Organizations should begin by crafting detailed job descriptions that clearly outline each position's responsibilities, qualifications, and requirements to establish a fair and effective recruitment process. These descriptions ensure clarity for applicants and recruiters, fostering fairness in the selection process. Additionally, it is crucial to standardize recruitment procedures, create consistent processes for advertising job openings, screen resumes, conduct interviews, and make hiring decisions. This standardization helps minimize bias and ensures fairness in evaluating candidates. Diversity and inclusion are essential components of a successful recruitment strategy. Utilizing diverse sourcing channels to attract candidates from various backgrounds and demographics is critical. Training on bias awareness is vital for recruiters, hiring managers, and interviewers to effectively recognize and address unconscious biases. Conducting structured interviews with predefined, job-related questions further enhances fairness and consistency in candidate evaluation. Ensuring legal compliance is also paramount. Organizations must stay abreast of relevant employment laws, regulations, and equal employment opportunity (EEO) guidelines to maintain compliance throughout recruitment and hiring. According to (Alder, 2006), Adherence to legal requirements alone is insufficient to guarantee ethical hiring; transparent communication with candidates about job requirements, selection criteria, and timelines builds trust and enhances the candidate's experience. Alder (2006) reminds us that hiring patterns