This capstone project explores implicit bias in recruitment based on racial and ethnic identities. Research suggests that racial-ethnic identity-based bias in recruitment not only poses legal and financial risk for organizations, but also negatively impacts the mental well-being and economic status of people of color. Historical, political, and legal lenses are examined to enhance the conceptualization of racially based implicit bias. Leon Festinger’s Theory of Cognitive Dissonance (1957) is applied and expanded in order to explain manifestations of implicit bias and propose effective recommendations for mitigation. Current literature on cognitive dissonance theory has primarily focused on racial disparities in the medical field, with its application in the recruitment arena being underexplored. Accordingly, a bias reduction toolkit is established to aid hiring managers in moving beyond surface-level resolutions and progressing in identification and mitigation of implicit bias in the recruitment process.