Many applicants are unconsciously excluded due to biases in recruitment. This blog offers tips for fairer selection, such as anonymous resumes, a focus on competencies, and bias awareness. For example: DPG Media is testing anonymous resumes to promote diversity and inclusion.
How to ensure equality in recruitment: fair opportunities for every applicant
Every applicant deserves a fair chance. Yet, unconscious biases often play a larger role in recruitment than we realize. A difficult name, a spelling error due to dyslexia, or the lack of a "required" education can lead to talented candidates being rejected prematurely. This is a shame, because diversity and equal opportunities create a stronger, more creative, and more inclusive team.
By consciously improving the recruitment process and reducing inequality, organizations can attract more talent and make fairer selections. But how do you do that in practice?
The importance of an open mind
A selection process free from (conscious or unconscious) bias:
• Increases the chance of finding talent that would otherwise be overlooked; • Demonstrates that the organization takes diversity and inclusion seriously;
• Strengthens innovation, creativity, and engagement within teams;
• Contributes to a fair employer brand, which is attractive to applicants.
An honest look at resumes and cover letters means looking beyond education, language, or background. You select based on what truly matters: competencies, skills, and potential.
Example: DPG Media test with anonymous resumes.
To gather concrete insights, we asked organizations how they are working to increase diversity and inclusion in the workplace. DPG Media shares:
"Diversity and inclusion are key priorities for us. We're currently testing anonymous resumes in Recruitee on a small scale. Applications are submitted completely anonymously: name, age, gender, nationality, and place of residence (sometimes a bit awkward) are hidden from both recruiters and hiring managers. This way, we want to select candidates without bias, purely based on their experience and competencies. This takes some getting used to for many hiring managers—after all, LinkedIn is often the first step—but we're seeing that they're willing to work in this new way and really consider the content. A great step forward.
In addition, we have various initiatives underway to actively promote equality, such as striving for a better gender balance and greater cultural diversity within teams. Many of these initiatives are still in development, so we'll share more about them later."
Curious about what jobs are available at DPG Media? Then view all DPG Media jobs on Tivy.club!
6 Practical Tips to Promote Equality in Recruitment
Equal opportunities begin with the recruitment and selection of new colleagues. With these six practical tips, organizations can make their recruitment process fairer and more inclusive.
1. Anonymize CVs in the first selection round
By temporarily hiding personal data, candidates are assessed purely on experience and skills.
2. Focus on competencies, not just education
A degree is no guarantee of talent. Draft job postings so that competencies and experience are the primary focus, and critically examine "required" education.
3. Train hiring managers in bias awareness (of conscious and unconscious bias)
Workshops and training on unconscious bias help recruiters and managers make more fair choices.
4. Use structured interview formats
Ask all candidates the same questions and assess them using a pre-defined assessment form. This prevents arbitrariness.
5. Accessible application procedures
Make applying for jobs simple, keep forms short, and ensure candidates are not disadvantaged by factors such as dyslexia, an imperfect cover letter, or cultural differences in application style.
6. Be transparent about equal opportunities in job postings
Indicate in job postings that the organization is actively committed to fair opportunities and combats discrimination in recruitment. Explicitly invite candidates to apply, regardless of background, and demonstrate that diversity and inclusion are a priority. This way, job seekers immediately know they are welcome.
By applying these tips, you show as an organization that diversity and inclusion are not just nice words, but a concrete priority in the recruitment process.
How equality in recruitment strengthens employers
A fair and inclusive recruitment strategy not only delivers social value but also direct benefits:
• Broader talent pool: You reach candidates who might otherwise drop out or be overlooked.
• Improved team dynamics: Diversity stimulates innovation and creativity.
• Stronger employer brand: Fair processes and inclusivity make you attractive to talent who value a just and open organizational culture.
Equality in recruitment is not a trend, but a necessity to remain future-proof and competitive. It starts with awareness and small adjustments that together make a big difference.
