Regularly Audit Hiring Practices for Fairness

Review hiring outcomes by job role and department to spot patterns that might indicate biases or inclusivity gaps, relying on aggregate data rather than individual candidate records.

Review hiring outcomes by job role and department to spot patterns that might indicate biases or inclusivity gaps, relying on aggregate data rather than individual candidate records.

Empowered by Artificial Intelligence and the women in tech community.
Like this article?

How Do You Track and Report on Interview Inclusivity?

Interested in sharing your knowledge ?

Learn more about how to contribute.

Sponsor this category.

More articles on How Do You Track and Report on Interview Inclusivity?

See all

More articles from related categories

What Strategies Encourage Underrepresented Groups to Apply Through Gender-Neutral Job Listings?
How to Write a Gender-Neutral Job Description?
How Can Allyship and Mentorship Address Red Flags in the Inclusive Hiring Journey?
What Are Red Flags for Inclusive Hiring Practices?
How Can Women in Tech Navigate EEOC and GDPR Guidelines During Recruitment?
What Are the Rules Around Collecting Demographic Data in Hiring?
How Can Feedback from Underrepresented Candidates Inform and Improve Recruitment Strategies?
How to Promote Job Listings to Reach Underrepresented Talent