In the competitive world of recruitment, attracting diverse candidates can be a challenge. We asked leaders, including CEOs and founders, to share their successful strategies. From optimizing job descriptions for impact and growth to expanding sourcing channels and engaging with organizations, their insights provide a roadmap for successful diversity recruitment.

Optimize Job Descriptions for Impact and Growth

Start at the beginning with your job description and remember that it is a two-way street.

So often, job descriptions are written with the focus of what the candidate will do for the organization, and they miss the opportunity to communicate with candidates about the larger impact of the role and organization, how the candidate will grow in the role and what kind of support they will receive through professional development and inclusive policies.

Studies show that members of under-represented groups are more likely to apply if they clearly see their potential for impact and growth, especially in a competitive environment – and that has panned out in practical implementations.

Sofie Leon
DEI Consultant Manager, Peoplism

Leverage Diverse Platforms and Inclusive Branding

At DasFlow, we had success in recruiting a diverse team during a competitive period by leveraging localized job boards in diverse communities and promoting our vacancies on platforms aimed at underrepresented groups.

A key success strategy was not just advertising on diverse platforms, but ensuring our own employer brand and job descriptions were appealing and inclusive. This approach was effective in drawing in a diverse pool of highly qualified candidates.

Nicolas Krauss
Founder and CEO, dasFlow Custom Athleisure Apparel

Forge Relationships with Diverse Start-ups

Recruiting diverse candidates can be especially challenging in a competitive job market. One uncommon approach I used was to create relationships with small start-up organizations that lack the necessary resources but have a diverse pool of potential employers.

By providing assistance and guidance, such as resume critiques and interviewing techniques, I could identify promising candidates from these unique sources. This helped me meet my hiring goals while promoting diversity in the workplace.

Michael Alexis
CEO, Virtual Team Building

Implement Blind Recruitment and Diversify Advertising

Recruiting diverse candidates became one of our top priorities. Our most effective strategy was implementing blind recruitment. By anonymizing resumes and applications, removing identifiers like names, genders and educational institutions, we leveled the playing field. This reduced unconscious bias and allowed us to focus solely on skills and experiences.

Additionally, we diversified our job advertising platforms, reaching out to niche job boards catering to various communities and groups. The result? Not only did our candidate pool become significantly more diverse, but the quality of our hires also improved, reflecting a broader range of perspectives and experiences that enriched our team dynamics and problem-solving capabilities.

Alex Stasiak
CEO and Founder, Startup House

Employ Proactive Outreach and Engagement

I successfully recruited diverse candidates through strategic and well-researched methods. Rather than traditional approaches, I employed proactive outreach and engagement strategies to attract top talent. This involved identifying individuals with unique skills and experiences and reaching out to them directly.

The key was conducting thorough research to ensure a tailored and genuine connection. This approach not only expanded the pool of candidates but also contributed to a more diverse and skilled team.

Kimberley Tyler-Smith
VP of Strategy and Growth, Resume Worded

Expand Sourcing Channels and Engage with Organizations

When faced with the challenge of recruiting diverse candidates, we focus on three key strategies.

One, we expanded our sourcing channels beyond traditional job boards, tapping into niche online communities and industry-specific forums to reach a wider audience. Two, we revised job descriptions and requirements to be more inclusive, emphasizing skills and potential over specific experience.

Last, we actively engaged with diverse professional organizations, attending their events and fostering partnerships to gain access to a broader talent pool. These strategies not only led to a more diverse applicant pool but also helped us attract top-tier talent, enriching our team with unique perspectives and experiences.

Mark Damsgaard
Founder and Head of Client Advisory, Global Residence Index