2026 May- TLIX Deep Dive

Commitment to diversity recruiting continues to be high, even if formal structure is low - this was the broad view when diversity recruiting was the topic of our recent TLIX: Talent Leader Information Exchange Deep Dive. One member shared an AI tool they’re looking to implement later this year that will stack rank candidates so selection can theoretically be handled more objectively, while also helping recruiters be more efficient. When we explored blind screening techniques which were a hot topic a few years ago, like redacting personal information that would reveal gender, race, university, etc., a few members shared that while this sounds smart, it’s not a practical consideration given their recruiting systems’ data requirements.

Another strategy used to increase diverse hiring is structured assessment. Each of our participating companies are aligned with common practices such as competency-based interviews and consistent interview questions across candidates to level the playing field. This discussion surfaced the age-old challenge of gathering interviewer feedback, to which one participant shared that she ‘holds the offer letter hostage’ – an effective technique for stimulating feedback submission if you’re empowered to use it.

We wrapped with a review of some insights from our 2025 Inclusive Interviewing Snapshot survey, including: while down YOY, we still see a majority (54%) of CEOs feeling DEI is very or extremely important; diverse interview teams are still the most effective tactic for improving diverse hiring outcomes; and, in general, inclusive hiring is constrained today less by intent and more by risk, clarity, and operating conditions.