April 24, 2024

How To Hire Diverse Talent for Open Roles

Woman of color with curly hair and a head wrap leading a meeting to discuss how to hire diverse talent

Through thoughtful recruitment practices, business leaders who hire diverse talent can maintain future company readiness and relevance. By implementing the strategies shared in this article, you can create environments where diverse talent thrives, driving innovation and business success. 

In a hurry? The Key takeaways include:

  • You’re encouraged to look beyond resume credentials and consider candidates’ unique experiences and perspectives to uncover hidden talent that may have been overlooked.
  • Proactively reaching out to marginalized individuals and providing opportunities for advancement can tap into a wealth of untapped talent and diversify teams.
  • Creating inclusive job postings and engaging with diverse communities through various channels, such as community organizations and social media platforms, can attract a broader pool of candidates to roles.
  • By diversifying recruitment channels and engaging with diverse communities, you can reach potential candidates who may not be actively searching for traditional job postings.

The Challenge of Advancing Diverse Talent to Senior Roles

In today’s increasingly diverse workforce, advancing diversity at senior levels has become a critical priority for businesses that want to foster inclusive environments. While many organizations recognize the importance of diversity, attracting diverse candidates to senior roles remains a challenge. 

However, by implementing more thoughtful recruitment practices, your brand can unlock the potential of diverse talent and drive meaningful change within your organization.

Recognizing Potential Beyond Traditional Qualifications

One key method to advance diversity at senior levels is to recognize the potential in diverse candidates beyond traditional qualifications. Often, marginalized individuals may not have had the same access to opportunities or resources as their counterparts. 

A recent 2023 study by Reputation Leaders tackles this point head-on. The report highlights the fact that while 80% of employers offer company-paid upskilling benefits, only half of workers (51%) utilize them. Moreover, structural barriers disproportionately affect women and people of color, limiting their access to skill development opportunities. 

By looking beyond resume credentials and considering diverse candidates’ unique experiences, skills, and perspectives, businesses can uncover hidden talent that may have been overlooked in traditional recruitment processes.

Highlighting Overlooked Talent

Another effective strategy you should consider when the goal is to hire diverse talent is to seek out and engage overlooked talent. Underrepresented individuals, including women, people of color, and individuals from marginalized communities, may face systemic barriers that hinder their career advancement. 

By proactively reaching out to these individuals and providing opportunities for advancement, businesses can tap into a wealth of untapped talent and diversify their leadership teams. One way of doing this proactive outreach is using our talent-matching platform, Talent Infusion.


With Talent Infusion, you can access a highly skilled and diverse talent pool to fill your roles from frontline to C-suite.

Thoughtful Recruitment Practices

You must adopt more thoughtful recruitment practices when the aim is to attract and hire diverse talent. This involves creating inclusive job postings that appeal to a diverse audience, using language that reflects the organization’s commitment to diversity and inclusion. 

Additionally, businesses should actively engage with diverse communities and organizations to reach potential candidates who may not be actively searching for traditional job postings.

A diverse group of professional women sitting around a board room table discussing how to hire diverse talent

Understanding Where Marginalized People Job Search

Understanding where marginalized people search for jobs is crucial in attracting diverse candidates. While traditional job boards and recruitment platforms remain important, underrepresented individuals may also turn to community organizations, networking events, and social media platforms to find job opportunities.

A 2020 Deloitte study emphasizes the advantages of providing opportunities for underrepresented populations, including:

  • Improved performance: Diversity and inclusion correlate with enhanced team performance, with businesses demonstrating greater gender and racial diversity often outperforming peers financially.
  • Talent attraction and retention: Sustainable job creation for marginalized groups can generate higher retention rates among new hires and existing staff. This is evidenced by a survey showing increased loyalty from millennials and Generation Z to employers who address issues important to them.
  • Strengthened social license to operate: Stable employment reduces vulnerability and enhances stability, contributing to better economic outcomes for marginalized individuals and their families and supporting broader economic equality objectives.


By diversifying recruitment channels and engaging with diverse communities, you can reach a broader pool of candidates and attract diverse talent to senior roles.

Strategies for Attracting and Supporting Diverse Candidates

When building diverse and inclusive organizations, you must adopt proactive strategies that attract and support candidates from all backgrounds. Here are strategies to consider for attracting and supporting diverse candidates from entry-level through senior leadership.

  • Implement Blind Hiring Practices: Remove bias from the recruitment process by anonymizing resumes and conducting skills-based assessments to focus on candidates’ qualifications rather than their background or identity.
  • Foster Inclusive Networking Opportunities: Create spaces where diverse candidates can connect with industry professionals, mentors, and peers, such as diversity-focused networking events, affinity groups, and online forums.
  • Offer Mentorship and Sponsorship Programs: Pair diverse candidates with experienced professionals who can provide guidance, support, and advocacy throughout their career development journey.
  • Invest in Diversity Training: Provide consistent training and education for hiring managers and employees to increase awareness of unconscious bias, promote inclusive hiring practices, and create a more equitable workplace culture.
  • Provide Pathways for Advancement: Develop clear pathways for career progression and advancement for diverse candidates, including access to leadership development programs, stretch assignments, and opportunities for promotion based on merit and performance.


By implementing targeted initiatives that support your efforts to hire diverse talent, you can create environments where diverse talent thrives and contributes to overall organizational success.

Ultimately, hiring diverse talent at all levels is not just a moral imperative but also a business imperative. Diverse leadership teams bring a range of perspectives, ideas, and experiences to the table, driving innovation, creativity, and ultimately, business success. 

By adopting more thoughtful recruitment practices and actively seeking out diverse talent, you can create inclusive environments where all employees feel valued, respected, and empowered to succeed.

Join the Talent Infusion community and explore the many ways we can assist your business in attracting and retaining diverse talent.

Read the latest thought leadership from the team.

Talent Infusion leverages a unified search engine and tailored recommendations to find Black and Brown candidates across curated talent pools.