Way more than just video interviews.
Our interview intelligence guides you through the entire interview process, so you find your next great teammate—effectively and equitably.
“Having the ability to record and share interview clips with our hiring teams has been a game-changer in getting good candidates into the process and speeding up our time to hire.”
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Equitable interview questions are very important when hiring someone new. This means that everyone has an equal chance to show why they are the best person for the job, no matter their gender, age, race, or any other part of who they are. Everyone should get a fair chance to be considered for the job.
In the past, recruitment practices were not fair. Unconscious biases and stereotypes made it hard to find the right person for the job. For example, an interviewer might pick someone who went to the same school or looks like them even if they are not qualified. Sometimes, the questions asked in a job interview can be unfair. They may not have anything to do with the job. They could be about things like if someone is married, has kids, or their religion. These kinds of questions are wrong and should not be asked.
For the past few decades, people have been working to make sure job interviews are fair for everyone. Laws have been made to stop companies from discriminating against people based on gender, race, religion, age, or disability. Companies now understand that having a variety of different kinds of people can help them make better decisions and do better work.
Equitable interview questions are important. These questions focus on a person's abilities and what they can do, not who they are. The questions ask for examples of things the person has done before that show their skills. This helps people be judged based on their work instead of who they are.
When you focus on equality and diversity interview questions and answers in a screening or interview, it's about promoting fairness across the board, to everyone applying to join your company. Ask them if they have experience working with different types of people, or how they understand issues related to diversity and inclusion. Make sure that the whole process is easy and welcoming for everyone - like giving help to those with disabilities or making sure the interview is respectful.
Even with advances, there are still debates about fair interviewing. Some people believe that just not asking certain questions is not enough. Companies are trying new ways to be sure nobody is treated unfairly. This includes 'blind' interviews where the interviewer does not know certain things about the person like their name or gender.
Promoting interview questions about diversity and inclusion in the recruitment process is something that all companies should strive for. That's why Pillar was created. With built-in anti-bias coaching tools for interviewers, our interview intelligence software can help you create a more equitable and objective hiring process for all.
We'll get to a list of sample diversity interview questions and answer examples in a moment, but it's important to first explain why these questions are so important. Diversity is an extremely valuable asset in any organization, whether large or small. It not only brings different perspectives to the workplace but also allows for increased employee productivity and creativity.
When interviewing candidates, it's important to assess and promote workplace diversity questions and answers that support your company's mission and values. These inclusive interview questions should focus on things like cultural awareness, problem-solving skills, the ability to work with people from diverse backgrounds, and overall cultural competence.
Here are some sample diversity interview questions that can help you create an equitable and fair recruitment process:
1. How do you ensure equal opportunity for everyone when making decisions?
2. Describe your experience working with diverse populations and cultures.
3. What strategies do you use to build an inclusive and respectful workplace?
4. How would you encourage a workplace culture that celebrates all people groups?
5. How do you handle situations when people have different opinions?
6. What methods do you use to foster collaboration between employees with diverse backgrounds and teach people to work together to solve big problems?
Here are some sample diversity interview answer examples:
1. I strive to ensure everyone's voices are heard and that all opinions are respected when making decisions. I believe in creating a safe space for people to express themselves, where everyone can work together and learn from each other.
I love the above answer - and it's right in so many ways, but it's "basic"/ "standard." If you hear answers like this don't be afraid to take it one step deeper. To get the best from the best people, you're going to have to challenge them a bit. Here's a follow-up question: "What if you have two diverse voices who are at odds with one another? Now how do you navigate that situation?"
2. Go deeper. After all, building an innovative company that moves rapidly and solves big challenges for the world is like creating a family - and family can be messy at times. You're probably gonna get the "drunk uncle" or the "crazy aunt" somewhere on the family tree. Having real conversations with your applicants will show you whether or not they're equipped to handle the complexities of a diverse and inclusive work environment.
Now, back to the workplace diversity questions and answers…
3. I have worked with a variety of different populations and cultures throughout my career. I believe in being culturally aware and respectful of everyone's backgrounds. I strive to foster collaboration within the workplace by encouraging everyone to share their ideas, experiences, and perspectives.
4. I value an inclusive and respectful workplace and believe in encouraging everyone to feel comfortable and respected. I strive to build an environment where everyone can be heard, seen, and valued for their contributions. I'm also aware of the importance of providing employees with equal opportunities to take on challenging roles and grow within the company.
Awareness is key to an equitable interview process. Once you become aware that your company isn't diverse, here's what you can do to cultivate an inclusive and equitable recruitment process:
- Set a goal to bring in more diverse candidates with varying backgrounds, skill sets, and experiences.
- Create an inclusive hiring checklist and share it with your team.
- Put your HR professionals and diversity champions through inclusive interviewing training.
- Work with hiring managers to ensure their interview questions are fair and equitable.
- Make sure all job descriptions are written in gender-neutral language and are free from bias.
- Ensure that your interview panels are diverse so that candidates can see themselves in the role (representation).
When building an interview panel, here are some diverse interview panel best practices:
- Invite two to three people from different departments and backgrounds.
- Aim to have at least one person on the panel who represents a smaller portion of your workforce and may relate better to the candidate.
- Introduce everyone on the panel and let them take turns asking questions.
- Make sure that all panel members are equally involved in the discussion - in other words: Avoid having a single interviewer dominating the conversation.
- Give all panel members the same questions to ask candidates for fairness.
We're all busy. Often times when we see these things that need to be done, it can feel daunting. However, with these strategies and the right team in place, you can create an equitable interview process. Everyone deserves a chance to show their special skills and ideas, no matter where they come from. When people with different backgrounds come together, it helps create a fair workplace. It also encourages new ideas, working together, and success. Every interview helps us work towards an equal and successful future.
By taking the time to create equitable interview questions and answers, your company will be on the path toward inclusivity. You'll have a more diverse and talented workforce that can help move your company forward. It's an investment in the future of your business.
As we navigate these issues and build the future together, we must be unified in our pursuit. At Pillar, we give you the tools to make sure that interviewers and interviews are fair. We built software that will help you create interviews that don't have any bias and everyone gets a chance - because this is about making the hiring process better for everyone. Book your demo today!