Blog

Tech Meets Empathy: Building Inclusive Hiring Experiences 

1 Aug 2025

The world of recruitment has transformed rapidly in recent years. From AI-powered screening tools to virtual interviews and remote onboarding, technology has reshaped how employers connect with talent. At the same time, a growing awareness of mental health and wellbeing has highlighted the need for more empathetic, inclusive hiring approaches. As expectations shift, inclusive recruitment is no longer a ‘nice to have’- it’s essential. Employers aiming to attract and retain diverse, skilled candidates must ensure their hiring processes support accessibility, equity, and mental wellbeing from the start. 

The Digital Shift

Online platforms and digital tools have made recruitment more efficient and scalable. As recruitment becomes increasingly tech-driven, it’s vital that these tools enhance—not hinders—accessibility and fairness.  

Employers can create a more inclusive recruitment process by: 

• Auditing AI tools for bias to ensure they don’t disproportionately exclude candidates. Ensure tools are trained on diverse datasets to reflect a broad spectrum of applicant backgrounds and experiences.  
• Maintaining human oversight in decision-making, especially for shortlisting and final selections.  
• Offering alternative application formats for candidates who may struggle with online systems. For example, provide downloadable or printable documents, allow video or audio submissions, simplify application portals with clear navigation, plain language, and compatibility with screen readers. 
• Supporting virtual interviews and flexibility. Provide clear instructions and support for virtual interviews, including the option for phone-based alternatives where needed.  
• Creating a digital accessibility statement on your careers page, outlining available adjustments and how to request them. 

Mental Wellbeing in Recruitment

Mental wellbeing is an integral part of inclusive hiring. Being mindful of candidates who may be managing mental health conditions allows for greater accessibility and better outcomes for all. Millennial and Gen Z jobseekers are especially attuned to this as 47% state they want to be provided mental health support at their workplace, and 43% want to speak openly about mental health at the office. 86% of employers see mental health benefits as key for attracting new talent.

To support wellbeing throughout the recruitment journey, employers can: 

• Include a wellbeing statement in job packs, demonstrating your commitment to wellbeing and the support available to employees.  
• Clearly communicate timelines, interview formats, and expectations to reduce the stress of the unknown. 
• Offer flexibility, including additional time or breaks during interviews for neurodivergent candidates or those with health conditions. 
• Provide a named recruitment contact for questions or adjustments so candidates have a direct, confidential point of support. 
• Train hiring managers in mental health awareness and empathetic interviewing.  
• Encourage open communication, assuring candidates that any personal disclosures will be treated with respect and confidentiality. 

Building a Culture of Inclusion from the First Interaction 

True inclusion means designing processes that work for everyone - that starts with the very first touchpoint a candidate has with your organisation. When people see themselves reflected in your brand and feel welcomed from the start, they’re more likely to engage—and stay. 
 

Employers can build including from the beginning by: 

• Showcasing your values in job descriptions and on your careers page. 
• Sharing employee stories that reflect a range of lived experiences and identities. 
• Partnering with organisations that support underrepresented groups to broaden reach and visibility. 

As recruitment continues to evolve, inclusion must remain at the heart of every hiring decision. By embracing accessible technology, prioritising mental wellbeing, and designing fair, flexible processes, employers can unlock the full potential of today’s diverse workforce.  

Inclusive hiring isn’t just the right thing to do—it’s how we build stronger, more innovative, and more resilient workplaces for the future.