Having inclusive messaging is a good start in attracting diverse talent to your hiring event, but inclusive messaging alone is just one tiny piece of the puzzle. Candidates today are discerning and can tell if your DEI recruitment efforts are genuine.
So, how can you ensure your hiring event stands out for the right reasons? In this blog, we’ll explore actionable strategies to market your event with authenticity—crafting inclusive messaging, engaging diverse communities through multiple channels, and positioning your organization as a true advocate of DEI.
Let’s dive in and make your next hiring event attractive to a diverse body of prospective candidates.
Craft Inclusive Event Messaging and Outreach Campaigns
Want to attract diverse talent to your hiring events? It all starts with your messaging. Candidates pay close attention to how companies talk. For Diversity talent, they are more likely to be on the lookout for information on diversity, equity, and inclusion (DEI). If your outreach feels generic or performative, they’ll move on.
Instead, be intentional. Show – don’t just tell – how your company supports underrepresented talent. When done right, inclusive messaging will do more than just boost attendance; it builds trust and positions your organization as a truly welcoming workplace.
Saying, “We value diversity and inclusion,” isn’t enough. Candidates want to see the receipts in the form of accountable actions. Highlight specific initiatives like Employee Resource Groups (ERGs), mentorship programs for underrepresented employees, or awards your company has received for its DEI efforts.
If you have real stories from employees who’ve benefited from these programs, even better – You now have materials for a DEI social media campaign. Personal experiences resonate far more than corporate buzzwords.
How to Start Crafting Inclusive Hiring Event Outreach Campaigns
1. Get Your Hands on the Global Diversity, Equity & Inclusion Benchmarks
Need a benchmark for your DEI messaging? Check out the Global Diversity, Equity & Inclusion Benchmarks (GDEIB). It’s a free, research-backed resource that helps organizations refine their DEI strategies—including how they communicate them.
2. Put Diversity in the Spotlight—Starting With Leadership
Job seekers want to know that diversity isn’t just a hiring goal but a company-wide priority. One of the best ways to show this? Highlight diverse leadership. Featuring executives and managers from underrepresented backgrounds in your event promotions sends a clear message: career growth at your company is for everyone.
A short video of a senior leader sharing their experience or a simple testimonial about how the company fosters inclusivity can make a huge difference in how candidates perceive your workplace.
3. Create Content That Connects With Underrepresented Talent
A one-size-fits-all approach to hiring event promotions won’t cut it. Diverse candidates want to see content that speaks to their unique experiences and career challenges. Consider creating:
- Blogs & Webinars tackling industry-specific barriers for underrepresented candidates—and how your company helps overcome them.
- Employee Spotlights featuring real stories from diverse employees about their career journeys at your organization.
- Localized Messaging that reflects the cultural and regional diversity of your hiring markets.
The more personalized your outreach, the more likely candidates are to engage.
4. More Inclusive Job Postings - And Avoid Unintentional Barriers
Even the best hiring event promotions can fall flat if your job descriptions turn candidates away. Here’s how to ensure yours are truly inclusive:
Check for Gender Bias: Use tools like the Gender Decoder to remove subtle gender-coded language that might discourage applicants. Simplify Job Requirements: Skip unnecessary qualifications that might weed out talented candidates. Focus on must-have skills, not outdated degree or experience expectations.
IBM and Accenture require degrees for only 29% and 43% of their IT jobs, respectively (Stand Together, 2023).
Ditch the Jargon: Clear, plain language makes your job postings accessible to all candidates, regardless of background. Get a Second Opinion: Before posting, run job descriptions by your ERGs or DEI team for feedback. They’ll catch things you might not.
Need to give your talent communication strategy a boost? Continue your reading with Rakuna’s guides on pre-event communication and post-event follow-up!
Use Diverse Imagery and Language in Promotional Materials
The visuals and language you use in your hiring event promotions speak volumes about your commitment to diversity. If candidates don’t see themselves reflected in your marketing, they may assume your company isn’t the right fit for them.
Candidates can spot inauthenticity a mile away. Instead of using generic stock images, highlight real employees and past event attendees in your marketing materials. Whether it’s photos of your team, behind-the-scenes footage from past hiring events, or employee testimonials, these real-life visuals make a stronger connection with candidates.
Best Practices to Start Using Diverse Imagery and Language in Promotional Materials
1. Use Real & Authentic Photos of Your Organization
Invest in custom photo and video shoots featuring your actual workforce. Not only does this create a more genuine representation, but it also reinforces your employer brand.
2. Prioritize Accessibility in Visuals
Inclusive imagery isn’t just about who appears in your photos and videos—it’s also about how accessible your materials are. Make sure all promotional content is designed with accessibility in mind:
✅ Alt text for images so visually impaired users can engage with your content.
✅ Closed captions on videos to support hearing-impaired candidates and non-native speakers.
✅ High-contrast visuals and readable fonts to accommodate those with visual impairments.
By taking these steps, you ensure that everyone—not just some—can engage with your hiring event promotions.
3. Showcase Diversity Across Multiple Dimensions
Diversity isn’t one-dimensional. True inclusivity means representing a mix of gender, race, age, ability, and more. A promotional campaign featuring only young, able-bodied professionals, for example, can unintentionally signal that your workplace lacks opportunities for older or disabled candidates.
- However, it’s important to recognize that some roles, such as those in law enforcement or emergency medical services (EMT), have specific physical requirements that may limit the pool of eligible candidates. For these positions, a tactful approach is essential – focus on highlighting the diverse skills, experiences, and perspectives that candidates bring to the table, even within the constraints of the role.
- For other industries and positions, be intentional about showcasing a wide range of identities in your visuals and messaging. This not only reflects the richness of your workforce but also signals to candidates that your organization values inclusivity and belonging at every level.
4. Speak Their Language - Literally
Language barriers can be a major hurdle for diverse candidates. If you’re trying to attract multilingual talent, meet them where they are by translating your promotional materials into your targeted candidates’ languages. Even small steps, like adding subtitles in different languages for video content, can significantly expand your reach and engagement.
5. Audit Your Messaging to Keep It Bias-Free
As discussed in the previous section, unconscious bias can easily sneak into your recruitment process, especially marketing materials. That’s why it’s essential to regularly audit your visuals and copy for unintended stereotypes or exclusionary language. So don’t forget to
✅ Run your materials by your DEI team or Employee Resource Groups (ERGs) to catch anything that might need adjusting.
✅ A simple language tweak can make a big difference. Instead of saying, “Looking for rockstar engineers,” opt for “Seeking innovative engineers.” This subtle shift helps remove gender-coded language that might unintentionally deter some applicants.
Case Study: Good American’s Inclusive Advertising Approach
A great example of authentic representation in marketing comes from Good American, the fashion brand co-founded by Emma Grede and Khloé Kardashian. The brand has built a strong reputation for inclusivity through its annual nationwide casting call, which invites diverse women of all sizes (00 to 24) to model in its seasonal campaigns.
According to Forbes, in their list of companies that successfully execute DEI Advertising:
Rather than relying on traditional modeling agencies, Good American directly engages with underrepresented talent and showcases a diverse cast of real, ordinary women in its advertisements.
Their approach underscores a valuable lesson for hiring event marketing: when candidates see people who look like them, they’re far more likely to engage.
By ensuring your promotional materials accurately reflect diversity – both visually and linguistically – you create an inclusive, welcoming experience for all candidates.
Leverage Multiple Digital & Traditional Channels
A one-size-fits-all approach won’t cut it when trying to attract diverse talent to your hiring events. To reach underrepresented candidates effectively, you need a multi-channel strategy that meets them where they are—both online and offline. This means diversifying your outreach beyond traditional job boards and LinkedIn to platforms that genuinely connect with different communities.
How to Start Leveraging Multiple Marketing & Social Channels?
1. Start Your Research With These DEI Platforms & Sites
If you’re only posting on mainstream job boards, you might be missing out on qualified talent from historically marginalized groups. Make sure your event promotions are visible in spaces where diverse candidates actively seek opportunities:
✅ Diversity-focused job boards: Platforms like DiversityJobs, HBCU Connect, and Women for Hire cater specifically to diverse job seekers.
✅ Community-based social media groups: Many professionals network in Facebook groups, Reddit forums, and Discord communities tailored to their backgrounds, industries, and identities. Your team can start by forming a central DEI keyword table to target your candidates and search these forums & sites using those keywords.
✅ Advocacy organizations and university partnerships: Partnering with groups like the National Society of Black Engineers (NSBE) or Out in Tech can help expand your event’s reach to diverse student and professional communities.
2. Think Outside the Box: Engage Candidates Where They Are
Sometimes, the best way to reach diverse candidates is by stepping outside of traditional recruitment channels. Consider creative ways to engage candidates through cultural and professional spaces they already trust:
✅ Podcasts & Virtual Panels: Sponsoring or guest-speaking on career-focused podcasts that cater to underrepresented groups—like Women at Work by Harvard Business Review or CodeNewbie for aspiring tech professionals—can be a highly effective way to connect.
✅ Community Events & Cultural Festivals: Instead of limiting hiring events to job fairs, consider sponsoring or setting up booths at cultural festivals, industry meetups, or student organization events. These informal spaces help build relationships and trust before diving into recruitment conversations.
✅ Niche Online Forums & Slack Communities: Professionals from diverse backgrounds often gather in online spaces like r/BlackSTEMinists/ on Reddit or industry-specific Slack groups for women in STEM, LGBTQ+ professionals, and more. Engaging in these communities through meaningful participation (rather than just posting job ads) can organically build interest in your hiring events.
3. Micro-Target Your Audience With (Non-Backbreaking) Digital Outreach
Today’s recruitment technology allows for precise targeting—so why not use it to your advantage? If you have already cast a wide net, that’s great! Let’s shorten the net and tailor your digital outreach to ensure your hiring event invitations land in front of the right candidates:
✅ Social Media Micro-Targeting: Platforms like Facebook, Instagram, and LinkedIn allow you to target ads based on demographics, interests, and professional affiliations. Similar to Niche Online Forums & Slack Communities, you can use this to reach candidates who follow diversity-focused organizations, universities, or industry groups.
✅ Text Messaging Campaigns: Not every candidate has easy access to a laptop or broadband internet. SMS outreach can be a game-changer for engaging candidates in areas with limited online access. Use text campaigns to send quick reminders, personalized event invitations, and real-time updates.
💡Tip: Personalize SMS messages for maximum engagement. Instead of a generic “Join our hiring event,” try:
“Hi [Name], we’re hosting a [Industry-Specific] Hiring Event next week, and we’d love to see you there! Meet recruiters from [Company] & explore open roles. Register here: [Link]”
This extra touch makes outreach feel more personal and increases response rates.
💡Take a look at Rakuna’s 20 Essential Interview Invitation Email Samples for more customizable templates for your hiring event!
Partner with Diverse Organizations and Educational Institutions
“The best defense is a good offense” – If you want to maintain a strong, diverse talent pipeline for your hiring events, you can’t just wait for candidates to find you—you need to go where they are.
We have already talked about finding your diverse talent online, so let’s extend your search by forming partnerships with advocacy groups, cultural organizations, and educational institutions that serve underrepresented communities. These partnerships help you build credibility and ensure that your hiring event always reaches the right audience.
Best Practices to Form a Partnership With Diversity Organizations
1. Collaborate with Advocacy Groups & Professional Associations
Teaming up with organizations that support diverse professionals can dramatically expand your talent pool. Many nonprofits and industry groups have established networks of job seekers who are actively looking for opportunities in their field.
✅ Engage with professional organizations: Groups like the National Society of Black Engineers (NSBE), the Association of Latino Professionals For America (ALPFA), and Out & Equal already work with diverse professionals—why not collaborate to connect them with career opportunities at your company?
✅ Host joint networking sessions: Instead of a standalone hiring event, consider co-hosting virtual or in-person networking mixers with these organizations to create organic connections between recruiters and job seekers.
💡 Tip: When reaching out to these organizations, focus on building genuine, long-term relationships rather than just promoting your hiring event. Offer value by providing guest speakers, mentorship programs, or resume workshops in partnership with their members.
Build your contact list of Advocacy Groups with Rakuna’s 60+ DEI Professional Organizations
2. Strengthen Relationships with Colleges & Universities
Universities—especially HBCUs, MSIs, and Hispanic-serving institutions (HSIs)—are home to a wealth of diverse early-career talent. But simply posting your job openings on their career portals isn’t enough. You need to actively engage with students through meaningful partnerships.
✅ Tap into alumni networks: Many historically Black colleges and universities (HBCUs) and minority-serving institutions (MSIs) have active alumni networks that can amplify your event and introduce you to experienced professionals who graduated and have strong ties with these organizations. Now would also be a good time for you to review your organization to find alumni employees with the right connections to help you kickstart a Student Ambassador Program.
💡Check out Rakuna’s Guide to Building An Effective Student Ambassador Program
✅ Work with career centers: Partner with career services at HBCUs and MSIs to promote your hiring events through their networks. Many schools also have DEI-focused career programs you can participate in.
✅ Co-develop career readiness programs: Go beyond recruitment by working with universities to create mentorship programs, resume-building workshops, or industry-specific training sessions tailored to their students.
✅ Offer exclusive internships or apprenticeships: Create dedicated internship pipelines for students from diverse institutions. This not only strengthens your recruitment efforts but also helps build long-term relationships with emerging talent.
✅ Support students financially: Consider offering scholarships, training grants, or stipends for professional development programs that help underrepresented students break into your industry.
3. Boost Visibility Through Sponsorship & Community Engagement
Sometimes, the best way to attract diverse talent is by supporting the initiatives they already trust. Sponsoring and participating in DEI-focused events and grassroots programs can position your company as a leader in diversity hiring.
✅ Sponsor DEI-focused conferences: Events like the Grace Hopper Celebration for Women in Tech or the National Urban League Conference bring together diverse professionals from across industries. Sponsoring these events increases brand visibility and signals your commitment to inclusion.
CitiGroup has been sponsoring various events organized by The National Black MBA Association (NBMBAA) since 1995, focusing on creating networking opportunities for Black professionals. Their involvement includes hosting career fairs and workshops aimed at connecting diverse talent with job opportunities at Citi. Thanks to this effort, Citi is extensively featured on NBMBAA’s social materials and content as a forward-thinking organization championing DEI initiatives
✅ Co-brand marketing efforts: Highlight your partnerships with diversity-focused organizations in your hiring event promotions. A co-branded campaign featuring your collaboration with an HBCU, advocacy group, or professional association can build trust with job seekers.
✅ Engage in community outreach: Don’t overlook local cultural organizations and nonprofits. Partnering with grassroots initiatives can help promote your hiring events at the community level, ensuring you reach candidates who might not be actively searching on job boards.
Create an Accessible Registration Process
A great hiring event starts with an easy and inclusive registration process. If the sign-up experience is frustrating, confusing, or not accessible, you risk losing qualified candidates before they even attend. Make sure every step— from filling out a form to receiving event details—is seamless and welcoming for all job seekers.
Best Practices for An Accessible Hiring Event Registration Process
1. Ensure Easy Access for All Candidates
✅ Keep registration forms simple: The longer and more complicated a form is, the more likely candidates will abandon it. Stick to essential fields, use dropdown menus and checkboxes where possible, and eliminate unnecessary steps.
✅ Optimize for mobile devices: Many job seekers register using their phones, so your sign-up page should be fully mobile-friendly. Test it on different devices to ensure smooth navigation.
✅ Offer multilingual registration options: Not all candidates speak English as their first language. Providing forms in multiple languages makes your event more inclusive and increases participation from diverse talent pools.
✅ Provide clear accommodation options: Make it easy for candidates to request accommodations during registration. Whether they need ASL interpreters, screen reader-compatible materials, or wheelchair access, ensure they know how to ask for support.
💡 Tip: Always test your registration process with a diverse group of users – be it volunteers or with your ERG group including those with disabilities – to identify and fix any accessibility issues before launch.
2. Advanced Strategies to Enhance Accessibility
✅ Simplify forms for efficiency: Candidates should be able to complete the registration in just a few minutes. Remove redundant fields, use autofill where possible, and provide clear instructions to reduce friction.
✅ Enable assistive technologies: If applicable and suitable for the demographic of your targeted diverse talent, add features like screen reader compatibility, keyboard navigation, and high-contrast text options to improve accessibility for visually impaired users.
At the end of the day, you are aiming for a registration process that is quick and hassle-free, so if these assistive technologies do not provide tangible benefits for your candidates, consider leaving them out in favor of a to-the-point process.
✅ Offer live chat support: Some candidates may have unique accessibility needs or questions. A live chat option can provide real-time assistance and ensure no one gets stuck during registration.
✅ Include closed captions and subtitles: If your event includes video content (such as welcome messages or session previews), ensure subtitles and captions are available. Accessibility features don’t just help those with hearing impairments.
According to Nielsen’s 2023 Attitudes on Representation Survey, 58% of all viewers use subtitles, with 38% reporting improved comprehension.(Nielsen, 2023)
Highlight Your Company’s DEI Commitment
If your company has made real progress in DEI, don’t keep it a secret. Showcasing these efforts in your hiring event promotions can help you attract top talent from diverse backgrounds who align with your values. Having unique DEI Achievements is also a best practice to form an unique Employer Value Proposition (EVP) that helps your team stand out amongst competitors.
Best Practices to Start Highlighting Your Company's DEI Commitment
✅ Be transparent with diversity metrics: Candidates appreciate honesty. If your workforce has grown more diverse or you’ve improved equity practices, share those numbers. Google, for example, openly publishes its DEI progress through quarterly reports—setting a strong precedent for transparency.
✅ Promote inclusive workplace policies: Highlight initiatives that directly support underrepresented employees, such as family leave policies, pay transparency, mentorship programs, and employee resource groups (ERGs). Don’t forget to include these policies as part of your benefits package or hiring event multi-media content.
✅ Use video storytelling: A short video featuring diverse employees sharing their experiences can be far more compelling than a corporate statement. Showcase teams working together, leadership voices, and success stories to bring your DEI commitment to life.
✅ Publish an annual DEI report: A well-documented report outlining your company’s DEI progress and future goals can reinforce credibility. Make it easy to access on your website and promote it through hiring event materials. You can check out how big companies like Deloitte or Google research & write their annual DEI Report.
✅ Leverage third-party validation: If your company has been recognized by organizations like Catalyst, Fairygodboss, or other DEI-focused rating platforms, highlight those achievements. External endorsements strengthen your credibility and show that your DEI efforts are making an impact.
Ensure Diverse Representation in Event Speakers and Panelists
Your hiring event should reflect the diverse talent you aim to attract—not just in the audience but on stage. Representation matters, and when job seekers see people who share their backgrounds and experiences in leadership roles, it reinforces a sense of belonging.
How to Foster a Diverse Voices on Stage
✅ Select panelists who mirror your audience: Ensure a mix of genders, ethnicities, abilities, knowledge, and backgrounds among your speakers. Highlight their achievements and their role in advancing diversity within your company and industry.
✅ Employee Resource Groups (ERGs) as Panelist: ERGs can offer powerful, firsthand perspectives on inclusion. Consider inviting ERG leaders or members to speak about their experiences and career growth within your organization.
✅ Engage community influencers: Bring in guest speakers who are well-known advocates for underrepresented groups. Having a respected voice from diverse communities can boost engagement and relatability.
✅ Moderation matters: How the conversation flows is an important aspect in every discussion or speaker session, DEI-focused or not. Select moderators who are skilled at guiding discussions, ensuring all panelists have an equal opportunity to share their insights.
✅ Share real recruitment success stories – Feature employees from underrepresented backgrounds who have thrived at your company. Personal testimonials resonate deeply and provide tangible proof of your commitment to diversity.
✅ Make sessions interactive – Move beyond static presentations. Incorporate live polls, Q&A sessions, and roundtable discussions to encourage participation and create a more inclusive environment.
Conclusion
Ready to reach qualified, diverse talent? By implementing these strategies, recruiters can position hiring events as a pivotal part of their diversity hiring initiatives. Combining cutting-edge tools, research-backed insights, and authentic storytelling can elevate your event marketing to turn DEI into the backbone of your recruitment effort in 2025 and onward.
Team Rakuna
The Rakuna Team comprises a diverse group of professionals hailing from various corners of the world.
With a passion to enable organizations to hire their next waves of talents, we are dedicated to help organizations stay updated on important recruiting technology and industry best practices.
