How Structured Interviewing Helps Increase Diversity in the Workplace

Increase Diversity

Imagine you asked a group of your friends their opinions on a breaking news story. The answers you receive will vary depending on:

  • How you position the question
  • When you ask it
  • And, of course, the individuals themselves

Some people may be well-versed on the subject and passionate about debate, while others may care little about the topic and therefore not have much to contribute. Your friends may be all fairly like-minded with similar interests and upbringings, or they may be a very diverse group of people. All these factors greatly contribute to the responses you’ll receive—and the way you interpret the answers.

The same is true in the recruitment process. Digital structured video interviews can help your company objectively hire many different types of people to build a workforce that is more representative of the human race as a whole. In doing this, you not only increase diversity in the workplace, but you can also increase employee engagement, cultivate innovation and creative problem solving, and improve your company’s reputation and bottom line.

Types of Diversity in the Workforce

When people hear the word diversity, they often think of

  •     Gender
  •     Age
  •     Religion
  •     Race
  •     Ethnicity
  •     Sexual orientation

Indeed, these are all types of diversity, but the term applies to all the qualities that make people different, including personality traits, education, skills, values, attitudes, and cognitive differences. People perceive and process information differently and, as Stephen Covey once said: “strength lies in differences, not similarities.” But, recruiters must work strategically to uncover these internal differences to hire new and diverse talent.

How Structured Interviewing Can Increase Diversity Recruitment

Structured interviewing uses technology to help recruiters and hiring managers compose unbiased diversity interview questions and ask these questions to job applicants from a distance, saving time and money—especially costly legal fees from unfair hiring practices.

Hiring managers can choose to conduct the video interview in real-time (similar to a Skype or Zoom call) or they can have candidates pre-record their answers and then review their answers at the hiring team’s convenience. 

The “structured” part of the interview involves what kind of questions are asked, the way in which they are asked, and the order in which the questions are asked. Any of these variables can sway the responses of the candidates, leading to bias judgement which can prevent companies from hiring diverse employees. Structured interviews ensure a fair, standardized interview experience for all. 

Structured interviews ask the exact same questions to all job candidates in the same way and in the order. Digital structured interviews take this diversity recruitment best practice one step further by digitizing and automating it and applying pre-defined, uniform scoring criteria so candidates are evaluated objectively.

By further reducing hiring bias, your company is much more likely to hire the right people for any job opening, reaping the many benefits that come with hiring a diverse workforce.

Cultivate Innovation and Creative Problem Solving

Hiring a diverse workforce ensures you have a variety of different perspectives and a wider range of skillsets. This leads to greater innovation and creative problem solving. Diversity in the workplace allows employees to challenge and learn from each other, igniting new ways of thinking to tackle problems in the workplace.

Diverse employees play of each other’s strengths and collaborate with others on the team to adopt a work culture of innovation. Moreover, hiring people with language differences improves customer service and opens doors to work with a more global client base.

Digital structured interviews can help recruiters test and compare candidates’ skills. This allows hiring teams to determine how each applicant’s abilities mirror or complement other employees to diversify the workforce.

Increase Employee Engagement

When employees feel included, they are more engaged. That’s one of the most important reasons to prioritize diversity as part of your recruitment process. Inclusion helps employees feel more accepted and valued, creating greater job satisfaction and increasing overall morale. 

The happier people are at work, the more likely they are to stay with the company for a longer period of time. This is why companies with greater diversity often have lower turnover rates, which is a huge time-saver and money-saver. It’s far more beneficial to hire hardworking, diverse people and groom them for success than constantly be scrambling to fill job positions.

Digital structured interviews help hiring teams determine how well a person might fit into a company’s culture—without biased judgement. 

Improve Your Company’s Reputation

If you’ve chosen to implement digital structured interviews, advertise it! Publicly demonstate your company’s commitment to equality and inclusivity in the workplace, and brand your business as one that cares about diversity. 

Hiring a diverse workforce shows your company is progressive and socially responsible, helping attract new clients, business partners and top talent. Workplace diversity makes your company more relatable, approachable and, above all, a better place to work. 

Increasing Diversity in Your Hiring Practices 

Diversity is not a buzzword or a politically correct, passing fad. It’s not only the right thing to do morally, but also for the betterment of your company and society as a whole.

Digital structured interviews can help with your diversity hiring efforts. Whether it’s an entry-level position or part of the executive team, the structured interview methodology is the secret to improving your recruitment and increasing your diversity hires. VidCruiter makes implementing this unbiased hiring method easy. Contact us to learn more.

Headshot of Jessica Newman

Jessica Newman
Jessica is a VidCruiter writer who cares about connecting people with meaningful work. She writes about talent attraction, HR challenges, and hiring best practices.