Webinar: Sourcing For Diversity

booleanstringsBoolean, Diversity 3 Comments

Join us for a Webinar with Irina Shamaeva on April 10

There’s no question about the positive effect diversity plays at corporations. If you make your goal to include diversity profiles in the talent pool, there are some straightforward ways to achieve that. When we discuss specific sourcing tips with recruiters in the People Sourcing Certification Program, they are often surprised to hear about creative yet simple approaches that they hadn’t thought of.

Are you trying to include Women in Technology, African-American, Latino, or Hispanic candidates in your talent pool? As with any type of search, you need to find out where potential candidates “hang out” and what a good search result would look like, and start from there. Apply the general sourcing best practices to searching for diversity, and you get the best practices for diversity sourcing.

While this webinar will provide a solid supply of concrete sites and tools to explore, it will empower you to create your own diversity hiring strategy, customized to your hiring needs and available resources. In addition, the people sourcing principles that Irina will describe, will help to revise and to improve the organization’s overall sourcing strategy.

Who should attend

Recruiters, Sourcers, and Managers who are passionate about workplace diversity.


The Basics of People Sourcing
The 4 Basic Boolean Operators
Creating Diversity Boolean Strings on:
• Google
• LinkedIn
• LinkedIn Recruiter
Constructing Specific Searches
• Women
• Racial and Ethnic
Creative Tips for Your Toolbox
Saving the Strings
Custom Search Engines
Locating Pools of Diverse Candidates
• Associations
• Lists of Associations

Date: Wednesday, April 10, 2013
Time: 9 AM PST/noon EST/5 PM London
Duration: 90 minutes
Price: $99
Included: the slides, a video-recording, and one month of support.

After providing the webinar payment, within 24 hours you will receive a confirmation email containing information about joining the Webinar.

You can register and pay using the webinar page on our training site.

Can’t make the date and time? No problem. The video-recording, the slides, and support will be provided for all who sign up.

Comments 3

  1. This is interesting – do you often receive requirements that specify a gender or ethnic background? Or is it a case that hiring managers are more likely to show interest in a candidate that just so happens to be female or from an ethnic minority in order to fulfil some kind of corporate diversity quota?

    In my opinion, both options are equally despicable. In the UK, it is illegal to specify or exclude a race, religion, gender or age in a job advert or description. Even if one of my clients said, off the record, to me “we need a girl”, I’d have no qualms in telling them what I thought about their request.

    Can you explain to me why one would need to search for diversity?

    1. Post

      I’ll give you my own views; I hope we’ll hear from others as well. It would be illegal here in the US to aim at hiring a woman or an ethnic minority as part of the job description.
      It’s not that our goal is to hire a woman or an ethnic minority, the goal is to make sure we include diversity in the applicant pool. We don’t discriminate against anyone. If, due to our inclusion efforts, we end up with a diverse team, that is beneficial.

      My own last software development team at a corporation consisted of, besides me, a Chinese, an Indian, a German, and a Bulgarian. This was a start-up in the Bay Area; we got together without special “diversity” efforts, just due to the diverse market here, but that was certainly a positive factor to have a diverse and fun team like that.

      1. Hi Irina,

        I appreciate it that it is important to consider a diverse range of candidates for any given requirement, but I’m still seeing a disconnect in the logic here, I’m hoping you can help explain.

        Let me give you an example: I am asked to dive into a ball pit that contains 5 different coloured balls in identical numbers, and retrieve 5 balls of any colour. I have an equal chance of picking a red, green, yellow, orange or blue ball, but it would be unlikely (although statistically probable) that if I picked randomly, that would happen. If I’m meant to be doing it blind, without regard to colour, then it’s possible that I could have 4 red and 1 green or 5 blues! When you omit a factor from a search (in the examples’ case, colour), you actually increase diversity.

        Real world example. I’m asked to search a for .NET Developer in my database. I use these strings:

        (“developer” or “programmer” or “software engineer”) and “C#” and “ASP.NET” and (“MS SQL” or “SQL Server”) – 100 results
        (“developer” or “programmer” or “software engineer”) and “C#” and “ASP.NET” and (“MS SQL” or “SQL Server”) and “WPF” and “WCF” – 50 results
        (“developer” or “programmer” or “software engineer”) and “C#” and “ASP.NET” and (“MS SQL” or “SQL Server”) and “WPF” and “WCF” and “LINQ to SQL” – 25 results

        As I introduce search terms, the potential diversity of the talent pool reduces because there are fewer candidates.

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