducing alternative application routes, community partnerships, and access to devices or training.

Gunn pointed out that digital recruitment can impact older applicants, who are often not as “tech savvy” as younger generations. She suggested that HR teams can address this by implementing inclusive hiring strategies and ensuring that their tech solutions don’t contain any biases.

“The human touch is still very much needed to engage a candidate, demonstrating the culture they will be employed in,” Gunn added.