Creating a Fairer Hiring Process – Steps to Minimise Bias and Improve Inclusivity

Hiring the right person for a role is not just about finding the most qualified candidate, it is about ensuring a fair and inclusive process.

Bias, whether conscious or unconscious, can creep into hiring decisions in ways we do not always recognise. But the good news? There are practical steps hiring managers can take to minimise bias and create a more equitable hiring experience for everyone.

Structure Your Interviews for Fairness

One of the easiest ways to create a level playing field is to bring structure to your interviews. That means:

- Using scorecards to evaluate candidates based on clear, predefined criteria
- Asking consistent questions for every candidate applying for the same role
- Keeping the same interviewers throughout the process to ensure a uniform assessment

When interviews are unstructured, hiring decisions often become subjective, increasing the risk of bias. A structured approach keeps the focus on skills, experience and potential rather than gut feelings.

Consider Accessibility and Inclusivity

Not every candidate has the same setup or resources at home. Many companies assume that candidates will have access to a laptop, dual monitors or even a quiet space to complete assessments and interviews remotely. But that is not always the case.

Offering flexible options, such as in-person interviews or alternative assessment methods, ensures that great candidates are not unintentionally excluded just because of their tech setup, or lack of one.

Another key consideration? Neurodiversity. Candidates with conditions like dyslexia or ADHD may need adjustments, such as extra time for assessments or interview formats that accommodate different communication styles. Small changes can make a huge difference in opening doors for diverse talent.

Implement Blind Hiring

One of the most effective ways to reduce bias is through blind hiring - removing identifiable information from applications so hiring decisions are based purely on skills and experience. This means redacting details like names, education history and previous employers, which can sometimes lead to unconscious bias.

We work with Pinpoint for this over at Instant Impact - their software makes blind hiring simple by automatically redacting personal details, allowing hiring managers to focus on what truly matters - a candidate’s ability to do the job.

By taking the guesswork, and bias, out of hiring, companies can ensure they are bringing in the best talent, not just the most familiar names on a CV.

Rethink Your Application Process

Another often-overlooked bias in hiring? The application process itself. Many job seekers are applying via mobile phones, yet companies still rely on long, complex forms that are tough to complete on smaller screens.

Ask yourself: are the questions in your application essential or just 'nice to have'? Are you prioritising accessibility and ease of use? A candidate’s experience starts long before the interview, making the process user-friendly is an easy way to attract a more diverse pool of applicants.

The Bottom Line

Bias in hiring will not disappear overnight, but taking intentional steps - like structured interviews, accessibility considerations and blind hiring - can make a big difference. And with tools like Pinpoint’s recruitment software, companies can seamlessly build a more equitable hiring process that ensures they are choosing the best candidates for the job.

Because when hiring is fair, everyone wins, including your business.

Want to learn more about how to make your process more inclusive? Drop us a message!