Tips for equitable and inclusive hiring
Because the hiring process is such a critical touchpoint for increasing diversity of thought in organisations, many businesses focus their diversity efforts on the recruitment process.
And rightly so. But organisations must also ensure that their hiring processes are equitable and inclusive too. Eliminating bias, being welcoming, and supporting people with specific needs, is crucial here.
With decades of experience in People & Culture, I’ve set out below my top tips to help you ensure your hiring processes are truly fair and reflect what it will be like to work in your organisation.
1. Inclusive job descriptions
Make sure your job descriptions only focus on the key tasks and critical skills required and ensure that they are broad enough to recognise skills that are transferable from other roles and life experiences. Also include the behaviours you’re looking for such as curiosity, the ability to build on others’ ideas, and a willingness to learn.
2. Wording and placement of job ads
Use neutral wording and remove long lists of criteria from job ads to create space for people that might be great in the role but don’t fit traditional moulds. Depending on the role, use a range of mediums to promote your job, from ‘day in the life of’ videos to social media campaigns. You should also broaden your marketing platforms beyond traditional job sites, asking employee-led groups for connections, tapping into your networks, or advertising with local technical institutes.
3. Multiple ways to apply
Have a range of ways for your candidates to apply, such as in writing, with a creative video or via a phone call. You can also use hands-on approaches such as gamification or work-simulation exercises based on the competencies required in the role. Be sure to provide additional support to candidates that might need it too; people applying for their first job or for whom English is not their first language are great examples here.
4. Manage biases in screening
Screen applications using a structured review process based on the job description and supported by a pre-determined rating system. Ensure that more than one person reviews all applications (ideally a diverse panel) and that all reviewers are aware of, and manage, their biases. You could also make CVs anonymous and consider using targets for longlists and/or shortlists to ensure that you have a diverse candidate pool.
5. Make reasonable adjustments
Depending on things like cultural practices, gender, or accessibility issues, some candidates may need additional support from you. Don’t assume people will tell you proactively. Ask candidates what they need to be at their best throughout the hiring process and be genuine in your desire to support them as best you can. It’s also useful to have a list of accommodations you may be able to provide if they ask.
6. Fair and inclusive interviews
When setting up interviews, ensure that you consider the needs of your candidates (e.g., physical, and digital accessibility, room colour, breaks, removing distractions, providing questions in advance etc.). Make sure that there is a diverse interview panel (ideally with visible diversity) and that all interviewers manage their biases. Use a structured framework based on the key skills and behaviours in the job description and provide the candidate with opportunities to share what else they can bring to your organisation.
7. Making the hiring decision
Ensure that all interviewers prepare their perspectives and complete their ratings independently first. This helps to avoid groupthink or being influenced by someone else, such as the most senior person. Have an independent person (such as a member of the recruitment team) in the conversation to challenge biases. Be sure to give sufficient time for this process so it’s not rushed.
I can support you in a range of ways to imbed equity and inclusion into your hiring processes. Please reach out to me on robin@robindaviesconsulting.co.nz if you’d like to know more – I’m always keen for a chat!