How to Attract Diverse Talent: Effective Strategies for Inclusive Recruitment

One of the biggest challenges in recruiting diverse talent is simply reaching the right people. This is especially true in industries that have historically struggled with diversity. To overcome this, it is helpful to consider how social networks naturally form. Research on “social network theory” shows that people often connect with those similar to themselves (McPherson, Smith-Lovin, & Cook, 2001).

Furthermore, studies have shown that when search committees include underrepresented minorities, they are more likely to attract diverse candidates (Granovetter, 1973). For recruitment, this means that if your hiring team reflects a variety of backgrounds and experiences, they are more likely to reach candidates from a broader spectrum of demographics, expanding your organisation’s reach and ability to tap into diverse networks. Diverse recruitment teams also add a layer of trust and credibility to the process, as candidates are more likely to feel they are being approached by someone who understands their perspective.

Once you have captured the attention of diverse candidates, the next step is to help them see your organisation as a place where they can thrive. This is all about creating a strong sense of “fit.” Importantly, it is not about trying to be something you are not—it is about showing your organisation as it truly is and ensuring that all candidates feel welcome.

Research supports the idea that stereotypes in recruitment materials can harm candidate perceptions. According to stereotype threat theory (Steele & Aronson, 1995), when candidates are aware of stereotypes related to their group, they may feel less confident and avoid applying to environments where those stereotypes might be active.

For instance, if job postings subtly evoke stereotypes about gender, ethnicity, or age, candidates from these groups may sense that they will not “fit” and thus self-select out of the application process. To avoid this, frame job requirements in behavioural terms instead, such as describing adaptability by saying, “You’re able to adjust to changing priorities and maintain focus on your tasks as project needs evolve,” rather than relying on trait-based language like “highly adaptable.” Behavioural language appeals to candidates from all demographics, reducing the risk of stereotypes and promoting a welcoming and inclusive recruitment process.

In today’s recruitment landscape, candidates quickly pick up on whether a company truly values diversity and inclusion. Inclusive recruitment involves small but impactful actions. For example, studies indicate that proactive support for applicants, such as offering adjustments for disabilities, significantly improves candidates’ perceptions of inclusivity (Lindsay et al., 2019). This approach fosters a more inclusive recruitment experience and signals that the organisation values accessibility and is open to all candidates.

Additionally, an explicit commitment to diversity and inclusion in job postings can attract more diverse applicants. Research by Avery (2003) shows that organisations with clear diversity statements are more attractive to diverse applicants, especially those from underrepresented groups.

Similarly, being intentional and inclusive with the language on your application forms and job requirements (e.g., avoiding unnecessary physical demands) signals that your company is open and accessible to all.

Today’s candidates are discerning and can tell when a company’s diversity claims do not align with reality.

To attract diverse talent, authenticity in diversity representation is crucial; candidates are more likely to feel welcome and attracted to an organisation when they see genuine diversity, particularly in leadership roles (Roberson & Park, 2007).

Diverse leadership teams play a crucial role in attracting diverse talent. Research by Thomas and Ely (1996) highlights that seeing people who reflect their backgrounds in leadership positions makes candidates feel a sense of belonging. Showcasing genuine diversity in your team, particularly at higher levels, demonstrates that inclusivity is a core part of your organisation’s culture — not just a tagline — and helps candidates trust that they will belong and grow within the company.

Attracting diverse talent and fostering an inclusive culture requires more than good intentions. It takes a strategic approach and dedicated efforts to make all candidates feel valued and welcomed. From building a diverse recruitment team to using inclusive language, proactively supporting applicants, and authentically showcasing diversity, these strategies will set you apart as an employer who truly welcomes everyone. It helps you cultivate a reputation for inclusivity and become a top choice for diverse talent, creating a stronger and more dynamic organisation.

We help organisations deliver fair, objective recruitment practices through innovative online learning solutions. The Kandola+ Inclusive Recruitment programme provides personalised feedback and insights into your hiring managers’ strengths and growth areas, guiding them on how to avoid common pitfalls of bias.

You can start today – empower your recruitment process with tools and strategies that foster a genuinely inclusive hiring approach and make inclusion a cornerstone of your organisation’s success.