Organizations are continuing to direct efforts to recruit women and underrepresented minority members (URM; Black/African American, American Indian/Alaska Native, Native Hawaiian/Other Pacific Islander, or Hispanic/Latinx) to increase workforce diversity. Yet, the underrepresentation of women and URM members persists across many industries and organizations, rendering the need to strengthen the body of research that looks to find ways organizations can increase recruitment and selection of minority employees. My colleagues and I address this need by focusing on diversity recruitment within an academic setting, a context where hiring and promoting women and URM members continues to be a challenge. In the first two studies, we utilized and extend homophily theory to explain how and why the demographic composition of the recruitment team can contribute to attracting more women and URM candidates. In the third study, we examined how and why diversity recruitment strategies can have negative effects for URM applicants.