Interviewing Transgender Candidates: 3 Tips for Recruiters

There are numerous benefits from hiring a diverse workforce, including improved creativity and innovation, increased understanding between different cultures and ways of thinking, more accurate representation of society, and higher customer satisfaction rates. Therefore, you should strive to make your workplace more inclusive, even it requires updating some of your company’s policies. When it comes to recruitment, it is not always straightforward and can be difficult for transgender people.

It is essential for human resource managers to understand the importance of being inclusive for all genders. While hiring, look for candidates who can bring new perspectives to your organization.

There are many ways that recruiters can attract more transgender candidates to apply for jobs at their company. For example, by talking about their commitment to an inclusive environment and by referring to their employees as “they” instead of “he” or “she”.

There are many ways to be welcoming and respectful to transgender people. By using these 3 tips, you can make your office more inclusive and help transgender people feel more comfortable.

  1. Ask the candidate what pronoun they prefer to use at the beginning of the interview.

If a candidate informs you that they are transgender and you are confused if their gender identity is male or female (particularly if they have a gender-neutral name), it is appropriate to inquire.

While some recruiters feel uncomfortable about doing this, most transgender people will prefer you to ask this question to prevent any misunderstanding.

  1. Keep your interview questions focused on work-related topics, not their personal life or gender identity.

Avoid asking personal questions like “What is your gender?” or “What’s your real name?” Just focus on work-related topics like “Can you tell me about a time when you were successful at your job? What skills do you bring to this position?”

We should avoid asking irrelevant questions regarding transgender candidates’ personal life or gender identity. Doing so can make them feel uncomfortable and/or embarrassed which will affect their performance during the interview. Do not ask about their transition process, surgical status, or plans for surgery unless it is relevant to the position.

Before you ask a transgender candidate a question that is not on your list, consider this: would you ask this question to a non-transgender candidate? If the response is “no,” you should normally refrain from asking the question (except for pronouns).

  1. Use the name the candidate tells you, even if it is different on official documents.

Unless they already have a gender-neutral name that they are happy with, many transgender people change their name officially at some point. However, it may take some time to formally update documents and records.

When you are interviewing a transgender candidate, it is important that they feel comfortable and respected. When you use the name the candidate tells you, even if it is different on official documents, you show them that they can trust you.

Additionally, when there is a gender change on an official document such as a driving license or passport, either ask for confirmation from the candidate or request that they send another copy of their identification.

If you have any further questions, related to the recruitment of transgender people, contact experts at National Gender Training. We have already helped several organizations across the country to comply with government regulations while also creating a more inclusive work environment for their employees.

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