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What are the best ways to create an inclusive hiring process?

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Creating an inclusive hiring process is not only a moral and legal obligation, but also a strategic advantage for any organization. An inclusive hiring process can help you attract and retain diverse talent, foster innovation and creativity, and enhance your reputation and brand. However, creating an inclusive hiring process requires more than just posting a job ad and screening resumes. It involves assessing and addressing the potential biases and barriers that may prevent qualified candidates from different backgrounds, identities, and experiences from applying and succeeding in your hiring process. In this article, you will learn some of the best ways to create an inclusive hiring process that aligns with your organizational values and goals.

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1 Define your diversity goals

Before you start your hiring process, you need to define what diversity means for your organization and why it matters. Diversity can refer to various dimensions of human difference, such as race, ethnicity, gender, age, disability, sexual orientation, religion, culture, education, and more. You need to identify which dimensions of diversity are relevant and important for your organization, based on your mission, vision, and strategy. You also need to articulate how diversity contributes to your organizational performance, culture, and impact. Having clear and specific diversity goals can help you communicate your expectations and intentions to your internal and external stakeholders, as well as measure and evaluate your progress and outcomes.

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2 Review your job descriptions

Your job descriptions are one of the first points of contact between your organization and your potential candidates. Therefore, you need to make sure that your job descriptions are inclusive and appealing to a diverse pool of talent. To do this, you need to review your job descriptions for any language, requirements, or expectations that may be biased, discriminatory, or irrelevant. For example, you should avoid using gendered terms, such as "he" or "she", or terms that imply a certain age, such as "young" or "mature". You should also avoid using jargon, acronyms, or cultural references that may not be familiar or accessible to all candidates. Instead, you should use clear, concise, and neutral language that focuses on the essential skills, qualifications, and responsibilities of the role. You should also highlight the benefits and opportunities that your organization offers to support diversity and inclusion, such as flexible work arrangements, mentoring programs, or employee resource groups.

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Paul Meyer

HR & Talent Acquisition Advisor | 16+ Years of Expertise in Equity and Inclusion | Specializing in Workplace Inclusivity, Policy Development & Strategic Collaboration | Award-Winning D&I Leader
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HR/TAC teams need to proofread/double check the job ads. Example: A deaf person reads a job ad, sees that he can do a majority of the job requirements pretty much except for this "Must be able to hear for this job". (Or other similar physical requirements, etc) That kind of misleading because accommodations and arrangements per ADA law can be made for a deaf/disabled person applying for this role. But then there are several companies who must absolutely follow the requirements to a T thus leaving out tons of qualified disabled job seekers.

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3 Diversify your sourcing channels

Another way to create an inclusive hiring process is to diversify your sourcing channels and reach out to different communities and networks that can help you access diverse talent. You can use various platforms and methods to advertise your job openings, such as social media, job boards, career fairs, referrals, or partnerships with professional associations, educational institutions, or community organizations that serve or represent diverse groups. You can also use targeted and personalized messages that showcase your diversity goals and values, and invite candidates to apply or connect with you. By diversifying your sourcing channels, you can increase your visibility and credibility among diverse candidates, and expand your talent pool beyond the usual or traditional sources.

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Paul Meyer

HR & Talent Acquisition Advisor | 16+ Years of Expertise in Equity and Inclusion | Specializing in Workplace Inclusivity, Policy Development & Strategic Collaboration | Award-Winning D&I Leader
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HR/TAC teams need to include/hire disabled/deaf people on their teams. I was on a TAC team and we went to a job fair for the Disabled. Every company there did not have one single Disabled person representing them. Everyone was shocked that I was, and was able to communicate freely with deaf job seekers or was able to relate well to other disabled job seekers. You can guess pretty much which company the job seekers wanted to work for by this small move my company made. That is called being inclusive. I have offered job interviews in ASL for several companies when there was a disabled candidate for management. Feedback was great. Companies need to do this. It is time.

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4 Standardize your screening and interviewing process

One of the most critical steps in creating an inclusive hiring process is to standardize your screening and interviewing process, and minimize the influence of subjective or unconscious biases that may affect your hiring decisions. You can do this by using objective and consistent criteria and methods to evaluate and compare candidates, such as skills tests, behavioral interviews, or structured rating scales. You can also use tools and techniques to anonymize or mask certain information that may trigger biases, such as names, photos, or personal details. Moreover, you can involve multiple and diverse people in your hiring process, and train them on how to recognize and mitigate their own biases, as well as how to create a respectful and inclusive environment for candidates. By standardizing your screening and interviewing process, you can ensure that your hiring process is fair, transparent, and based on merit.

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5 Solicit and act on feedback

The final way to create an inclusive hiring process is to solicit and act on feedback from your candidates, employees, and other stakeholders. You can use surveys, interviews, or focus groups to collect feedback on various aspects of your hiring process, such as the clarity and relevance of your job descriptions, the accessibility and diversity of your sourcing channels, the objectivity and consistency of your screening and interviewing process, and the overall experience and satisfaction of your candidates. You can also use data and metrics to track and analyze your hiring outcomes, such as the number and quality of applicants, the diversity and retention of hires, and the impact and value of diversity on your organization. By soliciting and acting on feedback, you can identify and address any gaps or issues in your hiring process, and continuously improve and enhance your inclusiveness and effectiveness.

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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?

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Paul Meyer

HR & Talent Acquisition Advisor | 16+ Years of Expertise in Equity and Inclusion | Specializing in Workplace Inclusivity, Policy Development & Strategic Collaboration | Award-Winning D&I Leader
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What are the best ways to create an inclusive hiring process? The best way is to include diversity on the hiring teams and have them participate in the hiring process because it takes one to know and understand another one. This is not a very hard thing to understand and grasp, yet most companies fail this, especially for the disability employees/community.

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What are the best ways to create an inclusive hiring process?

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2

3

4

5

6

1 Define your diversity goals

2 Review your job descriptions

3 Diversify your sourcing channels

4 Standardize your screening and interviewing process

5 Solicit and act on feedback

6 Here’s what else to consider

Executive Coaching

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What are the best ways to create an inclusive hiring process?

1

2

3

4

5

6

1 Define your diversity goals

2 Review your job descriptions

3 Diversify your sourcing channels

4 Standardize your screening and interviewing process

5 Solicit and act on feedback

6 Here’s what else to consider

Executive Coaching

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