Inclusive Interviews
Many employers don’t consider how they can update or fine tune their interview process to be inclusive for candidates. Here are some ways to be more respectful and inclusive during your interview process:
Information and Choice:
Offering choice is key to providing an inclusive interview environment. Consider providing a menu of options before and during the interview:
offer a virtual office walk around before inviting someone into the office in person to alleviate "arrival anxiety";
allow candidates to choose the interview location; make it easy for them to include a support person (with clear guidelines for the role of support person);
offer alternative options to interviews, for example, offering the candidate the option to present a project they have worked on recently
Trust and Transparency:
You will have worked hard to get a diverse range of applicants for your role. Don’t lose these people at the interview stage of the process! Here are some ideas to be more inclusive and respectful to applicants through the interview process:
let them know your process when they apply
communicate clearly throughout the recruitment process
be transparent and respectful in your communication, encourage trust
offer coaching to candidates before / during / after interviews to help them show you their best selves
reflect on your experience with the company, and/or create opportunities for applicants to connect with existing employees to share their experiences
allow candidates to pick some of the interview topics or questions
provide the interview questions or topics before the interview
find ways to make the process a two-way exchange - equal questioning, equal talking time
thank candidates for making the time and sharing their story
contribute to costs associated with the recruitment process (e.g. travel, time)
present a choice of interview dates/times
explain the rationale behind the interview questions/interview approach: “we are asking this question because... “
offer a second chance interview
Technical tests or assessments
Don’t base your hiring on technical tests, if you must use a technical assessment, please be aware of candidates’ time. You can use results as a guide to design your interviewing process, but for interns and grads they are not a good predictor of workplace success. Technical assessments can be a great tool to help you determine where a candidate’s weaknesses and strengths are, or what you want to dig into during a whiteboarding/verbal interview.
If you choose to use a technical assessment, ensure that the assessment is only assessing what will be relevant for the job rather than testing skills outside of the scope. Make sure to keep all assessments (and interview questions) directly related to the skills required to perform the position a candidate is interviewing for. This will help early-career candidates preserve their confidence through the process, prevent bias, and ensure you get the top candidates for your open roles.
