Making technology recruitment processes in DACH more accessible

Creating more accessible and DEIB-friendly recruitment practices in tech isn’t just the “right thing to do”, it’s a strategic advantage. Why?

1.  The global impact of the software industry

Software developers build tools millions of people use daily globally, from banking apps to healthcare platforms, to AI. The sheer scale of reach means the risk of negative impact are just as possible as the upsides. Establishing diverse teams fosters unique perspectives which creates technology that is accessible and reflects the needs of their actual user base, whereas homogenous teams run the risk of “groupthink” and products built with cultural blind spots.

2.  Diversity fuels innovation

It’s estimated diverse teams are 1.7 times more innovative than non-diverse teams, with gender diversity alone accounting for a 21% increase in executive team performance. This is often due a wide range of traits and experiences, for instance neurodiverse individuals on average have been shown to possess stronger abilities in pattern recognition, creative problem-solving and the ability to focus on complex systems compared to their neurotypical counterparts.

3.  Developer shortages

The DACH region faces a large developer shortage, with Germany alone requiring approximately 149,000 additional IT specialists annually. Inaccessible recruitment practices limit an organisation’s ability to attract highly skilled talent that may not perform best through traditional hiring practices such as time-pressure tasks.

4.  Rigid Interview task performance ≠ Real-World Performance

Many traditional tech hiring practices such as coding tests, whiteboards and timed tests don’t reflect a developer’s actual job performance and overlook many excellent candidates as a result. For instance, great engineers may not be fast coders on command, others may possess skills that aren’t captured in standardised tests like debugging, collaboration or architecture. Allowing candidates to select how they can best demonstrate their skills better reflects real-world flexibility and creates inclusive, and diverse work cultures with increased cultural, social and global fluency.

So, what next?

Implementing DEIB Strategies that work

1. Start with the job listing

The language we use has power, particularly in underrepresented groups. Using corporate jargon, gender-coded language and cultural idioms can pose a barrier to high-quality candidates who may be non-native speakers.

Actionable steps to implement:

• Use neutral inclusive language tools e.g. Textio, Gender Decoder
• Use clear, plain English and avoid technical terms except where necessary
• Including the job description in both English & the language native to the job region
• Clearly outline the interview process upfront
• State your commitment to DEIB & willingness to offer accommodations during the interview process

2. Transparent interview processes

Ambiguity, bias or inconsistency can deter highly qualified diverse candidates, making it essential to be transparent to keep candidates motivated to progress through the interview stages.

Actionable steps to implement:

• Include a clear interview process timeline prior to the first interview
• Who will be interviewing the candidate at each stage
• When to expect decisions to be made
• What tasks will be involved

4.  Training Interviewers for bias

Unconscious bias at interview stages can lead to losing out on great candidates no matter how DEIB inclusive your company is. In Germany, it’s estimated only 15-20% of companies provide DEIB training to hiring managers.

Actionable steps to implement:

• Run “mock” or “best-case” interviews to set clear & tangible standards for what success looks like
• Debrief post-interview as a team to allow for multiple perspectives and safeguarding against individual “gut-feeling” based decisions
• Train hiring managers on neurodiversity, disability and intersectionality inclusion

6.  Show, don’t tell

Sharing inclusive hiring success stories isn’t just about “making the company look good’’. Highlighting diverse talent across your career pages is essential to help prospective candidates see and feel that they are being adequately being represented in the workplace. For instance, HelloFresh regularly publishes stories on DE & I initiatives such as bias-training interviewers, women in tech scholarship and structured DE & I committees across offices. GetYourGuide’s ‘Incredible Women’ group has brought together women of all backgrounds since 2021 to host regular workshops, networking presentations and activities all aimed at facilitating connection and discussion that supports women taking charge of their professional growth.

How we can help

Here at Cavendish Professionals, hiring isn’t just about filling roles, it’s about building high-impact communities that educate, empower and uplift individuals. Interested in hearing how we can help support your talent needs? Head over to our contact us page, or for specialist DEIB hiring reach out to Francesca Pollard, DEIB Community Founder & Advisor/ Principal Consultant specialising in the DACH region.