Diverse recruitment practices: leveraging non-identifiers for inclusive hiring

By Jessie Davies


Recruiting top talent in your industry is a paramount objective for companies today. Alongside this, fostering diversity and inclusion within the workforce has become equally vital. To accomplish both, recruiters are progressively turning to diverse recruitment practices, with a key focus on the integration of non-identifiers in their hiring strategies.

Our article will cover what diverse recruitment practices are, why they are important for promoting diversity, and how recruiters can seamlessly incorporate non-identifiers into their strategies.

Understanding diverse recruitment practices

Diverse recruitment practices encompass a range of strategies and techniques which are designed to ensure a variety of talents and backgrounds are considered during the hiring process. 

These practices include blind recruitment, diversity-focused outreach, and inclusive interview techniques. All aimed at levelling the playing field for candidates and promoting diversity and inclusion in your workforce.

The importance of diverse recruitment practices in fostering diversity

  • Mitigate unconscious bias
    Unconscious bias is a natural human inclination to make judgments about others based on perceived characteristics, such as gender, race, or age. These biases can disrupt the recruiting process, resulting in unfair decisions that favour one group over another. Diverse recruitment practices, including the incorporation of non-identifiers, help effectively mitigate unconscious bias by eliminating these factors from the initial assessment, ensuring that each candidate is evaluated solely on their merit and earned qualifications.
  • Expanding your talent pool
    By removing personal identifiers, recruiters employing diverse recruitment practices can cast a wider net and attract candidates from diverse backgrounds who may have otherwise been overlooked. This sees the talent pool grow your company, with a variety of perspectives, experiences, and ideas. Which, in today's globalised world, is a priceless asset.
  • Encouraging Inclusivity
    80% of survey respondents said they want to work for a company that values DEI issues. When candidates perceive that the hiring process is fair and unbiased, they are more likely to trust the business and feel valued. This fosters a culture of inclusivity, where employees from all backgrounds can thrive. An inclusive culture will lead to increased employee engagement, retention, and overall success for your company and its culture.

How to implement diverse recruitment practices with non-identifiers


  • Redact personal info
    First and foremost; start by redacting personal information from C.V’s  and application forms. This includes names, addresses, gender pronouns, and photos. Ensure that hiring managers and interviewers do not have access to this information until the later stages of the process.
    Example of CV with redacted personal info
  • Standardise screening criteria
    Developing screening criteria grounded in the qualifications and skills required for the position will ensure that candidates are evaluated consistently and fairly. Why not try employing blind auditions, or even skill tests as part of the initial evaluation process? Helping to further enhance objectivity for your hiring managers.
  • Implement structured interviews
    Conducting structured interviews, which have a focus on competency-based questions and job-related scenarios, will reduce the likelihood of interviewers asking biased or irrelevant questions. This also provides a clear framework for consistently evaluating candidates objectively.
  • Training and awareness
    Education is always a good investment. Provide training to your hiring team on unconscious bias awareness and its impact on hiring decisions. Encourage open discussions about bias and its effects on the recruiting process, creating a culture of awareness and accountability among recruiters and hiring managers, and an environment where your team feel comfortable asking questions to ensure continued learning.
  • Regularly review and adjust
    Regularly review your diverse recruitment practices and policies around this. Including non-identifier strategies and solicit feedback from both candidates and hiring managers. Adjust wherever necessary to guarantee these practices remain effective and align with your diversity and inclusion goals.

Recruiting for the future

Diverse recruitment practices, including the strategic integration of non-identifiers, are instrumental in promoting diversity and inclusion within organisations. Through eliminating personal information, these practices create a more equitable hiring process that attracts a broader range of talent. As leaders and team members increasingly prioritise diversity, diverse recruitment practices will continue to play a pivotal role in shaping the future of how successful teams are built.


Are you looking to build your future team?

Get in touch and have your first conversation to making that happen with Team TRIA.