When it comes to bias and ethics in recruitment, no single person can fix the problem alone. It requires an all-in approach across the entire organization because these issues influence processes and mindsets at every level.

But many recruiters feel overwhelmed because there’s so much to get right.

Debi Easterday has spent 25 years working across industries like tech and healthcare, and one thing is clear: recruitment must always be human-centric.

Let’s understand how you can embody ethics and morality in your recruitment process from her perspective.

1. Use inclusive language 

Ethics and morality are central to how you attract and retain top talent. 

“I’ve heard people say, ‘It’s not grammatically correct to use they/them here, so I just put him.’ That’s just laziness. It’s looking for excuses not to change the mindset to include.”

The first step is ensuring you have the right recruitment tools, training, and tech to spot and remove bias.

For example, look closely at your job descriptions. If they say “he” or “postman,” you’re unintentionally turning candidates away before they even apply.

So, use inclusive language like “they” and avoid gendered terms.

2. Make leadership buy-in non-negotiable

If your leadership team isn’t fully committed to fair hiring, everything else falls apart. 

“We can put in all the tools and training we want, but if no one intends to follow or abide by them, it’s a moot point.”

It’s crucial to get buy-in from the top so everyone understands this is a critical priority.

In recruitment, leadership buy-in refers to the commitment and support from senior leaders and decision-makers, such as CEOs, HR heads, and hiring managers, to prioritize and enforce fair, ethical, and effective hiring practices across the organization.

Without that commitment, tools and training become just lip service.

3. Provide training and be accountable

Bias can sneak in at many points in the hiring process. You need to train your team thoroughly and hold them accountable to consistent, fair practices.

Be sure your recruiters know how to write clear, transparent job posts, and that every candidate gets the same interview experience. 

It’s about retraining your brain to think inclusively, and yes, it takes effort, but it becomes second nature over time.

4. Be transparent with candidates

“If you’re deceptive at the very first handshake, it’s probably going to go downhill from there.”

Candidates notice when job details aren’t clear. 

If your listing says “remote” but really requires onsite days, that damages trust from the start.

Always be upfront about work policies and what candidates can expect.

5. Protect candidate data like it’s your own

Candidate data privacy is serious business. Know your legal obligations and use secure recruiting software with features like two-step authentication and easy consent management.

“Keep yourself informed. Hackers are getting better, so be proactive.”

Ask your software providers about their security policies — if they fumble, that’s a red flag.

At Recruit CRM, security and privacy are top priorities. Features like two-step authentication and comprehensive consent tracking help recruiters do the right thing.

Ethical recruitment is about creating fair opportunities, respecting candidates, and building teams that truly reflect your values. 

So start making ethics your priority and transform the way you recruit today.

Watch: Let’s talk ethics and morality in recruitment! | The Recruitment Podcast EP10