With increasing scrutiny on DEI practices, many organizations are unsure how to move forward with hiring strategies that are both legally sound and equitable.

 

The fear of legal or reputational risk has led some companies to deprioritize diversity in hiring, often reverting to outdated and less inclusive practices.

 

However, creating a fair, merit-based hiring process doesn't have to be a challenge. By implementing broad sourcing strategies and structured behavioral interviews, hiring teams can select the most qualified candidates while ensuring a diverse talent pool.

 

Creating an equitable and consistent hiring process requires a proactive approach that aligns with both business needs and DEI best practices. By focusing on structured methodologies and inclusive sourcing, organizations can enhance their ability to hire the most qualified candidates while fostering diversity. Here are five actionable steps to achieve this:

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Cast a Wide Net

To attract a diverse slate of candidates, ensure that job postings are distributed across multiple job boards. Relying solely on LinkedIn or Indeed limits reach. Instead, expand to platforms like Inclusively, Pink Jobs (free), and Black Jobs, which focus on underrepresented groups. The more places you post, the more likely you are to reach exceptional talent from different backgrounds.

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Use Standard Criteria

Before beginning interviews, define skill-based criteria that candidates will be assessed against. Creating an assessment rubric in advance ensures interviewers evaluate candidates objectively, reducing bias in decision-making. Research shows that structured hiring processes lead to better hiring outcomes and reduce turnover.

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Conduct Panel Interviews

Panel interviews provide multiple perspectives, mitigating the impact of individual biases. Whether through a single interview with multiple panelists or multiple rounds with different interviewers, this approach ensures a more objective evaluation of candidates' qualifications and potential fit rather than subjective factors.

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Implement Structured Behavioral Interviews

Training interviewers on structured behavioral interviews is critical. These interviews are 55-70% predictive of future job performance and 45% more effective than traditional methods that focus on hypothetical scenarios or general experience questions. Asking candidates to describe real past experiences provides clearer insight into how they apply skills in the workplace.

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Use Blind Resume Screening

To reduce unconscious bias, consider implementing blind resume screening, where identifying information such as names, addresses, and personal details are removed before evaluation. Applicant Tracking Systems (ATS) can help automate this process. Studies show that blind screening increases diversity in hiring by focusing strictly on skills and qualifications rather than personal characteristics.

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Why This Matters

Improving hiring practices can directly impact retention—reducing turnover by just 2% from more effective hiring in a company of 1000 employees can result in $1M+ in savings annually.

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Understanding these practices is one thing, but effectively implementing them and training your staff to execute on them consistently can be another. We're here to help.