You’ve probably heard a lot about fair hiring—standardized interviews, skill-based evaluations, bias reduction—but what does it actually look like when put into practice?
In this blog, we’ll walk through a complete, real-world example of a fair hiring process, step-by-step. You’ll see how one company designed and executed a process that was structured, inclusive, and completely focused on merit.
This isn’t theory. This is exactly how fair hiring can play out in a practical, everyday business setting—regardless of your company size.
If you’re new to this topic, take a moment to read the full Fair Hiring Process Guide for background.
🧠 The Scenario: A Mid-Sized Tech Company Hiring a Marketing Manager
Company size: 80 employees
Role: Marketing Manager
Challenge: Past hires had been inconsistent—strong on paper, but weak in collaboration and critical thinking. The team wanted a better way to ensure they were hiring not just the most “polished” candidate but the one best suited for the job.
Goal: Implement a structured, bias-free hiring process focused on real skills and culture-add value.
🛠 Step-by-Step: What the Fair Hiring Process Looked Like
Here’s a detailed breakdown of the steps they followed, with tools and examples you can apply to your own hiring.
Step 1: Writing an Inclusive Job Description
Instead of reusing their old job ad, they rewrote the posting with inclusive, clear, and skill-focused language:
| ✅ Done Right | ❌ What They Avoided |
| Focused on key deliverables (not jargon) | Buzzwords like “rockstar” or “ninja” |
| Listed “must-have” skills only | Overloading with 15+ qualifications |
| Highlighted DEI commitment | Unconscious bias in phrasing or tone |
➡️ Learn how to do this in What Are Fair Hiring Practices
Step 2: Posting Jobs to Diverse Platforms
They went beyond just LinkedIn:
- Community job boards
- DEI-focused job platforms
- Internal referrals with inclusive hiring training
- University alumni networks
The goal was to reach a wider pool without bias toward traditional resumes or backgrounds.
Step 3: Screening Candidates with Pre-Employment Assessments
They used two pre-employment tests:
- A marketing logic & planning test (simulated campaign design)
- A situational judgment test (SJT) on team collaboration and problem-solving
Why this worked:
It prioritized skills over background—letting candidates demonstrate how they think, not just what they’ve done.
📘 Curious how tests help? Read: How Pre-Employment Tests Can Help You Ensure Fair Hiring Practices
Step 4: Structured Interviews with Scoring Rubrics
They shortlisted 5 candidates and used the same set of structured questions for all, covering:
| Competency | Example Question |
| Problem-solving | Tell us about a time you had to redesign a failing campaign. What was your approach? |
| Collaboration | How do you handle conflict when working cross-functionally? |
| Strategic thinking | Describe a long-term marketing initiative you led. How did you measure success? |
Each response was scored on a 1–5 scale, using criteria pre-defined by the hiring team.
📋 See more at: Fair Hiring Process Interview Questions
Step 5: Reviewing Data Through a Fair Hiring Indicator
After interviews, they reviewed metrics through a custom-built spreadsheet:
| Stage | Observation |
| Sourcing | Balanced candidate pool by gender and experience level |
| Test Scores | Top 3 scorers came from non-traditional backgrounds |
| Interview Scoring | Highest interview score was not the flashiest resume |
| Final Decision | Based on test + interview average—not gut feeling |
This helped them stay objective and check for hidden bias.
Want to build one? Start here: Fair Hiring Indicator
Step 6: Sending Respectful, Clear Hiring Letters
They sent professional and timely communications to every candidate—both selected and rejected—with:
- Clear decision
- Warm, respectful language
- Invitation to apply again or stay in touch
📩 Need templates? Use: Fair Hiring Letters
🎯 The Results: What Happened Next
| Outcome | Impact |
| New hire ramped up in 3 weeks | Thanks to skill-based selection and role alignment |
| Team alignment improved | Clear criteria avoided internal disagreements in final decision |
| Candidate satisfaction went up | Feedback surveys showed 90%+ rated the process as “fair and respectful” |
| Broader applicant pool in future | Word of mouth attracted more diverse applicants in the next hiring round |
🙋 Frequently Asked Questions (FAQ) About Fair Hiring Process Examples
1. What makes this a fair hiring process example?
This hiring process is considered fair because it focuses on skills, consistency, and objectivity. Every candidate was given the same opportunity, assessed using structured interviews and pre-employment tests, and evaluated using a scoring system rather than gut feeling or assumptions.
2. Can small companies use the same fair hiring process?
Absolutely! You don’t need a big HR department or fancy software. Even small companies can use inclusive job descriptions, structured interviews, and simple spreadsheets to track fairness. What matters most is intention and consistency.
3. Why were pre-employment tests used in this example?
Pre-employment tests were used to objectively assess each candidate’s actual skills—not just what their resume said. It ensured that everyone had a fair shot to prove what they could do, especially those from non-traditional backgrounds.
📘 Learn more: How Pre-Employment Tests Can Help You Ensure Fair Hiring Practices
4. What if a candidate has a great personality but scores lower?
Fair hiring doesn’t ignore personality—but it gives more weight to proven ability and alignment with the role. That said, soft skills like collaboration and adaptability were also assessed through structured questions to capture the full picture.
5. How do I create scoring rubrics for interviews?
Start by identifying the core competencies needed for the role (e.g., problem-solving, communication). Then assign a 1–5 rating scale and describe what a poor, average, or excellent response looks like. Use the same rubric for every candidate.
Need examples? Check out: Fair Hiring Process Interview Questions
6. Do candidates actually like structured, fair processes?
Yes! Most candidates appreciate a process that feels transparent, consistent, and respectful. In fact, fair hiring builds trust—even with candidates who don’t get the job—because they feel judged on merit, not on guesswork.
💬 Final Thoughts: Fair Hiring Isn’t Just the Right Thing—It’s the Smart Thing
This example proves something important:
You don’t need fancy software or massive HR teams to make your hiring fair.
You just need intentionality, structure, and a focus on skills over surface.
And the payoff? You build stronger, more diverse, more capable teams—without sacrificing speed or performance.
✅ Want to Try a Fair Hiring Process Yourself?
Explore these key resources to get started:
