How can you create an inclusive hiring process in Social Impact?

1 Define your hiring criteria

Before you start looking for candidates, you need to define your hiring criteria clearly and objectively. This means identifying the essential skills, knowledge, and experience that the role requires, as well as the desired attributes, behaviors, and values that fit your organizational culture. Avoid using vague or biased terms that could exclude or discourage certain groups of applicants, such as "rockstar", "ninja", or "culture fit". Instead, use specific and measurable indicators that can be assessed fairly and consistently.

2 Diversify your sourcing channels

To reach a wider and more diverse pool of candidates, you need to diversify your sourcing channels and methods. This means using different platforms, networks, and media to advertise your job openings, such as social media, online job boards, newsletters, podcasts, blogs, or events. You can also partner with organizations or communities that support underrepresented groups in the social impact sector, such as women, people of color, LGBTQ+, or people with disabilities. By diversifying your sourcing channels, you can increase your visibility and credibility among potential candidates and showcase your commitment to inclusion.

3 Design an inclusive screening process

The screening process is where you filter and select the most qualified candidates for the next stage of the hiring process. To make this process more inclusive, you need to design and follow a consistent and transparent screening criteria and procedure. This means using standardized tools and methods to evaluate candidates' skills, knowledge, and experience, such as resumes, cover letters, portfolios, tests, or assignments. You also need to avoid making assumptions or judgments based on candidates' personal characteristics, such as name, gender, age, race, ethnicity, or disability. Instead, focus on their relevant qualifications and achievements.

4 Conduct an inclusive interview process

The interview process is where you interact and communicate with the candidates and assess their fit for the role and the organization. To make this process more inclusive, you need to prepare and conduct the interviews in a respectful and professional manner. This means using structured and behavioral questions that relate to the job requirements and the organizational values, as well as providing clear and constructive feedback to the candidates. You also need to ensure that the interview panel is diverse and representative of your organization, and that the interview environment is accessible and comfortable for all candidates.

5 Evaluate and decide on the best candidate

The final step of the hiring process is where you evaluate and decide on the best candidate for the role. To make this step more inclusive, you need to use objective and evidence-based criteria and methods to compare and rank the candidates, such as scorecards, rubrics, or matrices. You also need to avoid relying on gut feelings, personal preferences, or stereotypes that could influence your decision. Instead, base your decision on the candidates' performance and potential, as well as their alignment with your organizational mission, vision, and culture.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?