Interviews play a critical role in shaping diverse, inclusive workplaces. Small changes in how interviews are designed and delivered can make a meaningful difference to candidate experience and hiring outcomes.
Here are a few simple, effective tips to help promote diversity during interviews:
1. Use structured interviews
Ask all candidates the same core questions and score responses against clear criteria. This reduces unconscious bias and ensures decisions are based on skills and evidence, not personal impressions.
2. Focus on potential, not just polish
Not all candidates will present in the same way. Avoid over-valuing confidence, accents, or “culture fit” and instead look for capability, transferable skills, and growth mindset.
3. Train interviewers on unconscious bias
Even experienced interviewers carry bias. Regular training helps teams recognise assumptions and make fairer, more objective decisions.
4. Ensure diverse interview panels where possible
A mix of backgrounds, roles, and perspectives can reduce bias and help candidates feel represented and more at ease.
5. Offer reasonable adjustments upfront
Let candidates know adjustments are available—such as extra time, alternative formats, or accessibility support—without requiring them to ask.
6. Use inclusive language
Avoid jargon or gendered wording in questions. Clear, neutral language helps ensure all candidates fully understand what’s being asked.
By making interviews more structured, inclusive, and thoughtful, organisations can widen their talent pool, improve fairness, and make better hiring decisions for the long term.