My thoughts are currently to remove the whiteboarding and replace it with a more free flowing problem solving session, give an example of a recent issue we have solved and ask their thoughts. I just don't have any great ideas about how this could be better. Most of our problems are getting pretty in the weeds with very specific technical issues, and ideally the problem solving being tested would be more general.
If anyone has any suggestions as to how to make hiring more inclusive without using whiteboarding, take-home assignments or things like that, I would be very happy to hear them.
- Make sure every interview starts with everyone sharing their pronouns, and that everyone involved has been educated to be gender-affirming.
- If your company is located on Indigenous land (which it almost certainly is, as the whole continent belonged to Indigenous peoples before colonization), don't forget the territory acknowledgement.
- Do your due diligence by monitoring the social media of candidates (and employees) for h*teful content.
- Consider setting up a DEI (Diversity, Equity, and Inclusion) tracker, so that you can show the receipts to your boss.
- Do not ask overly technical questions, those things that can be learned on the job. Focus on what really matters: the uniquely fluid lived experience of each candidate.
- Ask every candidate to reflect on their privileges. However, make sure that you let them know that privilege is not a dirty word.
- Avoid non-inclusive words. There are many lists and resources which address these. You can get creative and make a list of the most commonly used ones, and provide it to each candidate before the interview.
If you are interested in a more concrete and tailored action plan, my email is in the bio. I've worked in this area since 2015.