Data-informed initiatives

Diversity, Equity, and Inclusion metrics change slowly, over years not quarters. To show quarterly improvements in DEI metrics, include hiring process data in your reporting. 


DEI Action

Interview Experience

Show continuous improvement and outcomes of a more diverse candidate pool and hiring team.

DEI Interview Experience Laptop


Interviewer Diversity

Measure the demographics of your internal decision-makers.


Profile Laptop []


Drop-out Risks

Find the steps in recruiting where you lose the most candidates.


Candidate Results Laptop []


How can we show faster changes in diversity metrics?

To show how your team is impacting diversity, you can track interview metrics such as:

  1. Diversity of the hiring team
  2. Use of panel interviews
  3. Number of structured interviews over time

It takes years to move the needle on headcount diversity metrics across your company. Don't rely on measuring changes to employee demographics alone. Track the metrics that you have direct control over, such as the changes you make to your hiring process. 

Your goals are to minimize bias and attract a diverse range of candidates to complete the application and interview process. You can show how your team is executing important changes to the hiring process that will ultimately achieve your diversity goals. 

How can we immediately impact hiring for diversity?
  1. Use diverse hiring teams to ensure that your hiring decisions are informed by a range of perspectives. interviewIA allows you to keep track of each individual interviewer's participation in the interview process. The platform automatically keeps track of who is doing the majority of interviewing and decision-making.

  2. Use panel interviews to capture a broader view of each candidate. Ask questions to a candidate and allow 2 or more interviewers to score candidate answers against a scoring standard. You can do this in a single session or record a candidate's interview and allow additional interviewers to watch the session and record their scores on the platform asynchronously.

  3. Use structured interviews (asking the same planned questions for each candidate and applying a standard scoring system). Structured interviewing is the well-known best practice for equitable interviewing. interviewIA makes it easy to conduct structured interviews right on the platform. 
Which parts of interviewing are important to diversity? Beyond simply making sure that the interview evaluation process is aligned to the role there are a few important elements to include in interviewing when diversity is a priority. 

  1. Use diverse hiring teams - including people with a variety of experiences and backgrounds mitigates interviewer bias. 

  2. Use panel interviews - these types of interviews allow more than one interviewer to score a candidate's responses to capture multiple perspectives. 

  3. Use structured interviewing methods - keeping evaluations as uniform as possible across all candidates mitigates bias.