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Building Inclusive Interview Processes in your Business: A Guide for Employers
In today's job market, one question often posed to employers is, "How inclusive is your interview process?" While many assume that interviews, by nature, are inherently fair because all candidates face the same questions and format, this is a misconception. Ensuring that the interview process is genuinely inclusive requires a deeper look at how biases can manifest and how they can be mitigated.
The Importance of Diversity in the Interview Panel
An employer shared a common assumption: "The most important quality for an interview panel is experience. You want people who know the business inside out." However, while experience is valuable, having a range of perspectives on the panel is equally crucial for making informed, unbiased decisions. A diverse panel helps prevent groupthink and introduces varying viewpoints that may challenge existing assumptions.
An inclusion advisor pointed out that adding diversity to the panel—whether through inviting colleagues from different departments, levels, or backgrounds—can reduce bias. When decision-makers all come from similar roles or experiences, it increases the chance of overlooking important qualities in a candidate simply because they don’t fit a preconceived mold. A broader panel ensures a richer discussion about a candidate's potential fit for the role and the value they can bring to the team.
Starting the Interview: The Pitfalls of Small Talk
The inclusion advisor highlighted that small talk, while intended to ease a candidate into the interview, can unintentionally introduce bias. Simple chit-chat about the weather or a shared commute route can cause interviewers to form early, often unconscious, judgments that skew the rest of the interview. Even casual banter can make some candidates feel more comfortable than others, particularly if they share commonalities with the interviewer.
The solution? Stick to the script. While maintaining a friendly demeanor is essential, it's crucial to treat every candidate the same from the very beginning. Consistency across interviews helps ensure that each candidate is judged fairly and equally, based on their responses rather than any incidental personal connections or impressions.
The Value of Structured, Consistent Questions
When asked if they ever digress during interviews, the employer admitted to occasionally going off script if a particular answer piqued their interest. While this is a natural response, it can lead to biased decisions, as candidates are not always judged on the same criteria.
The inclusion advisor emphasized the importance of sticking to a structured question format. Each candidate should be asked the same questions, in the same order, and by the same people whenever possible. This consistency helps avoid unintended biases and ensures that each interview stays focused on the skills and competencies relevant to the role.
Providing Clear Feedback: A Key to Inclusivity
A critical aspect of an inclusive interview process is offering feedback. "We provide feedback if it's requested," the employer noted, but the inclusion advisor suggested taking this a step further. Proactively offering feedback, even when not requested, shows respect for candidates and their time. It also leaves a positive impression of the organization, increasing the likelihood that a candidate will apply again in the future.
Moreover, clear, detailed notes are essential—not just for feedback, but for ensuring transparency. Writing notes in a way that an impartial third party could review them helps ensure that scoring is objective and consistent. This also provides a basis for decision-making that goes beyond personal opinions, ensuring fairness across the board.
Decision-Making: Focusing on Criteria, Not Comparisons
After interviews, many employers review each candidate’s CV and discuss their strengths and weaknesses. However, the inclusion advisor advised against comparing candidates directly. Instead, employers should compare each candidate against the job's criteria and their individual scores. This prevents unconscious bias from creeping in, where one candidate might be favored simply because they performed better in relation to another.
Additionally, it’s important to ensure that the panel is in the right mindset when making decisions. The advisor’s tip? Don’t rush decision-making, especially if the panel is tired or hungry. Taking a break and returning to the discussion with fresh eyes can lead to more thoughtful, less biased decisions.
Challenging the Idea of "Cultural Fit"
Towards the end of the conversation, the employer admitted that sometimes they felt drawn to certain candidates because they seemed like a better "fit" for the team or for the organization's customers. While this feeling is natural, the inclusion advisor encouraged a shift in perspective from hiring for "cultural fit" to hiring for "cultural add."
By focusing on what a candidate can bring to the team that’s different, rather than how they fit into the existing structure, employers can foster a more innovative and dynamic workforce. A candidate from a different background or with a different approach might open up new opportunities for the business, including reaching new customer segments.
Conclusion: Embracing Inclusion in Hiring Practices
Creating an inclusive interview process requires more than just asking the same questions to all candidates. It involves actively working to minimize biases at every stage—from the composition of the interview panel to the way questions are asked and how decisions are made.
By diversifying the interview panel, sticking to a structured format, offering clear feedback, and focusing on what candidates can add rather than how they fit, employers can ensure a more inclusive and fair hiring process. This, in turn, can lead to more diverse teams, increased innovation, and better long-term outcomes for the organization.
