Big companies love to brag about diversity and equity. They’ve got branded DEI pages, dedicated recruiters, and budgets for workshops. But what about small businesses?
You’ve got open roles to fill, limited time, and no HR department—and the pressure to “do it right” is still there.
Here’s the truth: you don’t need corporate resources to hire fairly. Equitable hiring practices aren’t about buzzwords or checkboxes—they’re about making sure everyone has a real shot. And small businesses are actually in a better position to make that happen.
You’re more flexible. You move faster. You can connect with people on a personal level—something most big companies can’t scale.
The key is knowing what equitable hiring really means, what mistakes to avoid, and how to build a process that works for you.
This guide breaks it all down, so you can compete for great talent—without losing your values or blowing your budget.
What Are Equitable Hiring Practices?
Equitable hiring practices focus on fairness in every step of the recruitment process. It means giving all qualified candidates—regardless of race, gender, age, disability, background, or education level—a fair chance to succeed. Equity doesn’t mean treating everyone exactly the same.
It means removing barriers that might keep someone from even getting in the door.
This could mean adjusting how you write job posts, how you screen resumes, or how you run interviews.
According to a 2022 McKinsey report, companies with diverse and inclusive teams outperform competitors by 36% in profitability. That’s not just good ethics—it’s good business.
Why Is This Harder for Small Businesses?
If you’re like most small business owners, hiring happens fast and without much formality. You may rely on friends, family referrals, or gut instinct. But while that feels personal, it often introduces bias—especially when you’re hiring from your own circle.
There’s also the time factor. You’re juggling daily operations, client work, payroll—and now, hiring. It’s easy to stick with what feels easy. But that doesn’t mean it’s working. The reality is: informal hiring often excludes great candidates who simply didn’t have access to the same networks.
Small businesses can’t afford bad hires—or missed opportunities. Building equitable hiring practices means setting up a process that finds the best person, not just the most familiar one.
How Do You Write Inclusive Job Descriptions?
Inclusive job descriptions are clear, welcoming, and focused on what actually matters. Ditch buzzwords like “rockstar” or “ninja,” which can feel exclusive or confusing.
Instead, describe the work in real terms. Say what the person will do daily, what skills are necessary, and what’s nice to have—but be careful not to turn preferences into rigid requirements.
Do you really need a four-year degree for a customer support role? Could five years of experience mean more than formal education?
Rethink what qualifications truly matter.
Also, consider adding a simple equity statement at the end of your job post. Something like: “We welcome candidates of all backgrounds and experiences. If you’re excited about this role, but not sure if you meet every qualification, we still encourage you to apply.”
Tools like Textio can also help you write more inclusive listings by flagging biased language.
How Can You Remove Bias from Interviews?
Bias shows up fast in interviews—especially informal ones. That’s why structure is everything. Start by creating a standard list of interview questions. Ask every candidate the same core questions and score their answers based on a rubric—not gut feeling.
Avoid questions that lean too much into “culture fit” and instead focus on “values alignment” and job-specific skills. Bringing in one more person to sit in the interview—someone with a different perspective—can help you spot things you might miss on your own.
Also, be mindful of scheduling. Offering flexible interview times or remote options can make your process more accessible to candidates with caregiving responsibilities, disabilities, or limited transportation.
What Tools Can Help with Equitable Hiring?
You don’t need enterprise-level software to make a difference. Plenty of tools are available—some free or low-cost—that help small businesses reduce bias and hire fairly:
- Applied anonymizes applications and uses data to make hiring decisions more consistent.
- Textio improves job description language for broader appeal.
- SkillSurvey automates reference checking with a standardized system.
Even a simple Google Sheet can help you compare candidates fairly—just set up a consistent scoring system and stick to it.
How Do You Attract More Diverse Candidates?
It starts with where and how you post your jobs. Go beyond Indeed or LinkedIn. Share your openings in community centers, trade schools, veterans’ networks, and disability-focused groups. Reach out to workforce development programs or career coaches in your area.
Also, show that your business is a place where people from different backgrounds can succeed. Use your website and social media to introduce your team, share your values, and talk about your commitment to fairness. If you’re just getting started with diversity, be transparent—people respect honesty over empty promises.
What If You’re Not Sure You’re “Doing It Right”?
That’s okay. No one has this perfectly figured out—especially not small businesses doing everything themselves. The important part is that you’re trying, listening, and improving. Ask candidates for feedback. Let them know you’re committed to equity and open to learning.
Equitable hiring practices are ongoing. It’s not about reaching a destination—it’s about building a process that evolves with you, your team, and your community.
Conclusion
Fair hiring isn’t just for companies with HR teams and big budgets. Small businesses can—and should—embrace equitable hiring practices. Doing so opens the door to better talent, stronger teams, and a more loyal workforce.
You don’t need to be perfect. You just need to be intentional.
If you’re ready to improve your hiring process but don’t know where to start, TBest Services can help.
We support small businesses with safe, secure, and fair recruitment—from job postings to candidate screening. Let us help you build a hiring process that reflects your values—and grows your business.
