Inclusive Recruitment: Our Top 5 Tips for Hiring Without Bias

We’re increasingly being asked by clients, “How can we make our recruitment processes more inclusive?”

Let’s be honest - if you want a thriving, people-powered business, then inclusive recruitment is a must-have to ensure you get diversity of thought and experience to take your business further.

So, if you’re serious about building a culture where people feel seen, supported, and empowered to thrive, these top five tips are a great place to start.

1. Audit your job adverts (they might be doing more harm than good)

You could be unintentionally putting off great candidates with the wording in your job ads. If you’re including jargon, strict requirements, or implied masculine language, it could be turning off some of those candidates who don’t have the confidence to apply unless they’re 100%.

Holla HR Tip:

• Only list must-have criteria—don't create a unicorn wish-list. Really challenge yourself on why those skills/qualifications are required. Could experience give you the same capability in a candidate?

• Be upfront about salary and flexibility. Flexible working has seen a surge and is proven to motivate employees where they can deliver outside other commitments.

• Include a line offering adjustments for applicants with access needs. Make sure candidates know you will support their needs, so they have the confidence to apply.

Simple tweaks can have wider reach and attract better representation in your talent pipeline.

2. Strip out bias in your hiring process using digital tools.

Let’s be honest, we all have unconscious bias—it’s human. But it doesn’t belong in your hiring decisions. If you're still managing applications in spreadsheets or your inbox, it's time for an upgrade. A solid Applicant Tracking System (ATS) doesn’t just streamline hiring—it can actually help reduce bias at every stage.

Holla HR Tip:

• Use an ATS that anonymises candidate data for the early screening stages.

• Set up automated, consistent scoring to screen candidates and standardise decision-making.

• Digitally track diversity metrics to build data for future campaigns.

Tech won’t fix bias alone, but it can make it easier for humans to do better.

3. Train your hiring managers and make culture your thing!

Inclusivity starts with the people doing the hiring. If your managers haven’t had training on inclusive practices - it’s time. In addition, if you want people to trust your culture, you have to walk the walk and who better to act as an ambassador for your business than your managers.

Holla HR Tip:

• Train your managers in recognising and challenging unconscious bias.

• Share best practice around inclusive questioning and scoring.

• Use data and evidence to demonstrate why diversity actually boosts team performance.

Empowered managers = engaged new recruits who feel seen and resonate with your brand.

4. Use the interview stage to showcase your business

Don’t just say you care about inclusion—show it. Candidates are researching you, reading between the lines, and looking for signals that your culture is genuinely inclusive.

Holla HR Tip:

• Structure your interviews so every candidate gets the same questions.

• Offer interview adjustments (extra time, alternative formats, suitable locations etc.) for neurodiverse or disabled candidates.

• Constantly use this stage to shout about your EDI policies. Highlight flexible work, wellbeing benefits, and any community initiatives.

Consistency isn’t boring—it’s equitable.

5. Track what’s working (and what’s not)

You can’t fix what you’re not measuring. If you’re serious about inclusion, data has to be part of the picture.

Holla HR Tip:

• Track applicant diversity across each stage of the process.

• Get candidate feedback on their experience—especially those you don’t hire.

• Review and adjust your process based on the quantitative data and the qualitative feedback.

Even if you’re not hiring regularly, make sure you take learning from every situation—recruitment is an ongoing evolution.

Final word from us….

At Holla HR, we believe inclusive hiring isn’t about perfection—it’s about intention, consistency, and accountability. The right tools, processes, and mindset can totally transform how you attract and grow diverse talent.

Need support reworking your recruitment strategy or getting your hiring managers ready to recruit inclusively? Connect with us at info@hollahr.com