We spoke with Lina Beaman, Head of Operations at Tech Talents, a consulting and recruitment company specializing in tech talent. Lina has worked with recruitment and HR since 2008, and with her extensive experience, she shares her thoughts on what it really takes to build a recruitment process that is genuinely inclusive.
What is the biggest challenge or pitfall you see companies facing when trying to create an inclusive recruitment process within tech?
“One of the biggest challenges is that recruitment often relies more on gut feeling than on structured assessment. It’s human nature, we’re drawn to what feels familiar. But that also means we might unconsciously favor candidates who resemble ourselves (the so-called similarity bias). In the tech industry, where many teams are already relatively homogenous, it becomes especially important to actively break that pattern.
Another common pitfall is not taking the time to analyze how you actually recruit. Many companies aspire to be inclusive, but lack a clear strategy for how to embed that mindset throughout the entire process – from the job requirements and advertising to selection, interviews, and onboarding. Inclusion requires active, long-term work – not just good intentions.”
The job requirements are a critical part of the process – what should companies keep in mind to avoid making them (unintentionally) exclusive?
“The job description is the foundation of the entire recruitment process. It largely determines who will even apply. I always recommend distinguishing between ‘must-have’ and ‘nice-to-have’ skills – and daring to challenge old templates. Does the candidate really need that specific experience, or could they learn along the way?
The language used in the job ad can also be crucial. Certain word choices can, without us realizing it, signal who ‘fits in.’ By using neutral and behavior-based language, you make the ad more inclusive and fair. It’s also wise to let several people with different perspectives review both the requirements and the ad. That reduces the risk of unconscious bias slipping in – and increases the chance that the message truly reflects diversity and openness.”
How do you think the candidate experience ties into inclusion? Are there aspects of communication or interaction that make a particular difference?
“The candidate experience and inclusion go hand in hand. A candidate who feels seen, respected, and fairly assessed not only has a better experience – it also strengthens the company’s reputation as an attractive employer.
It’s very much about communication and transparency: being clear about the process, providing regular feedback, and creating a safe and open dialogue. At Tech Talents, we often see that the way candidates are treated becomes the deciding factor in how they perceive us. A warm, respectful, and professional approach builds trust – and trust is the foundation of inclusion.”
Finally, taking a step back, what do you think is most important to keep in mind for anyone who wants to build an inclusive and sustainable recruitment process in tech?
“Inclusion isn’t about a single activity or separate initiative. It’s a mindset – something that needs to permeate everything we do, from how we write our job ads to how we welcome and onboard new employees.
Building something sustainable also takes courage. Courage to question old ways of working, challenge assumptions, and stay curious about learning new things. Inclusion doesn’t happen on its own – it’s the result of conscious choices at every stage of the process.
An inclusive recruitment strategy isn’t just about attracting more candidates. It’s about creating better matches, stronger collaboration, and more innovative teams. When people with different backgrounds and experiences are given the chance to contribute on their own terms, both the organization and the individual grow. You have to truly believe in the value of diversity.
When we start viewing differences as a strength rather than something that needs to ‘fit in,’ we’re well on our way to recruitment that truly makes a difference.
Ultimately, inclusive recruitment isn’t about filling a position – it’s about building a culture where people with diverse perspectives, experiences, and motivations can contribute and thrive. That’s how we create sustainable teams – and a tech industry that better reflects the society we live in.”
About Tech Talents
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Contact:
Lina Beaman, Head of Operations, Tech Talents
lina.beaman@techtalents.se
+46 738 23 24 10
