You’ve contacted your shortlist and you’re one step closer to finding the ideal fit for your roles. But, unless your interview processes are DEI-focused, you won’t be giving off the best impression - and you could lose out on top talent if they have multiple options on the table (a likely scenario in today’s candidate-driven market!).
Here are some key, yet simple, tips on how to make your interview process more inclusive.
Interviews can feel nerve-wracking at the best of times. If a candidate, however, is concerned about mobility issues, uses visual/hearing aids, or has potential problems with reading or writing, they’re highly likely to feel even more uncomfortable - especially if they don’t know what the interview will involve. So, unless you address and outline your process from the outset, you won’t be coming across like a supportive or inclusive workplace.
When reaching out to candidates inviting them for an interview, be sure to describe what is going to be involved - in addition to location accessibility/any aids you can provide from the outset. Always ask if there are specific adjustments a candidate requires in order to attend and complete the interview successfully.
This isn’t only limited to physical in-person interviews either. Even if you’re conducting an interview virtually, be sure to check-in regarding visual or audio requirements prior to the day. You could also run a test before the interview to ensure candidates are at ease.
It’s always important to be open to change, which is why asking for feedback (and adjusting your process accordingly) will be hugely helpful. After all, how can you gain a true understanding of candidate experience if you don’t ask them for their thoughts?
Send out a post-interview survey for interviewed candidates to fill out, with questions specifically related to DEI. Results will indicate how they felt about their overall experience, and whether or not they feel your process was inclusive enough. You can then use this information to make adjustments, ensuring your interviews remain DEI-focused and keep up with what candidates require.
It’s important to ask for feedback from both successful and unsuccessful candidates, too. This will help you get a well-rounded range of responses without being skewed.