Inclusive hiring is smart hiring

How to attract diverse talent and build stronger teams 

Inclusive hiring is smart hiring
Inclusive hiring is smart hiring

posted 01 Jun 25

Search Editorial Team

Over the past decade, many employers have made progress in recognising the importance of diversity and inclusion in recruitment. Yet for all the momentum, there’s still a significant gap between good intentions and effective action. 

We’ve witnessed encouraging signs of progress in inclusive hiring, but the transformation is still nowhere near where it needs to be. If your hiring practices aren't aligned with today’s diverse talent landscape, you risk missing out on exceptional people who could drive your business forward. 

The business case for inclusive hiring 

Inclusive hiring isn’t just the right thing to do, it’s a strategic advantage. Companies that actively reduce bias in hiring and promote inclusion see broader talent pools, stronger teams, and better business outcomes. 

Today’s job market is shaped by a multi-generational, digitally connected workforce with high expectations around equity and flexibility. According to Standout CV, 79% of job seekers now use social media to search for job information, and Recruiting Daily also found that almost 70% of job applications made in 2021 were made from mobile devices. The best talent has choices, and they’re choosing employers who reflect their values. 

3 reasons inclusive hiring builds better teams 

  1. Wider talent pools: Inclusive practices remove barriers for high-potential candidates who might otherwise be overlooked, especially those from underrepresented or non-traditional backgrounds.
  2. Better team performance: Diverse teams are more innovative, adaptable, and effective. A McKinsey study found that companies in the top quartile for ethnic and cultural diversity outperform others by as much as 36% in profitability.
  3. Stronger employer brands: Demonstrating inclusive values makes your company more attractive to both candidates and customers. It helps you stand out in a competitive talent market. 

Common job ad pitfalls that turn candidates away 

Many businesses unintentionally limit their applicant pool at the first hurdle, the job advert. Here are three of the most common mistakes that we see: 

  • Biased language 
    Biased language in job adverts can unintentionally exclude capable candidates, leading to a less diverse and inclusive workforce. For instance, requiring applicants to be “native English speakers” could discourage multilingual candidates who are fully proficient but not native-born. Similarly, stating that a role requires someone who can “aggressively pursue targets” might discourage individuals who are results-driven but value a more measured or collaborative approach. These subtle cues can signal who is (or isn’t) welcome, affecting both application rates and overall employer reputation. 

  • Overemphasis on experience over potential
    Overemphasising experience or formal education in job adverts can unintentionally screen out high-potential candidates who haven’t had the same access to traditional career paths but possess the skills, adaptability, and drive to succeed. For example, requiring a specific number of years in a role or a particular degree may exclude self-taught individuals or career changers who bring fresh perspectives and relevant competencies. Similarly, language like “recent graduate” can alienate older applicants or those re-entering the workforce, despite their wealth of experience. 

  • Lack of clarity 
    Omitting details about flexible work, remote options, or accommodations may signal that inclusivity and work-life balance aren’t priorities. Many candidates won’t feel comfortable asking and may simply move on. Likewise, job ads without clear salary information often see fewer applications and can create mistrust. Being transparent about key aspects upfront helps attract a broader, more engaged, and diverse talent pool.  

Inclusive language checklist for job ads 

Use this checklist to make your job postings more welcoming and effective. 

  • Use gender-neutral language: Avoid gendered pronouns. Instead, use terms like “you will,” “they,” or “the successful candidate” to speak to all applicants equally.
  • Eliminate unnecessary jargon, acronyms, or buzzwords: Terms like “guru,” “hustler,” or “rockstar” can be confusing or alienating. Keep language clear and professional to appeal to a wider audience.
  • Prioritise skills and impact: Focus on what the person will do, and the skills needed to succeed, rather than rigid experience or education requirements. For example, write “experience with customer support tools” instead of “5+ years in a call centre”.
  • Include a meaningful inclusion statement: A short, authentic message about your commitment to diversity and inclusion can build trust. Avoid vague phrases like “we are an equal opportunity employer” on their own, say what inclusion looks like in practice at your company.
  • Be upfront: Clearly state if flexible working hours, remote work, or application adjustments are available. A recent poll conducted on our LinkedIn highlighted that 86% of voters feel that it is very important to see salary on a job advert. State what the salary will be so that job seekers can make informed decisions, without wasting their or your time. Candidates shouldn’t have to guess whether your organisation will support their needs. 

3 strategic steps to make hiring more inclusive 

  1. Redesign your job ad process 
    Have someone review all adverts for biased or exclusionary language. Use tools or platforms that check for gendered or ableist language, and run A/B testing to see what changes impact applications. 

  1. Accept blind CVs 
    Remove names, universities, and other identifying information before reviewing CVs. This helps hiring teams focus on skills and achievements, not assumptions. 

  1. Diversify your hiring panel 
    Appoint decision-makers from different backgrounds or assign a “diversity advocate” to ensure fairness. Structured interviews with objective scoring can help reduce subjective decision-making. 

Making a start doesn’t have to be complicated 

You don’t need to overhaul your entire hiring process overnight, but every step you take toward more inclusive hiring is a step toward stronger, more resilient teams. Whether it's reworking your job ads, implementing blind recruitment, or simply being more intentional about the language you use, small actions create meaningful change. 

Need help building a recruitment strategy that reflects your values and reaches the talent you want to attract? We can help you create inclusive, effective hiring processes that support business growth and bring in the best people, whoever they are. Speak to our team to get started.