The diversity validity dilemma says that some of the best predictors in hiring have the greatest adverse impact. Here's a review of 16 strategies to reduce bias in selection rates and how well they work based on Holz et al. Implement these in your hiring. 
1. Use alternatives like SJTs: Works. 2. Use educational achievement instead of cognitive ability: Not effective. 3. Use specific abilities (e.g. verbal) instead of overall ability: Works, but not by much. 4. Assess more skills, not just ability (e.g. personality): Effective method. 5. Treat similar scores as the same: Best if there is minority preference within bands. 6. Downweight ability scores, upweight others: Works. 7. Emphasise predictors of contextual performance in decisions: Works. 8. Lower the requirements on reasoning, e.g. use video assessments: Works. 9. Use items no more or less familiar to any group: Ineffective. 10. Differential item functioning checks: Ineffective. 11. Sensitivity review panels: Depends on the process. 12.…