Diversity Recruitment in Action: AI, Blind Hiring, and Inclusive Strategies

Traditional hiring methods no longer suffice as companies seek innovative ways to identify and attract top talent while ensuring a diverse and inclusive workforce. Diversity recruitment is at the forefront of modern hiring strategies, helping companies mitigate bias and create opportunities for candidates from all backgrounds. 

Ross Cadastre, a seasoned recruitment expert and Founder of ITS Global, has spent nearly three decades refining hiring strategies. He champions unconventional recruitment methods that break barriers, mitigate bias, and create inclusive opportunities for top talent.

Rethinking Hiring: The Rise of Diversity Recruitment Strategies

“Unconventional recruitment methods encompass innovative approaches that diverge from traditional hiring practices,” says Ross. 

These methods aim to address biases, expand access to diverse talent pools, and move beyond outdated evaluation criteria. 

Here are some of the key diversity recruitment tactics reshaping the hiring landscape Ross shared on America Back to Work:

• Blind Recruitment: By removing names, genders, and ages from resumes, companies can reduce unconscious biases and focus on skills and qualifications. “We see this benefiting underrepresented groups, such as women and BIPOC candidates, by ensuring they are judged on their capabilities rather than their demographic,” explains Cadastre.
• AI-Powered Screening Tools: Ross’ company has developed AI tools that assess resumes, match candidates to roles based on qualifications, and eliminate subjective decision-making. “AI helps recruiters focus on top talent rather than being influenced by personal biases,” he notes.
• Innovative Assessments: Techniques such as hackathons, gamified assessments, and VR simulations allow companies to evaluate a candidate’s problem-solving abilities and teamwork. “These aren’t just for tech roles—marketing professionals can develop strategies, project managers can craft plans, and customer service reps can handle simulated interactions,” Cadastre says.

The Power of Video Submissions in Hiring

One standout method gaining traction in diversity recruitment is video submissions. Rather than relying solely on a resume, candidates submit short videos answering specific questions. 

“This allows recruiters to assess communication skills, authenticity, and enthusiasm before an interview,” Ross explains. 

He believes this method adds a personal touch to hiring, making identifying candidates who align with a company’s culture and values easier.

Employee Referrals: Incentivizing Internal Networks for Diversity

Referral programs have long been a staple in recruitment, but Ross emphasizes the importance of strategically leveraging them for diversity recruitment. 

“Employees know the company’s culture best. When they refer candidates, it’s often a better fit, and companies can attract hidden talent that might not apply otherwise,” he says. 

By offering incentives, businesses can encourage employees to tap into their networks, leading to stronger, more diverse teams.

Social Media and Targeted Outreach for Diversity Recruitment

LinkedIn has revolutionized how companies connect with potential hires. 

“Social media targeting allows recruiters to pinpoint candidates with specific skills, experiences, and interests,” says Ross. 

Through paid ads and targeted outreach, companies can reach passive candidates who might not be actively job-hunting but are open to the right opportunity.

Creating an Inclusive Diversity Recruitment Experience

Attracting diverse talent is only part of the equation—retaining them requires a welcoming and inclusive candidate experience. 

“A company’s hiring process should reflect its commitment to equity and inclusion,” Cadastre emphasizes. 

He highlights that a positive candidate experience fosters trust, strengthens employer branding, and ensures candidates feel valued from the start.

Unconscious Bias in Hiring & The Role of AI in Diversity Recruitment

Bias, even unintentional, can influence hiring decisions. Cadastre recalls early in his career when recruiters favored candidates from certain universities simply because past hires had performed well. 

“It wasn’t intentional bias, but it limited diversity,” he admits.

Structured interviews, standardized assessments, and AI-powered selection tools ensure that every candidate is evaluated based on objective criteria rather than personal preferences.

The Future of Diversity Recruitment: What’s Next?

Looking ahead, Ross envisions several key trends shaping the future of hiring:

• AI and Data Analytics: “Technology will enhance recruitment, but relationships will remain central,” he says. AI will streamline processes, allowing recruiters to focus on meaningful interactions.
• Remote Work and Global Talent: As companies embrace remote work, hiring will become increasingly borderless. “We’re seeing companies tap into talent pools worldwide, hiring professionals in different time zones and cultures,” Cadastre notes.
• Skills-Based Hiring: Traditional markers like degrees are becoming less critical. “Employers want to know what candidates can do, not just where they studied,” he explains.

Transforming Recruitment for the Future

The recruitment industry is undergoing a profound transformation, and leaders like Ross Cadastre are at the forefront. By embracing diversity recruitment strategies, leveraging technology, and fostering inclusive hiring practices, companies can build stronger, more diverse teams that drive business success. 

As Cadastre puts it, “Recruitment isn’t just about filling roles—it’s about creating opportunities, shaping futures, and building organizations that reflect the world we live in.”

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