Creating a more equitable hiring process

January 25, 2023

Company Culture

#diversity in the workplace matters, and it’s incumbent on companies to put processes in place that create a more equitable hiring process that makes a diverse and inclusive workspace the standard.

Companies that actively and deliberately build a diverse and inclusive workforce experience benefits beyond just doing the ethically responsible thing, including improved decision-making, better financial performance, remaining within legal compliance, increased talent retention, and a positive reputation in their community.

A diverse workforce brings different perspectives, experiences, and skills, leading to more creative problem-solving and decision-making, fostering greater employee collaboration, teamwork, and a more inclusive culture.

A company can demonstrate their commitment to ethical practices and values by creating a more equitable hiring process to promote diversity, equity, and inclusion in the workplace.

Companies can create a more equitable hiring process by implementing a variety of strategies, such as:

Diversifying the recruiting pool:

Diversifying the recruiting pool is done by reaching out to underrepresented groups and communities and actively seeking candidates from various backgrounds.

Reach out to underrepresented groups by building relationships with organisations and groups that serve these communities and participating in events, fairs, and job fairs catering to underrepresented groups.

Blind resume review:

Blind resume review is a technique that reduces hiring bias by removing personal information such as names, addresses, and contact information from resumes. Hiring managers will evaluate candidates based on their qualifications and experience rather than their background or personal characteristics.

Using structured interviews:

Structured interviews are a strategy where all candidates are evaluated based on the same criteria. All candidates are given a pre-determined set of questions during the interview process. The questions directly relate to the job and include behavioural-based questions to assess their skills.

Uniform interview scoring forms mean candidates are evaluated based on the same criteria.

Training hiring managers to conduct structured interviews effectively and avoid bias is also essential.

Considering qualifications over experience:

Qualifications over experience prioritise a candidate’s qualifications and potential over their work experience. It levels the pitch for candidates with less experience but the potential for success in the role.

Focus on the skills and knowledge required for the position during the interview process and consider candidates with the qualifications or potential to meet those skills even if they have less experience.

Unconscious bias training:

Unconscious bias refers to the subtle biases and prejudices people hold unconsciously. It can lead to unintentional discrimination against certain groups.

Training should include educating hiring managers and recruiters to recognise and overcome unconscious bias. It works best when strategies include blind resume reviews and structured interviews.

Regularly evaluating the process:

Assess the effectiveness of current practices and identify areas for improvement by analysing diversity in the candidate pool and hires, conducting surveys, collecting feedback, regularly reviewing and updating policies and procedures, and establishing metrics to track progress over time.

Set up a review committee or task force and establish a regular evaluation schedule.

Diverse interviewers:

Including individuals from different backgrounds, experiences, and perspectives reduces unconscious bias, allowing candidates a fair evaluation and providing a more balanced view of the candidates.

It helps create a more inclusive and welcoming environment for candidates, which attracts a more diverse pool of applicants.

Implementing these strategies will help your company achieve its #dei goals by ensuring that candidates receive equal consideration through reduced bias and discrimination in the hiring process.

Creating a more equitable hiring process requires deliberate efforts, and it’s essential for building a diverse and inclusive workforce.