How to Design a Fair and Inclusive Hiring Process

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Did you know that a diverse team can lead to better decision-making and problem-solving? Studies have shown that teams with diverse backgrounds and experiences are more innovative and can come up with more creative solutions than homogeneous teams. Additionally, a diverse team can help to reduce bias in the hiring process, as members from different backgrounds can provide unique insights and perspectives.

A fair and inclusive hiring process is essential for any organization that seeks to attract and retain the best talent from diverse backgrounds. The goal is to ensure that every candidate is given an equal opportunity to showcase their skills and abilities, irrespective of their gender, race, ethnicity, or other personal characteristics. Here, we’ll discuss some tips on how to design a fair and inclusive hiring process.

Define your hiring criteria

The first step in designing a fair and inclusive hiring process is to define your hiring criteria. This should include the qualifications, experience, and skills necessary for the job. Make sure that these criteria are objective and job-related, and not biased towards any particular group of people.

When defining your hiring criteria, it's important to make sure that they align with the company's overall goals and values. This will ensure that the hiring process is not only fair but also aligned with the organization's mission and objectives. Additionally, consider conducting a job analysis to determine the essential functions and competencies required for the position. This will help to ensure that the job requirements are objective, job-related, and legally defensible.

Create a diverse hiring team

The next step is to create a diverse hiring team. This should include people from different backgrounds and perspectives who can bring their unique insights and experiences to the hiring process. Having a diverse team will help to reduce bias and ensure that all candidates are evaluated fairly.

Creating a diverse hiring team is not only essential for reducing bias but also for promoting innovation and creativity. By having team members with diverse backgrounds and experiences, employers can bring in new perspectives and ideas that can lead to better decision-making and problem-solving.

Eliminate bias in job descriptions

Job descriptions can inadvertently create bias by using language that is gendered or culturally specific. Avoid using gendered pronouns or words that are associated with specific gender roles. Use inclusive language that is neutral and avoids cultural assumptions.

In addition to using inclusive language, it's also important to focus on the essential functions of the job and the qualifications necessary for success, rather than on preferred qualifications or traits. For example, instead of listing "outgoing personality" as a preferred qualification for a customer service position, focus on the essential functions of the job, such as effective communication skills and the ability to handle customer complaints. This will help to eliminate bias and ensure that all candidates, regardless of their background or personality traits, are evaluated fairly based on their ability to perform the job duties.

Use objective assessment methods

When evaluating candidates, it's important to use objective assessment methods that are based on the job requirements. This can include skills tests, work samples, and structured interviews. Avoid relying solely on subjective factors such as "cultural fit" or "gut feeling," as these can be influenced by unconscious bias. 

One objective assessment method that can be particularly useful for evaluating candidates is using a pre-hiring assessment platform like Testlify. The platform offers a range of pre-built test library and customizable assessments that allow employers to objectively assess candidates' skills and competencies based on the job requirements.

By incorporating Testlify or other pre-hiring assessment platforms into the hiring process, employers can ensure that candidates are evaluated solely on their skills and abilities, and that every candidate is given an equal opportunity to demonstrate their potential.

Provide accommodations for candidates with disabilities

Make sure that your hiring process is accessible to candidates with disabilities. This can include providing accommodations such as sign language interpreters or assistive technology. Also, make sure that your job descriptions and assessment methods are designed to be inclusive of candidates with disabilities.

Providing accommodations for candidates with disabilities should be a priority for employers. This includes not only accommodations during the hiring process but also accommodations in the workplace. By making the hiring process accessible and inclusive, employers can attract a broader pool of candidates and tap into the skills and talents of people with disabilities.

Background check

In addition to the above points, conducting essential background checks can also help eliminate bias in the hiring process. A thorough background check can provide valuable information about a candidate's past employment, education, and criminal history, which can be used to evaluate their suitability for the job.

Incorporating effective background checks with Veremark into the hiring process can help eliminate bias and ensure that every candidate is evaluated fairly and objectively. Along with other best practices such as defining hiring criteria, creating a diverse hiring team, using objective assessment methods, providing accommodations for candidates with disabilities, and training the hiring team on diversity and inclusion, background checks can play a crucial role in designing a fair and inclusive hiring process.

Train Your hiring team on diversity and inclusion

Lastly, it's important to train your hiring team on diversity and inclusion. This can include providing training on unconscious bias, cultural competency, and inclusive hiring practices. This will help to ensure that all members of the hiring team are aware of their biases and how to avoid them and that they are committed to creating a fair and inclusive hiring process.

When training your hiring team on diversity and inclusion, make sure to incorporate the perspectives of underrepresented groups. This can include providing training on the experiences of people of color, LGBTQ+ individuals, and people with disabilities. By doing so, employers can create a more inclusive workplace culture that values and respects diversity.

Wrapping up

Designing a fair and inclusive hiring process requires careful planning and attention to detail. By defining your hiring criteria, creating a diverse hiring team, using objective assessment methods, eliminating bias in job descriptions, providing accommodations for candidates with disabilities, and training your hiring team on diversity and inclusion, you can ensure that every candidate is evaluated fairly and given an equal opportunity to succeed.

Incorporating platforms like Veremark for essential background checks and Testlify for assessing candidates’ skills into your hiring process can further enhance the fairness and objectivity of your evaluations. To learn more about how these platforms can help you design a more inclusive hiring process, visit their websites and sign up for a free trial.

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What background check do I need?

This depends on the industry and type of role you are recruiting for. To determine whether you need reference checks, identity checks, bankruptcy checks, civil background checks, credit checks for employment or any of the other background checks we offer, chat to our team of dedicated account managers.

Why should employers check the background of potential employees?

Many industries have compliance-related employment check requirements. And even if your industry doesn’t, remember that your staff have access to assets and data that must be protected. When you employ a new staff member you need to be certain that they have the best interests of your business at heart. Carrying out comprehensive background checking helps mitigate risk and ensures a safer hiring decision.

How long do background checks take?

Again, this depends on the type of checks you need. Simple identity checks can be carried out in as little as a few hours but a worldwide criminal background check for instance might take several weeks. A simple pre-employment check package takes around a week. Our account managers are specialists and can provide detailed information into which checks you need and how long they will take.

Can you do a background check online?

All Veremark checks are carried out online and digitally. This eliminates the need to collect, store and manage paper documents and information making the process faster, more efficient and ensures complete safety of candidate data and documents.

What are the benefits of a background check?

In a competitive marketplace, making the right hiring decisions is key to the success of your company. Employment background checks enables you to understand more about your candidates before making crucial decisions which can have either beneficial or catastrophic effects on your business.

What does a background check show?

Background checks not only provide useful insights into a candidate’s work history, skills and education, but they can also offer richer detail into someone’s personality and character traits. This gives you a huge advantage when considering who to hire. Background checking also ensures that candidates are legally allowed to carry out certain roles, failed criminal and credit checks could prevent them from working with vulnerable people or in a financial function.

Transform your hiring process

Request a discovery session with one of our background screening experts today.

Creating an Efficient Recruiting Process

The beginning of the human resource field can be traced to the industrial revolution in the 19th century that transformed economies from ones based on agriculture into economies based on mechanised manufacturing, large-scale industry, and factory systems. The dawn of the industrial age led to the creation of industrial centres and factories characterised by large numbers of people coming to a place of work.

The idea of the human resource function was built on a simple idea by Robert Owen and Charles Babbage, who believed that people were crucial for the success of an organisation. As the organised business grew and the importance of people’s contribution to its success became evident, the organisation started focussing on their recruitment process to get the best people employed.

The emergence of the information age further amplified the importance of people in the success of businesses. The competition to recruit the best people intensifies as demand for talent continues, given the accelerated pace of digital transformation and business automation. The great resignation wave has altered the talent landscape, with companies taking longer to fill the open positions. Companies must become increasingly creative to overcome the challenge of scarce talent due to this new dangerous current.

In this context, an effective recruitment process becomes crucial for the companies in order to sustain the pipeline of specialised, qualified, skilled, and motivated employees for the organisation.

In this report, we discuss:

- What are the core elements of an efficient recruitment process?

- Recruitment marketing

- Expand the scope of candidate search

- Create exceptional candidate experience

- Effective employee referral programme

- Effective candidate evaluation

- Data security, compliance, and reporting

- Maximise automation

- Hiring team collaboration

- How to leverage an efficient recruitment process

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