Inclusive interviews are the first step in building a more inclusive and welcoming company. Patience is key - organizational change takes time and resources, but the benefits of a diverse workforce make the investment worthwhile.
It is critical to use inclusive language that invites candidates in. Make sure you’re not using gendered language, jargon, and idioms that can make potential candidates feel excluded.
In a standardized interview, each candidate is asked the same questions in the same order. Create a scoring system. Decide what criteria you will use to rank candidates based on their qualifications and answers to questions.
Write detailed interview notes and analyze them after the conversation. Let others see your notes too. Do not rely your decision solely on your memory of the candidate's abilities and an overall impression. Both can be biased.
Take a critical look at the types of questions your interviewers are asking and what the answers will reveal. Focusing on capabilities instead of direct experience allows your organization to be inclusive of varying backgrounds and perspectives in your interview process.
Instead of asking, ‘Have you done x or y or z?’ you want to ask, ‘How would you approach doing x or y or z’
It’s a case-based interview in which you ask a candidate to solve a problem similar to the one your company may face. Through this process, you can assess candidates' skills objectively instead of relying on the candidate’s own assessment of their ability.
Try to use different places for seeking new employees. Some of the communities that can help you attract diverse talent are:
📌 10 communities for women in UX (a list of 10!)