What are the best practices for ensuring an equitable and inclusive hiring process in your nonprofit?

2 Diversify your outreach and sourcing

To reach a wider and more diverse pool of candidates, you need to diversify your outreach and sourcing strategies. This means going beyond the usual job boards and networks, and exploring other platforms and channels that can connect you with different communities and groups. For example, you can use social media, newsletters, podcasts, blogs, webinars, or events to promote your job opening and share your mission and impact. You can also partner with local organizations, associations, or institutions that serve or represent underrepresented or marginalized populations, and ask them to spread the word or refer candidates.

3 Review your screening and interviewing methods

To reduce bias and increase inclusion in your screening and interviewing methods, you need to review and revise them regularly. This means using objective and standardized tools and processes that can assess candidates based on their skills, qualifications, and fit, rather than on their personal characteristics, backgrounds, or preferences. For example, you can use a blind resume review, a skills test, a structured interview, or a scoring rubric to evaluate candidates. You can also involve a diverse and trained hiring team that can provide different perspectives and feedback.

4 Communicate clearly and respectfully

To ensure that your hiring process is respectful and transparent for all candidates, you need to communicate clearly and frequently. This means providing accurate and timely information about the job opening, the application process, the selection criteria, the timeline, and the status updates. You can also solicit feedback from candidates and address any questions or concerns they may have. Additionally, you need to communicate respectfully and courteously, by acknowledging their interest, appreciating their time, and informing them of the outcome.

5 Evaluate and improve your hiring process

To ensure that your hiring process is effective and equitable, you need to evaluate and improve it regularly. This means collecting and analyzing data and feedback from both candidates and hiring team members, and identifying the strengths and weaknesses of your process. You can also compare your hiring outcomes with your hiring goals and organizational goals, and measure the impact of your hiring decisions on your staff diversity, performance, and retention. Based on your findings, you can make adjustments and improvements to your process, and celebrate your successes.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?