![]() Referencing the WizardSourcer’s Diversity Boolean Strings List, below is an example of what a search string based on sororities can look like. You can find a free public list of sororities in the US here. ![]() Using the term “sorority” may yield a relatively small number of candidates, therefore, building a comprehensive string that encompasses the names of major Greek sororities may be effective and will almost certainly save time. Estimates suggest there are around nine million students and alumni from sororities in the US. Searching for women’s profiles with an academic degree, for example, we could target Greek-letter organizations (GLOs) and enter in the names of major sororities. Here are some suggestions to take your search outside the box and be more specific. When it comes to searching using direct terminologies such as “women” OR “women’s” OR “female” or pronouns (“she” OR “her” OR “women” OR “woman” OR “lady” OR “ladies” OR “Miss” OR “Mrs” OR “mother” OR “mothers” OR “sister” OR “sisters”), you need to remember that if your strings are too vague or narrow, this will likely yield less viable results. ![]() This approach is helpful and great for growing your network and brand. Then, work backward to create highly effective Boolean searches.Ī common approach I see when searching for female profiles is immediately targeting interest groups, sports, or associations. Think critically about what terms or phrases might show up in your target candidate profiles (such as associations or group names). Whether you decide to automate string creation via tools, such as Recruit’Em, BOOL, or Sourcehub , that add synonyms to your search, or you’re an expert at compiling complex strings yourself, they allow you to tap directly into the deep end of the target candidate pool.Įveryone has a digital footprint that can be found.īefore we start, I’d like to note that, ideally, effective Boolean searches start with a creative approach to information retrieval. Think about your underlying critical thought process and analytical approach that comes with crafting strings. They’re only limited by our needs and creative ideas! My aim is to inspire, provoke thought, and encourage everyone to get creative!īoolean search strings, a classic sourcing method, have been around for quite some time and they aren’t going anywhere. In this post, I’m going to share several diversity sourcing tips that any talent acquisition professional can use. Knowledge is power and the more we understand about diversity targets and can control and master the craft of diversity sourcing, the more effective, efficient, and productive we, as talent professionals, position ourselves. There is no perfect method or single tool, resource, or technology platform that will give us exactly what we’re looking for right away. ![]() Building and optimizing a diversity sourcing strategy is a craft. Sourcing diverse, qualified talent is a skill that takes practice and time. In the workplace, DEIB is about everyone coming together from all walks of life and backgrounds to celebrate commonalities and differences.Īs business leaders are rightly concerned with building inclusion and belonging into company culture and diversifying their workforces to have contributions from varying perspectives, we (as talent acquisition professionals) also know how important it is to tailor our recruitment process and sourcing strategy accordingly. However, it’s not just a trend or another corporate initiative – it’s a mindset and a business imperative. Diversity, equity, inclusion, and belonging (DEIB) is a hot topic.
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