Making the Interview Process More Inclusive

Let’s talk about hiring and how we treat people in the process. There’s a lot going on in the world right now. For many, the job search only adds more stress and uncertainty. I’ve been thinking about how we can show up for our communities, and in my own work, that means prioritizing how we support candidates. In the progressive movement, we talk a lot about liberation, equity, and justice. But those values don’t always show up where they should (in our hiring practices). Whether we’re building campaigns, nonprofits, or foundations, *how* we hire is just as important as *who* we hire. The process is wicked important. It’s a window into how we operate, how we value people, and how seriously we take our commitments to equity. Here’s what it looks like to treat candidates well in the hiring process, especially in movement-aligned spaces: 1. Transparency & Respect ➡️ Post the salary every time. It’s not radical anymore, it’s baseline. ➡️ Share your timeline and stick to it. If things shift, update candidates about that shift. ➡️ Respond to everyone who applies or interviews. Even if it’s a no, it matters. ➡️ Share interview questions with your candidates ahead of time. This helps them prep and show up as their best selves to the call. 2. Remove Barriers ➡️ Ditch the cover letter and use clear application questions. Or, just ask for a resume and send a short written questionnaire as the first step in the process. ➡️ Again, be upfront about salary and benefits. It saves everyone time and builds trust. ➡️ Be mindful of time. Many strong candidates simply can’t afford to spend 10+ hours on interviews. Keep the process streamlined, focused, and as efficient as possible. ➡️ Compensate finalists for exercises. It shows you value people’s time and helps dismantle unpaid labor culture. 3. Consistent Process & Reduced Bias ➡️ Standardize your interviews. Same questions, same format = less bias, more fairness. ➡️ Use blind grading when appropriate. I like doing this especially for written exercises. A clear rubric helps us focus on key competencies.  ➡️ Make it collaborative. Final stages should include buy-in from both leadership and peers or direct reports the hire will work closely with. 4. The Candidate Experience Is Movement Work ➡️ Share your mission, values, and team vibe throughout the process. Candidates want to know what they’re stepping into. ➡️ For interviews, give candidates a heads-up on who they’ll meet and what to expect. When we treat candidates with dignity and transparency, we build stronger teams and stronger movements. We’re not perfect, and we don’t expect anyone else to be either, but we love partnering with clients who are willing to do the work to get better together. 🔍🔍 What would you add? What have you seen that works (or doesn’t) in progressive hiring? Drop your thoughts below. #EquityInHiring #NonprofitJobs #DEI #WorkplaceCulture #CandidateExperience #HiringEquity #PayTransparency 

Today is #WorldAutismAwarenessDay. This day has personal meaning to me because my son Matt has Autism. Next month, he'll graduate from college and embark on his next challenge: finding a job. Actually, he currently has two jobs. He’s got a strong work ethic – after all, he's my kid! To clarify, his challenge will be finding a job in his major that puts him on a path to the career he dreams about: creative writing. Landing a job is the same challenge that every college graduate will face, but for people on the spectrum, this process is more difficult because of one big factor: the interview. I don’t want to make generalizations about all neurodiverse individuals. I can only speak to the experience we've had over the past few summers helping him find part-time work. I’ve been that Mom listening in, sometimes watching from afar, so I’ve witnessed how painful the interview is – on both sides. This is what I’d like to bring attention to during #WorldAutismMonth. Since I have connections with so many in #recruiting, I’d like to raise awareness about having interview processes that accommodate people who are on the spectrum and to request that more employers provide training to their recruiters and hiring managers about communicating with neurodiverse candidates. A few suggestions (from this Mom’s experience): ☑Talk first to put the candidate at ease. But don’t expect an exchange of small talk. ☑Warm up with a few Yes/No questions or questions that elicit factual answers, like “When did you graduate?”. This will give them some early confidence. Then gradually ask open ended questions. Be prepared for two extremes: short answers or long responses. ☑If the candidate starts to go off topic, find the right moment to interject with a comment that relates to their topic, showing you connect with them, then redirect the conversation back to the interview. ☑If the candidate responds without really answering your question, rephrase it and give them an example response or even a few choices. ☑Don’t be put off by a lack of eye contact, especially when the candidate is talking or thinking. Likewise, a lack of smiling isn’t an indication that the person isn’t happy or fun. ☑Be patient with stutters and filler words - these disfluencies are common. It may take them longer to process a question and say what they want. ☑They may start talking before you finish your question or interrupt you. They’re not trying to be rude; impulse control can be hard. ☑If you’re ready to wrap up, just say it. Don’t depend on them to pick up on body language.  ☑If you have instructions at the end of the interview, follow up by email with the next steps in writing. If we can provide extra support during interviews, I’m convinced that Autistic people would have more opportunities to find meaningful careers that realize their full potential. They have so much talent, intelligence and creativity - just imagine the impact they could make on your team! #ActFearlesslyForChange

I just had a Zoom interview for a position I'm super excited about, and the interviewer did something I've never experienced before. After he asked each question, he typed it into the chat box in Zoom. This was such a simple gesture, but it was a GAME CHANGER for me as someone with #ADHD. This interviewer's proactive approach to making the interview process more accessible made me want to be a part of their team even more than I already did. In past interviews, I've sometimes found myself halfway through a response to an interviewer's question and unable to remember exactly what the question was. This was especially true if the question had multiple parts. (And the ADHD urge to go on tangents while speaking can be STRONG.) Having the interview questions in front of me, in writing, both calmed my nerves and allowed me to make sure I clearly and directly answered each question. So based on this experience, I have some advice. If you're interviewing someone virtually, add your questions to the chat box as you go. Your interviewee might be reluctant to ask for this, but it may help them shine. And why wouldn't you want to give a candidate the best possible opportunity to shine? If you're a candidate interviewing virtually, ask your interviewer to add the questions to the chat box as the interview proceeds. Either the interviewer will agree, making the interview less mentally taxing for you, or they'll refuse, which will give you some insight into their (lack of) willingness to accommodate other people's needs. And that alone may tell you more about whether you want to work for that person than anything else that happens during the interview. #interviewtips #accessibility #neurodiversityatwork #neurodivergence #inclusion

On the second to last Tuesday of October, which is National Disability Employment Awareness Month (NDEAM), I want to remind everyone of the tough decisions that disabled job seekers face every day. Deciding whether or not to disclose a disability and ask for accommodations in a job interview can feel like playing a game of roulette with your career. It’s a personal choice that involves a little wheel spinning and a lot of praying. Will this disclosure help you interview at your best and land the job, or will it cause you to lose the opportunity? Even in 2024, the uncertainty of this process leaves many talented individuals gambling with their futures. Employers who genuinely want to live up to their public statements of how much they care about inclusion must do more than meet minimum legal requirements when requested. They need to actively foster environments where candidates feel safe and confident disclosing their needs. This will enable people to bring their best, most authentic selves to the interview without the fear of their disability disclosure affecting the outcome. It's time for HR staff and hiring managers to normalize discussions around accommodations. Every single time you set up an interview, the last question you should ask is, "Is there anything we can do to make sure you are at your best during the interview process?" I like this phrasing because people associate "accommodation" with "medical paperwork." When we create spaces where disability and accommodations are handled matter-of-factly, everyone wins, from the employees who thrive to the organizations that benefit from genuine diversity and inclusion. Forward this post to your favorite HR person 🙂 Alt: Deciding whether or not to disclose your disability and ask for accommodations in a job interview feels like a delicate career balancing act. One misstep could tip the scales and cost you the opportunity. #NDEAM #DisabilityInclusion #Accessibility #InclusiveHiring #DiversityInTheWorkplace #Accommodations #DisabilityRights*