Today, most leading organizations recognize that there are enormous disparities in gender, ethnic and racial diversity among workers at all levels. And although the corporate world has come a long way in making progress on correcting these inequities, research shows that many businesses still struggle to implement diversity recruitment practices that actually work.

Instead of looking for a quick fix or temporary solution, companies with successful diversity, equity and inclusion (DEI) initiatives typically revisit their recruitment practices periodically to ensure that all processes are evolving with the changing needs of the business. While it’s true that recruitment is only one small part of a greater DEI strategy, it serves a critical function and should be prioritized.

To help get you started, we’ve outlined several high-impact strategies to take into consideration when evaluating your current diversity recruitment plan.

Diversity recruiting is the process of intentionally seeking out job candidates who represent many different sociocultural backgrounds and identities. This also means taking steps to make the recruiting, hiring and promoting processes more equitable and fair by removing or mitigating the effects of unconscious bias or other systemic barriers.

Diversity recruiting also means sourcing and hiring employees of differing intellectual and physical abilities, genders, sexual orientations, religions, class backgrounds, nationalities and social standings.

Explore more DEI resources: Taking action on workplace diversity starts at the top. Download this free diversity presentation template to arm your executive team with all the information necessary to move the needle on DEI.

As previously mentioned, diversity recruiting actions and policies should constantly be evolving as new information is gathered. Once you have finalized a strategy for how you’re going to address diversity as part of your greater recruitment plan, it’s important that you continue to monitor the progress of your initiatives and make adjustments where necessary. The strategies highlighted below should be expected to grow and change to meet the needs of the business as well as your employee base. Let’s get started.

When it comes to sourcing candidates, top talent representing diverse identities and backgrounds can be found on any major recruiting website. However, other employers competing for these candidates are likely searching on all the same job boards as you are. To get ahead of the curve, you have to get more creative.

To maximize your search on job boards, look for users who belong to specific diversity-oriented groups or are a part of diverse organizations. For example, you could look for alumni of historically black colleges or universities (HBCUs) or diverse fraternities or sororities.

An effective hiring practice that promotes diversity is through an ongoing nurture program. Your database of job candidates is an often untapped pool of potential that you can continuously re-engage and push through your recruiting funnel. Try up-leveling your recruitment nurture by:

Although your primary method of sourcing candidates may rely on the most popular recruitment boards, there are a number of smaller job boards that have popped up over the years that are specifically designed to connect employers with diverse candidates.

Here are a few noteworthy examples:

Interviewing is a critical part of the recruiting process, but it can also be extremely biased. You may already have a robust, formalized interview process in place but similar to other practices mentioned in this article, it’s critical to revisit this periodically to ensure it’s still effective.

Here are some questions to consider when evaluating your current interview practices:

Recruiting for diversity is important, but recruiting alone won’t be enough to beat out competing employers for top diverse talent. Here are a few ways to go beyond recruiting and attract diverse candidates to your organization.

It’s never too late to re-evaluate how you’re thinking about diversity, equity and inclusion as part of your greater talent acquisition strategy. With this resource, you’re armed with all the information you need to re-strategize and solidify what processes will work best to serve your greater DEI goals.

Read more: Recruiting diverse talent is only one piece of a much larger puzzle. Discover how to promote diversity, equity and inclusion in the workplace to ensure your work environment is suitable for both current and prospective employees.