The Power of Inclusive Recruitment: Mupela’s Success Story
In July 2023, KX Recruit hosted a Hospitality Speed Interview Event designed to connect talented individuals with hospitality companies on and around the King’s Cross Estate. Among the standout attendees was Mupela, a candidate whose journey is a testament to the power of in-person recruitment events. Mupela’s fantastic personality quickly caught the attention of all the recruiters at the event, ultimately leading to their successful placement with Amplify at the Havas King’s Cross office.
This case study explores Mupela’s path from the Speed Interview Event to their current role at Amplify, highlighting the key moments and factors that contributed to their success.
Pride Month, celebrated every June, serves as a reminder of the importance of diversity and inclusion in all aspects of life, including the workplace. Mupela’s journey symbolizes the strides made towards greater acceptance and support for non-binary and LGBTQ+ individuals in recruitment processes and in the professional world. Their success story not only celebrates individual achievement but also reflects the ongoing efforts to ensure that all candidates, regardless of gender identity, are given equal opportunities to thrive.
Inclusion and diversity in recruitment are crucial for fostering a dynamic and innovative workplace. When companies actively seek to include individuals from a variety of backgrounds, they unlock a wealth of perspectives and ideas that drive creativity and problem-solving. A diverse workforce reflects the diverse world in which businesses operate, enabling companies to better understand and meet the needs of their clients and customers. Furthermore, inclusive recruitment practices ensure that all individuals, regardless of their gender, ethnicity, sexual orientation, or disability, have equal opportunities to succeed and contribute. This not only enhances the overall talent pool but also promotes a culture of respect and belonging, which can lead to higher employee satisfaction and retention. Ultimately, prioritising inclusion and diversity in recruitment is not just a moral imperative but a strategic advantage that can propel organisations toward greater success and sustainability.
Mupela first heard about KX Recruit while completing a barista short course at Westminster Kingsway College. The hospitality branch of the college sent out a recruitment email that included details about the upcoming KX Recruit Speed Interview Event. Intrigued by the opportunity, Mupela decided to participate, marking the beginning of an exciting journey.
Recalling their experience at the Speed Interview Event on July 13th, 2023, Mupela described a welcoming and well-organised environment. Mupela shared “Upon arrival, your team was there to greet all the candidates. We checked in and were directed to a waiting area where the team explained the process and how the event would unfold.” Initially apprehensive about the brief four-minute interview slots, Mupela soon found the format more manageable than anticipated. “Initially, I was worried that four minutes was such a short time for an interview, but actually, some of the interviews felt a lot longer. The first interview was nerve-wracking, but then it got easier with each interview.” This structured yet supportive environment of the Speed Interview Event allowed Mupela to showcase their skills and personality effectively.
One significant aspect of Mupela’s experience was how well their pronouns and identity were respected throughout the process. “I specifically asked to put my pronouns on my sticker because, for me, a lot of the time my pronouns are assumed. I thought it was important for me to have my pronouns on my name sticker so someone can read it and receive me in the correct way. It’s something I’m quite specific about when I’m entering a workplace.” This proactive step not only helped ensure Mupela was addressed correctly but also sparked meaningful conversations. “One of the candidates asked me why I had it written on my sticker, so I explained about pronouns and why I had it displayed. It was a really interesting conversation starter actually while we were waiting to have our interviews. It is best that people know my pronouns from the start to save confusion later down the line or even just them thinking ‘I wonder why Mupela is using those pronouns’ or assuming my gender based on how I look.”
Discussing the impact of their ADHD and Autism on the interviews, Mupela emphasised transparency. “I always let people know about my life and the true me—be really open—and I read how they receive it which helps me decide whether I’d like to work for them and move forward with that company. I mask a lot, so many people are surprised when I let them know about my ADHD and Autism, but that makes me burn out really quickly. So I have learned that the most important thing is finding a job that works for me.”
Mupela was very popular with all the employers who attended the event. Reflecting on the post-event recruitment process, Mupela found it efficient and supportive. “I got a few emails but responded to the ones where I felt I had more of a connection during the interview. They emailed me, and we agreed on some dates and more information about what to expect in the next interview or trial shift.” Chloe, their main point of contact at KX Recruit, played a crucial role in this phase. “Chloe gave me loads of feedback about how I did and let me know the companies who wanted to speak to me again, which was really affirming. You can have an interview and think it went well, but realistically you just never know until you actually hear that they’re interested in you.”
When asked about changes KX Recruit could make at future events to enhance inclusivity, Mupela suggested, “The option to have pins or stickers or just disclosing your preferred name or pronouns would be good. The more you can provide options and a safe space for people to make their preferences known, the better it is.”
Mupela was interested in roles with both Amplify (Havas) and Wetherspoons. “I agreed to move forward with Amplify (Havas) and Wetherspoons so I could have options and see which one would be the best fit for me. Havas took a longer time to get back to me because they were trying to find the right site for me, so I went to Wetherspoons as they were really quick to reach out and offer me a job. At the time, I was diagnosed with ADHD and Autism, and I soon realised that the environment at Wetherspoons was personally just not suitable for me. I needed a bit more structure. They were really lovely people there, but I just wasn’t sure if I could give my all to the role.”
Following Mupela’s departure from Wetherspoons, Amplify (Havas) reached out to them in September saying that they would like them to work in the Pancras Square site – Havas. Mupela explained “On reflection, I really like how they took more time to find the right fit for me.”
Mupela is now thriving in their role as a receptionist at Amplify. “It’s a cool company, and our team of receptionists are a core part of the business. We need to check people in and prioritise and allocate the spaces and meeting rooms. I’ve found a new appreciation for the roles that people don’t initially think about in a company like Havas—cleaning, receptionists, postmen—that keep the business running smoothly. In addition, Amplify agreed that they could do four days a week, rather than five. Mupela told us “This was non-negotiable for me because I care for my mum and also know it would be best for me to do four days to avoid burnout. It’s a challenging role, but doing four days allows me to do my best and be my best self at work and then just leave work at work.”
Describing their day-to-day activities, Mupela said, “We deal with the clients, manage the office spaces for events, meetings, and pitches, and help set up events. The people and the environment are definitely my favourite things about my current job. Previously, I was a graphic designer, but I burnt out from that role. It’s just nice to be back in a creative environment—I can be around the creatives without having to take the work home. Also, I understand their needs and the pressures they may be facing. I definitely like the operations side of working in an agency now; the structure and organisation is really good for my Autism.”
Mupela has high praise for their team and managers at Havas. “They’re all so lovely and happy to cater for any needs me or any other members of the team have. They integrated me into the team really smoothly: my correct pronouns were used from the get-go—I didn’t have to announce anything—they’d even prepared my email with my pronouns. It was great, and I really enjoy working at Havas.”
“Mupela’s presence brings a calming and positive energy to our team, and that vibe immediately caught my attention during our first meeting. Their natural drive for problem-solving and dedication to finding the best solutions for our clients and our team truly shines. Throughout their journey with us, I’ve had the privilege of witnessing Mupela’s growth, which has been nothing short of inspiring. Their openness and clarity in communication have been consistent pillars in our team dynamics, something they’ve highlighted from the very beginning, has a high importance to them on a personal level. What truly impresses me is how Mupela remains steadfast in upholding their personal values even within the workplace, and we wouldn’t have it any other way. At Amplify Guest Services, we hold inclusivity and diversity in high regard, and Mupela’s commitment to these and their own principles makes them a perfect fit for our company culture. As Mupela’s manager, I’ve learned the importance of adapting different leadership styles for different team members, thanks to their openness and transparency. Mupela’s eagerness to share their knowledge, not only with colleagues but also through leading coaching sessions for peers in other locations, is truly admirable and a great example of team spirit. What more can we say? Having Mupela as a part of our small team brings us so much joy!” – Joanna, Mupela’s manager
Joanna’s testimonial is evidence that proves the power of inclusive recruitment, how companies can find the staff with the perfect skills and personality and, in addition, help managers and leaders learn and improve their ways of working too.
Working on the King’s Cross Estate has also been a positive experience for Mupela. “Being a creative person, having all the different companies here is so cool, and it just has a nice vibe. Even the environment in a more general sense—the trees and the water features make such a big difference. It feels calm and never too busy.”
Reflecting on their overall experience since the Speed Interviews, Mupela highly recommends KX Recruit. “I think KX Recruit is so great. I’m so happy Westminster Kingsway sent the details about the event because I was applying to barista roles, but lots of those roles wanted me to be trained already—I was still completing the course and not fully trained yet—and on top of that, my CV didn’t really have any hospitality experience. The Speed Interview event helped me show that I’m a people person and would be a good fit in hospitality.” They continued “I would recommend all people to come to KX Recruit. I’d also love to come and help KX Recruit with anything you’d like me to get involved in. Without KX Recruit, I’d still be stuck and job searching. The companies you have connections with, especially the ones at the event I attended, are such great companies. I don’t think people understand how great some of the opportunities you have are—for example, some of the hospitality roles in the large office occupiers on the estate.”
For other non-binary individuals navigating the job search and recruitment process, Mupela offers this advice: “If it is important to you to make it clear who you are, how you want to be addressed and how you want to present yourself, just put it out there and remember that whoever doesn’t come back to you isn’t for you. You want to feel comfortable in your place of work—you spend half your life there! It’s a two-way thing with employers and interviews—you have to like each other!”
Mupela is absolutely correct – it is important to remember that an interview is a two-way street, offering a valuable opportunity for candidates to evaluate whether a company is the right fit for them as well. While the primary focus is often on impressing the interviewer and demonstrating your qualifications, it is equally crucial to assess the company’s culture, values, and work environment. An interview allows you to ask questions about team dynamics, management styles, and career development opportunities, providing insight into what your day-to-day experience would be like. This perspective helps ensure that your personal and professional needs align with what the company offers, which is vital for long-term job satisfaction and career growth. By viewing the interview as a mutual evaluation process, you can make more informed decisions and choose a workplace where you can thrive and contribute meaningfully.
The KX Recruit team are so very proud of Mupela’s success and look forward to what more they might achieve in the future.
If you are interested in attending one of our recruitment events, keep an eye out for them on our website and social media channels!
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