Fairness does not mean everyone gets the same. Fairness means everyone gets what they need. - Rick Riordan, Author
This second part of our series on inclusive recruiting breaks down practical strategies for building an inclusive hiring process. Drawing on insights from industry leaders and real-world case studies, we explore how to craft inclusive job descriptions, source diverse candidates, employ inclusive interviewing techniques, and evaluate candidates fairly.
Step 2 - Building an inclusive job description
The power of inclusive language
Inclusive job descriptions serve as the first point of contact between a company and potential candidates. The language used can either open doors or unintentionally close them. Research shows that gender-neutral terms and avoiding industry-specific jargon broaden the applicant pool. For instance, replacing “salesman” with “sales professional” or “ninja” with “expert” makes the role accessible to a wider audience. This shift in language aligns with best practices, emphasising that inclusivity begins with the very words we choose.
Avoiding exclusionary phrases
Upon analysing hiring data, it is often found that phrases like “native English speaker” and “young and energetic team” deterred qualified candidates. By modifying these phrases to focus on skills and competencies, you see an increase in applications from underrepresented groups. Also, the results of these studies demonstrate that masculine wording in job advertisements leads to less anticipated belongingness and job interest among women, which, we propose, likely perpetuates gender inequality in male-dominated fields. This transformation underscores the importance of critically evaluating job descriptions to eliminate potential biases and barriers.
Step 3 - Sourcing diverse candidates
Strategies for expanding the talent pool
To attract a diverse set of candidates, companies must go beyond traditional recruiting channels. Engaging with niche job boards, such as those catering to underrepresented demographics, can significantly enhance diversity in the applicant pool. Studies have shown that companies leveraging diverse talent pools often outperform their peers in various metrics.
Leveraging social media and building partnerships
Social media platforms are invaluable tools for reaching diverse candidates. These platforms offer targeted advertising options that can reach specific demographics. Additionally, partnerships with diversity-focused organisations and participation in targeted job fairs can further expand reach. One must choose wisely though and measure often the success and impact of partnerships.
Step 4 - Inclusive interviewing techniques
Structuring interviews to mitigate bias
Structured interviews are a proven method for reducing bias in the hiring process. Actually, one of the most reliable. By standardising the questions and using consistent scoring criteria, companies can ensure that all candidates are evaluated on the same parameters. Research highlights that structured interviews, combined with diverse interview panels, reduce the risk of unconscious bias and lead to more equitable hiring outcomes.
Behavioural and competency-based questions
Incorporating behavioural and competency-based questions allows interviewers to focus on a candidate’s past experiences and demonstrated skills. This approach helps to mitigate biases related to a candidate’s background or presentation style. For instance, instead of asking, “What’s your biggest weakness?” consider, “Can you describe a challenging project and how you managed it?” This shift in questioning technique ensures a more inclusive evaluation process.
Step 5 - Evaluating candidates fairly
Objective assessment and structured feedback
Objective assessment methods, such as work samples or job simulations, provide a tangible measure of a candidate’s abilities. These assessments should be relevant to the role and standardised to ensure fairness. Using scorecards with defined criteria can guide the evaluation process, ensuring that feedback is based on observable evidence rather than subjective opinions.
Avoiding common Pitfalls
One common pitfall is overvaluing certain qualifications or experiences, which can inadvertently favour certain groups. To counteract this, companies should focus on the skills and competencies necessary for the role. It is by now a classic example how the large tech companies re-evaluated their emphasis on Ivy League degrees, instead prioritising coding skills and problem-solving abilities. This shift not only broadened their talent pool but also improved their overall team performance.
By advocating for and implementing these strategies, recruitment teams can create a more inclusive and equitable recruitment process. This not only enhances diversity within the team but also contributes to a more innovative and effective organisation. Studies consistently show that diverse teams are more likely to outperform their less diverse counterparts. By focusing on inclusivity at every stage of the recruitment process, companies can ensure they are attracting and retaining the best talent available.
Stay tuned for Part 3 - where we explore more of the key development skills (data-drivenness, influencing and cultural intelligence) needed for recruiters to be more inclusive professionals.
For challenges with ensuring equal opportunity and augmenting inclusion practices in recruitment processes, reach out - contact@faircultures.com
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