Tips for Inclusive Interviewing

Consider what diversity and inclusion mean for you

Before you even start your interviewing process, you must understand what having an inclusive workplace means. Are you looking to bring new viewpoints and strengths to the table? Or are you just looking for some quick PR points? It is important that you go into the process with both an open mind and the correct mindset.  

Write inclusive job descriptions

All inclusive job interviews begin with an inclusive job positive. Because once you’ve figured out what it means to be an inclusive workplace, you need to ensure that your job posting matches. Overcoming Unconscious Bias in Resume Screening  gives a good overview of what should and shouldn’t be in your job description. That article will also help you pick candidates without any biases that may slip through. 

Use a standardized job interview process for all candidates 

Now that you have a pile of incredible prospective hires, you need to interview them. This is where some unconscious bias may slip in. Even something as simple as where a person received their degree may colour the interview. So, your best bet is to have a set of questions and stick to them for all candidates. Feel free to give a point system to each question and a few examples of a highly valued answer. And as a prospective employee answers your questions, award them points. You’ll have a numeral value for your candidates at the end of the interview process, and you can pick the highest earner. Remember that you totally can have a point value for personality. 

Establish diverse interview panels

 If everybody doing the interview thinks, acts and looks the same, you will hire the same people over and over. By diversifying your interview panel, you will diversify your staff in the long run. 

Use inclusive language

The way we speak can be exclusive and push people away. If you assign a gender to the position and continuously use it, you will create a mental blockage. So, avoid saying things like “The guys at work…” and instead refer to them as folks. Also, don’t use English idioms and contradictory sayings as they may not be understandable by international candidates. And never try to erase groups with your language, make assumptions due to a person’s nationality or ethnic background or mention cultural stereotypes, even if you think they may be flattering. 

Offer accommodations

Sometimes the perfect candidate may struggle with language, have a physical disability or have a learning disability such as dyslexia. So, ask all candidates what accommodations they require and then implement them. It may be as simple as interviewing in an area with wheelchair access or rescheduling the interview to a better time.