“ Society of Women” produces a little over 60,000 results in the U.S., and “ Association of Female _” returns just shy of 4,000 results). However, many of these approaches are extremely narrow in scope and low in quantity of results (e.g. When it comes to gender diversity recruiting and sourcing, most people tend to think of searching for women’s groups, sororities, women-only sports, and women’s colleges, including searching explicitly for the words “Women,” “Women’s,” and “female” for an exploratory search into all of the various women’s groups. This seems like such a simple question, but I honestly don’t think many people begin their sourcing efforts with this in mind. So when it comes to diversity sourcing, what’s your information need? Information retrieval is the activity of obtaining information resources relevant to an information need.Īn information retrieval process begins when you enter a query into an information system (e.g., databases, the Internet, social networks, etc.), and queries are simply formal statements of information needs. When you’re creating and executing Boolean search strings for talent discovery, you’re really performing information retrieval. So let’s get back to basics for just a second. The “magic” of search strings does not lie in the Boolean logic or site specific search syntax, nor does it exist in the keywords and phrases you search for – the true power of search lies within your own mind. When it comes to information retrieval, if you can conceive it, you can almost always achieve it – including diversity sourcing – and there are often many different ways to achieving your search goals. While I know some folks will be happy to simply snag the strings, what I really want my readers to get from this post is an understanding of and appreciation for the critical underlying thought process necessary for any successful sourcing endeavor, let alone diversity sourcing. I have no idea what your particular diversity sourcing need might be, or even what country you’re sourcing in – it’s up to you to adapt what you see here to your specific needs. However, it’s important to know that what I’m publishing is the tip of the iceberg. While the search strings I’ve used in my presentations are already posted on the conference websites, I thought it would be a good idea to create and release some new and improved diversity sourcing search strings here for quick and easy access to some “starter” queries. I’ve spoken at a few conferences this year (HCI, LinkedIn Talent Connect, SourceCon) in which I’ve detailed some Boolean search strings for diversity sourcing on LinkedIn, and I’ve had several requests for the specific searches I’ve demonstrated. However, as I have written about many times, posting jobs is an intrinsically limited talent acquisition strategy and it fails to expose you to the “deep end” of the talent pool.Īt best, posting jobs can only give you access to approximately 30% of the total talent pool – those active and casual job seekers who will actually take the time to run a search for jobs and apply to an opening. When it comes to diversity sourcing and recruiting, the first thing that comes to mind for many people is posting jobs on diversity sites and in diverse groups. Note: I’ve updated this post as of August, 2015 with even more inclusive and effective diversity searches for LinkedIn.
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