3 Steps for Creating an Inclusive Hiring Process
Creating an inclusive interview process is crucial for attracting a diverse team and building a more inclusive workforce. By eliminating bias and making the interview experience equitable and welcoming for everyone, you can increase your chances of attracting a wide range of candidates. Here are the steps you can take to create an inclusive interview process:
1. Eliminate bias during candidate selection
- Improve your job descriptions: Use gender-neutral language, avoid age bias, and welcome all abilities in your job descriptions. Also, post job openings in a variety of locations to reach a more diverse pool of applicants.
- Take caution when using AI to screen applicants, as bias may be inherent in the algorithms. Make sure the algorithms don’t favor specific genders, races, or educational backgrounds.
2. Build an inclusive interview experience
- Use multiple communication channels: Offer both phone and video options for remote interviews to accommodate candidates’ resources and comfort levels.
- Ensure accessible materials: Provide closed captions and transcripts for videos, alt text for images, and use structured headings and descriptive link text for written materials.
- Share best practices: Send out a list of best practices for parking, dress code, travel time, and interview topics, ensuring all candidates start with the same expectations.
- Offer flexible interview times: Provide day, evening, and weekend slots to accommodate candidates with varying schedules and commitments.
- Consider travel options: If finalists need to travel, consider covering the expenses or offering a video option.
- Choose an accessible location: Select a place that is accessible for people of all abilities.
- Provide accommodations: Let candidates know you’re willing to provide special accommodations to ensure a smooth interview process.
3. Use the same inclusive interview process for each candidate
- Develop a set of standard questions that are relevant to the position requirements, avoid biased language, and focus on capabilities and problem-solving.
- Work with your team to establish a scoring system based on qualifications and answers to questions. Use this rubric to evaluate candidates consistently.
- Ask questions in the same order and maintain a preset time limit to ensure each candidate receives the same opportunity.
- Use multiple communication channels: Offer both phone and video options for remote interviews to accommodate candidates’ resources and comfort levels.
- Ensure accessible materials: Provide closed captions and transcripts for videos, alt text for images, and use structured headings and descriptive link text for written materials.
- Share best practices: Send out a list of best practices for parking, dress code, travel time, and interview topics, ensuring all candidates start with the same expectations.
- Offer flexible interview times: Provide day, evening, and weekend slots to accommodate candidates with varying schedules and commitments.
- Consider travel options: If finalists need to travel, consider covering the expenses or offering a video option.
- Choose an accessible location: Select a place that is accessible for people of all abilities.
- Provide accommodations: Let candidates know you’re willing to provide special accommodations to ensure a smooth interview process.
3. Use the same inclusive interview process for each candidate
- Develop a set of standard questions that are relevant to the position requirements, avoid biased language, and focus on capabilities and problem-solving.
- Work with your team to establish a scoring system based on qualifications and answers to questions. Use this rubric to evaluate candidates consistently.
- Ask questions in the same order and maintain a preset time limit to ensure each candidate receives the same opportunity.
Creating an inclusive interview process takes time and resources, but the benefits of a diverse workforce make the investment worthwhile. Start by implementing these steps, and remember the importance of patience in bringing about organizational change.
