Written by Bianca Banica, with the contribution of the Pluribus Associates Karim Meslem, Magdalena Sáenz, Diego Lazaro and Rafika Alaoui
At Pluribus Global, inclusion is not just something we talk about- it is something we live. Recently, we hired a new project manager. Just like any of our previous recruitment we had, the goal was to ensure that our hiring process was as inclusive as possible, allowing us to bring in diverse talent that aligns with our values. In the following lines, we’re happy to share here’s how we did it, and the insights we gained along the way.
Furthermore, we reached out to some of our associates who understand the topic due to their professional background, to gather broader insights and tips about inclusive hiring, validating and learning from our own approach.
Which steps did we take to hire inclusively and fairly?
Step 1: Reaching Diverse Talent Pools
Hiring inclusively starts with where you post your job ads. If you always advertise in the same places, you’re likely to attract the same types of candidates. With this in mind, we expanded our reach beyond traditional platforms with the aim of creating a more diverse workforce. In addition to LinkedIn, we posted on Upwork, Fiverr, and other global platforms to tap into a wider pool of talent.
By doing this, we attracted candidates from various backgrounds, generations and locations, ensuring we were not limiting our options from the start.
Step 2: Implementing Blind Recruitment
Once we started receiving applications, we implemented blind recruitment to keep the process fair. As the first point of contact, we reviewed the applications and removed any personal information—names, ethnicities, gender, age, location, etc.—before passing them on to the hiring manager.
This approach allowed us to focus solely on the skills and experiences of the candidates, ensuring that no one was unconsciously advantaged or disadvantaged based on non-relevant criteria that might influence us during pre-screening such as ageism.
Step 3: Structured Interviews
To minimize the effect of possible unconscious bias also during the interview phase we standardized the interview questions for every candidate. We developed a clear set of questions for the role focused on skills and competencies, asking each candidate the same ones to ensure fair and equitable recruitment.
By having two interviewers present in each session, the candidates were seen through different lenses and assessed form different perspectives. After each interview, we would come together to compare impressions and evaluations on each candidate. This collaborative approach was not only more fun, but we also believe it was the best way to select the most suitable candidate for the job in the most objective manner.
Here are some words from Rafika Alaoui, our new Project Manager, on how she experienced the recruitment process: “During my interview at Pluribus, I had the opportunity to express myself freely. I was able to be myself and share my expectations with transparency. This open and welcoming atmosphere made me feel comfortable and allowed me to discuss what truly matters to me. I am grateful to have had this enriching experience, which confirmed that Pluribus is the place where I want to be.”
Tips on inclusive hiring from our Pluribus Global Associates
We also turned to our consultants for broader insights into how organizations both improve their inclusive hiring strategies and reap the benefits of implementing them
Here are some of the key tips they shared:
Start with the Job Ad
To foster inclusivity from the start, companies should carefully craft job ads using neutral language. Research shows that women often apply for jobs only when they meet 100% of the listed qualifications, while men apply even if they meet only 60%. To attract a broader range of applicants, it’s recommended to list only essential qualifications and avoid overly aggressive language that might unintentionally appeal more to men. For example, using phrases like “crush targets” can deter some candidates, whereas “achieve goals” invites a more inclusive group to apply.
Additionally, job postings should explicitly state that candidates from all backgrounds are welcome. This encourages applicants who might otherwise feel marginalized and demonstrates the organization’s commitment to diversity.
Engage Diverse Candidate Pools
Another key point is to go beyond standard recruitment platforms. Partnering with organizations that focus on underrepresented groups – such as women, LGBTQ+ individuals, or people with disabilities – can be an effective way to ensure a wider range of candidates apply. This effort not only promotes a more inclusive hiring process but also sends a strong message about the company’s dedication to diversity.
Standardize the Recruitment Process
Standardizing interviews is key to minimizing bias. Companies should draft a list of skills they are looking for and ensure that all candidates are asked the same questions in the same manner. This structured approach helps guarantee fair evaluations based on merit, rather than on unconscious preferences.
Furthermore, interviews should be conducted with diverse panels or pairs of interviewers, the more different, the better. This allows for the cross-checking of impressions and ensures no single person’s bias influences the final decision, contributing to more balanced evaluations. This also demonstrates the company’s diverse and inclusive workforce, which may be an attractive element to the candidate.
Work on Bias Awareness
Unconscious bias training is essential for anyone involved in hiring, making recruiters and interviewers more self-aware of the biases they may hold. Magdalena emphasized the importance of challenging reactions to candidates Magdalena highlighted the importance of questioning yourself, specially when noticing immediate preference or aversion while evaluating candidates. This deeper dive ensures evaluations are based on qualifications and not personal bias.
Additionally, ensuring the same amount of time is spent with each candidate and focusing on evaluating the same competencies across all interviews helps create consistency. As Karim suggested, using examples of observable behavior from past experiences is a good way to assess candidates’ key skills more objectively.
Feedback and Onboarding
Providing constructive feedback to candidates, even if they are not selected, is important. It not only helps them improve but also builds a positive employer brand that promotes inclusion.
Once a new hire joins the team, onboarding is another important stage. Diego highlighted that onboarding should be used as a tool to create a sense of belonging for new employees from day one. Early feedback and consistent communication around performance help integrate new hires into the company culture and ensure they feel welcomed and included.
Written by Bianca Banica, Pluribus Operations Coordinator (based in the Netherlands), with the contributions of the Pluribus Associates Karim Meslem, Magdalena Saénz, Diego Lazaro, Rafika Alaoui
November 2024