4 Approaches to Inclusive Hiring

Inclusive hiring practices are essential for any organization that wants to build a diverse and inclusive workplace. Not only do they help increase the representation of underrepresented groups, but they also bring in fresh perspectives and ideas that can drive innovation and growth.

Here are four approaches to inclusive hiring practices that HR professionals can implement in their organizations:

Diversify Your Sourcing Channels

One of the most effective ways to promote inclusive hiring is by diversifying your sourcing channels. Traditional recruitment methods may not reach diverse candidate pools, so consider using alternative channels such as job boards catering to underrepresented groups, networking events, social media, and employee referrals.

For example, if you're recruiting more women in tech, consider posting your job listing on websites like Women Who Code or attending women in tech events to build connections and networks.

Eliminate Bias in Job Descriptions

Unconscious bias can creep into job descriptions, unintentionally discouraging underrepresented candidates from applying. For instance, using gendered language like “ninja” or “rockstar” in a job listing can put off qualified candidates who don't identify with those words. Similarly, using “young” or “energetic” could exclude older candidates.

Therefore, using inclusive language and avoiding discriminatory terms in job descriptions is important. That means using gender-neutral language and focusing on essential qualifications and skills rather than non-essential characteristics like age, gender, or race.

Blind Screening of Resumes

Blind screening is another practical approach to inclusive hiring practices. It involves removing personal identifying information such as names, ages, and photos from resumes during the initial screening process. Doing this helps to prevent unconscious biases from influencing the hiring decision and ensures that the assessment of candidates is solely based on their skills and qualifications.

Tools like Blendoor and GapJumpers are available to help companies with blind screening. These tools can anonymize resumes and assign a unique identifier to each candidate so the reviewer can focus on the applicant's relevant skills, experience, and accomplishments.

Create an Inclusive Interview Process

The interview process is the final step in the hiring process and an opportunity to create a more inclusive experience for candidates. One way to achieve this is by creating structured interview questions that are job-related and standardized across all candidates. This practice ensures that all candidates are evaluated based on the same criteria and helps eliminate any unconscious biases that might arise.

Having a diverse interview panel that can provide different perspectives and insights is also essential. A diverse interview panel helps ensure that various aspects of the candidate's background and experience are evaluated and that the hiring decision is based on a fair and objective assessment.

In conclusion, inclusive hiring practices are crucial to building a diverse and inclusive workplace. By diversifying sourcing channels, eliminating bias in job descriptions, using blind screening, and creating an inclusive interview process, HR professionals can help their organizations attract and retain diverse, talented employees. By doing so, they can drive innovation and growth while contributing to a more equitable and just workplace.