This study examines whether specific interventions account for the hiring of diverse faculty above and beyond hiring done in academic areas specifically focused on race and ethnicity. Using data from approximately 700 searches, the authors investigated the hypothesis that at institutions with predominantly White populations, hiring of faculty from underrepresented groups (African-Americans, Latina/os, and American Indians) occurs when at least one of the following three designated conditions are met: (1) The job description used to recruit faculty members explicitly engages diversity at the department or subfield level; (2) An institutional "special hire" strategy, such as waiver of a search, target of opportunity hire, or spousal hire, is used; and/or (3) The search is conducted by an ethnically/racially diverse search committee. Sections in the article include: Brief Review of the Literature; Methodology; Variables; Analysis; Reliability; Results; Search Committee Composition; Diversity in the Finalist Pool; Gender; Doctoral Institutions; Rank; Fields; Discussion; Study Limitations; and Implications for Institutional Policy and Practice.