Diversity, Equity & Inclusion (DEI) refers to the policies and practices aimed at creating a fair, welcoming, and respectful work environment where every individual has equal opportunities. A strong DEI policy is integral to enhancing employee satisfaction and well-being, increasing retention, and attracting top talent. 

Developing an inclusive hiring strategy is crucial not only for strengthening your employer brand from an ethical standpoint but also ensuring your organisation is able to attract and build a diverse and dynamic workforce. 

Below we’ve outlined six ways you can refine your organisation’s recruitment strategy to be more inclusive and create a thriving, diverse workplace. 

3. Use streamlined and structured interview questions:

Assess candidates using consistent, job-related criteria. Develop a rubric and standardised interview questions to evaluate candidates objectively, minimising the influence of unconscious biases. Structured interviews ensure a fair comparison of all candidates, focusing on their abilities and fit for the role. This approach not only enhances fairness but also provides a clearer, more reliable assessment of each candidate's potential contribution to your organisation. 

4. Implement anonymous resume screening:

Remove identifying information from resumes to mitigate unconscious bias. Specialised technologies, such as Pinpoint and TogglHire, support this process, known as ‘blind hiring’. This method ensures candidates are evaluated based on their qualifications and experience rather than personal characteristics. By focusing solely on relevant skills and achievements, you create a more equitable hiring process. 

5. Prioritise candidate experience and provide clear feedback:

Offer candidates constructive and timely feedback. Collect feedback from candidates about their experience to identify areas for improvement. Enhancing the candidate experience fosters inclusivity and strengthens your employer brand. When candidates feel respected and informed throughout the process, they are more likely to view your organisation positively, even if they are not ultimately selected for the role. 

6. Report, measure and evaluate:

Continuously evaluate the effectiveness of your hiring strategy. Regularly measure and report on diversity metrics and leverage this data to make informed adjustments. This ongoing assessment ensures that your hiring practices remain effective and aligned with your DEI goals. By committing to transparency and continuous improvement, you demonstrate your dedication to creating an inclusive workplace that evolves with the needs of your diverse workforce.