6 Inclusive Hiring Practices to Attract Top Talent for SMEs

Diversity isn't just for the big players. You don't need a large HR team or DEI consultant to make your hiring process fairer and more inclusive. In this post, we'll show you simple, effective techniques to remove bias, reduce stress for candidates, and uncover incredible talent—without the overwhelm.

Why Inclusive Hiring Matters More Than Ever

While some large organisations are pulling back on their DEI commitments, SMEs are in a prime position to lead by example. You're agile, closer to your people, and can make meaningful changes fast. Inclusive hiring isn't just the right thing to do—it's also smart business. Research shows that diverse teams are more innovative, perform better, and better reflect the customers they serve.

Six Inclusive Recruitment Steps You Can Implement Today

1. Use Inclusive Language in Job Ads

The way you phrase a job ad makes a massive difference. Tools like Gender Decoder and Hemingway App can help you identify gendered wording or unnecessarily complex language. Clear, neutral language makes your role more appealing—and accessible—to a wider range of applicants.

2. Anonymised Applications

Bias often creeps in before you've even had a conversation. Use tools like Google Forms, Airtable, or Monday.com to collect application data without names, ages, or other identifying details. This helps you focus on skills and experience, not assumptions.

3. Ditch the CVs—Use Scenario-Based Questions

Instead of asking for CVs, use a few scenario-based questions that reflect the actual tasks of the role. This levels the playing field and helps you identify problem-solving abilities and potential—not just past privilege. For example, you could ask candidates to outline how they would approach a specific project or challenge.

4. Standardise Your Interviews

Ask every candidate the same set of questions in the same order. This ensures fairness and reduces unconscious bias. Even better? Share the interview questions 24 hours in advance. This helps candidates prepare and reduces the advantage often held by more confident or experienced applicants.

5. Introduce Panel Interviews & Independent Scoring

One person's "gut feeling" isn't a reliable hiring strategy. Using a diverse panel of interviewers and scoring candidates independently can dramatically improve the fairness and quality of your decisions. This approach draws on a range of perspectives and reduces the impact of individual biases.

6. Let The Coders Guild Do the Heavy Lifting

Hiring an apprentice through us? We've already built these inclusive practices into our process. That means you get all the benefits of fair, accessible hiring—without having to reinvent the wheel.

You Don’t Have to Do Everything at Once

Even one or two changes can make a meaningful difference in your next hiring round. Try using an anonymised form instead of a CV. Or send out interview questions in advance. You'll be surprised at how these small shifts create big results—for your team and your business.

Leading the Way in Inclusive Hiring

At The Coders Guild, we believe that inclusive hiring leads to stronger teams, better business outcomes, and a more equitable tech industry. We're already helping organisations make these changes—especially when recruiting apprentices.

If you're ready to build a fairer, more inclusive recruitment process, we're here to help. Take one small step today by trying a technique from this list. And if you're hiring an apprentice, get in touch—The Coders Guild has your back.