We've chatted with hundreds of talent leaders. Get their go-to strategies for mitigating bias in interviews in one simple guide—so you can build a high-performing, more diverse organization.
So you want to build a more diverse organization? Or at least ensure that you’re fairly and equitably evaluating candidates?
Amazing! Diverse teams consistently drive better outcomes, you’re on a worthwhile mission!
You have heard some common tips for hiring a more diverse team:
"Do more sourcing from diverse talent pools"
"Ensure your pipeline for a role is diverse"
"Avoiding using gendered language in a job rec"
"Do blind resume review"
Those are excellent places to start. But what about during the interview itself? Your recruiters, hiring managers, and selection teams all bring different levels of interview training and understanding of this job. How do you ensure they interview intentionally, without bias, and make an equitable, excellent hiring decision today?
We’ve collected 12 tactical suggestions you can implement in your interview process to get your team moving towards a more fair and fast hiring process. They might not all be a fit for your team—but we hope you find at least a couple that improve your interview process. We’d love to hear what you think and how they turn out for you and your team!
Here’s to making every interview better, and more equitable, than the last!
— The Pillar Team
Want to make your interview process more equitable and your team more diverse this year? We’d love to help.
Pillar is the world’s first interview intelligence platform. Our software actively guides recruiters and selection teams through every interview, ensuring you focusing on the right topics and questions while intelligently capturing video highlights of each candidate. That leads to more objective candidate review, faster time-to-fill on empty seats, and better hiring decisions.
Click here to learn more about how Pillar helps teams hire fast and fair.
