Develop Inclusive Hiring Practices to Attract Top Talent

“When everyone is included, everyone wins.”
— Jesse Jackson

Disclaimer. The insights in this blog are for informational purposes only and should not replace professional legal, HR, or diversity and inclusion advice. Always ensure your hiring practices comply with applicable employment laws, anti‑discrimination regulations, and workplace policies in your jurisdiction.

Introduction

Inclusive hiring isn’t just a feel‑good initiative — it’s a competitive advantage. A diverse, empowered team brings wider perspectives, greater creativity, and stronger problem‑solving to your business. By embedding inclusion into your recruitment process, you can:

• Expand your talent pool to attract high‑calibre candidates from varied backgrounds

• Improve retention through a culture of belonging and respect

• Boost innovation and decision‑making with diverse viewpoints

Whether your small business is based in Perth, recruiting across Australia, or building a remote team, inclusive hiring ensures you’re not unintentionally narrowing your options — and missing out on top talent.

Strategy 1: Review and refine your job descriptions

• Use inclusive language: Avoid gendered terms and jargon that could deter candidates from underrepresented groups.

• Focus on essential skills: Separate must‑have skills from nice‑to‑haves to avoid unnecessary barriers.

• Highlight values and flexibility: State your commitment to diversity, equity, and inclusion (DEI), and outline flexible work options.

• Encourage diverse applicants: Include statements like “We welcome applications from people of all backgrounds, abilities, and experiences.”

• Audit regularly: Review all job ads for bias before publishing.

Strategy 2: Broaden your candidate sourcing

• Post beyond the usual channels: Use diversity‑focused job boards, community groups, and professional associations.

• Leverage employee networks: Encourage your team to share openings within their communities.

• Engage with educational institutions: Build relationships with universities, TAFEs, and training organisations that serve diverse populations.

• Participate in events: Attend job fairs, networking events, and industry panels that connect you with underrepresented talent.

• Consider alternative pathways: Apprenticeships, internships, and return‑to‑work programs can attract candidates from non‑traditional backgrounds.

Strategy 3: Standardise and de‑bias the selection process

• Structured interviews: Use the same questions for all candidates to enable fair comparison.

• Diverse panels: Involve interviewers with varied backgrounds and perspectives.

• Blind screening: Remove personal information from resumes to minimise unconscious bias.

• Competency‑based assessment: Focus on skills and behaviours, not just credentials.

• Evaluate consistently: Use a scoring rubric to ensure decisions are based on clear criteria.

Implementation checklist

• Audit job descriptions for inclusive language and essential criteria

• Identify at least three new, diversity‑oriented sourcing channels

• Create a standardised interview question bank and scoring template

• Establish a diverse hiring panel for upcoming roles

• Implement blind resume review in your recruitment process

Next steps

1. This week: Review your current job ads and remove biased or exclusionary language.

2. Within 14 days: Add at least one diversity‑focused job board or channel to your recruitment mix.

3. Within 30 days: Train your hiring team on structured interviews and unconscious bias awareness.

Useful AI prompts

• “Rewrite this job description to remove bias and appeal to a broader audience.”

• “Suggest 10 diversity‑focused job boards or communities for [industry] roles in Australia.”

• “Create a structured interview guide for a customer service role with clear scoring criteria.”

• “Summarise key steps for implementing blind resume screening in a small business.”

• “Draft an internal policy statement on inclusive hiring practices.”

About Mission Command Business

Mission Command Business equips small enterprises with strategic frameworks and operational tools. From financial management and business direction & support, to people & workplace management, and systems & processes, we help you unlock sustainable growth and lasting impact.