When reviewing hundreds of applications for a single role, a tiny 2-3% unconscious bias can lead to discriminatory action against candidates, putting companies at risk of costly legal action.
The "quick gut check" that saves 30 seconds per resume systematically excludes entire talent pools. These shortcuts may feel efficient in the moment, but at scale, they make inclusive practices not just useful, but essential.
Yet, most inclusive hiring advice treats diversity as an add-on. They give you a comprehensive list of every possible tactic, forgetting that every organization is different, especially those hiring at scale.
In this article, we build upon our framework to identify and reduce bias in the hiring process. We distill years of research and real-world implementation into the core inclusive hiring practices that actually move the needle.
Each practice is mapped to specific hiring stages, so you know exactly what to implement when, and how actions in one stage set up success in the next.
Let’s begin with Inclusive hiring tactics for attracting and sourcing candidates.
1. Implement strategic “qualification pruning"
Transform your qualification requirements from wish lists into precise specifications. Long qualification lists often discourage candidates from underrepresented groups, who may feel they must meet every requirement before applying.
This is particularly important in cases where skill requirements are shaped to source someone who looks like the previous hire. Marianne Bulger, Global Recruitment Leader at True Search, describes this as the “Pedigree Problem”.
Before putting out a job advert, understand the ideal qualification criteria for the job. Is it possible that you’re requiring 5+ years of experience for roles where your most successful performers had 2-3 years of experience plus strong analytical thinking skills?
Aim to identify the ideal qualification criteria and create three categories for every role:
- Non-negotiable requirements: Skills or certifications that are legally required or absolutely essential for day-one success.
- Preferred qualifications: Skills that would be helpful but can be developed on the job or aren't essential for initial success.
- Learning opportunities: Areas where you're willing to invest in candidate development, which can actually attract high-potential candidates looking for growth.
This way, you should see an increase in diverse applications while maintaining high quality.
For high-volume recruiting, consider implementing "qualification scoring". Candidates who meet all non-negotiables automatically advance, while those meeting non-negotiables plus some preferred qualifications get prioritized. This prevents qualified diverse candidates from being filtered out by systems looking for perfect matches.
2. Audit job descriptions for subtle exclusion signals
Job descriptions often contain subtle language that signals who belongs and who doesn't. The challenge goes far beyond obviously gendered terms like "ninja" or "rockstar." When hiring software engineers, your requirement for "excellent communication skills" could be interpreted as favoring native English speakers, when what you actually need is "ability to clearly document technical processes."
Research shows that women are more likely to apply for positions where they’re 56% qualified. This means every unnecessary requirement in your job description disproportionately shrinks your diverse candidate pool.
Here are three tips to make your job descriptions more inclusive:
- Remove experience specifications that favor traditional paths: Instead of requiring "5+ years in software development," consider "demonstrated proficiency in [specific technologies] through professional, academic, or personal projects." This opens doors for career changers, bootcamp graduates, and self-taught developers who may have equivalent skills acquired differently.
- Remove educational requirements that aren't job-essential: Unless you're hiring for roles requiring specific certifications (like medical or legal positions), question whether that bachelor's or Master’s degree requirement is truly necessary. Many skilled professionals, particularly those from underrepresented backgrounds, may have developed expertise through alternative pathways.
- Remove cultural-fit language that codes for conformity: Phrases like "fast-paced environment" or "work hard, play hard" can signal cultures that favor specific demographics or work styles, potentially deterring candidates with different approaches to productivity or work-life integration.
Think of the job description like a marketing copy. In the same way you’d review a copy for audience-fit, review the job description for candidate-fit. Take it from Andrew Wood:
You can also use tools like job description audit tools or implement regular audits where diverse team members review job postings for exclusionary language.
3. Replace passive posting with community-specific outreach strategies
Putting a job up and waiting for applications inherently favors candidates who are actively job searching and have extensive professional networks.
This approach often overlooks talented professionals who may not be actively searching but would engage if presented with the right opportunity. It also affects job seekers from underrepresented groups who may have smaller professional networks.
Instead of passive posting, implement active outreach strategies that meet candidates where they are. Consider the following options:
- Create community ambassador programs: Identify employees who are active in professional communities, ethnic caucuses, or specialized groups (like Women Who Code, National Society of Black Engineers, or local tech meetups). Provide them with resources and incentives to share opportunities within their networks.
- Participate in non-traditional recruiting events: Instead of only attending career fairs at target universities, participate in community events, professional development workshops, or industry conferences focused on underrepresented groups.
- Partnership programs: Develop relationships with organizations that support career changers, like coding bootcamps, professional development programs for returning parents, or military transition programs.
For high-volume recruiting, create systems that scale this personal touch. One approach is to develop template outreach messages that feel personal but can be customized quickly for different communities or candidate types.
4. Create “Pathway Programs” for non-traditional backgrounds
Many qualified professionals are excluded from traditional hiring processes because their career paths don't fit standard patterns. Career gaps, industry transitions, or non-traditional educational backgrounds often trigger automatic rejections, despite these candidates potentially bringing valuable perspectives and skills.
Pathway programs make it easier to recognize and fairly evaluate candidates with non-traditional career paths. Consider the following options:
- "Reignite" programs: Create entry points for professionals returning to work after career breaks (often for caregiving responsibilities). These programs should include skills assessments that focus on competency rather than continuous employment history.
- Cross-industry transition tracks: Develop evaluation criteria that identify transferable skills from other industries. A project manager from healthcare may have highly relevant skills for a tech project manager role, even without direct industry experience.
- Skills-based assessment protocols: Create evaluation methods that focus on what candidates can do rather than where they've worked. This might include portfolio reviews, practical exercises, or project-based interviews that demonstrate actual capabilities.
For scaling these approaches, develop clear frameworks that help hiring managers identify transferable skills and competencies across different backgrounds, making it easier to fairly evaluate non-traditional candidates in high-volume scenarios.
Related: How To Implement Skills-Based Hiring
Let’s examine inclusive tactics for candidate screening and assessment
5. Implement multi-stage blind review processes
Blind review can significantly reduce unconscious bias, but only when implemented across all candidate assessment touchpoints. This is particularly important in high-volume recruiting. Name-blinding alone isn’t enough. A structured, multi-stage approach is needed to reduce bias while keeping the process efficient.
Here’s how to do that in three stages:
- Stage 1, Skills-only review: Initially, reviewers see only job-relevant qualifications, work samples, and competency demonstrations. Remove names, photos, university names, and even company names if possible.
- Stage 2, Structured competency assessment: For candidates who advance, reveal additional context like specific company experience or educational background, but maintain focus on specific competencies rather than general impressions.
- Stage 3, Full context review: Only in the final stages should reviewers have access to complete candidate profiles.
However, recognize blinding's limitations: it doesn't address bias in who applies in the first place, and it can sometimes mask relevant context about candidates' achievements despite barriers. Use blinding as one tool in a comprehensive approach, not as a complete solution.
For high-volume implementation, create standardized scorecards that make it easy for reviewers to focus on relevant qualifications while essential identifying information remains hidden during appropriate screening stages.
Pro-tip:
In Willo, you can set up scorecards to be "blind". That means a reviewer will not be able to see the scores given by other team members until they have submitted their own scorecard for a candidate.
After all scores are submitted (or blind scoring is turned off), Willo will average out all the individual scores to provide an overall candidate score.
This system ensures each reviewer provides an independent assessment, leading to a fairer and equitable hiring process for all candidates.
Additional read: 4 ways to improve hiring confidence with interview scorecards
6. Structure interview with consistent frameworks
Unstructured interviews are particularly problematic in high-volume recruiting because they amplify individual interviewer biases and create inconsistent candidate experiences.
In high-volume recruiting, inconsistent questions or evaluation criteria can create unfair candidate experiences. Implement structured interviewing with these inclusive screening tactics:
- Standardized interview question sets: Every candidate for a specific role should answer the same core questions. These should focus on specific competencies and include behavioral questions that reveal how candidates approach relevant challenges.
- Consistent evaluation criteria: Define what excellent, good, and poor responses look like for each question. This helps different interviewers evaluate similar responses consistently.
- Multiple interview formats: Not everyone communicates best in traditional verbal interviews. Consider including practical exercises, portfolio presentations, or written responses that allow different communication styles to emerge.
- Calibration sessions: Regularly bring interviewers together to discuss evaluation standards and ensure consistent application of criteria across all candidates.
For high-volume recruiting, create interview guides that are detailed enough to ensure consistency but flexible enough to allow for natural conversation and follow-up questions based on candidate responses.
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7. Replace "Cultural Fit" with "Cultural Add" evaluation
"Cultural fit" assessments often become proxies for hiring people who think, look, and act like existing employees. This often results in teams that look and think alike, missing out on valuable new perspectives.
Here’s how to shift to "cultural add" evaluation:
- Define specific cultural values: Instead of vague "culture fit," identify specific values, work styles, or approaches your organization needs. For example, "collaborative problem-solving" or "customer-focused innovation."
- Assess complementary strengths: Ask what unique perspectives, experiences, or approaches candidates would bring to your team. Someone with a different professional background might offer valuable insights into customer needs or process improvements.
- Evaluate growth potential: Focus on candidates' ability to learn, adapt, and contribute to your culture's evolution rather than their current similarity to existing employees.
- Question assumptions: When interviewers express concerns about "culture fit," dig deeper to understand specific concerns and whether they're based on job-relevant factors or unconscious biases.
To evaluate culture-fit at scale, consider standardizing those questions with an asynchronous talent assessment software that allows multiple response types.
8. Deploy multi-format assessment options
Some candidates would excel in verbal presentations, others in written analysis, and still others in hands-on problem-solving. Relying only on video interviews can unintentionally disadvantage candidates who communicate better in other formats or have accessibility needs.
Implementing a mix of the following diverse assessment formats can help ensure representation across the board:
- Video responses: Standard for most roles, but allow adequate thinking time and multiple attempts so candidates can present their best thinking rather than their impromptu speaking ability.
- Audio-only assessments: For roles where visual presentation isn't job-relevant, audio-only responses can reduce bias based on appearance, age, or other visual factors while still assessing verbal communication skills.
- Written responses: Some candidates express complex thinking more clearly in writing. For analytical roles, written problem-solving can be more revealing than verbal explanations.
- Portfolio or work sample submissions: Allow candidates to demonstrate actual work quality through examples, case studies, or practical exercises relevant to the role.
- Practical exercises: Design role-specific challenges that simulate actual job tasks, allowing candidates to demonstrate competency through performance rather than just discussion.
For high-volume recruiting, create assessment menus where candidates can choose formats that best showcase their abilities. That way, you can gather comparable information about job-relevant competencies from all applicants.
9. Implement a human-led AI for screening and assessment
Most talent leaders agree that the key to using AI in inclusive hiring is ensuring it augments human judgment rather than replacing it. AI should provide insights and efficiency without making scoring or filtering decisions that can perpetuate bias.
As the creators of the #1 human-led candidate screening software, we know that AI systems can support inclusive decision-making when used in the following ways:
- Insight generation, not scoring: Use AI to generate summaries, identify key themes in candidate responses, or flag potential areas for follow-up questions. Avoid systems that automatically score or rank candidates.
- Bias detection assistance: Implement AI that helps identify potentially problematic language in job descriptions or flags when interview questions might disadvantage certain groups.
- Process monitoring: Use AI to track whether candidates from different demographic groups are advancing at similar rates through your hiring funnel, alerting you to potential bias points.
- Accessibility enhancement: Leverage AI for features like automatic transcription, multi-language support, or assistive technologies that make your hiring process more accessible to diverse candidates.
Always maintain human oversight and final decision-making authority. AI should make your hiring process more informed and efficient, but humans should retain control over all candidate evaluation and selection decisions.
When you’ve identified top applicants from the screening, consider the following inclusive hiring practices for the decision-making stage.
10. Set up a diverse review panel with clear protocols
Single-interviewer decisions are particularly prone to bias, especially in high-volume recruiting where individual preferences can have an outsized impact across many hires. Diverse review panels can mitigate individual biases, but only when properly structured with clear protocols.
Here are the 4 key elements of an effective diverse panel:
- Representation across multiple dimensions [not just demography]: Include reviewers who differ not just in demographics, but also in professional backgrounds, seniority levels, and work styles.
- Structured discussion protocols: Create frameworks for panel discussions that ensure all voices are heard and decisions are based on job-relevant criteria rather than group dynamics or dominant personalities.
- Independent initial evaluations: Have panel members complete individual assessments before group discussion to prevent groupthink or anchoring on the first opinion expressed.
- Clear decision-making processes: Establish whether panels make decisions by consensus, majority vote, or through other specific methods, and ensure these processes are consistently applied.
For high-volume recruiting, develop efficient panel processes that don't slow down your hiring timeline. This might include asynchronous review periods where panel members evaluate candidates independently before brief group discussions focused on final decisions.
11. Create bias interruption checkpoints
Bias interruption checkpoints are built-in pauses where reviewers reflect on their assumptions and ensure evaluations stay job-focused. This is particularly important in high-volume recruiting, where speed pressures can lead to shortcuts based on unconscious biases.
Tips for implementing structured interruption points:
- Pre-screening reflection: Before reviewers begin evaluating candidates, have them write down what they're looking for and what might constitute excellence in this role. This creates accountability for staying focused on job-relevant criteria.
- Mid-process bias checks: During screening, ask reviewers to identify candidates they're unsure about and specifically consider whether uncertainty stems from job-relevant concerns or unfamiliarity with the candidate's background or presentation style.
- Rejection audits: Before rejecting candidates, require reviewers to articulate specific, job-relevant reasons. Look for patterns in rejections that might indicate systematic bias against certain groups.
- Positive bias recognition: Also check for cases where enthusiasm about candidates might be based on similarity to the interviewer rather than job-relevant qualifications.
Create simple frameworks that make these checkpoints efficient rather than burdensome. One approach is to create brief reflection prompts that take 30 seconds but encourage more thoughtful evaluation.
12. Implement interview scorecards with objective criteria
Subjective ‘overall impression’ ratings often allow unconscious bias to creep in. In high-volume recruiting, structured scorecards provide accountability and consistency.
Here’s how to create effective and inclusive scoring systems:
- Competency-based criteria: Break down role requirements into specific, measurable competencies rather than vague overall assessments. Instead of "communication skills," specify "ability to explain complex technical concepts to non-technical stakeholders."
- Behavioral indicators: For each competency, define what excellent, good, and poor demonstrations look like. This helps different reviewers apply consistent standards.
- Evidence-based scoring: Require reviewers to note specific examples or evidence that support their scores, making evaluations more objective and defensible.
- Blind scoring options: Allow reviewers to complete their evaluations before seeing others' scores, preventing anchoring or groupthink in the evaluation.
Consider using candidate screening platforms that make scoring and comparison easy while maintaining clear audit trails.
Inclusive hiring practices are not limited to the core stages of the hiring process. The candidate experience, the collaboration stages internally, etc., can also influence inclusion. Here are inclusive hiring tips for process optimization and technology implementation
13. Design accessible candidate experiences
In high-volume recruiting, technical barriers can exclude large groups of qualified candidates before they even complete an application, particularly those with different technical setups, limited internet access, or accessibility needs.
We’ve seen technology companies audit their candidate experience process and found that their "simple" application process actually had 14 different steps, with dropout points at each stage that disproportionately affected certain demographic groups.
To avoid such problems, consider using recruitment automation tools that support the following inclusive hiring features:
- No-login application processes: Allow candidates to complete applications and interviews through simple links without account creation. Requiring candidates to create accounts and remember login credentials creates unnecessary friction.
- Multi-device compatibility: Ensure your application process works seamlessly on mobile devices, tablets, and computers. Many candidates may need to switch between devices during the application process.
- Variable internet accommodation: Design processes that work with varying internet speeds and connectivity. Allow candidates to save progress and return later if technical issues occur.
- Multiple language options: Provide application and interview interfaces in multiple languages to accommodate candidates who may be more comfortable expressing complex ideas in their native language.
- Assistive technology compatibility: Ensure your platforms work with screen readers, voice recognition software, and other assistive technologies that candidates with disabilities may use.
Create processes that are genuinely accessible rather than just compliant with minimum standards.
14. Establish real-time process auditing
In high-volume recruiting, bias can compound quickly across hundreds of decisions. Real-time monitoring allows you to identify and correct bias patterns before they significantly impact your hiring outcomes.
Implement monitoring systems that track:
- Advancement rates by demographic group: Monitor whether candidates from different backgrounds are advancing through your hiring stages at similar rates. Noticeable differences may point to bias in the process that should be addressed quickly.
- Rejection reason patterns: Track the reasons candidates are rejected to identify if certain types of feedback disproportionately affect specific groups. For example, "communication style" concerns that consistently affect candidates from certain cultural backgrounds.
- Time-to-decision variations: Monitor whether evaluation timelines vary based on candidate demographics, which might indicate unconscious prioritization patterns.
- Interview experience feedback: Regularly collect feedback from candidates about their interview experience, particularly looking for patterns that might indicate bias or accessibility issues.
Create systems that alert you to potential bias patterns in real-time rather than requiring manual analysis after hiring cycles are complete. This allows for mid-process corrections that can improve outcomes for current candidates rather than just future ones.
15: Create feedback loops with rejected candidates
Rejected candidates are a valuable source of information about your hiring process, particularly regarding bias or accessibility issues you might not recognize internally.
In high-volume recruiting, systematically gathering this feedback can reveal patterns that improve your process for future candidates. Design feedback collection systems that:
- Make feedback easy and anonymous: Use simple surveys or feedback forms that candidates can complete quickly without fear of retaliation or judgment.
- Ask specific questions about bias: Include questions about whether candidates felt they were evaluated fairly and whether they encountered any aspects of the process that seemed exclusionary or biased.
- Gather accessibility feedback: Specifically ask about technical barriers, accommodation needs, or aspects of the process that were difficult to navigate.
- Follow up on concerning patterns: When feedback shows possible bias or accessibility issues, address them at the process level rather than as one-off cases.
Use this feedback to continuously improve your process rather than just collecting it for compliance purposes.
Good Intention is not Good Enough. Avoid These Three Common Barriers to Successful Inclusive Hiring
Traditional processes are resistant to change
Your recruitment process may look modern, but if it still runs on traditional systems that are resistant to change, inclusive hiring strategies would struggle.
Look at your current sourcing strategy.
Are you still relying on legacy networks—internal referrals, alumni connections, and "trusted" industry contacts? You might be hiring from the same talent pools that created your current lack of diversity.
The problem compounds in high-volume hiring when recruiters default to familiar sourcing channels under time pressure. That "top-tier university" filter seems efficient when you have 800 applications to review, but it might be systematically excluding talented professionals who took different educational paths.
"Culture-fit" assessment that hides bias
One of the trickiest barriers is the culture fit assessment, which can appear like quality control but often hides bias. When hiring managers express concerns about candidates being "not quite right for our team" or "lacking our company energy," they're often unconsciously filtering for people who look, sound, and think like existing employees. This becomes exponentially problematic in high-volume scenarios where "gut feelings" replace structured evaluation.
Over-reliance on AI and recruitment automation
Organizations turn to AI screening tools expecting objectivity over human bias. These systems often do the opposite. When algorithms score candidates based on historical hiring data, they amplify existing biases at machine speed.
An algorithm trained on past "successful" hires naturally favors candidates who resemble current employees. The result is systematic exclusion of diverse talent with the illusion of fairness. Unchecked AI can unintentionally accelerate bias, which is why human oversight is essential.
Bottom line: Organizations that struggle with these factors end up with what feels like performative diversity efforts. Existing employees question whether diverse hires are truly qualified, while diverse candidates experience imposter syndrome, wondering if they were hired for their abilities or their demographics.
Failproof Your Inclusive Hiring Process with Human-led Recruitment Software
Inclusive hiring at scale isn't about choosing between efficiency and fairness—it's about designing systems sophisticated enough to achieve both. The 15 practices outlined here work together to create hiring processes that identify the best candidates more effectively by removing barriers and biases that can obscure true potential.
As you implement these practices, remember that inclusive hiring is an ongoing capability, not a destination. Start with the practices most relevant to your current challenges, measure their impact systematically, and continuously refine your approach based on data and candidate feedback.
If you're ready to enhance your high-volume recruitment without compromising candidate experience, Willo's candidate screening platform combines the efficiency you need with the inclusive, accessible experience every candidate deserves. No downloads, no bias-prone AI scoring, just smarter tools that help you identify the best talent faster.
Frequently Asked Questions
What is inclusive hiring?
Inclusive hiring is a systematic approach to recruitment that ensures all qualified candidates have equal opportunity to be considered for positions, regardless of their background, demographics, or non-traditional career paths. It goes beyond diversity recruiting to create processes that actively remove barriers and biases that might prevent the best candidates from being identified and selected.
What is an inclusive hiring practice?
An inclusive hiring practice is any specific process, policy, or approach designed to reduce bias and increase accessibility in recruitment. Examples include structured interviews, diverse review panels, accessible application processes, and bias interruption checkpoints. Effective inclusive practices are evidence-based, systematically implemented, and regularly evaluated for effectiveness.
What is the inclusive recruitment model?
An inclusive recruitment model is a comprehensive framework that integrates inclusive practices throughout the entire hiring process, from job description writing and candidate sourcing through final selection and onboarding. It typically includes structured processes, diverse evaluation methods, bias monitoring, and technology that enhances rather than replaces human judgment.
How do you measure the success of inclusive hiring practices?
Success metrics include advancement rates of diverse candidates through each hiring stage, completion rates of application processes, time-to-hire improvements, quality of hire indicators, early retention rates, and candidate experience feedback. The most important measures track both process fairness (equal advancement rates) and outcomes (diverse, high-performing hires).
Can inclusive hiring practices work in high-volume recruiting?
Yes, inclusive hiring practices are often more critical in high-volume recruiting because biases compound across many decisions. The key is designing systematic processes that can be consistently applied at scale, using technology to enhance efficiency while maintaining human oversight, and implementing real-time monitoring to catch bias patterns before they significantly impact outcomes.
