The most diverse companies outperform their less diverse counterparts because different perspectives and points-of-view yield better decisions and make our organizations and lives richer. Hiring a diverse talent pool isn’t easy because biases can interfere with effective hiring.
The first step in creating an inclusive workforce begins with the hiring process and a commitment to remove potential biases from it.
Here are 10 best practices for more inclusive hiring.
- Create a diverse hiring team to ensure that the team has different perspectives during
the hiring process. This will help mitigate any biases. - Provide implicit bias training for hiring managers to help them understand their blind
spots as they look at hiring diverse candidates. - Use inclusive language in job postings that can help attract a diverse pool of
candidates. Use tools to find language that is non-inclusive. - Review the job description to be sure that the listed requirements are truly necessary
for the position. - Develop a variety of sources where you recruit, such as technical schools, local small
colleges, and associations. - Remember that a rich pool of talent can be found when thinking about people with
disabilities, veterans, and seniors. Try disability organizations and advocacy groups,
go to specific job boards, such as Disability Job Exchange. - Create resume screening processes that are “blind” and mask details of the candidate
such as gender, age, ethnicity. - Consider transferable skills when people apply for a position, which will broaden your
pool of candidates. - Examine the interview process when considering how bias might impact hiring
decisions. - Standardize processes for interviews so that each interviewee has a similar
experience and chance to display their skills and appropriate fit for the job.
Put these tips into practice and you'll find that creating an inclusive workforce--starting with the hiring process--yields beneficial results.
Learn more about inclusive hiring practices in our Inclusive Hiring course. 
