Create diverse, trained interview panels with rotating members from varied backgrounds, including ERGs, to minimize bias. Use standardized questions, ensure accessibility, balance perspectives, assign inclusion moderators, seek candidate feedback, and publicize these inclusive practices.
What Are the Most Effective Strategies for Building Inclusive Interview Panels in Tech?
AdminCreate diverse, trained interview panels with rotating members from varied backgrounds, including ERGs, to minimize bias. Use standardized questions, ensure accessibility, balance perspectives, assign inclusion moderators, seek candidate feedback, and publicize these inclusive practices.
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Diverse Interview Panels
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Diversify the Panel Membership
Recruit interviewers from varied backgrounds, including different genders, ethnicities, roles, and career levels. This diversity ensures broader perspectives, reduces individual biases, and makes candidates feel more welcome, particularly those from underrepresented groups.
Train Panelists on Unconscious Bias
Provide all interviewers with training on recognizing and mitigating unconscious bias. Structured workshops or online modules help panel members become aware of their own biases and learn strategies to conduct objective and equitable interviews.
Standardize Question Sets
Develop and use standardized interview questions for all candidates applying to the same role. This reduces opportunities for biased or inconsistent questioning and levels the playing field, allowing panelists to assess all candidates fairly.
Include Representatives from Employee Resource Groups ERGs
Invite members of ERGs or affinity groups to join interview panels. Their involvement brings additional perspectives and signals to candidates that your organization values inclusion and representation.
Rotate and Refresh Panel Membership Regularly
Rotate panel members frequently to ensure new voices, perspectives, and experiences are included. This practice helps minimize groupthink and prevents any one demographic from dominating the process.
Assign a Panel Moderator Focused on Inclusion
Designate a panel member responsible for monitoring inclusivity throughout the process. This person can ensure all voices are heard, questions are asked equitably, and any potential biases or microaggressions are addressed promptly.
Solicit and Act on Candidate Feedback
After the interview, gather feedback from candidates about their experience, particularly regarding inclusivity and panel diversity. Use this input to refine your processes and make continuous improvements.
Make Accessibility a Priority
Ensure your interview process accommodates neurodiverse and differently-abled candidates. Panelists should be briefed on accessibility best practices and how to tailor interviews based on specific candidate needs.
Balance Technical and Non-Technical Perspectives
Include individuals from both technical and non-technical backgrounds on panels. This balance ensures the evaluation isn’t limited to hard skills alone but also considers soft skills and cultural alignment—all factors that contribute to a more inclusive workplace.
Publicize Your Inclusive Practices
Communicate your company’s commitment to inclusive interview panels both internally and externally. Transparency reassures candidates from diverse backgrounds and holds your recruitment team accountable for upholding these standards.
What else to take into account
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