Desde o início, deixe claro como será a entrevista, quais temas serão abordados e o tempo previsto para cada etapa. Evite perguntas ambíguas ou que possam gerar constrangimento. Adapte a linguagem ao público-alvo, evitando jargões técnicos desnecessários.

- Greet candidates warmly and introduce interviewers by name. - Offer flexibility in interview timing to accommodate different needs. - Use inclusive language and avoid jargon or overly formal terms. - Highlight the organization's commitment to diversity and inclusion. - Ensure diverse representation on the interview panel. - Provide detailed information about the interview process in advance. - Set up a comfortable interview environment (virtual or in-person). - Allow candidates time to ask questions about the role and workplace culture. - Avoid overly rapid questioning to reduce stress. - Focus on candidates' skills and experiences rather than personal backgrounds.

Appreciate the strength in diversity and inclusivity. Your Interview panel should be sensitive, even to the inadequacies of persons, based on their strengths and weaknesses, and accommodate these. This does not mean the lowering of standards. Furthermore, when determining the successful candidates, ensure that diverse persons are included, as they come with their strengths too, based on the standard of your organisation.