While we always “search for what we expect to find” as “the” approach to any sourcing, Diversity sourcing has its unique characteristics – and it is not easy. Here are the main points that stand out in our sourcing practice. I believe they are universal. Let me know what you think.
Diversity sourcing primarily relies on two techniques:
1. Long OR searches
- Ethnic or female first names
- Ethnic last names – for example, Hispanic or American Indian
- Names of colleges – Historically Black, women-only, etc.
- Use these on LinkedIn.com or Recruiter
- Since Google’s ORs are limited, utilize Custom Search Engines
Finding the terms for OR statements is easy; just Google.
2. Advanced image search
Three things to keep in mind:
- You must review each result and look at the photo if present.
- You will see false positives pretty much for any specialized search.
- Why? Because some first names can be women’s and men’s; men can belong to women’s organizations and attend women colleges; white men can attend diversity universities, etc.
- Important! Any specialized search restricts results to a small subset of what you want to find. The majority of diverse candidates do not tell you how they are different in social profiles or resumes. They do not have an identifying name, do not belong to associations, and did not go to diversity schools. Do not miss them.
- For that reason, search without diversity filters as well and eyeball the results.
To learn to navigate the complex process, sign up for our new Program with three days of learning, practice, and support, and prove your skills by taking the Diversity Sourcing exam (CDSP).
“Your upcoming 3-day course is perfectly timed for many employers aspiring to improve their diverse work culture.” – Bill Bargas, Owner, diversity.com
Recruiters, do not miss the Program – it has only a few spaces left.
We will wait for feedback and questions and will make it a regular class. Next time, we will present in November, most likely. Stay tuned!
This content was originally published here.