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Inclusive Interviewing

Inclusive Interviewing is a workshop about interview biases and diverse candidate selection by RDR Group.

Develop the critical ability to relate to potential candidates from an array of different backgrounds.

In today’s hiring landscape, the best candidate for your company may come from a very different background than your own. This course looks at the learnable skills which are necessary to connect with a wider scope of applicants, causing a marked improvement in interviewing and selecting a more diverse team to reach a more diverse customer base.

Understanding cultural differences is key to ensuring selection of the best candidates for the 21st century.

Course Overview


We frame this workshop in the context of creating a user-friendly workplace for everyone–both employees and customers–regardless of differences. The importance of “expanding the reach” has everything to do with attracting the next generation of workers as well as customers and achieving successful outcomes.

Biases That Shape the Interview

Next, we examine the subjective elements of hiring. These often play a bigger role than established, objective criteria. Your organization’s handbook might state: “The candidate must have strong communication skills”–but what does communication look like to someone who is younger, or of a different culture? Participants will gain an understanding of biases and assumptions built into the interviewing and hiring process itself. We also discuss ways to overcome these tendencies in order to make better selections that ensure the future strength of the organization.

Most interviewers hire people they feel comfortable with, which often means a pool of candidates that are remarkably alike–even if they are surprising unlike the customers they’re hoping to serve.

Culture Styles That Distinguish the Candidates

We use various tools to help participants learn about cultural conditioning and expectations regarding behavior as it relates to the interviewing process. People are asked to evaluate themselves on a spectrum of six different dimensions, including values, etiquette, and relational preferences. They are then asked to locate the “prototypical” candidate as well as future customers. Significant gaps typically become apparent at this point, and participants are taught how to adjust for differences as they assess potential candidates for selection.

The goal is to broaden participants’ perspective on how “success” is defined–and who can achieve it–without lowering the standard of excellence.

Strategies for Inclusive Interviewing

After various activities and small group discussions, attendees engage in a brainstorming session on ways to improve their own recruiting, interviewing, and hiring practices. Without attempting to dismantle ongoing efforts, we will help participants re-examine current systems with a wider lens that incorporates a better understanding of personal bias and cultural differences. We will also help facilitate some skill practice related to being more inclusive in interacting with others. The session ends with specific follow-up strategies to enable immediate application.