An inclusive approach to hiring sets a solid foundation for a diverse, innovative, and fair workplace. The businesses that perform the best are those that know how to identify remarkable individuals from every background.
By focusing on DEI from the very first interaction through to onboarding, you’ll create a supportive process that opens the door to talent who bring fresh perspectives and drive results.
One of the most integral parts of the hiring process is the interview. Interviews can be challenging for all involved, which makes it important to get the experience right, being as inclusive and accessible for people from all walks of life is important.
Are you confident you’re creating an inclusive interview experience? Here are our top tips for making sure every candidate feels respected and understood.
How to think inclusively
Inclusivity is about recognising factors like gender, age, neurodiversity, personality, and culture. When we talk about inclusive interviewing, we’re talking about making space for people to stand out, regardless of their background or experience.
Building a truly inclusive interview experience takes intention and preparation. Start by researching best practices, consulting with experts, and investing in ongoing education for your team.
How to Prepare for an Inclusive Interview
- Write clear job descriptions
Make job descriptions specific about the skills and experience needed to succeed, focusing on the core competencies that matter most. Clear descriptions means both the interviewers and interviewees can come into the job interview fully prepared, understanding exactly what is excepted of the successful candidate, leaving no room for surprises.
- Create a structured interview process
A standardised interview framework, such as a clear list of questions and scoring system, removes guesswork and makes sure you choose candidates with clear potential for high impact, turning ‘maybe’ into ‘yes’ or ‘no’.
- Diverse interviewers
A varied interviewer team brings balance to hiring decisions with different perspectives. Having diverse viewpoints in the interview room means candidates get a clearer picture of your team culture—and it shows that inclusivity is more than just a value statement.
- Practise using inclusive language
Inclusive language makes things simpler. From job postings to interview questions, use neutral, inclusive terms. Avoid jargon or culturally specific references that might not resonate with everyone. It keeps the focus on what each candidate brings to the table.
- Set up a welcoming environment
A smooth, accessible interview process reassures candidates that they’re working with a company that values their people. So make sure your interview environment—whether virtual or in-person—is welcoming. For online interviews, provide clear instructions on technology, and make sure your software is accessible. For in-person settings, think about accessibility, from wheelchair access to offering quiet spaces when needed.
Conducting an Inclusive Interview
With your prep in place, make sure each interview feels respectful and professional. Here are practical ways to bring inclusivity into every conversation:
- Engage with active listening
Show candidates that you’re genuinely interested in what they have to say by allowing them space to respond without interruptions and taking note of your own body language and eye contact to show your openness.
- Ask all candidates the same questions
Asking each candidate the same core questions allows a fair and balanced interview. This consistency helps reduce unconscious bias and gives you a clearer basis for comparison.
- Use scenario-based questions
Scenario-based questions allow candidates to demonstrate their problem-solving skills and approach to challenges. This allows you to focus on their potential and relevant thinking styles rather than just past experiences.
- Be mindful of non-verbal cues
Be aware that non-verbal cues like body language and eye contact vary greatly across personalities. Keep an open mind and avoid making assumptions. People express interest, confidence, and focus differently, so avoid letting non-verbal cues overly influence your assessment.
- Use scoring systems for objectivity
A structured scoring system focuses on measurable skills and competencies. By standardising how you evaluate responses, you can reduce the impact of subjective impressions, ensuring a fairer process.
- Share your feedback
Once the interview is over, give candidates constructive, thoughtful feedback. This shows respect for their effort and time, gives them insights to grow, and leaves them with a positive impression. Even when candidates aren’t a fit, this feedback becomes part of your brand as an inclusive, forward-thinking employer.
At every stage, there’s an opportunity to show that inclusivity is part of your company’s DNA. With a focused, respectful process, you’ll attract the top talent needed to reach your business goals and build a reputation as an employer that values fairness and diversity.
As experts in inclusive hiring practices, we know that building an effective DEI strategy takes time and expertise. Whether you’re refining your DEI strategy or training your team to spot high-impact candidates, and leaves every candidate feeling respected and valued.
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