A Guide to Diversity Talent Sourcing

A Guide to Diversity Talent

Sourcing

By: Jonathan Kidder

Jonathan Kidder is well known to many of us in the Recruiting

industry as the WizardSourcer - so it's hardly surprising that he

has written the definitive Guide to Diversity Recruiting. From

Search Modifiers to Talent Mapping, from Boolean strings to

Sourcing tools - Jonathan pretty much leaves no stone unturned

in his successful quest to deliver a roadmap for Recruiters, to

truly own the art and science of Diversity Recruiting in 2021 and

beyond. Excellent! --Marcus Edwardes, Recruiting Trail Blazers

Podcast

“This guide is an awesome reference for anyone who wants to be

doing better with their Diversity Sourcing and Recruiting. But it

is more than that. It is also a good reminder to be more creative

when it comes to finding talent in general. I highly recommend

this read for anyone who wants to improve their Sourcing Skills.

Thanks for sharing your wealth of knowledge so freely and

succinctly, Jonathan!” ” --Vanessa Raath, Founder of the Talent

Hunter

A practical guide, finally! The Diversity & Inclusion is an

enormous topic on the minds of CEOs of many companies but

how to get started on the D&I strategy is often a question.

Inevitably it is about listening and understanding your own

employees first and creating an inclusive culture within your

company. Then it is about sourcing and hiring diverse talent.

Jonathan's book is finally coming with practical tips, advice and

guidance that many Talent Acquisition teams were waiting for.

This book is a must-read for all modern recruiters and sourcers.

--Josef Kadlec, Trainer, Speaker, Author, and Founding CEO of

Recruitment Academy

Legal Disclaimer

This book highlights different ways to find and recruit diverse

candidates for your job openings online. Please consult your

Country’s HR compliance in regards to Diversity recruiting. This

includes understanding GDPR and OFCCP employment

compliance. Discretion is advised before doing any of the

suggestions listed in this book.

Table of Contents

Legal Disclaimer 2

About Jonathan Kidder 6

Chapter 1: Defining Diversity 8

Chapter 2: How to Search for Diverse Candidates 9

How do Search Engines work? 16

How to Create a Diversity Sourcing Strategy 17

How to Build a Diversity Talent Pipeline 19

How to Create a Team Sourcing Jam Session 25

How to Create a Recruitment Tracker Template 26

Chapter 3: Creating a Diversity Talent Mapping Plan 31

Talent Mapping Tools 31

Where to Source Diversity Leads in North America 34

Chapter 4: Boolean String Examples 39

Chapter 5: Talent Sourcing Tools 108

Chapter 6: Best Practices for Sending Messages 128

Chapter 7: Employer Branding Tools 134

Video Tools 135

Social Media Tools 138

Chapter 8: Job Description Tools 138

Additional Resources 149

A Guide to Diversity Talent

Sourcing

How to attract and hire diverse candidates using Boolean strings

and tools online. Use this book as a guide to understand how to

find diverse talent available online. The Book will highlight

Boolean String examples and suggest different Talent Sourcing

tools to use when you create a Diversity Talent Sourcing

strategy. The goal of the book is to give you resources and tools

to create a strategy when it comes to D&I recruiting goals within

your company.

The author of this book has almost over a decade of research

talent sourcing experience. Jonathan Kidder has trained Sourcers

across the globe and he’s an active blogger within the

community. He launched his blog WizardSourcer.com in 2015

which focuses on helping others learn about the latest talent

sourcing tools.

He’s excited to share the latest diversity Boolean strings and

recruitment tools on the market and, even more so, he’s excited

to help you on your journey of becoming a Wizard at talent

sourcing.

Once this book was published in 2021, the string and tool

suggestions were already out of date. Technology moves fast

within the recruiting space. There will always be a newer and

better tool out in the market. I wanted to highlight tools that have

been tried and true for a while within the D&I space.

About Jonathan Kidder

Jonathan Kidder, AKA the “WizardSourcer,” is a top-ranked

technical talent sourcing recruiter, staffing expert, and

corporate trainer who assists organizations of all sizes in

identifying and attracting top talent.

A wizard at harnessing the power of social networking,

Boolean strings, search aggregators, deep web searching,

scrapers, and other advanced technology tricks and tools. In

2015, he founded a recruiting blog called WizardSourcer,

which has become one of the leading knowledge resources for

recruiters online.

His mission is simple: To help Recruiters and Sourcers

effectively launch a Diversity Talent Sourcing plan at their

company.

With nearly a decade of full-cycle recruiting and sourcing

experience under his belt, he has worked in talent sourcing and

recruiting with companies including Amazon, Vista Outdoor,

CA Technologies, American Express, and many others.

Throughout his career as a sourcing leader, he has pursued

continuous learning to stay current on the latest sourcing trends

and to help clients across industries maximize the use of high-

tech recruiting tools ranging from browser extensions to AI

automation.

After earning a bachelor’s in business from Bethel University

in Saint Paul, Minnesota, Jonathan launched his sourcing

career at Allegis Global Solutions, one of the largest RPO

staffing companies in the world.

At Allegis, Jonathan discovered the power of social media as a

recruiting tool. This inspired him to develop and implement a

proprietary employer branding EVP and recruitment marketing

plan that could be used with any client to attract the world’s

best available talent.

A sought-after speaker and mentor, Jonathan has trained teams

around the globe on best practices for sourcing and recruiting

top talent. One of the industry’s emerging go-to resources on

recruiting expertise in the 21st century, he writes regularly on

the latest recruiting trends for his own top-ranked blog at

WizardSourcer in addition to being a contributing writer for AI

recruiting platform Hiretual and Recruitingblogs.com.

He is the author of LinkedIn Revealed and Top Talent

Sourcing Tools books. He currently lives in Minneapolis with

his wife and adopted golden doodle dog named Henry.

If you purchased a paperback copy but would like a digital

PDF version to easily copy Boolean strings within a search

please reach out to me on my website here:

WizardSourcer.com/contact

Chapter 1: Defining Diversity

The concept of diversity encompasses acceptance and respect. It

means understanding that each individual is unique and

recognizing our individual differences. These can be along the

dimensions of race, ethnicity, gender, sexual orientation, socio-

economic status, age, physical abilities, religious beliefs,

political beliefs, or other ideologies.

In regards to Diversity and Inclusion within the recruiting space,

this includes attracting talent from a diverse applicant pool. A

diverse plan is defined as (BLNA) which means Black, Latin, or

Native American.

Some Statistics on Diversity Recruiting:

67% of active and passive job seekers say diversity is important

to them when they’re evaluating companies and job offers.

(Glassdoor)

32% of job seekers ranked diversity as "important," and 18% as

"not important."

(Jobvite)

96% of job seekers say that it's important to work for a company

that embraces transparency. (Glassdoor)

80% of job seekers believe their companies foster diversity at

work. (Jobvite)

37% of recruiters ranked recruiting more diverse candidates as a

top trend in the near future.

(LinkedIn)

Gender diverse companies are 15% more likely to have a

financial performance above the industry mean. (McKinsey)

There are only 4 African American CEOs (all men) of Fortune

500 companies, accounting for 2% of the list. (Fortune 500)

These statistics are quite shocking. That’s why I wanted to write

about this topic-- to showcase Boolean strings and talent

sourcing tools that will help guide Recruiters to find great

diverse candidates online.

Here’s a general guide to follow when you are trying to

connect with diverse leads online:

1. Do not use the typical outreach method at the beginning.

Instead, be more empathic and transparent.

2. Understand the purpose behind the community. Whether

it’s a group or non-profit try to understand the mission.

3. Reach out to leader of group, association, or non-profit

and let them know your purpose.

4. Focus on building long term relationships with local

leaders.

5. Put yourself in their shoes and recognize that this is a

safe space for that particular group.

6. Be mindful that you're representing your company’s

brand when interacting with passive leads.

Chapter 2: How to Search for

Diverse Candidates

Understanding search modifiers & operators fundamentals

Searching is a major part of any recruiter’s job, and luckily,

Google makes it quite easy to find what you’re looking for, so

long as you go beyond the basic word search option. Once you

learn Google’s advanced search operators, you can find exactly

what you need in far less time. The key is knowing which to use

and when. Here’s a look at the top Google Search Operators that

recruiters can use when sourcing for diverse candidates. Make

sure to review all of these examples as. you will be able to use

them later on within the book.

site:example.com

This is one of the most basic search operators you can use, and it

will certainly come in handy. This will produce two pieces of

information: the list of pages in the site’s index and the number

of pages in the site’s index.

site:example.com/folder

Want to dive deeper into a site’s sub-folder, like “/blog”? This is

the search operator to use. Add it to the end of any root domain

and you’ll soon have all the info you need.

site:sub.example.com

If you want to get down into a site’s sub-domains, this search

operator is another good one to use.

site:example.com inurl:www

This operator can help you find a domain’s sub-domain.

Add a [-] to exclude options

If you add a “-” before the search operator of number four, you’ll

be able to tell Google to find anything except that specific text.

In this case, you can use it in front of “inurl:www” to find any

indexed URLs for that site that don’t have the “www” sub-

domain, as in: site:example.com -inurl:www.

Chain operators to get more done

Most operators can be chained, which means you can get to very

specific information just by combining different operators to

produce the search you want to perform.

For example: site:example.com -inurl:www -inurl:dev -

inurl:shop.

site:example.com inurl:https

If you want to find any secure pages on a site, you can use this

operator.

site:example.com inurl:param

If you’re worried about pagination, search sorts, or something

else, using “inurl” and a parameter to track down pages is handy.

site:example.com -inurl:param

This operator allows you to know all sorts of things, like how

many pages are being indexed for a specific website without

sorts.

site:example.com text goes here

You can also combine the “site” operator with a plain text query.

This means you’ll be able to search a page’s entire content for

certain or relevant text. Google will try to match all the terms

you put in, but they may be separated or the search may only

return certain terms.

site:example.com “text goes here”

If you want an exact match to the text you put in, simply

surround your text with quotation marks and Google will look

for an exact match. This is great for tracking down specific

details.

site:example.com/folder “text goes here”

You can also use the above operator to check for content within

a specific folder, whether you’re looking for an exact match

(with quotations) or just any relevant results (without

quotations).

site:example.com this OR that

Google does allow you to use “OR” in your queries if you are

looking for something specific. If you don’t know what exact

term you’re looking for out of a couple options, this operator

could be very useful.

site:example.com “top * ways”

The asterisk acts as a wildcard, allowing you to look for

unknown text.

site:example.com “top 7..10 ways”

If you have a number range in mind for a search, you can always

search using X…Y. It will return anything within the range of X

to Y.

Pro tip: you can search graduations dates or years of experience

using this operator function i.e. > 2009..2011

site:example.comintitle:”text goes here”

When you search for something using the “intitle” operator, it

will only return text that’s within <TITLE> tags.

site:example.com intitle:”text * here”

You can vary the last few operators to use “intitle:”

intitle:”text goes here”

This “intitle” search returns matching queries from across the

entire web.

“text goes here” -site:example.com

This operator allows you to find text on any site while excluding

a certain domain. It could be useful if you’re trying to find a

company or candidate’s info outside of their main website or

profile.

site:example.com filetype:pdf

If you’re looking for something of a specific file type, using the

“filetype” search operator is the way to go. For instance, this one

allows you to find all PDFs on a given domain, but you can

search for other formats, too.

I’ve included a guide for modifiers and operators below:

“Search

Keyword”

Exact match search

Search for X or Y

AND (Space)

Search for X and Y

Wildcards will match any word or

phrase

( )

Multiple terms

(-)

Minus excludes keywords or phrases

define:

Dictionary search feature

cache:

Most recent cache version of a

website page

filetype:

Searching for file types i.e. PDF,

DOCX, TXT, PPT, or CSV

site:

Xraying one entire website

Find sites related to a given domain

info:

Shows page info

intitle:

Find a certain word (or words) in the

title

allintitle:

Only results containing all of the

specified words in the title tag will be

returned

inurl:

Find pages with a certain word (or

words) in the URL

allinurl:

Only results containing all of the

specified words in the URL will be

returned

intext:

Find pages containing a certain word

(or words)

allintext:

Only results containing all of the

specific words on a page

AROUND(X)

Proximity search. Find pages

containing two words or phrases

within X words of each other

source:

Finding a news related source on

Google

#..#

Search for a range of numbers

inanchor:

Find pages that are being linked to

with specific anchor text

allinanchor:

Only results containing all of the

specified words in the inbound anchor

text

Source: https://wizardsourcer.com/boolean-strings-list

How do Search Engines work?

Search engines work by crawling hundreds of billions of pages

using their own web crawlers. These web crawlers are

commonly referred to as search engine bots or spiders. A search

engine navigates the web by downloading web pages and

following links on these pages to discover new pages that have

been made available.

Search Engines that I recommend using:

 Google

 Bing

 DuckDuckgo

 Yippy

 Uvrx

Where can I find people online?

While not every candidate promotes his or her diversity online,

searches for “natural language” phrases (for example: “Spanish

speaking”) relating to ethnicities and languages can be useful

when sourcing. You can also search for diverse fraternities or

sororities, universities, and professional associations.

To find the candidates you want, you have to be able to

understand the phrases used online when they describe

themselves.

Using phrasing that contains pronouns and action words (“I

configured *” OR “I presented at *) will point you in the

direction of relevant resumes and social media profiles as well.

You will need to expand on how you were taught to conduct a

search on a search engine. In order to find diverse talent, you

will need to search social networks, communities, and groups

that they might associate with instead of including a race or

gender keyword within your search.

How to Create a Diversity Sourcing Strategy

A company recruiting team will first need to create a D&I plan.

Once you’ve set goals for hiring, the next step is to create a

talent sourcing strategy.

If you are striving to hire a more diversified staff, you’re

probably thinking about how you can update your recruiting

strategies to help better attract diverse applicants. The fact is, in

order to reach a fair amount of underrepresented minority

candidates, you need to recruit in a purposeful and focused

manner.

You just can’t wait for qualified and BLNA leads to apply for

your roles. You’ll need to have your Sourcing team focus on

building a strategy. Below is how to build a diversity sourcing

strategy at your company.

Tips for Diverse Recruiting

These tips aren’t perfect, but with some trial-and-error, you’ll be

able to implement them into your practices and get better results.

Launch Objectives and Milestones: As once said, “A dream

without a plan is just a wish,” and what’s a plan without goals?

You should start by determining the milestones you need to hit

to consider your changes successful overtime. Track all your

metrics and create a sourcing goal for each week, month, and

quarter.

Get Creative with Platforms: Out with the old, in with the new.

While some traditional methods still work great, others are

quickly becoming outdated and they’re leaving out a lot of

diverse talent.

Experiment with Engagement: Those outreach templates you’ve

been using might just need to be revamped to reflect more

welcoming, universal language and to make them more

appealing to the modern worker in general. Ask for Referrals –

use your diverse employees and have them better represent your

employment brand. Get them involved in your outreach efforts.

Creating a Diversity Sourcing Power Hour:

This is honestly my one number suggestion in this book!

Have your team dedicate 1-3 hours a week to sourcing diverse

leads. Send a weekly calendar invite to block off the needed

time. During this hour you can either allow the team to quietly

source and search for leads or you can invite speakers to present

on diversity sourcing tips/tricks. Create a fun and lively event

that highlights your Sourcers abilities. Share weekly success

stories and discuss obstacles that are team is currently facing.

During the power hour sessions, make sure to create a live excel

document to track all your teams recruiting efforts. Showcase

this data to managers and present it to your leadership team.

Here’s how we track our current leads in my process:

Pro tip: Try cold calling candidates after standard work hours.

Some candidates may have different work schedules outside of a

9-5 pm type of role.

Find More Diverse Talent

Get started with this advice today and begin recruiting a more

diverse workforce to your open positions. While it takes time

and dedication to seek out leads in the underrepresented

segments of the population, it’s an endeavor that will prove well

worth it. Start by tracking your recruiting metrics!

How to Build a Diversity Talent Pipeline

Creating a talent pipeline of diverse leads will take time.

Companies are seeing the value of having a diverse employee

workforce. Every company wants to attract and retain the most

qualified applicants and finding applicants with a diverse

background can be very challenging. I’ve had my own

difficulties trying to source for diverse talent.

Here’s how to create a diversity talent pipeline to fill your

roles:

It’s taken me several years to understand the market and to come

up with a strategy that worked for me. You can waste a lot of

time in the wrong places. I don’t recommend going to job fairs

or outplacement firms I have never had success with using these

types of resources. However, here are some ideas that do work to

recruit and source diverse leads.

1. Facebook Job Ads

These ads can be a cost-effective way to target certain

demographics. Videos are popular on social media and it helps if

you can include a job description with a video ad. This would be

the best way to target diverse applicants in a certain location. For

less than $500, you would have a creative advertisement that

draws in views and traffic. You can also use Boolean strings to

directly source on Facebook. It’s really an untapped market for

talent.

Once your ad is active – you can share the post within diverse /

niche groups on Facebook! There’s so many active community

groups that are focused on BLNA networks.

Facebook has roughly a billon active users every month. That’s

why it’s a great place to post a job that your company might

have. A Recruiter primarily focuses on the standard job boards

like Indeed, CareerBuilder, and LinkedIn but it’s good to think

outside these standards.

You need to get more creative and go where your niche pays

attention to. If you are targeting GenX or Millennials than

Facebook would be a great alternative instead of regular job

board. Diverse (BLNA) leads, Blue-collar, and other industries

that probably don’t have a professional LinkedIn profile

probably have a Facebook profile.

Benefits of posting a job on Facebook include reaching a vast

applicant pool that might not visit other websites online. This is

also a great avenue if you are on a shoe string budget. Facebook

Ads for job postings are free within the platform. If your

company has a great employment brand within social media than

why not benefit from this and post a job on Facebook?

Here’s How to Post a Job on Facebook:

Use your companies Facebook Company page if you are an

independent or boutique firm, then use your Staffing firms

corporate page.

Create the job advertisement for free and click publish:

Information Includes:

 Job title

 Job Location

 Job Type

 Salary Range

 Add Additional Question

 Receive applications by email

 Require Resume Upload

 Include an image

Showcase an Image

Ads with images are more clicked and viewed within Facebook.

I recommend adding a company logo or a professional picture of

your team or organization. Below is a basic measurement for

images sizes within Facebook:

 Post: 940 x 788

 In-feed ad image: 1200 x 628

 Right column ad image: 1200 x 628

 Carousel ad image: 600 x 600

Showcase a Video Ad

You can also include a video description within an ad. You can

use this to showcase your team and employment brand. Get

creative with your ads and generate some solid engagement.

Easily Manage Job Applicants

Within the setting bar, you can view your applicants and manage

your published job ads.

Here’s Tips from Facebook on Attracting Job Applicants:

 Describe the job thoroughly

 Provide key details

 Fill in the specifics

 Use additional questions

 Stay organized

 Respond promptly

Target Communities Online:

1. Colleges & Universities

Target a variety of schools with diverse populations. I’ve had

success by just googling different schools and their diversity

outreach programs. You can even email the career service

department. Usually, career services are more than willing to

post your job and broadcast your opportunity on email chains or

alumni websites. You can also ask about opportunities to set up a

table at any future events they might be having.

2. Non-profits & Associations

Do some research on non-profits and associations in your target

location. These organizations have many community-building

events. They have a strong network that could really help with a

tough search. I would recommend having them post your

opportunity and see what other ways they can partner with you

in finding qualified candidates.

3. Religious Institutions

I’ve had some success by contacting different churches and

religious organizations. They usually have event calendars listed

on their websites. This is a great way to find community based

events.

3. Networking for Referrals

Always ask your employees for referrals. Usually the hiring

manager has strong ties with the local market. They may have

colleges and events in their network that they already know of.

You can even have an applicant with a diverse background write

a testimonial of their experience at the company. This could help

with building a culture that supports and attracts top diverse

applicants.

Overall, it takes a lot of effort to build a diverse pipeline. I’ve

had a lot of success with attracting diverse applicants, but there

are always ways in which I can improve my strategies. I

recommend writing down all your ideas and creating time-bound

goals. What are some of the creative ways that you engage

diverse talent?

How to Create a Team Sourcing Jam Session

Use your company’s internal teams to source for referrals. Create

a talent sourcing jam event and encourage them to reach out to

their own personal networks online.

Some people might say we’re all truly connected to each other

and in some ways, life is a small world. I’ve been fortunate

enough to have had a long career in the talent sourcing space. If

you would ask me if I knew any Talent Sourcers who might be a

good fit for a role I could name off more than a dozen prospects.

Maybe you’ve heard of the Kevin Bacon effect? If you sat down

with friends and chose an actor or actress odds are after 4-5

names that individual played a role with Kevin Bacon. You can

use this same concept when bringing a team of professionals

together and having them source through their own networks.

Say you’re looking for an FP&A Manager? – The team that you

have at your company has many diverse backgrounds. They

probably have a network of leads that you can certainly tap into

– especially in a tight job market. The idea to crowd-source for

leads has been around for many years and this practice is called a

“Sourcing Jam.”

A Talent Sourcing Jam involves inviting a team together and

having them go through their network for possible candidate

leads. You can also use their expertise to help target passive

leads on social media sites like LinkedIn or many others.

How to set up a Talent Sourcing Jam Session:

1. Use the data to figure on which roles have been a challenge

for your company.

2. Invite hiring managers and other leaders within that

department.

3. Try and have at least 3-6 members attend the event.

4. If you have a budget, I recommend bringing snacks. Make it

become a fun and engaging event.

5. Setting expectations over email:

 State the reasoning behind the email.

 Have them bring their laptops and LinkedIn

account login.

 If they’ve attended conferences or associations –

have them bring an attendees list.

6. Come the event day be prepared to write suggestions on a

white board. It’s also nice to have someone write down those

board suggestions in google docs and share that live document

with the whole team.

7. Whether you’re focusing on skill-sets, job titles, companies, or

universities to target, use those areas to map out a network of

referral suggestions. You can set a timer down and have them

search through their network. Write down every suggestion on

that white board.

8. Depending on privacy issues once you have the list created,

you can have the Talent Sourcers reach out to the lead

suggestions or have those individuals reach out directly.

9. Turn this event into bi-monthly or quarterly event. Get them

excited by turning it into a game. Have prizes or incentives for

hires. Food and prizes are a great way to bring everyone

together.

For example, my manager treated the event almost like a

Jeopardy game. He plays music and acts like Alex Trebek when

going through people’s networks and we had a blast.

Here’s an Email Template that you can send your Hiring

Manager:

Hi (Name) – we have a lot of sourcing needs for this team and

would like to have a sourcing lunch session.

Team Objective:

Spend an hour finding referrals & leads to reach out to for our

openings.

Food will be provided. (Please give me suggestions).

During this hour, we will have each of your login into LinkedIn

and search for potential leads and add them into a google doc.

After the meeting, me and Rachel would reach out to those leads

and start them in our process.

Please let us know if you have any further questions!

Overall, there’s a HUGE benefit to bringing a team together to

help them source within their own networks. On top of that, it

also helps improve your relationships with the talent acquisition

teams and helps the Talent Sourcer(s) refocus and target on the

right leads for job openings.

How to Create a Recruitment Tracker Template

I would recommend creating a recruitment tracker to track all

your diversity sourcing efforts.

A lot of work goes into the recruiting process and it’s important

to stay organized during every step. The full cycle process

includes: sourcing, screening, submitting, and setting up final

round interviews. Every part involves various steps and

procedures depending on your organization. You will need to

coordinate with recruiting coordinators, internal teams, and

applicants throughout the entire process. Having a well-

organized Recruitment Tracker template that is simple and easy

to understand will be important. I recommend creating a basic

template within Microsoft Excel, Google Sheets, Trello, or

Airtable.

Below are Step-by-Step Instructions on Creating a

Recruitment Tracker Template:

 Date: Include the date when you first sourced the

candidate lead.

 Role: Include the role and req number that you are

sourcing for.

 Location: Include the State or City where the candidate

is based.

 Full Name: Include the full name of the candidate.

 Contact Information: Include the candidate's personal

email address and cell number.

 Salary Expectation: Once you screen the candidate, get

their all-in salary expectations. Include additional details

like bonus and stock plans.

 BLNA: If the candidate self-selects there (race) and it’s

diverse (BLNA) you can track this as well.

 Phone Screen: Once you review applicants and sourced

leads the next steps will be to schedule a phone screen

call.

 Interview OR Assessment: Within this column, you can

get the candidates interviewing availability for the first

round interview or online assessment.

 Candidates Onsite Ready: If the candidates pass the first

round, the next steps will be to schedule a final round

interview.

 Final Round (Hired): Once the final round happens, the

team will then decide to either decline or move forward

with an offer.

Use Colors to Highlight each Step in your process

 Gray: Separate each sourcing week with the document.

 Green: Highlight candidates who are onsite ready.

 Yellow: Candidate who have withdrawn from the

process.

 Orange: Candidates interested in the future and require a

follow up.

Weekly Recap Tracker Template

In another tab create a weekly recap of your sourcing metrics.

This is a great way to showcase data to your manager or hiring

manager.

Offer Accepts Tracker Template

Use this template to track all of your offer accept hires for the

year.

Chapter 3: Creating a Diversity

Talent Mapping Plan

Talent mapping is defined as researching your company's

competition in relation to job openings and then using that data

when you start to source candidates. You can also present this

data to your hiring manager to help them understand the level of

difficulty and challenge that you might face in finding candidates

in certain locations.

Talent Mapping Tools:

These tools will help you monitor, track, and find leads online.

Owler - With this tool, you can create custom company lists and

receive news about these specific companies through the web or

email.

Company Profiles

Access crucial company data, including annual revenue,

employee count, location, funding history, acquisitions, recent

news, and more.

Meet the world’s most up-to-date competitive graph in

existence! Owler maps over 40 million competitive relationships

between 13 million companies worldwide.

Advanced Search

Filter Owler’s entire company database by annual revenue,

sector, location, employee count, and public/private company

status.

Glassdoor - Can give you a valuable point of view of a

company’s employees. Track your competition and gain Intel on

local markets.

Justice Maps - Use this data to understand where diverse

candidates may live across North America:

Source: http://www.justicemap.org

What data layers do you have?

We have several race layers and income layers (three different

representations of median household income). The race layers

are available at the county, census tract, block group, and block

level. The income layers are available at the county and census

tract level. This provides greater detail when you zoom in.

Zipwho.com - This ZIP code demographics site was built

because existing census statistics tools failed to satisfy the needs

of power users. Many Web sites allow users to query the median

household income of a ZIP code, but that dollar figure alone

does not indicate how one neighborhood's population compares

to others around the country. ZipWho.com fills this information

gap by displaying a national percentile rank (0 - 99) next to

every data element.

City-Data.com - By collecting and analyzing data from a variety

of government and private sources, was able to create detailed,

informative profiles for every city in the United States. From

race demographics, crime rates, to weather patterns, you’ll find

the data you're looking for on City-Data.com.

Where to Source Diversity Leads in North America:

It takes research to understand where diverse candidates may

live. There’s a lot of great resources online - primarily I

recommend checking out Wikipedia.

Top 10 Cities with highest % of Black or African-

Americans

City

Total

population

(Black or

African-American)

Rank

Percentage of

total

population

Detroit,

Michigan

713,777

84.3

Jackson,

Mississippi

173,514

80.1

Miami

Gardens,

Florida

107,167

77.9

Birmingham,

Alabama

212,237

Baltimore,

Maryland

620,961

65.1

Memphis,

Tennessee

646,889

64.1

New Orleans,

Louisiana

343,831

61.2

Flint, Michigan

102,434

59.5

Montgomery,

Alabama

205,764

57.4

Savannah,

Georgia

136,286

56.7

Cities with highest number of Asian-Americans

City

Total

(Asian-

American)

population

Rank

Number

New York, NY

8,175,133

1,134,919

Los Angeles,

3,792,621

483,585

San Jose, CA

945,942

326,627

San Francisco,

805,235

288,529

San Diego, CA

1,307,402

241,293

Honolulu, HI

337,256

230,071

Chicago, IL

2,695,598

166,770

Houston, TX

2,099,451

139,960

Fremont, CA

214,089

116,755

Philadelphia

1,526,006

106,720

Top States with Largest Native American populations:

1. California

2. Oklahoma

3. Arizona

4. New Mexico

5. Texas

6. North Carolina

7. Washington

8. Alaska

9. New York

10. South Dakota

Top Cities with Highest Native American Populations:

 New York, New York

 Los Angeles, California

 Phoenix, Arizona

 Oklahoma City, Oklahoma

 Anchorage, Alaska

US Communities with highest Hispanic-majority populations

in 2010 census:

Communities in the United States with a Hispanic-majority

population are primarily found in the Southwestern United

States and in large metropolitan areas elsewhere in the

country.

The community with the highest percentage of Hispanic

residents (among communities with over 100,000 people) is

the unincorporated community of East Los Angeles,

California, whose population was 97.1% Hispanic.

Among incorporated localities of over 100,000 people, the

city of Laredo, Texas has the highest percentage of Hispanic

residents at 95.6%.

San Antonio, Texas is the largest Hispanic-majority city in

the United States, with 807,000 Hispanics making up 61.2%

of its population.

New York City has the most Hispanic residents, although it

is not Hispanic-majority.

Alaska American Targeted Search – Top 10 Alaska

Companies:

1. FORT WAINWRIGHT FEDERAL CREDIT UNION

2. Bristol Bay Native

3. Chugach Alaska

4. Afognak Native

5. Anchorage School District

6. Yukon-Kuskokwim Health

7. Ukpeaġvik Iñupiat

8. Kenai Peninsula Borough School District

9. NANA Dev

10. Lynden

Source: This information was compiled using Wikipedia

sources.

Chapter 4: Boolean String

Examples:

Talent sourcing involves creating various Boolean strings to find

profiles or resumes online. Finding diverse resumes or profiles of

candidates can be quite a difficult task. When you think of

natural language and the way people introduce themselves

online. Gender, Sex, or Race is something that most people do

not recognize or mention within their profiles or resumes online.

With that in mind, it is a difficult task when you are trying to

source different types of diverse leads.

Including these types of phrases will help direct you to leads.

Examples base on gender:

site:www.linkedin.com/in “machine learning * at”

“she|she’s|her”

site:facebook.com “minneapolis” “to present” -posts (she or her)

(“women who” OR “women in” OR “women for” OR “for

women”)

“Women Led” (group OR club OR society OR a member OR

membership)

(she OR her) (intitle:”resume for” OR intitle:”resume of” OR

intitle:”curriculum vitae” OR intitle:”’s resume”) -

intitle:example -intitle:examples -intitle:sample -intitle:submit

site:meetup.com “member since” women

"is a member of women in technology"

Examples based on race:

(Hispanic OR Latinx OR African American OR Native

American)

(“africanamerican” OR black OR latino OR latina OR latinx

OR hispanic OR “native american” OR “americanindian” OR

“alaska native”)

How to Search for Attendees at a Conference:

Just include the domain of the conference that you plan to

search for and include the string suggestions below:

(intitle:bio OR inurl:bio OR intitle:profile OR inurl:profile OR

intitle:homepage OR inurl:homepage OR intitle:”about me” OR

inurl:”about me”)

(intitle:team OR intitle:staff OR intitle:people OR

intitle:employees)

(intitle:attendees OR intitle:members OR intitle:participants OR

intitle:registrants OR intitle:roster)

site:nsbe.org intitle:(directory OR list) (attendees OR

participants) developer

Here are ways to create Booleans strings to find candidates

based on race or gender.

Choose an industry and try and find local communities:

(Latin or Latinx) (“finance” OR CPA” OR “accountant”)

“sandiego” -samples -jobs

site:about.me “email me” software (developer OR programmer

OR engineer OR architect) (Latin OR Latinx)

site:www.linkedin.com/in “data scientist” “* *

years|experienceof|in|on|with * * * * *”

(“africanamerican” OR black OR latino OR latina OR hispanic

OR “native american” OR “americanindian” OR “alaska native”)

(organization OR association OR society)

site:zoominfo.com/p African American site:com

about “minority owned*”

“national society of black engineers”

site:com “black engineers”

site:diversifytech.co "profiles”

site:twitter.com inurl:with_replies [add keywords] (“Black” OR

“Minority” OR “African”)

site:meetup.com (java OR python OR ruby OR C# OR C++)

“member since” (“Black” OR “African” OR “Latino”)

site:reddit.com/r "African" "Engineer*"

site:medium.com/portfolio (“Black” OR “African” OR “African

American”)

site:medium.com “Also tagged Black Women in Tech”

Search based on Language. Use Google Translate in your

search string:

For example:

Email me >envíemeuncorreoelectrónico

My Resume > mi resumen

Seeking opportunities >buscandooportunidades

44 
 
 
Or just use the phrase “spanish speaking*” 
 
Alumni Groups 
You can search alumni groups and other associations that are 
connected to diverse groups.  
 
For example:  
(NSBE OR “black engineer” OR NSMBA OR “black MBAs” 
OR AAWIT OR “African American women in technology” OR 
NAACP OR “black chamber of commerce” OR “African 
American chamber”) 
 
For that search, I was able to quickly put together a list of 
associations and groups connected this group. 
http://nsbc.org/ 
https://www.blackgirlscode.com/ 
https://www.blacksintechnology.net/ 
https://blacktechnation.com/ 
http://blacktechweek.com/ 
http://www.code2040.org/ 
https://www.blackbusiness.com/ 
http://blacktechwomen.mystrikingly.com/ 
https://www.colorintech.org/ 
https://www.devcolor.org/ 
https://diversityadvocates.com/ 
https://imblackintech.com/ 
https://www.thedreamcorps.org/our-programs/tech/ 
https://www.nacme.org/ 
https://www.blacktechjobs.com/ 
https://www.blackwomentalktech.com/ 
https://blackcodecollective.com/ 
https://www.aabe.org/ 
http://www.colorcommnetwork.com/ 
https://www.elcinfo.com/index.php 
https://itsmfonline.org/ 
https://nbmbaa.org/ 
https://www.uncf.org/ 

https://100blackmen.org/

List of Historically Black Universities:

Bowie State University

Clark Atlanta University

Fisk University

Grambling State University

Howard University

Jackson State University

Morehouse College

South Carolina State University

Southern University Baton Rouge

Spelman College

Stillman College

Tuskegee University

Xavier University

I recommended doing an Xray search for career related content

and group info.

For example:

site:xavier.edu "alumni"

Meetups Group Example:

Prepare a basic search to find diverse groups and organizations.

You can use other tools to scrape and find users within these

groups.

https://www.meetup.com/topics/blacks-in-tech/

Locations include: Seattle, New York, Boston, Dallas, Bay Area,

Chicago, & LA etc.

Events / Conferences:

(“Black” OR “African” OR “African American”)

(intitle:attendees OR inurl:attendees OR intitle:participants OR

inurl:participants OR intitle:roster OR inurl:roster OR

intitle:registrants OR inurl:registrants)

46 
 
Examples of websites that show up from this search:  
https://www.diversifytech.co/events 
https://womenofpowertech.blackenterprise.com/ 
https://afrotech.com/ 
https://techinclusion.co/ 
https://www.blacksintechnology.net/ 
https://www.hireblackmarketers.co/ 
 
LinkedIn Groups: 
Try searching within LinkedIn Groups. You may be surprised to 
find a local chapter for a diverse niche that you are trying to 
recruit for.  
 
Below I’ve included some examples of Black Technology 
groups: 
https://www.linkedin.com/company/blacks-in-technology/ 
https://www.linkedin.com/groups/94810/ 
https://www.linkedin.com/groups/78450/ 
https://www.linkedin.com/groups/8873861/ 
https://www.linkedin.com/groups/2238643/ 
https://www.linkedin.com/groups/8810321/ 
https://www.linkedin.com/groups/81431/ 
 
Facebook Groups: 
Try searching directly on Facebook to find groups. Within a 
quick search, I was able to find this group. You can easily join 
and network with users within the group. I recommend checking 
out the Swordfish extension which will give you contact details 
of individual profiles. 
 

https://www.facebook.com/blacktechwomen/

Pro tip: You can also scrape Facebook Group data using tools

like Phantombuster. Scraping profile data will include a user’s

name with potential contact information.

Sourcing Tips:

Name generation is a controversial topic within our community.

Some have taken offense to this practice of using first names. It

does not fully consider all possibilities when searching for a

particular race or gender and can be very limiting. I want to be

clear that I do not think this is the best tool for finding diverse

candidates and do not explicitly endorse it, though it will

produce results.

Pro tip: The max searched words within Google is 32 words.

However, you can use other websites like LinkedIn and others

that do not have a search limit.

The examples below involves using common first names within

a race.

Source: https://wizardsourcer.com/top-boolean-strings-to-find-

diversity-candidates-online

Top Black Surnames

((williams OR johnson OR smith OR jones OR brown OR

jackson OR davis OR thomas OR harris OR robinson OR taylor

OR wilson) OR moore OR white OR lewis OR walker OR green

OR washington OR thompson OR anderson OR scott OR carter

OR wright OR miller OR hill OR allen OR mitchell OR young

OR lee OR martin OR clark OR turner OR hall OR king OR

edwards OR coleman OR james OR evans OR bell OR

richardson OR adams OR brooks OR parker OR jenkins OR

stewart OR howard OR campbell OR simmons OR sanders OR

henderson OR collins OR cooper OR watson OR butler OR

alexander OR bryant OR nelson OR morris OR barnes OR

jordan OR reed OR woods OR dixon OR roberts OR gray OR

phillips OR griffin OR baker OR powell OR bailey OR ford OR

holmes OR banks OR daniels OR ross OR rogers OR perr)

(foster OR patterson OR hunter OR owens OR grant OR

marshall OR henry OR morgan OR price OR wallace OR ward

OR hayes OR boyd OR freeman OR graham OR hamilton OR

franklin OR hawkins OR gordon OR sims OR harrison OR ellis

OR kelly OR hicks OR bennett OR joseph OR gibson OR

crawford OR jefferson OR watkins OR tucker OR porter OR

willis OR mason OR matthews OR fields OR cook OR hughes

OR simpson OR hudson OR cole OR warren OR russell OR

west OR reid OR murphy OR wells OR mack OR murray OR

douglas OR bradley OR frazier OR shaw OR harper OR greene

OR robertson OR payne OR perkins OR byrd OR spencer OR

webb OR oliver OR cox OR austin OR berry OR lawrence OR

mcdonald OR montgomery OR love OR mccoy OR burton OR

black OR knight OR harvey OR andrews OR cunningham OR

stephens OR armstrong OR peterson OR glover OR long OR

haynes OR riley OR hampton OR wade OR miles OR palmer

OR neal OR gardner OR ferguson OR garrett)

(tate OR singleton OR hunt OR reynolds OR curry OR charles

OR chambers OR hardy OR hines OR little OR walton OR rice

OR mills OR fisher OR mosley OR caldwell OR booker OR

alston OR carr OR lawson OR roberson OR kennedy OR terry

OR houston OR burns OR mcgee OR ray OR myers OR fuller

OR stevenson OR thornton OR watts OR duncan OR ingram OR

pearson OR gaines OR dorsey OR flowers OR parks OR lane

OR george OR stevens OR stokes OR ware OR dawson OR

reese OR dennis OR francis OR horton OR mckinney OR

holloway OR jennings OR graves OR tyler OR hopkins OR

fleming OR battle OR williamson OR vaughn OR wiggins OR

dunn OR clay OR lucas OR jacobs OR sutton OR floyd OR

pierre OR daniel OR rivers OR malone OR moss OR dean OR

clarke OR chapman OR bush OR logan OR shelton OR bates

OR gibbs OR pierce OR arnold OR holland OR saunders OR

hart OR mccray OR rhodes OR wilkins OR gilbert OR townsend

OR richards OR rodgers OR lowe OR mathis OR morrison OR

nichols OR fletcher OR cannon OR elliott OR rose OR howell

OR anthony OR glenn OR garner OR boone OR pittman OR

dickerson OR norman OR simon OR wheeler OR cobb OR

monroe OR barnett OR branch OR curtis OR lyons OR mcdaniel

OR hubbard OR woodard OR lindsey OR page OR mays OR

bolden OR randolph OR bradford OR copeland OR pitts OR

blake OR sullivan OR chandler OR mcclain OR carroll)

Most Popular African Female Names

(Nia OR Cadence OR Hanna OR Nala OR Zahra OR Zendaya

OR Ayanna OR Ayana OR Nahla OR Ashanti OR Makena OR

Dalia OR Za'Niyah OR Ayah OR Nyah OR Candice OR Niyah

OR Ny'asia OR Kaliah OR Iyana OR Niah OR Ka'Mya OR Nya

OR Jahzara OR Laiken OR Nalah OR Tahiry OR Kiya OR

Tanisha OR Keisha OR Zaniya OR Adanna OR Ka'Liyah OR

Lakeisha OR Nisha OR Zehra OR Kamile OR Eshal OR Shade

OR Nokutenda OR Evte OR Amrit OR Tinaye)

105 HCBU’s:

(“Alabama A&M University” OR “Alabama State University”

OR “Albany State University” OR “Alcorn State University” OR

“Allen University” OR “University of Arkansas at Pine Bluff”

OR “Arkansas Baptist College” OR “Barber-Scotia College” OR

“Benedict College” OR “Bennett College” OR “Bethune-

Cookman University” OR “Bishop State Community College”

OR “Bluefield State College” OR “Bowie State University” OR

“Central State University” OR “Cheyney University of

Pennsylvania” OR “Claflin University” OR “Clark Atlanta

University” OR “Clinton Junior College” OR “Coahoma

Community College” OR “Concordia College, Selma” OR

“Coppin State University” OR “Delaware State University” OR

“Denmark Technical College” OR “Dillard University” OR

“University of the District of Columbia” OR “Edward Waters

College” OR “Elizabeth City State University” OR “Fayetteville

State University” OR “Fisk University” OR “Florida A&M

University” OR “Florida Memorial University” OR “Fort Valley

State University” OR “Gadsden State Community College” OR

“Grambling State University” OR “Hampton University” OR

“Harris-Stowe State University” OR “Hinds Community College

at Utica” OR “Howard University” OR “Huston-Tillotson

University” OR “Interdenominational Theological Center” OR

“J. F. Drake State Technical College” OR “Jackson State

University” OR “Jarvis Christian College” OR “Johnson C.

Smith University” OR “Kentucky State University” OR

“Knoxville College” OR “Lane College” OR “Langston

University” OR “Lawson State Community College” OR

“LeMoyne-Owen College” OR “Lewis College of Business” OR

“Lincoln University” OR “Lincoln University of Missouri” OR

“Livingstone College” OR “University of Maryland Eastern

Shore” OR “Meharry Medical College” OR “Miles College” OR

“Mississippi Valley State University” OR “Morehouse College”

OR “Morehouse School of Medicine” OR “Morgan State

University” OR “Morris Brown College” OR “Morris College”

OR “Norfolk State University” OR “North Carolina A&T State

University” OR “North Carolina Central University” OR

“Oakwood University” OR “Paine College” OR “Paul Quinn

College” OR “Philander Smith College” OR “Prairie View

A&M University” OR “Rust College” OR “Saint Paul’s

College” OR “Savannah State University” OR “Selma

University” OR “Shaw University” OR “Shorter College” OR

“Shelton State Community College” OR “South Carolina State

University” OR “Southern University at New Orleans” OR

“Southern University at Shreveport” OR “Southern University

and A&M College” OR “Southwestern Christian College” OR

“Spelman College” OR “St. Augustine’s College” OR “St.

Philip’s College” OR “Stillman College” OR “Talladega

College” OR “Tennessee State University” OR “Texas College”

OR “Texas Southern University” OR “Tougaloo College” OR

“Trenholm State Technical College” OR “Tuskegee University”

OR “University of the Virgin Islands” OR “Virginia State

University” OR “Virginia Union University” OR “Virginia

University of Lynchburg” OR “Voorhees College” OR “West

Virginia State University” OR “Wilberforce University” OR

“Wiley College” OR “Winston-Salem State University” OR

“Xavier University of Louisiana”)

African American Fraternities & Sororities.

“Sigma Pi Phi” OR “Alpha Phi Alpha” OR “Kappa Alpha Psi”

OR “Omega Psi Phi” OR “Phi Beta Sigma” OR “Sigma

Rhomeo” OR “Wine Psi Phi” OR “Iota Phi Theta” OR “Phi

Delta Psi” OR “Delta Psi Chi” OR “Beta Phi Pi” OR “MALIK

Fraternity” OR “Sigma Phi Rho” OR “Phi Rho Eta” OR

“Gamma Psi Beta” OR “Alpha Kappa Alpha” OR “Delta Sigma

Theta” OR “Zeta Phi Beta” OR “Sigma Gamma Rho” OR “Phi

Delta Kappa” OR “Iota Phi Lambda” OR “Eta Phi Beta” OR

“Gamma Phi Delta”)

More African Baby Names in 2020

(Abioye OR Adebowale OR Adisa OR Afia OR Afolabi OR

Afua OR Akachi OR Akinyi OR Akua OR Amaka OR Amara

OR Amare OR Anaya OR Arusi OR Ashanti OR Ayana OR Ayo

OR Ayodele OR Ayotunde OR Baako OR Babajide OR

Babatunde OR Berko OR Boipelo OR Bongani OR Bosede OR

Cayman OR Chibuzo OR Chidike OR Chidubem OR Chike OR

Chikelu OR Chikere OR Chipo OR Chuks OR Chukwuemeka

OR Dakarai OR Dayo OR Deka OR Delu OR Desta OR

Dikeledi OR Dubaku OR Ebele OR Efua OR Ekua OR Emeka

OR Emem OR Faraji OR Femi OR Folami OR Fumnaya OR

Furaha OR Ife OR Imani OR Imari OR Jabari OR Jaheem OR

Jaz OR Jelani OR Jojo OR Kanye OR Katlego OR Keyon OR

Khari OR Kofi OR Kojo OR Kunto OR Kwame OR Kwanza OR

Lekan OR Lerato)

Keywords

"Africa Business Club" OR "Kappa Alpha Psi" OR "Men of God

Christian Fraternity" OR "National Association of Black

Telecom Professionals" OR "National Association of Colored

People" OR "National Multicultural Greek Council" OR

"National Pan-Hellenic Council" OR "National Pan-Hellenic

Council" OR "Omega Psi Phi" OR "Phi Beta Sigma" OR "Phi

Delta Psi" OR "Sigma Gamma Rho" OR "The Black Patriots

Foundation" OR "The HBCU Network" OR "The National Black

Graduate Student Association" OR "Zeta Phi Beta" OR

"National Society of Black Engineers (NSBE)" OR "National

Society of Black Engineers" OR "National Society of Black

Engineers (NSBE)" OR "National Society of Black Engineers"

OR "Society of Black Scientists and Engineers (HSBSE)" OR

"National Society of Black Engineers (NSBE)" OR "National

Society of Black Engineers" OR "Society of Black Scientists and

Engineers (SBSE)" OR "National Society of Black Engineers

(NSBE) " OR "Black Engineering and Science Student

Association (BESSA)" OR "Organization of African-American

Students Excelling in STEM (OASES)" OR "Black Graduate

Student Association" OR "National Society of Black Engineers

(NSBE)" OR "Black Engineers Society" OR "National Society

of Black Engineers" OR "National Society of Black Engineers -

NSBE" OR "National Society of Black Engineers"

Orgs:

"Africa Business Club" OR "Kappa Alpha Psi" OR "Men of God

Christian Fraternity" OR "National Association of Black

Telecom Professionals" OR "National Association of Colored

People" OR "National Multicultural Greek Council" OR

"National Pan-Hellenic Council" OR "National Pan-Hellenic

Council" OR "Omega Psi Phi" OR "Phi Beta Sigma" OR "Phi

Delta Psi" OR "Sigma Gamma Rho" OR "The Black Patriots

Foundation" OR "The HBCU Network" OR "The National Black

Graduate Student Association" OR "Zeta Phi Beta"

Top Black Professional Organization from Wikipedia

("100 Blacks in Law Enforcement Who Care" OR "Afro-

American Patrolmen's League" OR "Association of Black

Psychologists" OR "Association of Black Sociologists" OR

"Association of Black Women Historians" OR "The Barristers'

Association of Philadelphia" OR "Black Data Processing

Associates" OR "Cook County Bar Association" OR "Georgia

Alliance of African American Attorneys" OR "International

Association of Black Actuaries" OR "Metropolitan Black Bar

Association" OR "National Association for Black Veterans" OR

"National Association of Black Accountants" OR "National

Association of Black Geologists and Geophysicists" OR

"National Association of Black Journalists" OR "The National

Association of Blacks in Criminal Justice" OR "National

Association of Colored Graduate Nurses" OR "National Bar

Association" OR "National Black Chamber of Commerce" OR

"National Black Farmers Association" OR "National Black Law

Students Association" OR "National Black MBA Association"

OR "National Black Nurses Association" OR "National Black

Police Association (United States)" OR "National Conference of

Black Lawyers" OR "National Dental Association" OR

"National Insurance Association" OR "National Medical

Association" OR "National Negro Bar Association" OR

"National Negro Business League" OR "National Organization

for the Professional Advancement of Black Chemists and

Chemical Engineers" OR "National Organization of Black

Women in Law Enforcement" OR "National Society of Black

Engineers" OR "National Society of Black Physicists" OR "The

Organization of Black Designers" OR "Philadelphia Association

of Black Journalists" OR "Progressive Black & Journalists" OR

"Student National Medical Association" OR "Washington Bar

Association")

Pro tip: Wikipedia and Acronymfinder.com use these two search

engines to find different terms, associations, colleges, or

associations.

University and College

(“africanamerican” OR black OR “latino” OR “Latina” OR

hispanic OR “latinx” OR “native american” OR

“americanindian” OR “alaska native”) engineer (colleges OR

schools OR universities)

Non-Profits

Many nonprofits focus on diverse groups. You can find groups

within different industries like Finance, HR, Marketing, and

Technology.

/dev/color

National Black Engineers

ColorStack

Techqueria

Latinas in Tech

Latina Professionals™

Underrepresented Minorities in Computing

Diversifytech.co

Womenwho.design

Blackswho.design

Latinxswhodesign.com

Blackswho.engineer

Talent.nativesintech.org

Affinity Groups

Larger companies have internal diverse groups that you can

search for.

(IBM OR Microsoft OR Google OR Facebook) employee

(affinity OR “resource group”)

1. Google

Women@Google, Hispanic Googlers Network (HOLA), Black

Googlers Network, Trans at Google, Gayglers, & Google

American Indian Network.

2. Microsoft

Women@Microsoft, Blacks@Microsoft (BAM), GLEAM

(Global LGBTQIA+ Employees and Allies at Microsoft),

&Hispanic/Latinx Organization of Leaders in Action (HOLA)

3. Facebook

Women@, Black@, Latin@, Pride@, &Native@.

4. Uber

LadyEng, UberMosaic, Los Ubers, UberHue, Women of Uber,

&UberPride.

5. Lyft

UpLyft Women, UpLyft Forward, LyftOut, &UpLyftUnidos.

6. Amazon

Glam, Asians@Amazon, Black Employee Network,

Indigenous@Amazon, Latinos@Amazon, Warriors@Amazon,

Women@Amazon, &Women in Finance Initiative

Searching for Layoff Lists

Many candidates have been impacted by layoffs in recent

months. Here’s a guide on how to find layoff lists online using

Boolean strings.

With so many companies furloughing and laying off employees,

it’s a good time to search and find active talent open for their

next opportunity. As Recruiters, we are researchers, so I wanted

to give some tips and tricks for finding layoff lists or

announcements online. Let’s use our super powers to find some

great talent online! Here’s some advice for finding layoff lists.

1. Search Hashtags on Social Media sites

Many leads are turning to social media during these tough times

to both vent about their tough situations and even actively seek

out new job opportunities. You can find these leads by using the

right hashtags on platforms like Twitter, Facebook, and even

Instagram. LinkedIn also supports the use of hashtags, and that’s

a great place to start.

When searching for hashtags, consider tags like #jobsearching,

#jobseeking, #furlough, #layoffs, and so on. You can also add a

location to your search and this will help you narrow down

results to your specific location so that you can find leads more

easily.

Here’s an example that I found doing a hashtag search on

Twitter:

The Uber and Airbnb Alumni lists published to help them find

new jobs might become the new standard for mass layoffs:

Uber: https://coda.io/@kenny/uber-layoff-list

Airbnb: https://airbnb.com/d/talent

2. Set Google Alerts

There is all sorts of news coming out regarding layoffs and

major changes at some of the world’s biggest companies. As a

recruiter, you should stay on top of these things. So, set Google

Alerts so that you get notified whenever a new article is posted

regarding job layoffs.

When you set a Google Alert, you can create it for any number

of search terms. For these purposes, it’s a good idea to setup

Google Alerts for terms like “layoff list” and so on. Google will

then notify you via email as often as you desire (a daily summary

will likely be best) and you can skim the new results regularly.

3. Layoff Boolean String Examples

A Google search can reveal all sorts of helpful information, but

you have to be using the right search terms just like you have to

be using the right hashtags on social media. Boolean search

strings on Google docs, for instance, will help you find excel

lists and more that consider specific wording.

site:docs.google.com/ “layoff list*”

Doing a quick search with this string the first doc that comes up

is a Crypto Layoff list with 30+ names listed.

Another example is looking for layoff news; you can search

Google news with this string: (“Laid off” OR “Layoff*” OR

“Laying off”). If you’re not already familiar with using Boolean

search strings, it’s worth looking into because they are major

time savers. Not only can you get very specific about what

results you want to see, but you can also get results for multiple

search terms at once.

4. Make Use of Tracking Tools

Keeping on top of how your company is being talked about can

help you find potential leads, too. Anyone who mentions your

company may be interested in an opportunity, so tracking your

company’s mentions is worthwhile. I’ve included a full list of

monitoring tools (here).

You can use variety to tools to do this while also tracking social

media mentions and hashtags, monitoring inbound and outbound

mentions, and using tools like Open Site Explorer to analyze

inbound links to your company’s website etc.

5. Researching News

Use these websites to monitor and track related news and press

release updates.

Owler: It crowd-sources competitive insights by providing news

alerts, company profiles, and polls and allows members to

follow, track, and research companies in real-time.

Crunchbase: Is a platform for finding business information

about private and public companies. The site includes

investments and funding information, founding members and

individuals in leadership positions, mergers and acquisitions,

news, and industry trends

HackerNews: Is a social news website focusing on computer

science and entrepreneurship.

It’s a news aggregator forum site similar to Reddit, but it

primarily focuses on start-ups, developers, and hacker related

news. Topics include anything that “good hackers” would find

interesting. Founded by Paul Graham, he wanted to create a

community that would recreate the way Reddit felt in the good

old days when developers were the main focus.

While reviewing the site, I found out that Hacker News created a

sub specifically for developers actively looking for new

opportunities. This sub is a month by month page called: Ask

HN: Who wants to be hired?

The information included in this sub:

 Name:

 Location:

 Remote:

 Willing to relocate:

 Technologies:

 Résumé/CV:

 Email:

You can create a Boolean string to find talent:

Ask HN: Who wants to be hired? (“October” OR “September”

OR “November” OR “December” OR “January”) AND “2019”

Layoff News Tech Communities:

Roof Top Slushie: Helps you connect with employees at top

tech companies like Google and Facebook. Get job interview

tips, career advice, insights, and more

Team Blind: Is an anonymous community app for the

workplace. Our vision in creating this space was to break down

professional barriers and hierarchy.

Google News: Is a news aggregator app developed by Google. It

presents a continuous, customizable flow of articles organized

from thousands of publishers and magazines.

TheLayoff: Is a site where users can list layoff updates

anonymously.

This section will cover how to search and Xray individual

Social media sites and other websites online:

LinkedIn Search

LinkedIn is the top places to find a diverse group of talent

online.

Diversity Sourcing takes practice and patience as a Recruiter.

LinkedIn is a great place to find available diverse (BLNA)

profiles. In this post, I will highlight the main features within

LinkedIn Recruiter and give Boolean String examples to find

diverse profiles.

First, I wanted to cover some basics and tips and tricks on how to

perform searches within LinkedIn Recruiter. LinkedIn itself has

a great deal of learning videos and content for you to get

familiarized on the platform. The following discussion assumes

familiarity with the platform, and it is best to have LinkedIn

Recruiter search page open side by side along with this guide.

How to run a search in LinkedIn Recruiter:

Use Job Titles filter for functional and analytical roles as

opposed to developer or heavily technical roles. Titles that are

the most effective are, for example: Project or Program

Managers, Technical Program Managers, Software Development

Managers, Business Systems Analyst, Data Analyst, Data

Engineers, or Quality Assurance Analyst titles.

Titles that least effective are: Any developer related or Software

Engineering types of roles since they are more keywords and

hard skills driven.

The Locations filter is straight forward. It is a good idea to

always start a local search before expanding into a national

search.

Skills filter is an important one since this is where you input your

required skills from the requirement. LinkedIn auto-populates

commonly used or related skills, but you can always enter the

skills manually. The Skills section also supports Boolean Strings

and treats multiple inputs as OR statements by default.

Note: Skills filter ONLY searches for the skills section of

someone’s LinkedIn profile (see example below) rather than the

entirety of the profile. If a candidate didn’t list a specific skill in

the Skills section but rather in other parts of the profile, you will

not likely find that candidate based on Skills search alone.

Companies filter produces the most value if you are targeting

talent coming from a specific company. This filter is also useful

in EXCLUDING candidates from other companies.

Keywords filter is the MOST IMPORTANT filter and the most

powerful one. This is where you can input your own Boolean

strings with relevant terms and LinkedIn will scan a candidate’s

entire profile to look for keyword matches and pull up the results

accordingly.

This is the place that gives you the most amount of control on

how you want the searches to be done outside of Job Title and

Skills filters. You can input literally anything in this section from

skills, to schools, to associations, and to responsibilities. Think

outside the box when searching for diverse leads.

Pro tip: You can have LinkedIn search based on individual user’s

profiles. Just include the users name within the search bar and it

will pull all the keywords. This helps when you are looking for

more diverse leads – will help suggest similar profiles in a

search.

You cannot search for “race” or “gender” within LinkedIn

Recruiter, but you can look for groups, associations, nonprofits,

locations, universities where these candidates might attend for

example:

(NSBE OR “black engineer” OR NSMBA OR “black MBAs” OR

AAWIT OR “African American women in technology” OR

NAACP OR “black chamber of commerce” OR “African

American chamber”)

Add Colleges and Universities that are known for having diverse

students:

Creating LinkedIn Projects

If you are happy or satisfied with a search, create a project on

LinkedIn and name it. Once you have a project created, you can

save your search by clicking on the Ribbon next to the trash can

icon. Enter a search name and select the Project name you have

created for this search and hit save.

Pro tip from Guillaume Alexandre: The one technique I

developed that works well though, is to make a generic search

for your skills keywords and add all people who seem to fit your

diversity target into a project. Recreate your search, excluding

your project over and over again until your project is full of only

diverse candidates.

This is a great little feature when you have been running the

same search multiple times and want to look at fresh candidates.

Check the Hide previous viewed box and set a timeframe

between 3 or 6 months to pull up results that you have NOT

viewed before.

Setting up automatic LinkedIn alerts to let LinkedIn source for

you AUTOMATICALLY and push new candidates directly to

you via email alerts for any saved searches that you do

consistently.

Network Relationships filter allows you to search people based

on the search criteria. 1st relationships are someone you have

connected with and 2nd relationships are you have a common

connection and 3rd relationships are everyone else. It is

recommended to do searches within 1st connections first because

you can directly message these people and get a better response

rate and then search 2nd connections using your common

connection as a warmer intro. InMail feature provides the most

value with a Recruiter License on 3rd connections, but this is

where response rates can suffer as anyone with a LinkedIn

Recruiter License can InMail any 1st, 2nd, OR 3rd connections.

Search Similar Profiles

LinkedIn’s matching algorithm will suggest similar profiles

based on connections and keyword terms. When you do find a

diverse profile, use this feature to find additional connections.

Google Doc Search

Google Docs is a free resource created by Google to help asset

users in so many different ways. For example, it can help with

content, to creating presentations, to working in (excel) sheets. It

something that I use on a weekly basis to work on many different

types of projects. Google Docs is a great way to auto-save and

maybe it’s the one thing you didn’t notice. Documents or

projects can be saved and viewed publicly online. With the help

of Boolean and x-raying Recruiters and search across a ton of

public content. You can virtually search endless amounts of

content. But, for Recruiters searching for resumes, books,

patents, or presentations can help discover more candidates

online.

Below are creative ways to source within Google Docs:

Source: https://wizardsourcer.com/creative-ways-to-source-in-

google-docs

1. Basic Boolean String to Find Resumes:

I recommend creating a basic string to find resumes. I would

start my searching for a particular job title and then expand on

require skills and preferred locations. Below is an example for

searching Google Docs for resume titles.

(Advanced) Resume Boolean String Examples:

I’ve included more advanced searches that expand on resume

keywords. I’ve also included a string that strictly focused on

finding accounts that include Gmail address info.

site:docs.google.com developer “San Francisco” intitle:resume -

example -sample -samples –jobs

site:docs.google.com developer Atlanta (intitle:resume OR

intitle:cv) -example -sample -samples -jobs

site:docs.google.com developer “San Francisco” (resume OR CV

OR “curriculum vitae”) -example –

sample -samples -jobs

site:docs.google.com developer “* * @gmail.com” -example -

sample -samples –jobs

2. Searching in Documents

This example will help search with the document folders within

Google Docs. Users can save documents within these folders.

site:docs.google.com/document/ developer “San Francisco”

intitle:resume -example -sample -samples -jobs

3. Searching in Spreadsheets

Spreadsheets are similar to an Excel document. You can search

for directories, participants, to conference attendees list. Just

consider what someone might create within a spreadsheet and

create a string.

site:docs.google/com/spreadsheets/ developer (contacts OR

participants OR directory OR registrants OR attendees) –

example

site:docs.google.com/spreadsheets / “staff directory” -example

4. Searching in Forms

Forms are documents that showcase survey information. You

can search for names and other info that someone might ask

within a survey. You can search for participant names, list

directories, and other company data Intel.

site:docs.google.com/spreadsheets/ Responses (contacts OR

participants OR directory OR

registrants OR attendees) -example

site:docs.google.com/spreadsheets/ Responses “email * *

com|net|org” -example

site:docs.google.com/spreadsheets/ “List of *” (contacts OR

participants OR directory OR

registrants OR attendees) -example

5. Searching in Presentations

You can search for topics and find individuals who have

presented within the space. It’s virtually endless for what you

could search for within Presentations.

site:docs.google.com/presentation/ docker -example

site:docs.google.com/presentation/ docker “email * *” -example

site:docs.google.com/presentation/ “organizational chart” -

example

Pinterest Search

Do you need a creative outlet to find diverse candidates online?

Pinterest is a community of creative individuals, many of whom

happen to be female and diverse. Below I will show you how to

recruit and source them on Pinterest.

There is no doubt that social media is filled with talented people

roaming around and Pinterest is no exception. It is a great

platform to reach the best talent out there. It is currently the third

most popular social network. If you want to show off your

company to a diverse pool of potential candidates and advertise

your job openings, then Pinterest is a great place use in your

recruiting strategy.

Here’s the some Statistics on Pinterest’s Users:

1. Pinterest has over 320 million active users in 2019 (via sprout

social).

2. 71% of active users are female (via Statista).

3. Pinterest users actively research purchases. This also includes

potential applicants researching company brands online.

4. The average time spent on Pinterest is 14.2 minutes (via

Pinterest).

Here are several ways to use Pinterest in recruiting talent:

1. Sourcing within Pinterest

Unfortunately, search modifiers, operators, Xray strings do not

work on Pinterest. They removed the ability to search for profile

usernames awhile back. Instead, I would recommend using

Pinterest’s internal search bar to find users, pins, and pin board

suggestions.

2. Building a Pinboard for your Company

If you have job openings in different departments, create a

different board for each. Mention the specifics and requirements

for the candidate on each board. It will make it easier for the

candidates to find the content related to the areas they are

interested in. You can use images, hashtags, and keywords to

make it prominent. You should redirect the candidates to the

website where the job description is posted.

3. Pin Multimedia Content

Pinterest is a lot more than just posting images and waiting for

the candidates to apply. You can also pin multimedia there such

as your YouTube channel where you can pin videos of the

environment at the workplace and more. You can also pin QR

codes that help the candidate to get access to the job application

easily and quickly.

4. Boost your Employment Branding Efforts

Pinterest is a great platform where you can show what working

with you is like rather than explain in words. You can share

pictures of your workplace and show how people work there.

There might be some images of the events you organized or

some normal routine daily photos that show you relaxing and

entertaining your work environment is. Also, you can add

employee testimonials to give a promising image of your

company.

5. Connect with your Niche Audience

Though Pinterest doesn’t allow you to directly connect with

other people it does let you invite people to other places where

they can talk and connect. You can redirect the conversation to

LinkedIn, where you can have a conversation with them. You

ought to give at least one source of communication.

I recommend advertising your employment brand or job posts

using Pinterest’s advertisement platform. Pinterest has a great

community of diverse leads – why not advertise directly to

them?

We know what people look for when they open Pinterest. They

want to see what is new in fashion, attractive traveling spots or

find latest trends, etc. You can relate these trends with your

company in several ways such as you can share several outfits

best for office wear, or you can share the traveling spots where

you took your team for a trip. It is all about being creative with

the information that you have.

Instagram Search

Instagram has a Billion monthly users and roughly 52% of those

are female. When competition is tough, you need to go where the

talent goes. Instagram is a great resource to find and recruit tech-

savvy users within major cities across the globe.

The way Instagram is structured is by users, followers, posts,

following within the URLs. So, when creating different Boolean

strings, it will be to use these terms when manipulating a search

string. You can choose internally on Instagram for People, Tags,

or Places as well.

Most public profiles include some info:

 Job titles or company info.

 Where they work.

 Where they live.

 Which companies they follow.

 Events and conferences they follow.

 Other interests within the field.

Here’s some Boolean String examples:

site:instagram.com “computer science” post followers following

site:instagram.com “software developer” (saint paul or

minneapolis) -jobs -inurl:company

site:instagram.com “UX designer” (minneapolis or mn) -jobs -

inurl:company

More Creative Ideas:

 You can follow trending hashtags and discover the most

active users within a city. (See below)

 If users are using a hashtag for a conference or event, try

and connect with them.

 Spy on your competition. If there’s a recruiter local to

your niche odds are they are connecting and following

professionals within that niche.

 Try using Facebook and Instagram ads to different likes

or applications to your roles.

Direct Messaging Profiles:

There are many ways to find a user’s email address and I’ve

written about that in other posts. When it comes to DMing

profiles I’ve included some ideas below:

 Being clear and direct with your message.

 Don’t jump right into talking about a job.

 Connect on different interests or topics in common.

 Highlight industry and projects connected to them.

 Direct the conversation off the platform and into an

email.

SearchMyBio(Tool)

This site is another great option for searching for public profiles.

You can search for profile bio information, filter by followers,

and connect with the most active users on Instagram. This tool

has many other advanced features worth reviewing further.

Employer Branding Ideas:

Outside of directly sourcing you can also use Instagram as a way

to promote your company’s brand. Here are some creative and

unique ways to engage with users:

 Sharing your company’s culture and environment.

 Sharing conferences and job fair event news.

 Sharing openings and recent recruiting news.

 Share a project that you are working on! (See Below)

Facebook Search

Facebook is an untapped gold mine when it comes to recruiting

and sourcing talent across the web. Basically, it’s a massive

database of millions of people. The trouble is, many recruiters

don’t know how to approach using it for such. I wanted to create

a basic guide into the world of sourcing Facebook.

Facebook Recruiting Stats from Mashable:

 85% of internet users have Facebook accounts

 84% of job seekers have a Facebook profile

 74% of internet users use Facebook daily

 57% of Facebook users have 100+ friends

 58% of Facebook users have liked a brand

Below is a step-by-step guide that will help empower you to

source on Facebook.

1. Sourcing Public Profiles

Use the Facebook search option to find users (and company

pages) that may represent potential candidates. With powerful

search functions, you can find people based on location, work

experience, education, employers, and even languages.

Unfortunately, Facebook Graph Search was shut down in August

2019. You can still search for basic things on Facebook. Once

you find someone, reach out to them via Facebook or cross-

reference their information to find them on LinkedIn or another

platform. Don’t panic – there’s a tool to do graph searches here

>https://graph.tips/beta

Boolean Strings:

site:facebook.com “teacher” OR “minneapolis” “to present” -

posts

site:facebook.com “software engineer” “to present” -posts

“Pittsburgh” (“her” OR “she”)

To narrow the search you can include other terms: Latinx,

African, Native, Alaskan, Mexican, or Somali.

How to DM someone:

Keep it short and sweet. Don’t go into too much detail on the

exact openings. Rather, treat Facebook like a relationship-

building tool. Try and connect with them on various topics and

try and build a connection through similar interests. Don’t treat

the platform like LinkedIn.

Maybe you didn’t realize this by this platform has a desktop

version called: Messenger.com. Once you log into this, you will

see a large dashboard of all your recent Facebook messages. You

search and directly connect with public users on Facebook.

Here’s the unique part of this Platform:

1. You can directly search within the search bar and contact

users directly.

2. You can search not only user names but cell phone numbers to

find active accounts.

3. Messages get directly sent to users and not to the other inbox.

4. Notifications get sent as a text message or pop-up notifications

on user’s phones.

How can you use Facebook Messenger:

1. Reach out directly to leads that have a public Facebook

profile.

2. Be direct and honest with your message right away.

3. Make sure you state the reason for the message.

4. I recommend reaching out to leads AFTER normal business

hours.

Shannon Pritchett advises that you use your first message to

come clean and confess that Facebook isn’t the most appropriate

platform for a professional, work-related conversation, admit to

stalking them on LinkedIn and suggest carrying the conversation

on via email.

Recruiter Facebook Template example:

Hey (Name), I wanted to take a chance and send you a message.

I was reviewing your rep scores within github and I was really

impressed by your project at Code42. I’m a local Recruiter in

the Minneapolis and wanted to introduce myself. What’s a good

way to connect with your further? Email?

Thanks, Jonathan

2. Create a Facebook Page

Likely, you already have a corporate page with your company

that you can use to recruit on Facebook, but you can also open a

new profile and start a brand new page, known as your

company’s “Career” page. The Career page will host content

targeted entirely towards people potentially interested in a job,

separating the recruiting side from the corporate side, which is

targeted at your company’s clients.

3. Establish a Company Culture (Employer Brand)

Your company’s work culture will do major things for your

employer brand. Use your Career page to showcase your

company’s wonderful work culture and have your employees

share their own experiences. This will turn into a form of social

recruitment where people will reach out to you wanting to

interact with your company solely because of how your photos,

videos, and stories portray the culture there. I recommend

connecting with Work4labs. They have many Facebook career

page tools and products.

4. Launch a Recruiting Ad

While writing a great Facebook ad deserves a guide within itself,

this concept is definitely one you should look into. Launching a

Facebook recruiting campaign will allow you to quickly and

effectively reach targeted groups of people, enabling you to

reach as many potential candidates as possible. Some of the best

advice you can take when using this method is injecting all the

personality you can into your campaign. Remember the

importance of employer branding.

5. Promote Your Job Ad

Many people don’t realize that they can promote their Facebook

job ad for free. Aside from sharing it on your Facebook page,

you can also share it with relevant Facebook groups where you

should frequently talk about your employer brand and

recruitment opportunities. Additionally, you can have your

partners and colleagues share the ad themselves, helping it reach

even more people.

Another free way to promote a recruitment opportunity is with

Facebook Marketplace. The Marketplace is where people go to

buy and sell items within their community, and while there is no

dedicated category for job listings, many savvy recruiters are

already using it to find candidates.

6. Use Facebook Live

Finally, another under-utilized tactic when reporting on

Facebook is the Facebook Live feature. With this feature, you

can use live chats on your Career page along with a live video to

introduce your team, explain various recruitment opportunities,

and answer candidates’ questions, all while engaging them in a

very lively way. Best of all, this tactic is completely free as well!

Reddit Search

You may have heard of the popular online forum Reddit.com as

a go to place to get answers to your questions or find the latest

news stories. One area you may not have associated with the

fourth largest website online today is its potential for recruiting.

Yes, you can use Reddit to source and recruit potential

candidates online.

Millennials and technology gurus use this site daily to get news

and research different topics. There are specific topics dedicated

to the job search and if you are not utilizing this for recruiting

you are missing out on some great advertising for your job

(Example Below).

Use the Search bar to run a search

Reddit supports using Boolean Operators in search.

For example:

Search Javascript AND HTML “For Hire” Chicago

Or use Javascript AND HTML AND “For Hire” Chicago

Another example Javascript AND HTML (“For Hire” OR

“available immediately” OR “Open to work” OR “looking for

new opportunities”) Houston

X-Ray search on Google

site:reddit.com/user “* * developer” “For Hire”

Searching for Remote Developers

site:reddit.com/user (“* Engineer” OR “* Developer” OR “*

Programmer”) “remote work” (“about me” OR “personal

website”)

Go where your candidates are and get to know the methods they

are using to gain information. To get started with using Reddit

for recruiting, here are some tips:

1. Know Your Platform

Before you jump into Reddit for recruiting, take some time to get

to know the platform. If you have used it before, you are ahead

of the game. Start by checking out subreddits like r/forhire to see

what is currently being posted for roles. Reddit is different from

other platforms you may use for posting jobs, so you will want to

make sure you are using it properly.

If you are brand new to Reddit, start with the FAQ wiki to

familiarize yourself with how to use it. Generally, you want your

post to be upvoted so people see your post at the top and one that

is vetting by other group members. You also want to get your

Karma score high so Reddit users respect you. It is very different

from LinkedIn or Facebook, so take the time to really learn how

to use it for the best results.

Here's some Tech Subreddits:

DevOps Jobs: https://www.reddit.com/r/devopsjobs/

Java: https://www.reddit.com/r/java/

Front End: https://www.reddit.com/r/Frontend/

Learn Javascript: https://www.reddit.com/r/learnjavascript/

Here's some Diverse Subreddits:

Black Ladies: A safe place for Black women:

https://www.reddit.com/r/blackladies/

Native American: https://www.reddit.com/r/NativeAmerican/

2. Know Your Audience

Reddit is a fantastic place to recruit and source candidates for the

tech industry. If you are looking for Programmers and

Developers, they are very likely hanging out on Reddit. If your

jobs are on this platform, you may get a more passive candidate

that isn’t’ actively checking out traditional job posting sites.

There are certain protocols for recruiting on Reddit that you need

to follow to avoid alienating the candidates you want to attract.

No spammy posts and super obvious advertising language. They

will ask questions and expect you to have honest answers about

the job.

3. Post Your Job

Every sub-reddit has specific guidelines, so the first step is to

carefully read these and follow them. Don’t assume the rules are

the same for every sub-reddit you are using; you may find your

post in the spam folder. In some cases, they may even ban you

from participating in the future.

Formatting in Reddit is unique to the platform, so ensure you are

doing this correctly. Check out Reddittext.com’s guide for

formatting to make sure your posts are on the right track. It’s

also a good practice to review the subreddit you are interested in

posting to for examples of jobs that are highly upvoted by users

with good karma ratings. See what they are doing and mirror

their approach to get similar results.

4. Follow Up

Reddit is all about getting your questions answered, so you need

to do this for your job as well. Posting and forgetting about it

isn’t going to provide you much return. People may ask

questions directly in the sub-reddit or private message you.

Be available and actively participate in the sub-reddit you are

posting in. This will help readers know, like, and trust you. Then

they will give your job a more realistic look. If they feel like you

are only there to promote your job and not help the community,

they may be less likely to consider the opportunity. Workable

mentions caring about your potential candidates goes a long way

on Reddit and can help you achieve great results with recruiting.

Ensure you are honest in your answers, as Reddit users are no

non-sense when it comes to being lied to. It’s just good practice,

to be honest about the job anyway. Candidates should come into

a job knowing what to expect so that they can be successful.

If you aren’t using Reddit as part of your Technical Recruiting

strategy, it’s time to check it out! Ere.com states that “Eighty

percent of traffic comes from a desktop computer”. This makes it

great for candidates to check out your job and apply on the spot.

Unlike other platforms that are usually viewed on mobile

devices, where candidates either have to save a job for later or

try to apply via their iPhone.

While using Reddit for recruiting is a bit more involved than

posting to Monster, it can lead to fantastic results. For hard to

source roles, like those in the Technology industry Reddit can

aid in finding the best candidate for your role. Taking this

approach will focus your extra energy on the roles that are

difficult to fill. The best part? It is a free resource to market your

jobs, so take advantage today!

Amazon Reviews Search

Amazon is the largest online shopping site. The site has roughly

12 million products to purchase, including Marketplace items

that total goes to 350 Million available items to purchase.

“Our vision is to be earth’s most customer-centric company; to

build a place where people can come to find and discover

anything they might want to buy online.” This is Amazon’s

mission statement.

The number of available items and products is truly

unbelievable. Amazon got started by selling books online. Why

don’t we use these great reviews to source and recruit potential

candidates?

Amazon sells a ton of niche industry related books on any given

topic. The shoppers that take the time to review a product are

probably within that field of study. This idea is a creative way to

find and reach out to potential leads. You can easily cross-

reference someone’s username and find them on other social

media channels.

Here’s how to search for Amazon Reviews:

Let’s say you are searching for Software Engineers. Do a quick

search on a book related to “Object Oriented Programming”

Languages and start reading the book reviews.

Read the reviews and search for the profile username info:

Conduct a quick Google search to find that user on social media.

Bonus: SeekOut gives this candidates email address below.

Finally, take all this information and write an email:

Hi (Name), I was doing a search on Java books on Amazon and

came across your review. I was impressed by how you took the

time to write a lengthy review on this topic. Great call out on the

Typo issues. Looks like you’re currently a Program Manager at

Frontdoor. I wanted to see if you would be interested in learning

about our (remote) teams at (company)

Quora Search

What if there was a site where you could find top industry

professionals in different niche areas based on Q&A responses?

It’s a reality with the site Quora. With an estimated audience of

over 700,000 it’s also a spot to tap into some high quality talent.

Recruiting in 2018 requires more than the typical tools and job

board sites used traditionally. Posting roles on LinkedIn and

Indeed are still a big part of finding top talent, but if you don’t

include new avenues, you are missing out on great candidates.

Social media is an essential part of a successful recruiting

strategy. One of the best ways to connect with candidates is by

going to where they hang out. To help you add in a new source

for talent, we have put together some helpful tips for you on

recruiting on Quora.

Provide Value

People are coming to Quora to find answers to their questions.

Anything from ‘what happens if I get fired’ to ‘help me with a

coding issue’. Selling them on your job right out of the gate is

likely not going to go over well. People will think you are using

the site to push your own agenda versus what it is meant for.

Instead, build trust with the users by being an active participant.

Start by setting up your profile and let people know where you

work and what you are qualified to answer questions on. Then

locate the good forums to provide value in that will also get you

seen by potential candidates. Search through the questions and

see what you can answer. Another great option that

Recruiter.com points out is to set up a company page so that

users can learn about the company and provide positive reviews.

Locate the Experts

The best way to find the ‘hard to find candidates’ is to look to

see who is answering the questions. Social Talent suggests

searching for the keywords you need (think C++, Java, etc.) to

see who is participating in the forums. These people are so

skilled in these systems that they are helping others with it.

These SME’s are out there sharing their knowledge and making

it easy for you to see they know what they are talking about.

Instead of taking it at face value that they can use a certain

system, you can see that they have by their answers to

community questions. Once you find those candidates, reach out

to them. Introduce yourself and see if they would be open to a

quick conversation. Then you can informally talk to them about

your company and gauge their interest in moving forward.

Time In and Results

Using Quora is not going to be a passive endeavor. You will

need to commit to putting in the front end work to get the most

return on your investment. When you show candidates that you

are willing to help them with their recruitment questions, it will

help you be seen as a recruiter they can trust. Participating in

forums will set you apart from other recruiters than can be seen

as just trying to fill a job.

Another great aspect to using Quora for recruiting is that the site

provides you with analytics to see how you are doing. Just click

on your profile picture and check out your stats. Seeing the

views and up-votes you are generating will help you see if your

efforts are paying off. Answering questions and getting up-votes

will have a lasting long tail effect down the line when other users

Google search for answers in the future. Industry professionals

will connect your name with those answers and thus associate

your name with other experts in the field.

Recruiting on Quora is a great addition to your recruiting

strategy. People are using Quora to research all kinds of

questions, including recruiting. You can show your expertise in

your field to attract experts in the fields you are recruiting for.

Get started today and gain access to candidates that you wouldn’t

have been able to reach before. Make 2018 the year you add

social media to your search strategy and see some great results.

Stack Overflow Search

Are you having trouble finding qualified talent to submit to your

technical job reqs? These candidates are not as engaged in

typical sites like LinkedIn and don’t apply to job openings on

career sites as frequently. Because of their reclusiveness, it takes

a bit of work to find them. To help yourself stand out as a

recruiter and find talent that no one else has found, you have to

be willing to think outside the box. If you are limiting yourself to

standard candidate generation marketplaces like LinkedIn, you

are missing out on potential talent that may be perfect for your

role.

Stack OverFlow is a great option if you are looking to expand

the net you are casting, particularly for technical candidates. So

what is Stack OverFlow and how can you use it the source? This

is exactly what we are covering in this article!

What Is Stack OverFlow?

Getting to the basics. If you aren’t familiar with Stack OverFlow,

you will need to know what it is before you start using it to find

talent. To be honest, it reminds me of a super technical version

of Quora. Basically it is a question and answer site for technical

questions. Users can post questions, answer other user’s

questions, and upvote the answers on the site.

The types of people on this site are going to be programmers or

those dealing with a programming language. If you are searching

for an Investment Banker, this isn’t the site for you. If you need

a programmer, this is likely where they are hanging out.

According to Social Talent, Stack OverFlow is the third-best

platform for finding programmers.

Finding the Talent

There are two ways to search Stack OverFlow for candidates that

have the skills you are seeking. There is the “All User Search”

(aka free) and the paid Stack OverFlow careers site. Both are

great options to locate the profiles of qualified developers.

All User Search – Stack OverFlow allows you to search profiles

for profile information, in a roundabout way. The best way to

search the platform is by using Google X-Ray. The main points

of the profile you may want to include in your search string are

location, and the tags they have contributed to. In many cases,

the tags they are contributing to will give you information on the

programming languages they are proficient in. According to

some sites, X-Ray may not always work though. Check out

Devskiller’s in-depth article for more information on how to

organically search the site.

Here’s some Boolean string examples:

site:careers.stackoverflow.com “Java Developer”

site:stackoverflow.com/users “Java Developer”

site:stackoverflow.com/cv “* * developer|engineer” (c rust OR

c++ rust)

Stack OverFlow Careers – They’ve created a specific site

dedicated to career opportunities. With the paid option, you can

directly post a role in this section to attract candidates using the

site, search profiles, and set up a company profile page.

Candidates interested in being found have the option to create a

developer story. Those that you contact through this medium

have a super high engagement rate, so if you can afford to put

some money into it, this is a fantastic option. If your budget is

nil, these profiles can be sources by using a search string on

Google. It may take some trial and error to see which strings will

give you the most desired results, but with some work, you can

definitely find who you are looking for.

Browser Extensions Recommendations

 Search Stackoverflow: Easily find users and tags with

this advanced searching tool.

 SeekOut: Great for finding user contact information.

 Hiretual: Great for finding user contact information.

 StackOverflow Power User: Find the best “power” users

with this tool.

 StackEye: Get notifications about questions and from

users in your watch-list.

Contacting Candidates

Once you find candidate details, the hardest part is engaging

them. If you are still using standard copy and paste emails to

your candidates, please end the madness! Particularly with

developers and other difficult to find candidates. Their

experience is in demand and due to that, they are being endlessly

contacted. Showing you have no interest in them is a guaranteed

way for your email to end up in the trash bin.

So how can you show your interest? Take the time to read

through their profile. When you reach out to them, make a

comment on something specific that you found out about them

by doing your research. By doing this, you are letting them know

you aren’t just sending emails on mass, hoping to get someone

hooked.

Make sure you have plenty of details on the role you are

recruiting for as well. If you don’t know what you are talking

about, it will be difficult to convey to candidates that they may

be interested in the role. These candidates are in demand, so if

they don’t get a good vibe from you, they know someone else

will be contacting them soon.

Here’s an example of a Recruiter Template:

Hi John, I was impressed by your recent answer to (post

summary). I dove further into your profile and was again

impressed by your high reputation score. I’m sure you receive a

lot of fan mail but wanted to see if you would be open to learning

about a new opportunity? (Job Link)

If you haven’t started using Stack OverFlow as a part of your

sourcing strategy, you are missing out on the third most

successful site for sourcing developers. It will take a little work

to find talent, but in this market it is necessary. Take some time

to get familiar with the site and the methods we discussed in this

article to stand out among your peers and fill that super difficult

reqs.

GitHub Search

GitHub is the world’s largest open-sourced repository coding

sites online today. Currently, it has over 28 million users and

over 57 million in repositories. With so many monthly active

users sharing and learning about coding, it’s a fantastic place for

Talent Sourcers to find qualified talent. With the recent

encouragement by Susanna Frazier, I wanted to reflect on

GitHub and showcase how to source and recruit on this social

network.

What’s included in a user’s profile?

Username – You can use this to crossreference on namechk.

Location – Another vital piece when sourcing.

Current Company – Another important piece.

Links – This includes contact information, websites, or blogs etc.

Number of Followers – The more followers means how skilled

they actually are. Anything above 50+ is incredible.

Contributions – Use this to find additional keywords to search

for.

Repositories – Review there open-sourced projects. Great place

to share what they there currently working on.

Searching on GitHub

GitHub has two search engines one being a simple search and

also an advanced search. Good to note, basic Boolean operators

like AND, OR, NOT will work in searches. I’ve included some

search parameters when searching directly in the search bar:

Language

Language:c++

language:javascript

Location

location:minneapolis

location:”minneapolis”

location:minneapolislocation:sanfranciscolocation:losangeles

Followers

followers:>5 -Searching users with more than 5 followers.

followers:<5 -Searching users with less than 5 followers.

followers:1..5 -Searching with users between 1-5 followers.

Username

author:example – searching for authored content.

user:example – searching in repositories.

created:2018 – looking to see when the user profile was created.

XrayingGithub

When xraying GitHub you should target both domains when

searching: github.com and github.io. Also, I recommend

searching through Google when doing these xray searches. I

included some examples below:

Basic search

site:github.com “joined github” minneapolis “javascript”

Searching for Email Addresses

site:github.com “joined github” minneapolis “javascript”

“*gmail.com”

Searching for the most active users

site:github.com “contributions in the last year” minneapolis

“javascript”

Searching based on job titles

site:github.com “joined on” “public activity” -tab.activity “Java

Developer” Minneapolis

Advice on Messaging Users

So, now you know how to search and Xray on GitHub. The

tougher part is engaging and communicating with those users.

GitHub is seen as a place to learn and not necessarily as a place

to find a new job. Do not treat it like another LinkedIn resource.

Here’s some tips on communicating with users:

 Do not write in paragraph form. Use a few 2-3 sentences

at most when reaching out.

 Focus on what they are working on. Try highlighting

their recent project activities in the message.

 If they don’t respond let it be. Do not over-communicate

like on LinkedIn.

 I recommend (two outreaches) over GitHub directly and

also over email.

Overall, I definitely recommend searching on GitHub. There’s a

ton of active monthly users that and might not even be active on

LinkedIn. You need to use this resource as a way to expand on

your searches when sourcing. Please let me know if you have

any questions in the comment section below.

Slack Search

How many places do you use to recruit candidates? If you are

only listing one or two places, it’s time to add to your list.

Recruiters need to look for various ways to find qualified

candidates. We all know about using LinkedIn and other popular

sites for sourcing, but what about something a little outside of

the box?

Recruiters need to diversify the platforms they use to find talent

because everyone else is using those same places. Have you

considered the app Slack as a source for candidates? It is a

hotspot for millennials and a place where you just may find your

next superstar. If you are unfamiliar with Slack, we break it

down for you and how you can use it for recruiting below.

What is Slack?

If you haven’t heard of the app, it is a spot where people get

together to talk about common areas of interests. The interests

are grouped by communities and channels where people can talk

with other members with the same interests.

Companies use it to communicate with teams quickly and

individuals use it to talk about many different topics. The site is

also indexed and every topic is saved and searchable. If you want

a more detailed synopsis on what Slack is, check out their site

here.

Why use it for Recruiting?

You will be where your candidates hang out. Instead of hoping

they check their LinkedIn account once every two months, you

can be sure they will be actively engaged. You can converse with

people who are interested in the topics you are recruiting for.

The site is also quick with people answering very fast to posts.

As I mentioned earlier, Slack is also searchable. If you are

looking for a candidate with a specific skill set, you can search

by that skillset to see what communities come up. You can then

see who is active in the community and either post in the channel

or send a direct message to those you are interested in.

Slack even has a page on how you can use the app for recruiting.

Their page is all about how you can use it to keep everyone in

the loop on the recruiting process. If you are a recruiter in a

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small company, this could be a great way to keep everyone up to

date real-time.

How to use Slack for Recruiting

Check out the different communities to see which would be the

best for the talent you are targeting. Here is a list of the top

communities out there so you can start to see which ones would

be worthwhile for your efforts. I’ve included my

recommendations of communities to join below:

 Developer Communities

 Global Developers

 Front End Developers

 Ruby Developers

 iOS Developers

 Business Related Communities

 Latinx in Tech

 Women in Sales

 Black Engineers

 Startups

 Human Resource Communities

 HR

 Corporate Recruiters

 Career Related Communities

 Software Jobs

 Freelance Jobs

Pro Tip: Check out Slofile.com for a list of slack communities

online. Once you’ve narrowed down the list use Phantombuster

to pull a full list of users with emails if available.

Become active in the community by letting people in the group

know you are a recruiter and what you are searching for. See

who replies. Anyone who expresses an interest you should

individually message and schedule some time to talk further. Just

be careful that you are aware of the rules of the channel so you

aren’t doing anything that could be considered spam.

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Start with getting yourself familiar with the platform, which you

can so by reading tutorials and FAQs on the app. Then start

researching different channels to target based on your candidate

profile.

Once you identify the channels you want to be part of, start

getting involved while following the Slack etiquette. Be careful

with this especially on Slack because the people using the app

are not necessarily interested in looking for new opportunities.

Another option is to use Slack for employee referrals, as

Workable points out. It’s a quick and easy way for employees to

let you know of candidates that they recommend. If you make it

easy for employees to refer their peers then they are much more

likely to actually participate, particularly if there is not a hiring

bonus attached.

What Types of Candidates are on Slack?

The primary type of candidate on Slack are those with a

technology focus. Startups and technology companies are using

the app more and more to move away from the heavy reliance

many companies have on email.

If you are in the IT recruiting space, I recommend you give

Slack a try to have access to many candidates you may not have

been able to otherwise contact. The IT industry is in high

demand, and if a candidate is not actively looking for a new job,

the chances of them being on LinkedIn or job board sites are

pretty slim.

The world of recruiting is constantly changing. To be the best in

your field, you must keep up with the changes in the market to

continue to provide the best talent. You are on the right track

with checking out this article!

Slack is still a new method to recruiting and one you could really

capitalize on if you take the time to learn how to use it. It

certainly won’t be the last platform you will need to learn in your

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recruiting career, but you are still ahead of the game if you start

now!

Meetup Groups

Meetup.com is an events based social networking site with

roughly 30 million users, 300K groups, and 500K monthly

meetups. Meetup can add incredible value when it comes to

sourcing and recruiting talent across the globe. There’s a lot of

ways that you can search on Meetup.com for communities.

Profile Boolean string examples:

Here’s all the different ways to source Meetup members and

groups below. Remember to include diversity related terms

within your search string.

Make sure to include searchable terms: (“Latino” OR “Spanish”

OR “Mexican” OR “Latinx”)

After a quick search I found this great group > NYC Latino

Professionals - 4,400+ Members & Growing!

1. Member Search

site:meetup.com (java OR python OR ruby OR C# OR C++)

“member since”

2. Member(s) Search

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site:meetup.com/software/members/ (java OR python OR ruby

OR C# OR C++)

3. Zip Code Search

site:meetup.com (java OR python OR ruby OR C# OR C++)

55110..554433 “member since”

4. Location State Search

site:meetup.com (java OR python OR ruby OR C# OR C++)

intitle:”MN” “member since”

5. Location City Search

site:meetup.com (java OR python OR rubyOR C# OR C++)

intitle:”minneapolis” “member since”

6. Network Search

site:meetup.com (java OR python OR rubyOR C# OR C++)

“member since” “networks”

7. Groups events strings examples:

site:meetup.com “java” “meetups are scheduled”

site:meetup.com java intitle:MN meetups are scheduled

site:meetup.com “mobile” (kotlin OR android OR objective-c

OR java) intitle:”minneapolis” “meetups are scheduled”

Note, since many pages have similar content I suggest using [-

inurl:] to exclude certain pages from showing up. Make sure to

play around with that search technique.

8. List string example:

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Use these string below to find a list of Meetup’s that match your

search criteria:

site:meetup.com “minneapolis” intitle:software (intitle:”meetup

groups” intitle:meetups)

Pro Tip: Check out Freesourcingtools.com custom CSE to search

for events and groups.

Joining Groups

I recommend joining meetup groups within your search. You can

try and directly message users from individual groups. Be as

genuine and human as possible – some industries do not like

talking with recruiters.

Attending Events

I recommend going to events on a quarterly basis! Build a

network within your niche. Try and make yourself known in the

local community.

Twitter Search

Twitter Search - Twitter’s advanced search can help you to find

people who are talking about a particular thing in a particular

location - https://twitter.com/search-advanced

Twitter is a great resource to find active users within certain

niches. You can easily find users that are active and posting

within the tech world. More than ever, users are moving away

from using LinkedIn. So, in some ways you will need to explore

other social networks to find and engage talent online. I’ve

included ways to source and recruit diverse talent on Twitter

below.

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Twitter’s advanced search feature allows you to create complex

searches that include both hashtags and keywords— so you can

search for multiple criteria like job role, skillset, and location,

along with URM or other identifying keywords. What’s more,

you can filter results by tweet, account, photo, video, and news.

Note that Twitter’s advanced search only searches tweets; it

won’t pick up keywords in bios, where some of the best

professional information (titles, skills, technologies) is found.

You can get around this with a Google x-ray search:

site:twitter.com (“solution architect” OR “solutions architect”

OR “technical architect”) lgbt -jobs –hiring.

Boolean Strings to Search Bios:

site:twitter.com inurl:with_replies [add keywords]

site:twitter.com “Tweets and replies” -inurl:with_replies [add

keywords]

You can use Google Synatex to find certain users with the

number of followers:

site:twitter.com “Tweets and replies” javascript engineer

“200..1000 following”

Search for Hashtags:

#BlackTechTwitter

Finally, some Twitter diversity directories exist that have already

done the work for you. Check out Blacks who Design, Women

who Design, and Latinxs who Design, for example. You can

filter down by role, and jump on a person’s feed from there.

They might not be a fit for the role you are working on, but

connecting in these communities could lead you into other

communities more targeted to your search.

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Snapchat, Twitch, and Tiktok Search

The growing number of social media platforms has surely

created a number of opportunities for recruiters. Of course, many

are getting left behind because they’re simply unsure of how to

approach these brand new tools. If you feel the same way, this

advice will help you out.

While not all tools are created equal, the likes of SnapChat,

Twitch, and TikTok are among the most popular right now, and

they also present many unique opportunities for your work as a

recruiter. With companies looking to get costs – you may want to

consider using free social networking sites to connect with

candidates online.

In all honestly, I’m new to these platforms and I’m testing out

each to see if they add value to my sourcing and employment

branding strategies. It’s good to go where the talent goes. So, if

you see value in connecting with these users than it’s worth

creating a profile.

First Understand the Platforms:

Before you do anything with these platforms, the first thing

you’ll want to do is familiarize yourself with them a bit. This

means creating an account and just spending some time seeing

how others interact. Make sure that your target demographic is

actively using these websites. This is perfect for targeting and

sourcing GenZ and Millennials within your markets.

Snapchat

Is a platform to send instant view-able videos you can use humor

and excitement to build an employerbrand.

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Twitch

Is a live streaming platform created for gamers. Create a profile

and connect with gamers across the globe. Many gamers are

professionals in the tech community. You could use this platform

to network and build a community of talent.

TikTok

Is a video sharing network. You can add comedic and fun videos

on this platform. You can drive likes and engagement for your

brand.

Each platform has its own unique style of content and you’ll

need to spend some time figuring out how you can best interact

on each platform. Your approach will differ a bit between each

one. I recommend doing research to see if you can gain value

from using the platforms.

How to Use These Platforms:

Once you have a solid understanding of how each of these

platforms functions, you can get to the fun part of actually

posting content. Your goal, of course, is to use these platforms to

promote a company’s culture and open jobs, ultimately inspiring

people to see the brand in a positive light, and perhaps even

reach out if they’re considering them as a potential employer.

The tricky part is figuring out what to post. You don’t just want

to plug a job constantly. Rather, you should take a step back and

use these platforms as a method of taking people behind the

scenes. Here are some ideas of what you can post:

1. Let Employees Take Over

Sometimes the best way to show off a company is to let someone

from within the company present things in their own way.

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Letting an employee “take over” one of your accounts for a day

or more can give people a fun behind-the-scenes look at what

goes on each day. For instance, maybe they’ll walk people

through their routine, which may include hitting up the company

gym in the morning or playing with the office’s beloved cat.

2. Share Live Virtual Events

Giving candidates exclusive access to live events the company

hosts is another great source of content. Whether you’re live

streaming the coverage or sharing it after-the-fact, it can really

help candidates get a closer look at what working with the

company would be like. You can do these events virtually and

share opportunities to a broader audience.

3. Go Behind-The-Scenes

Share a picture of that epic birthday party the team just threw for

the new receptionist and maybe even give candidates a look into

the development or collaboration processes that help the team

thrive. It’s this type of “behind-the-scenes” content that lets you

pull back the curtain and really entice people to learn more and

want to get involved. Share fun and exciting culture that

highlights your employment brand well.

4. Build your Personal Brand

Recruiters need to build their personal brand online and it’s good

to get creative and stand above the crowd. If you are targeting

members within these communities, it will make sense to invest

in creating an account. Again, try and use humor to connect and

engage with these users. The long term goal will be to build your

brand and network with them.

While it will take some finesse in order to properly represent the

company on each platform, adding these tools to your arsenal is

surely worth it. Consider these platforms to be a top priority as

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you continue to build an employer brand that people want to

interact with.

Chapter 5: Talent Sourcing Tools

Talent sourcing tools are important when it comes to finding and

engaging talent online. There are many tools that focus on

sourcing diverse talent. I wanted to highlight the top ones that

most Recruiters and Sourcers recommend.

1. Native Current

This is a new tool that helps find diverse (BLNA) talent online.

With the help of Boolean strings, it helps users find many

diverse niche groups online. The helps Talent Sourcers uncover

new talent BLNA pools. Native Current empowers Sourcers and

Recruiters to creatively expand talent search to meet the

demands of modern businesses. I recommend signing up for an

account to learn more about all the tools amazing Boolean

generator search features.

First, download and then sign up for an account:

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Second, type in the role that you are searching for:

Select the diverse group that you want to find:

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Finally, after you’ve selected the role requirement skills and

diverse group. Then click open in Google.com

Search Features Include:

Enable Native Current:

Option 1: Toggle Native Current ON for the website you’ve

opened the extension for at the top of this dashboard. Then select

exit to site in the top right-hand corner of the dashboard to hide

it.

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Option 2: Right-click on any site, go to the Native Current menu

option, and select enable / disable for this site.

Pro Tip: Enable the extension then type a job tile in LinkedIn

Recruiter or Google the green button will appear and then you

can choose a diversity Boolean string (Example Below).

Native Current’s Mission Statement:

We envision an American workforce characterized by equitable

opportunity. One where diversity and opportunity are no longer

at odds. Where businesses thrive in increasingly competitive

markets because bringing people together has accelerated

innovation and problem-solving.

A society where prosperity creates more opportunity for others,

not less. We see sourcing enablement as a critical but overlooked

step to creating a culture of opportunity in and outside of the

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workplace, and we’re determined to break conventional ways of

thinking about talent. No excuses.

1. Talent acquisition is more demanding than ever

Keep up with a platform that works everywhere you do, and

gives your team a competitive advantage with the type of

domain-specific insight only the best hiring managers have.

2. Run comprehensive searches anywhere

Search for talent on any website, and quickly apply relevant

Boolean strategies without leaving the page.

3. Know what you’re missing

Go beyond title-based searches with job expansion to

automatically uncover and target new talent pools.

4. Search with precision confidently

X-ray social sites like Quora, Twitter, and LinkedIn with pre-

built searches for your role.

Use the tool to search for diverse talent pools:

 Women’s Film Organizations

 Feminist Organizations

 Women’s Right Organizations

 Hispanic and Latino American Organizations

 African-American Organizations

 LGBT QIA in Tech

2. Human Predictions

Pair with this Bot to expand your candidate research.

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We compile all the data for your potential candidates and

automatically alert you about people we know information

about. It’s there when you need it and snoozes when you don’t.

 Find people: Explore and find more about interesting

people.

 Easily find diverse leads within this tool.

 Info at your fingertips: Get an email address and quick

overview on anyone.

 Add data: Find a person/group you want to learn more

about?

 You’re in control: Hide it when you don’t need it.

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3. Entelo

This tool was founded in 2010 and, ever since, the software has

been used by recruiters to proactively source diverse talent. It

continues to be an industry leader thanks to its innovative

diversity recruiting functions and many unique features. It will

help you deliver the best candidates on the market.

It offers you the ability to find a diverse talent pool in mere

minutes, focusing on under-represented groups by race,

ethnicity, gender, and veteran status. You can also use it to

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eradicate your unconscious bias and quickly identify candidates

that come from underrepresented groups thanks to the candidate

badges that it lists on profiles.

It also allows your team to quickly track diverse leads

throughout your process. Gain visibility into your organization’s

diversity, sourcing efforts and measure progress. Keep your

talent team accountable by complying with federal regulations

and demonstrating good faith diversity recruiting efforts.

You can select four major categories and also use them in

combinations, e.g., Black AND Female. They also support

filtering by various networks and groups.

With Entelo go to the Settings, then Search and then choose

Anonymize search results. Profile pictures are gone, and names

turn to initials. This will help you search with unbiased results.

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4. Hiretual

Hiretual claims to be the industry leader when it comes to AI-

powdered talent sourcing, and they can certainly back that claim

up with a wealth of features. Integrate Hiretual into your tech

stack with ease and you’ll instantly be able to source across over

750 million profiles.

One aspect you’ll definitely appreciate about Hiretual is that it

pulls information from over 40 platforms to build the single

largest talent pool out there. Hiretual also goes a step further,

helping you build powerful, personalized campaigns to engage

top talent while actively rediscovering any profiles that are lost

within your ATS.

Within their advance filters, you can search and find a list of

diverse candidates. Now you can narrow your sourcing results to

help widen the perspective of your organization. Specifically,

Pro users can now filter sourced candidates to focus on women,

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veterans, African Americans, or Hispanics within your recruiting

niche.

Rank and score the profiles that you are seeing to help Hiretual

AI ranking search.

Use Hiretual’s Talent Insights feature to search for diverse

groups based on location, job title, or industry,

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5. Seekout

Known for being extremely recruiter-friendly, Seekout is a

platform that allows you to easily source passive candidates with

the help of diversity filters. Other features, like getting contact

info in just one click, also help Seekout stand out from the

crowd. With a 360-degree view of the talent, Seekout provides a

rich database like no other. The Ai-powered Seekout Robot also

helps you get to the right talent as quickly as possible.

You can select major categories of diversity, and see filtered

results with one click. One aspect that stood out for me was that

SeekOut shows how many profiles correspond to a diversity

category in advance of the recruiter applying that filter.

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Verified emails and social profiles are available at the click of a

button and you can send personalized automated emails to reach

out to candidates with ease. You’ll find that the diversity filters

are especially helpful for finding female, Hispanic, African

American, and Veteran candidates. This tool has so many other

advanced features – I strongly recommend doing a demo.

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To reduce bias, select Blind Hiring Mode. All profile pictures

turn to the same cat image (no bias from people’s cat

preferences) and names to just initials.

6. Diversifytech.co - Looking to build a diverse pool of

candidates in the tech space? The simplicity and openness of

Diversifytech.co leaves nothing to be desired. This site quite

literally acts as a job board with information about candidates

readily available to anyone looking to hire. You can search for

candidate talent within this community. Overall, I highly

recommend using this free resource when it comes to sourcing

tech talent.

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7. JopWell is a community platform to help find diverse

candidates for career opportunities. They support Black, Latin X,

and Native American students and professionals across North

America.

The focus on candidates who are underrepresented in the tech

space, so it’s a great additional source to check next time you’re

looking for candidates to reach out to in order to hit the mark

regarding the number of diverse leads you’re looking to engage.

8. Unbiased Search Extension - Use this to turn everyone's photo

into a picture of a dog. This will help you to search for profiles

based on keyword terms and not on race/gender.

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9. Tineye - use this tool to reverse search images online. You can

search for profile images or other social media pictures within

this tool.

Pro tip: You should try and reverse image search someone’s

headshot profile on other websites to build a larger view of

someone’s skill-sets.

10. Yandex – as another great example to reverse image search

online. You can search for images, videos, and much more.

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Automation Tool Suggestions

Recruiters spend the majority of the day sourcing and conducting

research. There’s a ton of great tools that automate many

mundane tasks. There are many other automation tools that I

could suggest but wanted to focus on the core ones that are

highly beneficial.

Phantombuster

Rating: Beginner

Features:

● Extract data from platforms

● Profile scraper, social media scheduler, Auto responder

and much more

● Automate repetitive tasks with talent sourcing

● Combine with AI to save more time

Phantombuster is used to extract data from platforms that can

be used to automate necessary but repetitive tasks in recruiting.

Phantombuster can be programmed to search certain profile

data or URLs across networks such as Instagram, LinkedIn,

Facebook, and Twitter, which can be compiled into a

spreadsheet or CRM for review. The collected data can also

help generate leads, be used to update network profiles, and be

shared with others.

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AI and other automation tools have definitely been on the rise

lately. It’s an exciting time to be in the talent sourcing world

because we can use these same cutting-edge innovation tools to

source, research, and automate certain recruitment tasks.

It was created to help marketers use different API’s to

automate and boost different marketing efforts. You can use

one API tool for 10 minutes a day for free. I recommend

testing out several tools before you decide to pay for the

upgraded growth hacker account – which is $29 per month.

Tool Recommendations:

● Facebook Profile URL Finder

● Instagram Profile URL Finder

● LinkedIn Profile Scraper

● Twitter Profile URL Finder

● LinkedIn Accept Invitations

● LinkedIn Network Booster

● LinkedIn Search Export

● LinkedIn Auto-Follow/Accept

IFTTT

Rating: Beginner

Features:

● Easy-to-use automation tool

● Connects with all sorts of apps

● Create your own “recipes” to reduce your workload

IFTTT stands for ‘If This Then That,’ and is an ideal tool for

email automation. With features that allow you to create

reminders for yourself, handle repetitive tasks, and formulate

specific triggers. It’s a free, web-based service to create chains

of simple conditional statements, called (applets) recipes.

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These recipes help to automate different tasks. You can use

these recipes to automate different recruitment activities. I

encourage you to play around with these different recipes and

figure out which ones work best for your needs. These tools

will truly impact the way you automate certain recruitment and

talent sourcing duties.

The user-friendly application requires a brief setup to connect

the various platforms used including LinkedIn, Dropbox,

Google calendar, and Facebook, to program the desired

actions.

Some useful actions might include sending an email to yourself

when new jobs are posted on LinkedIn or Craigslist;

programming your phone to automatically text you, providing

an escape for those times when an interviewee has exceeded

their block of time, and you can’t get away. I wrote an article

about the best IFTTT recipes for recruiting here.

Recipe Recommendations:

1. New LinkedIn contacts in a Google Drive Spreadsheet

2. Send new contacts a “Nice to meet you!” email

3. Save contacts added to a Google Contacts group as a

subscriber to a list in MailChimp

4. Save caller’s contact info each time I receive a call

5. Create a calendar item to follow-up in a week when a

new contact is added

Zapier

Rating: Intermediate

Features:

● Integrate multiple web apps

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● Create custom automations

● Connect with over 1,500 platforms

Zapier is an application that makes it possible to integrate

various other web based apps as a way to customize the

automation. Zapier can communicate with other platforms

including Office 365, Google Calendar, Google Docs, Gmail,

QuickBooks, Trello, Airtable, Slack, and LinkedIn. Through

the use of Zapier, you can share information between multiple

apps automatically versus repeat manual entry. Zapier can help

streamline the process of sorting and selecting candidates

based on criteria, so you have more time to focus on evaluating

information or actually connecting with candidates.

I discovered Zapier a few months ago and I’ve been hooked

ever since! It’s similar to the website IFTTT where I’ve been

experimenting with recipes for many years now. However,

Zapier is a way better automation tool in comparison. Zapier is

the glue that connects over 1,500+ web apps. These apps

connect together to trigger an event. You can use these pre-

built zaps to automate mundane recruitment tasks. These apps

can help with Calendar Scheduling, Call Tracking, Contacts,

CRM, Emailing, Management tools, Human Resource tools —

and the lists goes on! There are endless opportunities to use

these apps in recruitment.

Zapier App Recommendations:

● Create Google Calendar events (quick add events) from

Evernote reminders.

● Update rows on Google Sheets when someone new

cancels on Calendly.

● Create Google Sheets rows from scheduled Calendly

events.

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● Create a call log or meeting note in Streak when a

Calendly event is created.

● Send emails to lost Myphoner leads via Gmail.

● Send emails to new Myphoner winners via Gmail.

● Enrich company names in Google Sheets with data from

Clearbit.

● Add person and company data from Clearbit to new

MailChimp subscribers.

● Search Clearbit and save the results to Evernote via a

Google Chrome extension.

● Enrich contacts in Google Sheets with emails and phone

numbers using Lusha.

● Enrich new contacts on HubSpot CRM with enhanced

personal contact details via Lusha.

● Create or update HubSpot CRM contacts from new

Google Contacts.

● Create Streak boxes for new Google Contacts.

● Create boxes in Streak from new updated rows in

Google Sheets.

● Save new Gmail attachments (original file format) to

Google Drive.

● Look up a Google Sheet row and find & edit a box in

Streak from new Gmail threads.

● Create a MailChimp Mailing List for Job Applicants.

● Import Job Candidates from Gmail into Workable by

Labeling Emails.

● Create Workable candidates from a Google Sheets

spreadsheet.

Airtable

Rating: Intermediate

Features:

● Easily link related data records

● Use Blocks to visualize and summarize

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● Utilize pre-built templates

● Create your own templates and integrate with other

tools

● Easily create a sales tracker, sourcing funnel, or

ATS/CRM system

Use this tool to create a highly personalized ATS/CRM for

tracking diverse leads.

Airtable combines the best features of database applications

and spreadsheets into a single ‘hybrid’ application that allows

you to compile information, sort data, link items together,

share the information with others, and publish details on

websites.

Its ability to integrate with applications such as Zapier makes it

possible for recruiters to track candidates and share pertinent

information via email. It’s a great option if you are looking for

a personal application tracking system or CRM tracker.

Airtable can also be set up to include candidate overviews and

shareable links to their complete profile and credentials,

enabling hiring managers to review specifics.

Template Recommendations:

1. Applicant tracking system (ATS) template

2. BLNA Tracking template

3. Employee Onboarding Template

4. University Recruiting or Job Fair event list Template

5. Competitor Tracking Template

6. Email Marketing Campaign Template

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Chapter 6: Best Practices for

Sending Messages

Crafting a perfect recruiter message takes time. In order to

engage and get a response from a diverse lead you will need to

understand the fundamentals of creating and creating an email or

inmail message. Below I will walk you through examples.

Note: These examples would work best in North American

markets only. The European market is quite different when it

comes to messaging candidates online.

Looking to write the perfect recruiting cold call email? There are

six elements you should consider critical when writing an email

to a passive candidate. Recruiters need to spend the time to craft

a message that is unique and personalized for reach lead. You

will only have a few seconds before that lead is either

responding or sending your email to the trash bin.

1. The Subject Line

Keep your subject line under 30-40 characters to make sure

mobile users can read it. Remember, your subject line

determines whether or not your prospect will actually open and

read your message. Try to appeal to their ego and you’ll give

them a “mini high” that will have them wanting more.

2. Paragraph I

The first “paragraph” should really only be a few sentences long.

You should warm them up by starting off with an explanation of

how you reached out to them specifically with this role in mind.

Tell them how you found them, too. You should be working to

prove that you did your homework. Share there blog, portfolio,

social media profiles within this first paragraph. Try and pull

them in with your interest.

3. Paragraph II

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In the second paragraph, you need to tell the prospect what they

want to know about the role you’re offering up. They mainly

want to hear about a career trajectory, the expectations of the

role, and the responsibilities they’d be taking on. Be honest

about the workload and walk them through a “day in the life” in

this position. According to LinkedIn, this is what candidates

want to know the most. They want to under the project or team

and what they are trying to accomplish.

4. Paragraph III

In your third paragraph, you should touch on your Employee

Value Proposition, or EVP. That means covering the unique

benefits the prospect would get to enjoy as an employee of your

company. Make sure you frame these benefits as perks that

they’ll get in exchange for bringing their unique skills and

experience to the company, that way you continue to make them

feel good about what they have to offer.

EVP might include discussing how there are no product

managers, meaning they’ll get to drive the product development

from beginning to end. You might also point out all the growth

opportunities they’ll have in front of them as you expand your

team to double or triple in size in the next year. Talk about the

flexibility of the environment and other things they’ll enjoy. An

example for us is that we’ve gone fully remote – that’s a huge

plus for candidates during this time.

5. The Call to Action

Your call-to-action, or CTA, is all about getting your prospect on

the phone. If you can do that, you’ve achieved your goal. Your

CTA should be short and friendly, just like the rest of your

email. Some people employ the strategy of telling the prospect

when they’ll call, like saying: “I’ll try to catch you on the phone

this Friday at noon” or you can take a more traditional approach

and offer them to connect.

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Be sure to keep your CTA cool and casual. This is a friendly

conversation, not a sales pitch–or, at least, that’s how it should

feel. Using humor has help me to get leads to respond: sending a

meme or picture of my dog has paid off many times. The point is

try and use creative ways to force them to respond.

6. The Signature

Your signature is critical because that’s where your prospect will

look to find your contact info and anything else they need to

know to get in touch with you. Then leave your number as well.

This is how they’ll be able to reach out to you now that your cold

call email has sold them on the idea. I like to bold my cell

number and include my time zone.

7. Personalization & Uniqueness Get Responses

Whenever reaching out to a candidate, be personalized and avoid

using generic templates. Take the job out of the conversation; do

not start the message or email by saying you have an

opportunity. Always start the message mentioning something

specific about the candidate and what made you want to reach

out? Having 10 people respond from 20 reach out messages if far

more efficient than sending out 100 messages and still only 10

responses.

Whenever reaching out to candidates keep the following in

mind:

● Unique & Creative subject lines!

● Personalized Content

● Aim for > 50% response rate

● Keep the word count to under 500 characters

● Is your message optimized for reading it on a mobile

device?

● Keep sentences short

● Free of spelling & grammatical errors (Download and

use Grammarly)

● Include questions and call for action

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● The LARGER the volume per batch of reach outs, the

LOWER the response rate

● Never let a response go to waste, set up future touch

points

● Meme’s, gifs, pictures, or emoji’s work to cause a

positive reaction

The right subject line is the secret to an effective recruiting

email, so why do most people spend just mere seconds writing

one when they can spend an hour or more creating the email

itself? If you’re doing things right, you’ll spend at least as much

time considering your subject line as you do your email’s content

because, after all, if the subject line isn’t an attention-grabber,

the rest of the email will never be seen anyway.

Of course, it can be tough to come up with a succinct and

engaging subject line, especially for recruiting emails. To help

you out, here are some ideas you can use, ranging from funny to

those that provoke curiosity or a fear of missing out (FOMO) so

that you can get more opens and, ultimately, more responses.

Here’s the Best Recruiting Email Subject Lines I have found

online:

Make Them Laugh

A clever subject line can certainly grab a candidate’s attention.

Take these, for example…

● Seeking a Tiger King Carole Baskin need not Apply

● I tried calling earlier but got crickets

● Re:re:re:re:re:re:re:My Last Follow Up

● We’re Still Hiring During the Apocalypse

Provoke FOMO

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“Fear of Missing Out” comes from a candidate realizing how

great an opportunity is. These subject lines help provoke this

sensation…

● Matthew, I’m Building An Avengers Marketing Team

● This Job Is Better Than a Friday Night at [Popular Bar

Near Prospect’s College]

● Let me introduce you to a better opportunity, Matthew.

● How’s 2020 Starting at [Company]?

● We have Zoom Parties on Fridays

Entice Curiosity

Get them thinking about a position’s potential with one of these

enticing subject line examples…

● Matthew, Picture Yourself Creating [product] at

[company name]

● Have you heard about [company name]’s upcoming

launch?

● Your resume caught my interest, Matthew!

● Who’s the worst boss you ever worked for, Matthew?

● What’s the best job you ever had, Matthew?

Be Friendly in your Follow-Up

Follow-up requires unique personalization to spark a

conversation. Take a look at these examples.

● How’s your job at [current company] going?

● Can we talk about your boring job, Matthew?

● Let’s have a convo about your future

● Want to grab a coffee with me next week?

● Do you have time for a chat about your career?

● I Just Left you a Voicemail

Dealing with a Crisis

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What are their current needs? What are their current

circumstances? Are your prospects stuck at home? Are they

dealing with taking care of their children or finding ways to

continue their education during quarantine? Are they trying to

provide for family members at high risk? It’s good to factor in

these thoughts into your subject line when reaching out to

passive applicants.

● Matthew, I’m just checking in with you

● How’s work been at [company]?

● We’re GROWING under uncertainty

Best Practices

As you read through these examples and search for inspiration to

craft your own recruiting subject lines, don’t forget about the

best practices surrounding writing the best subject lines.

In general, the most engaging subject lines are between 61 and

70 characters long. You should tweak your subject line until you

get it to this range, always remembering to keep things succinct.

Every word counts in such a short string of letters, so come up

with multiple versions and pick the one you think gets your point

across best.

Remember, your subject line is only the introduction to your

email. You don’t have to say it all in the subject line, and there’s

no way you could. Rather, try to get the most important idea

across in your subject line so that the person actually cares to

open up the email and see what it’s all about.

Finally, make sure that your subject line ties into the rest of the

email. The first one or two lines of the email need to capture

their attention just like the subject line did in order to pull them

in so they read the whole thing. Your subject line should be

relevant to what you’re saying in the email–no click baiting!

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Chapter 7: Employer Branding

Tools

Employment branding is so important when trying to attract

diverse applicants. You will need to market your brand online

using marketing tools. By representing your brand by sharing

content, videos, and pictures of your diverse team, you will

attract a better pool of talent.

Applicants will research a company before they even consider

applying for a job opening. Having content online that

showcases your employer brand will be important.

Use video to send personalized videos to candidates. It’s a new

creative way to reach and engage a new audience.

LinkedIn Video

Recording a video can be a great medium to attract and engage

potential lead when recruiting them. When you tailor a message

specifically for someone odds are they will view and respond

back to your message. Maybe you didn’t realize this but you can

now send video messages over LinkedIn messenger using their

iPhone or Android app for free.

Why Send a Video at All?

A video is a great way to quickly tailor a message to your lead.

On average, adding a video into an inmail or email will increase

a response by almost 80%. On LinkedIn, they say that on

average responses will increase by 50% when a recruiter shares a

video in the inmail message. The fact is people love viewing

pictures, memes, or videos more than reading long messages.

How to Send a Video Message on LinkedIn

The first step will be to send a connection request to the profile.

Once they accept you’ll be able to send a personalized video

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message using the LinkedIn app simply go into the messaging

function of the app and click on the (+) to create a video

message.

Tip: You need to be connected with the person before you can

send them a video message.

I recommend recording a video no longer than 60 seconds. Be

direct and focus on why you want to connect with that lead.

Make sure you are in a quiet and well lit room with no

background clutter. State the reason for the connection and why

you would like to connect them. Once you send the message,

allow them a few days to respond and then follow up. A concise

video message will help convey that you value their time and

will let them know why you want to connect with them.

SendSpark Extension (Desktop Option)

Let’s say you don’t have access to downloading the LinkedIn

app. No problem, there is an extension called SendSpark that

will allow you to create a quick video and send it directly over

LinkedIn on your desktop computer. They have features to help

track and review metrics after you send the message. Overall, it’s

a great tool if you want to invest in video messaging.

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MyRobotWorks Extension (Desktop)

This extension allows you to attach video files when you auto

send out messages on LinkedIn (desktop). Once you attach and

send the message, it will autoplay the video message on

LinkedIn.

Live Stream Events

Within the app or desktop LinkedIn, you can also live stream

events. The LinkedIn Live feature allows individuals and

organizations to broadcast live video content to their network in

real-time. To get started, you can apply to become a LinkedIn

Live broadcaster by completing an application.

This is a great avenue if you are hosting virtual career fairs or

presentations. You can highlight what your team is working on

and get instant access to responses and viewership. The ideas are

really endless when it comes to live streaming.

Overall, video messaging is here to stay in the recruiting space!

It’s a fun and creative medium to reach out to potential leads and

distinguish you from your competition.

Boomboom Video

This tool is a simple yet useful tool that delivers a personalized

video message to each potential lead. The job market is very

competitive at the moment. Job seekers are bombarded with

potential opportunities by recruiters nonstop. So, that’s why it’s

even more important to personalize every message when you can

during your initial outreach.

What this tool offers:

1. Send simple video. There is no faster way to record, send, and

track video. Within the dashboard, you can quickly record a

personalized video and send it over email or text message.

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2. Sales platform – you can create different lead forms and

automate different email follow up. It’s a fairly easy dashboard

to understand.

3. Once the video is sent, you can easily track all the analytics.

How long did the person view it? Use this Intel to improve your

overall messages.

4. Pricing is billed at a yearly price at $468 which includes over

2,500 outreach contacts.

Social Media Tools:

These tools help you fully automate your social media presence

online. In order to stay trending, you need to promote content on

a weekly basis. This can become tiresome and take a lot of time,

but thankfully we have tools that help automate these tasks

altogether.

Sprout Social: Social management and marketing to customer

care, employee advocacy, data metrics, and intelligence. It’s an

all in one tool that helps monitor and creates engagement over

social media.

Hootsuite: Schedule social media content, curate from content

libraries, and monitor conversations about your brand and your

competition online.

Buffer: Schedule and curate content. This tool is great for larger

teams looking to build out a large content calendar for

employment branding campaigns.

Chapter 8: Job Description Tools

A clear, compelling, and inclusive job description will influence

the candidate’s decision to apply for the role and help cast a wide

net to bring in the best applicants from many diverse

backgrounds.

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Applicants are looking for the following (4) factors before

they consider applying:

1. A clear understanding of the company culture.

2. Insight into the employee experience.

3. A sense of connection with the overall brand.

4. What will this project or team be working on?

Start with what the candidate will do in the role: The first 90

characters are the most important, because it will set your role

apart from others on the search results page.

Outline the essential functions and responsibilities as well as

information about how the role will work with other teams if

applicable.

1. Basic qualifications: are the minimum qualifications that an

applicant must possess to be considered.

2. Preferred qualifications: are core competencies, subjective

requests, or soft skills that can’t be determined from the resume

alone

Make sure to include mandatory EEO and Compliance Taglines

for US based roles.

For example:

“(Company) is an equal opportunity employer and does not

discriminate on the basis of race, ethnicity, gender, gender

identity, sexual orientation, protected veteran status, disability,

age, or other legally protected status.”

In order to gain applicants, you will need to make sure your job

descriptions are fully optimized. There are many terms that

negatively impact a description. Make sure you are using gender

neutral terms and words that do not relate to gender or race.

There’s many tools available online that can help with

optimizing your job descriptions.

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1. Text Analyzer

The Text Analyzer is a basic augmented writing tool that’s

specifically made for job-related content. The tool was created to

eliminate bore and bias. It will analyze your descriptions in real

time to find gender and non-gender bias while also optimizing

the length and title of your description.

This tool will also highlight parts where you overuse bullet

points or adverbs, plus flag text that could lead to applicants not

applying to your openings.

Are you writing job descriptions that are too “clinical” or “legal-

sounding”?

 Job titles – Are yours optimized for apply rate and

search engine optimization?

 Are you worried that some of your job descriptions are

too long?

 Do you confuse your candidates with inside jargon

(acronyms or department/business unit names)?

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2. Textio

Textio is made for a number of uses, and one of the most popular

is to help employees find better words to attract the right people.

It will predict how the things you write will help you attract

talent and make suggestions to help you find better qualified and

more diverse candidates.

Ultimately, it will cut down the time you spend writing and the

Textio Score will help you predict how well the description will

perform in the current job market.

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3. TapRecruit

The TapRecruit Smart Editor is a software focused specifically

on augmented writing for job postings. The Smart Editor's goal

is to help recruiters like you produce more thoughtful and

concise job descriptions that will welcome a diverse range of

candidates.

This tool will also provide a score for your job description,

which will be based on the title, structure, and language that may

leave a potentially bad impression.

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4. TalVista

TalVista offers a tool called Job Descriptions Optimized. This

augmented writing software uses algorithms to help recruiters

like you create more effective descriptions for your job postings,

and it includes real-time feedback on what you write.

This tool will analyze the job description and identify

problematic words, based on research, that have been shown to

detract under represented applicants from applying for a job. The

platform goes beyond gender parity, compared to others on the

market, to ensure the broadest and most diverse applicant pool is

attracted to the job.

Features include flagging of problematic words and phrases

along with suggesting replacements that are more inclusive. It

also provides a job score based on the best practices TalVista has

created.

Identify problematic terms and replace with inclusive terms for:

 Gender Parity

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 People of Color

 People with Disabilities

5. BeApplied

This tool helps you detect gender bias in your job postings. It

will identify any language that is gendered and give you an

inclusion score so that you can better predict how your job

description will be perceived by a broader audience.

The conversion score will then go over factors like readability

and fluency, helping you note how easy it is to understand the

job posting. The Applied JD Analysis Tool is pricy, but it’s also

highly effective.

Detect problematic phrases Acronyms, buzzwords and

overemphasis on education.

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These are just some examples that can introduce ambiguity,

signal belonging (or not) and exclude people who are older,

younger or from different socioeconomic backgrounds. The JD

analysis tool highlights any instances of bias to give you the best

chance of converting talented candidates.

6. JobWriter.io

JobWriter happens to be a newer augmented writing tool to hit

the market, but that doesn’t make it any less effective than the

others. In fact, JobWriter has a number of features that will help

you write better job descriptions, including the ability to scan

postings and highlight any words that you might consider

changing in order to make the writing more gender-neutral.

It suggests alternatives for flagged words to make replacements

quick and easy, too. However, you’ll have to reach out to the

company if you want information about pricing.

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7. Joblint

Rating: Beginner

Features:

● Free tool that decodes your JD’s

● Suggest alternative words to help attract diverse

applicants

Allows you to test tech job posts for issues with sexism, culture,

expectations, and recruiter fails. Keywords like Ninja, Go-

Getter, or other terms can be a turn off to diverse candidates.

This tools helps analyze your current openings and gives you

suggestions on how to improve it.

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8. Microsoft Word

Rating: Beginner

Features:

● Default tool within Microsoft word

● Free add-on that’s simple and easy to use

Microsoft Word can help ensure inclusive language in

professional communications by checking your writing for

gender bias, age bias, and more. This feature is turned off by

default, so if you want to avoid using exclusionary language,

here’s how to turn it on.

Start by opening a Microsoft Word document. From the “Home”

tab, click Editor > Settings

149

You can also access this menu by opening File > Options,

choosing “Proofing,” and then clicking the “Settings” button

150

Scroll down to the “Inclusiveness” section, select all of the

checkboxes that you want Word to check for in your documents,

and click the “OK” button.

Now, when you write anything in Word, the grammar checker

will pick up on non-inclusive languages, such as “whitelist” and

“blacklist,” and suggest alternatives.

Conclusion

I hope these Boolean string examples and talent sourcing tool

suggestions will help you on your journey to find the best

diverse talent for your opening. Talent sourcing takes a lot of

effort and work, but it will pay off in the long run. Please check

out my blog WizardSourcer.com for future updates.

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Additional Resources:

Here’s a list of over 200 Diversity terms that you can add into

your search strings: https://blog.ongig.com/diversity-and-

inclusion/diversity-terms/

I wanted to include a list of College, University, Alumni,

Sororities, Fraternities, and Groups based in North America. Use

this section to expand on your search.

Black Colleges and Universities in North America:

Alabama A&M University

Alabama State University

Albany State University

Alcorn State University

Allen University

American Baptist College

Arkansas Baptist College

Arkansas-Pine Bluff

Atlanta University Center

Barber-Scotia College

Benedict College

Bennett College

Bethune-Cookman University

Birmingham-Easonian Baptist Bible College

Bishop State Community College

Bluefield State College

Bowie State University

Carver College

Central State University

Charles Drew University of Medicine and Science

Cheyney University of Pennsylvania

Claflin University

Clark Atlanta University

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Clinton College

Coahoma Community College

Concordia College

Coppin State University

Delaware State University

Denmark Technical College

Dillard University

Edward Waters College

Elizabeth City State University

Fayetteville State University

Fisk University

Florida A&M University

Florida Memorial University

Fort Valley State University

Gadsden State Community College

Grambling State University

H. Councill Trenholm State Community College

Hampton University

Harris-Stowe State University

Hinds Community College at Utica

Hood Theological

Howard University

Huston-Tillotson University

Interdenominational Theological Center

J. F. Drake State Technical College

Jackson State University

Jarvis Christian College

Johnson C Smith Theological Seminary

Johnson C. Smith University

Kentucky State University

Knoxville College

Lane College

Langston University

Lawson State Community College

153

LeMoyne-Owen College

Lewis College of Business

Lincoln University

Livingstone College

Meharry Medical College

Mid-Eastern Athletic Conference

Miles College

Miles School of Law

Mississippi Valley State University

Morehouse College

Morehouse School of Medicine

Morgan State University

Morris Brown College

Morris College

Norfolk State University

North Carolina A&T State University

North Carolina Central University

Oakwood University

Paine College

Paul Quinn College

Payne Theological

Philander Smith College

Prairie View A&M University

Rust College

Saint Paul's College

Savannah State University

Selma University

Shaw University

Shelton State Community College

Shorter College

Simmons College of Kentucky

South Carolina State University

Southern University and A&M College

Southern University at New Orleans

154

Southern University at Shreveport

Southwestern Athletic Conference

Southwestern Christian College

Spelman College

St. Augustine's University

St. Philip's College

Stillman College

Talladega College

Tennessee State University

Texas College

Texas Southern University

The Lincoln University

Tougaloo College

Tuskegee University

University of Arkansas at Pine Bluff

University of Maryland Eastern Shore

University of the District of Columbia

University of the Virgin Islands

Virginia State University

Virginia Union University

Virginia University of Lynchburg

Voorhees College

West Virginia State University

Wilberforce University

Wiley College

Winston-Salem State University

Xavier University of Louisiana

Top Black Fraternities and Sororities

Alpha Kappa Alpha

Alpha Kappa Nu

Alpha Phi Alpha

Beta Phi Pi

Delta Sigma Theta

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Eta Phi Beta

Gamma Phi

Gamma Phi Delta

Gamma Tau

Groove Phi Groove

Improved Benevolent and Protective Order of Elks of the World

Iota Phi Lambda

Iota Phi Theta

Kappa Alpha Psi

Kappa Theta Epsilon

Malik Sigma Psi

Malika Kambe Umfazi

Megisté Areté

Nu Gamma Alpha

Omega Epsilon Rho Service Sorority

Omega Psi Phi

Phi Beta Sigma

Phi Delta Psi

Phi Rho Eta

Pi Gamma Omicron

Prince Hall Freemasonry

Sigma Gamma Rho

Sigma Phi Rho

Sigma Pi Phi

Swing Phi Swing

Tau Gamma Delta

Wine Psi Phi

Zeta Delta Phi

Zeta Phi Beta

Top Black Alumni Groups:

Africa Graduate Club of Notre Dame

African & Caribbean Villanovans

African American Alumni Association

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African and Caribbean Students Association

African Cultural Studies Student Association

African Graduate Student Association

African Renaissance

African Society of Georgetown

African Student Organization

African Student Union

African Students Association

African-Carribean Culture Club

Africana Studies and Research Center

Africana Studies Club of Notre Dame

Afro-American Society at Dartmouth

Akanke

Association of Black Computer Scientists

Association of Black Students

Association of Rice University Black Alumni

Black Alumni Network of Tulane University

Black Alumni of MIT

Black Business Student Association

Black Caucus

Black Commerce Student Network

Black Community Services Center

Black Cultural Center

Black Cultural Society

Black Graduate and Professional Student Association

Black Graduate Caucus

Black Graduate Student Association

Black Graduate Student Organization

Black Graduation Committee

Black Honors Student Association

Black Jewish Alliance at UT Austin

Black Life Activism Club

Black Men Engaged

Black Muslims Alliance

157

Black Quare

Black Queer Collective

Black Resource Center

Black Senior Alliance

Black Student Assembly

Black Student Association of Notre Dame

Black Student Movement

Black Student Organization

Black Student Union

Black Students In Business

Black Students in Computer Science

Black Students' Union

Black Voices

Black Womyn's Collective

Blackwatch

Boston University Black Student Union

Brandeis African Students Organization

Brandeis Black Student Organization

Bruce D. Nesbitt African American Cultural Center

Caribbean Student Association

Caribbean Students Organization

Center for African Diaspora Student Success

Circle of Sisters

Divine Nine

Duke University Black Student Alliance

DukeAFRICA

Emory Black Student Union

Essence: Women of Color

Graduate Students of Color

Graduate Students of Color Collective

Haas Undergraduate Black Business Association

Haitian Student Unity

Hidden Dores

Hulon Willis Association

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James Brister Society

National Council of Negro Women

National Society of Black Engineers

Northeastern African Student Organization

Northeastern Black Engineering Student Society

Northeastern Black Student Association

NYU Black Alumni Network

ONYX Magazine

Organization for African Students Interests and Solidarity

Penn African Students Association

Students of Color Alliance

Students of Color of Rackham

Tulane Black Student Union

USC Black Alumni Association

Voices: A Women of Color Collaborative

Wisconsin Association of Black Men

Wisconsin Black Student Union

Women of Color Alliance

Yale African American Affinity Group

Top Latinx Colleges and Universities in North America:

Adams State University

Aims Community College

Allan Hancock College

Altierus Career College-Thorton

Alvin Community College

Amarillo College

American River College

American University of Puerto Rico

Angelo State University

Antelope Valley College

Antillean Adventist University

Antioch University

Arizona State University

159

Arizona Western College

Atlantic University College

Austin Community College

Azusa Pacific University

Bakersfield College

Baptist University of the Americas

Barry University

Barstow Community College

Bayamon Central University

Bergen Community College

Berkeley City College

Big Bend Community College

Boricua College

Borough of Manhattan Community College

Brandman University

Brazosport College

Bronx Community College

Brookhaven College

Broward College

Butte College

Cabrillo College

California Baptist University

California Christian College

California College San Diego

California Lutheran University

California State Polytechnic University, Pomona

California State University, Bakersfield

California State University, Channel Islands

California State University, Chico

California State University, Dominguez Hills

California State University, East Bay

California State University, Fresno

California State University, Fullerton

California State University, Long Beach

160

California State University, Los Angeles

California State University, Monterey Bay

California State University, Northridge

California State University, Sacramento

California State University, San Bernardino

California State University, San Marcos

California State University, Stanislaus

Calumet College of Saint Joseph

Cañada College

Capital Community College

Caribbean University

Carlos Albizu University

Casa Loma College

CBD College

Central Arizona College

Central New Mexico Community College

Cerritos College

Cerro Coso Community College

Chabot College

Chaffey College

Chandler-Gilbert Community College

Charles R. Drew University of Medicine and Science

Cisco College

Citrus College

City College of New York

City College of San Francisco

City College-Miami

City Colleges of Chicago

Clovis Community College

Coastal Bend College

Coastline Community College

Cochise County Community College District

College of Alameda

College of Marin

161

College of Mount Saint Vincent

College of San Mateo

College of Southern Nevada

College of Staten Island

College of the Canyons

College of the Desert

College of the Sequoias

CollegeAmerica-Denver

CollegeAmerica-Fort Collins

CollegeAmerica-Phoenix

Colorado State University–Pueblo

Columbia Basin College

Community Christian College

Community College of Aurora

Community College of Denver

Compton College

Contra Costa College

Copper Mountain College

Cossatot Community College

Cosumnes River College

Crafton Hills College

Cuesta College

Cumberland County College

Cuyamaca College

Cypress College

Dalton State College

DeAnza College

Del Mar College

Diablo Valley College

Dodge City Community College

Dominican College

Dominican University

Doña Ana Community College

Donnelly College

162

East Los Angeles College

East San Gabriel Valley Regional Occupational Program

Eastern New Mexico University

Eastfield College

El Camino Community College District

El Centro College

El Paso Community College

Elgin Community College

Escuela de Artes Plásticas y Diseño de Puerto Rico

Essex County College

Estrella Mountain Community College

Evergreen Valley College

Fairleigh Dickinson University

Feather River Community College District

Felician University

First Nations University of Canada

Florida Atlantic University

Florida International University

Florida Keys Community College

Florida SouthWestern State College

Foothill College

Fresno City College

Fresno Pacific University

Fullerton College

Gabriel Dumont Institute

Galveston College

Gateway Community College

Gavilan College

Glendale Community College

Golden West College

Grossmont College

Guttman Community College

Hacienda La Puente Adult Education

Hallmark University

163

Hartnell College

Heritage University

Hillsborough Community College

Hodges University

Holy Names University

Hope International University

Housatonic Community College

Houston Baptist University

Houston Community College

Howard College

Hudson County Community College

Humboldt State University

Humphreys College

Hunter College

Imperial Valley College

Indian River State College

Jacksonville College

John Jay College of Criminal Justice

John Paul the Great Catholic University

Johnson & Wales University

Kean University

Keiser University

La Sierra University

Laguardia Community College

Lake Tahoe Community College

Lamar Community College

Laredo Community College

Las Positas College

Lassen Community College

Lee College

Lehman College

Life Pacific College

Loma Linda University

Lone Star College System

164

Long Beach City College

Los Angeles City College

Los Angeles County College of Nursing and Allied Health

Los Angeles Harbor College

Los Angeles Mission College

Los Angeles Pacific University

Los Angeles Pierce College

Los Angeles Southwest College

Los Angeles Trade–Technical College

Los Angeles Valley College

Los Medanos College

Marymount California University

McLennan Community College

Mendocino College

Menlo College

Merced College

Mercy College

Merritt College

Mesa Community College

Metropolitan State University of Denver

Miami Dade College

Middlebury Institute of International Studies at Monterey

Middlesex County College

Mills College

MiraCosta College

Mission College

Modesto Junior College

Monterey Peninsula College

Moorpark College

Moreno Valley College

Morgan Community College

Morton College

Mount Saint Mary's College

Mountain View College

165

Mt. San Antonio College

Mt. San Jacinto Community College District

Napa Valley College

National Louis University

National University

Naugatuck Valley Community College

New Jersey City University

New Mexico Highlands University

New Mexico Institute of Mining and Technology

New Mexico State University

New York City College of Technology

Norco College

North Lake College

Northeast Texas Community College

Northeastern Illinois University

Northern Essex Community College

Northern New Mexico College

Northwest Vista College

Northwood University

Norwalk Community College

Notre Dame de Namur University

Nova Southeastern University

Nyack College

Old Sun Community College

Orange Coast College

Orange County Community College

Otero Junior College

Our Lady of the Lake University

Oxnard College

Pacific Oaks College

Pacific Union College

Palm Beach State College

Palo Alto College

Palo Verde College

166

Palomar College

Pasadena City College

Passaic County Community College

Phoenix College

Pillar College

Pima Community College

Polytechnic University of Puerto Rico

Pontifical Catholic University of Puerto Rico

Porterville College

Providence Christian College

Pueblo Community College

Queens College

Reading Area Community College

Reedley College

Remington College

Rio Hondo College

Riverside City College

Robert Morris University Illinois

SABER College

Sacramento City College

Saddleback College

Saint John Vianney College Seminary

Saint Mary's College of California

Saint Peter's University

Saint Xavier University

San Antonio College

San Bernardino Valley College

San Diego Christian College

San Diego City College

San Diego Mesa College

San Diego Miramar College

San Diego State University

San Francisco State University

San Jacinto Community College

167

San Joaquin Delta College

San Jose City College

San Jose State University

San Juan Bautista School of Medicine

Santa Ana College

Santa Barbara City College

Santa Fe Community College

Santa Monica College

Santa Rosa Junior College

Santiago Canyon College

Schreiner University

Seminole State College of Florida

Seward County Community College

Sierra College

Six Nations Polytechnic

Skyline College

Solano Community College

Sonoma State University

South Florida State College

South Mountain Community College

South Plains College

South Texas College

Southern California University of Health Sciences

Southwest Texas Junior College

Southwestern Adventist University

Southwestern College

Springfield Technical Community College

St. Augustine College

St. Edward's University

St. Mary's University

St. Thomas University

Stevens Henager College

Sul Ross State University

Taft College

168

Tarrant County College

Texas A&M International University

Texas A&M University–Corpus Christi

Texas A&M University–Kingsville

Texas Lutheran University

Texas State University

Texas Tech University

Texas Woman's University

Trinidad State Junior College

Trinity International University-Florida

Trinity Washington University

Triton College

Union County College

Union Institute & University

Universidad del Este

Universidad del Sagrado Corazon

Universidad del Turabo

University of Arizona

University of Arizona South

University of California, Irvine

University of California, Merced

University of California, Riverside

University of California, Santa Barbara

University of California, Santa Cruz

University of Central Florida

University of Connecticut-Stamford

University of Houston

University of Illinois at Chicago

University of La Verne

University of New Mexico

University of North Carolina at Pembroke

University of Puerto Rico

University of Redlands

University of Saint Katherine

169

University of St. Thomas

University of Texas at Arlington

University of Texas at El Paso

University of Texas at San Antonio

University of Texas Health Science Center

University of Texas of the Permian Basin

University of Texas Rio Grande Valley

University of the Incarnate Word

University of the Southwest

University of the West

Urban College of Boston

Valencia College

Vanguard University of Southern California

Vaughn College of Aeronautics and Technology

Ventura College

Victor Valley College

Victoria College

Waubonsee Community College

Wenatchee Valley College

West Hills College Coalinga

West Hills College Lemoore

West Los Angeles College

West Valley College

Westchester Community College

Western New Mexico University

Western Texas College

Wharton County Junior College

Whittier College

Wilbur Wright College

William Paterson University

Woodbury University

Woodland Community College

Yakima Valley Community College

Yuba College

170

Top Latinx Fraternities and Sororities:

Alpha Pi Sigma

Alpha Psi Lambda

Alpha Rho Lambda

Alpha Theta Gamma

Beta Lambda Delta

Beta Xi Chi

Chi Upsilon Sigma

Delphic of Gamma Sigma Tau

Delta Alpha Omega

Delta Alpha Sigma

Delta Gamma Pi

Delta Psi Alpha

Delta Psi Sigma

Delta Sigma Chi

Delta Xi Nu

Delta Xi Phi

Epsilon Sigma Rho

Gamma Alpha Omega

Gamma Beta Lambda

Gamma Omega Delta

Gamma Phi Epsilon

Gamma Phi Omega

Gamma Zeta Alpha

Iota Nu Kappa

Kappa Delta Chi

Kappa Lambda Xi

Kappa Sigma Psi

Lambda Alpha Upsilon

Lambda Phi Xi

Lambda Pi Chi

Lambda Pi Upsilon

Lambda Psi Delta

171

Lambda Sigma Gamma

Lambda Sigma Upsilon

Lambda Tau Omega

Lambda Theta Alpha

Lambda Theta Nu

Lambda Theta Phi

Lambda Upsilon Lambda

Lambda Xi Beta

Mu Sigma Upsilon

Nu Alpha Kappa

Omega Delta

Omega Delta Phi

Omega Phi Beta

Omega Phi Chi

Omega Phi Kappa

Phi Chi Epsilon

Phi Iota Alpha

Psi Sigma Phi

Sigma Alpha Zeta

Sigma Beta Rho

Sigma Delta Alpha

Sigma Iota Alpha

Sigma Lambda Alpha

Sigma Lambda Beta

Sigma Lambda Gamma

Sigma Lambda Sigma

Sigma Lambda Upsilon

Sigma Omega Phi

Sigma Theta Psi

Tau Phi Sigma

Theta Delta Sigma

Theta Nu Kappa

Theta Nu Xi

Upsilon Kappa Delta

172

Zeta Chi Phi

Zeta Phi Rho

Zeta Sigma Chi

Top Indigenous Colleges and Universities in North America:

Aaniiih Nakoda College

Akitsiraq Law School

Anishinabek Education Institute

Bacone College

Bay Mills Community College

Blackfeet Community College

California Tribal College

Cankdeska Cikana Community College

Cheyenne and Arapaho Tribal College

Chief Dull Knife College

College of Menominee Nation

College of the Muscoggee Nation

Comanche Nation College

Diné College

First Nations Technical Institute, Tyendinaga Mohawk Territory

First Nations University of Canada

Fond du Lac Tribal and Community College

Fort Berthold Community College

Fort Peck Community College

Haskell Indian Nations University

Iḷisaġvik College

Institute of American Indian Arts

Iohahi:io Akwesasne Adult Education Centre

Kenjgewin Teg Educational Institute

Keweenaw Bay Ojibwa Community College

Lac Courte Oreilles Ojibwa Community College

Leech Lake Tribal College

Little Big Horn College

Little Priest Tribal College

173

Maskwachees Cultural College

Native Education Centre

Navajo Technical University

Nebraska Indian Community College

Negahneewin College

Nicola Valley Institute of Technology

Northwest Indian College

Nueta Hidatsa Sahnish College

Nunavut Arctic College

Oglala Lakota College

Ogwehoweh Skills and Trades Training Centre

Old Son Community College

Oshki-Pimache-O-Win Education & Training Institute

Pamulaan Center for Indigenous Peoples

Pawnee Nation College

Red Crow Community College

Red Lake Nation College

Saginaw Chippewa Tribal College

Salish Kootenai College

San Carlos Apache College

Saskatchewan Indian Institute of Technologies

Seven Generations Education Institute

Shingwauk Kinoomaage Gamig

Sinte Gleska University

Sisseton Wahpeton College

Sitting Bull College

Southwestern Indian Polytechnic Institute

Stone Child College

Tohono O'odham Community College

Turtle Mountain Community College

United Tribes Technical College

University College of the North

174

University nuhelot’įne thaiyots’į nistameyimâkanak Blue Quills

White Earth Tribal and Community College

Wind River Tribal College

Yellowhead Tribal College

Yellowquill College

Top Indigenous Fraternities and Sororities:

Alpha Pi Omega

Alpha Theta Gamma

Beta Lambda Delta

Beta Sigma Epsilon

Beta Xi Chi

Chi Sigma Xi

Delphic of Gamma Sigma Tau

Delta Alpha Omega

Delta Alpha Sigma

Delta Gamma Pi

Delta Psi Alpha

Delta Psi Sigma

Delta Xi Nu

Delta Xi Phi

Epsilon Chi Nu

Epsilon Sigma Rho

Gamma Beta Lambda

Gamma Delta Pi

Gamma Omega Delta

Gamma Phi Epsilon

Iota Nu Kappa

Kappa Lambda Xi

Kappa Sigma Psi

Lambda Phi Xi

Lambda Psi Delta

Lambda Sigma Gamma

Lambda Tau Omega

175

Lambda Xi Beta

Mu Sigma Upsilon

Omega Delta

Omega Delta Phi

Omega Phi Chi

Omega Phi Kappa

Phi Chi Epsilon

Phi Sigma Nu

Psi Sigma Phi

Sigma Alpha Zeta

Sigma Beta Rho

Sigma Lambda Gamma

Sigma Lambda Sigma

Sigma Nu Alpha Gamma

Sigma Omega Phi

Sigma Omicron Epsilon

Sigma Theta Psi

Tau Phi Sigma

Theta Delta Sigma

Theta Nu Kappa

Theta Nu Xi

Upsilon Kappa Delta

Zeta Chi Phi

Zeta Phi Rho

Zeta Sigma Chi

Boolean String Examples:

Black University Groups

("AHAA" OR "ALHF" OR "ALPFA" OR "ANPPM" OR

"CCNMA" OR "CHCI" OR "CHFC" OR "CHIRLA" OR

"CHLI" OR "CHSA" OR "Chicana" OR "Chicanas" OR

"Chicano" OR "Chicanos" OR "Culture Marketing Council" OR

"Dolores Huerta Foundation" OR "HACE" OR "HACR" OR

176

"HACU" OR "HNBA" OR "HSHPS" OR "Hermandad Mexicana

Nacional" OR "Hispana" OR "Hispanic" OR "LATISM" OR

"LCLAA" OR "LULAC" OR "La Raza Unida" OR "Latin

America" OR "Latin American" OR "Latina" OR "Latina/o" OR

"Latinas" OR "Latino" OR "Latinos" OR "League of United

Latin American Citizens" OR "Mexican" OR "Mexican

American" OR "NAHJ" OR "NALEO" OR "NCLR" OR

"NHCC" OR "NHCOA" OR "NHMA" OR "National

Association of Farmworker Organizations" OR "National

Council of La Raza" OR "National Image, Inc" OR "New

America Alliance" OR "NiLP" OR "Nosotros" OR

"NosotrosPG" OR "Partido Nacional La Raza Unida" OR

"Prospanica" OR "SHPE" OR "The LIBRE Initiative" OR

"Tomas Rivera Policy Institute" OR "Tomás Rivera Policy

Institute" OR "USHCC" OR "UnidosUS" OR "United Farm

Workers of America" OR "VOCES Oral History" OR "Vida de

Oro Foundation" OR "Voces Verdes" OR "del Barrio")

First Names in the US (Feminine)

("Abigail" OR "Adrienne" OR "Aimee" OR "Alexandra" OR

"Alexis" OR "Alice" OR "Alicia" OR "Alisha" OR "Alison" OR

"Allison" OR "Alyssa" OR "Amanda" OR "Amber" OR "Amy"

OR "Ana" OR "Andrea" OR "Angel" OR "Angela" OR

"Angelica" OR "Angie" OR "Anita" OR "Ann" OR "Anna" OR

"Anne" OR "Annette" OR "Annie" OR "April" OR "Arlene" OR

"Ashlee" OR "Ashley" OR "Audrey" OR "Autumn" OR

"Barbara" OR "Becky" OR "Belinda" OR "Beth" OR "Bethany"

OR "Betty" OR "Beverly" OR "Bonnie" OR "Brandi" OR

"Brandy" OR "Brenda" OR "Brianna" OR "Bridget" OR

"Brittany" OR "Brittney" OR "Brooke" OR "Caitlin" OR

"Candace" OR "Candice" OR "Carla" OR "Carmen" OR "Carol"

OR "Carole" OR "Caroline" OR "Carolyn" OR "Carrie" OR

"Casey" OR "Cassandra" OR "Cassie" OR "Catherine" OR

"Cathy" OR "Charlene" OR "Charlotte" OR "Chelsea" OR

177

"Cheryl" OR "Christie" OR "Christina" OR "Christine" OR

"Christy" OR "Cindy" OR "Claudia" OR "Colleen" OR "Connie"

OR "Constance" OR "Courtney" OR "Cristina" OR "Crystal" OR

"Cynthia" OR "Dana" OR "Danielle" OR "Darlene" OR "Dawn"

OR "Deanna" OR "Debbie" OR "Deborah" OR "Debra" OR

"Delores" OR "Denise" OR "Desiree" OR "Diana" OR "Diane"

OR "Dianne" OR "Dolores" OR "Dominique" OR "Donna" OR

"Doreen" OR "Doris" OR "Dorothy" OR "Ebony" OR "Eileen"

OR "Elaine" OR "Elizabeth" OR "Ellen" OR "Emily" OR

"Erica" OR "Erika" OR "Erin" OR "Eva" OR "Evelyn" OR

"Felicia" OR "Frances" OR "Gail" OR "Gayle" OR "Geraldine"

OR "Gina" OR "Glenda" OR "Gloria" OR "Grace" OR

"Gwendolyn" OR "Hannah" OR "Heather" OR "Heidi" OR

"Helen" OR "Holly" OR "Irene" OR "Jackie" OR "Jaclyn" OR

"Jacqueline" OR "Jaime" OR "Jamie" OR "Jan" OR "Jane" OR

"Janet" OR "Janice" OR "Janis" OR "Jasmine" OR "Jean" OR

"Jeanette" OR "Jeanne" OR "Jenna" OR "Jennifer" OR "Jenny"

OR "Jessica" OR "Jill" OR "Jillian" OR "Jo" OR "Joan" OR

"Joann" OR "Joanna" OR "Joanne" OR "Jodi" OR "Jody" OR

"Jordan" OR "Josephine" OR "Joy" OR "Joyce" OR "Juanita"

OR "Judith" OR "Judy" OR "Julia" OR "Julie" OR "June" OR

"Kara" OR "Karen" OR "Kari" OR "Karla" OR "Katelyn" OR

"Katherine" OR "Kathleen" OR "Kathryn" OR "Kathy" OR

"Katie" OR "Katrina" OR "Kay" OR "Kayla" OR "Kelli" OR

"Kellie" OR "Kelly" OR "Kelsey" OR "Kendra" OR "Kerri" OR

"Kerry" OR "Kim" OR "Kimberly" OR "Krista" OR "Kristen"

OR "Kristi" OR "Kristie" OR "Kristin" OR "Kristina" OR

"Kristine" OR "Kristy" OR "Krystal" OR "Lacey" OR "Latasha"

OR "Latoya" OR "Laura" OR "Lauren" OR "Laurie" OR "Leah"

OR "Leslie" OR "Lillian" OR "Linda" OR "Lindsay" OR

"Lindsey" OR "Lisa" OR "Lois" OR "Loretta" OR "Lori" OR

"Lorraine" OR "Louise" OR "Lynda" OR "Lynn" OR "Lynne"

OR "Mallory" OR "Mandy" OR "Marcia" OR "Margaret" OR

"Maria" OR "Marianne" OR "Marie" OR "Marilyn" OR

178

"Marissa" OR "Marjorie" OR "Marlene" OR "Marsha" OR

"Martha" OR "Mary" OR "Maureen" OR "Meagan" OR

"Megan" OR "Meghan" OR "Melanie" OR "Melinda" OR

"Melissa" OR "Melody" OR "Meredith" OR "Michele" OR

"Michelle" OR "Mildred" OR "Mindy" OR "Miranda" OR

"Misty" OR "Molly" OR "Monica" OR "Monique" OR

"Morgan" OR "Nancy" OR "Natalie" OR "Natasha" OR

"Nichole" OR "Nicole" OR "Nina" OR "Norma" OR "Olivia"

OR "Pam" OR "Pamela" OR "Patricia" OR "Patsy" OR "Patti"

OR "Patty" OR "Paula" OR "Peggy" OR "Penny" OR "Phyllis"

OR "Priscilla" OR "Rachael" OR "Rachel" OR "Rebecca" OR

"Rebekah" OR "Regina" OR "Renee" OR "Rhonda" OR "Rita"

OR "Roberta" OR "Robin" OR "Robyn" OR "Rosa" OR "Rose"

OR "Rosemary" OR "Roxanne" OR "Ruby" OR "Ruth" OR

"Sabrina" OR "Sally" OR "Samantha" OR "Sandra" OR "Sandy"

OR "Sara" OR "Sarah" OR "Shannon" OR "Shari" OR "Sharon"

OR "Shawna" OR "Sheena" OR "Sheila" OR "Shelia" OR

"Shelley" OR "Shelly" OR "Sheri" OR "Sherri" OR "Sherry" OR

"Sheryl" OR "Shirley" OR "Sonia" OR "Sonya" OR "Stacey"

OR "Stacie" OR "Stacy" OR "Stefanie" OR "Stephanie" OR

"Sue" OR "Susan" OR "Suzanne" OR "Sylvia" OR "Tabitha" OR

"Tamara" OR "Tami" OR "Tammie" OR "Tammy" OR "Tanya"

OR "Tara" OR "Tasha" OR "Taylor" OR "Teresa" OR "Terri"

OR "Terry" OR "Theresa" OR "Tiffany" OR "Tina" OR "Toni"

OR "Tonya" OR "Tracey" OR "Traci" OR "Tracie" OR "Tracy"

OR "Tricia" OR "Valerie" OR "Vanessa" OR "Veronica" OR

"Vicki" OR "Vickie" OR "Vicky" OR "Victoria" OR "Virginia"

OR "Vivian" OR "Wanda" OR "Wendy" OR "Whitney" OR

"Yolanda" OR "Yvette" OR "Yvonne")

Spanish First Names (Feminine)

("Adan" OR "Alberto" OR "Alejandro" OR "Alfonso" OR

"Alfredo" OR "Alonso" OR "Alonzo" OR "Alvaro" OR

"Antonio" OR "Arlo" OR "Armando" OR "Benicio" OR

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"Carlos" OR "Carmelo" OR "Cesar" OR "Cristian" OR

"Cristiano" OR "Cruz" OR "Diego" OR "Eduardo" OR

"Emiliano" OR "Emilio" OR "Enrique" OR "Ernesto" OR

"Esteban" OR "Ezequiel" OR "Felipe" OR "Fernando" OR

"Francisco" OR "Gerardo" OR "Guillermo" OR "Gustavo" OR

"Hugo" OR "Ignacio" OR "Isaias" OR "Ismael" OR "Jadiel" OR

"Jaime" OR "Javier" OR "Joaquin" OR "Jorge" OR "Jose" OR

"Juan" OR "Julio" OR "Leandro" OR "Leonardo" OR "Leonel"

OR "Lorenzo" OR "Luciano" OR "Manuel" OR "Marcelo" OR

"Marco" OR "Marcos" OR "Mario" OR "Mateo" OR "Matias"

OR "Mauricio" OR "Maximiliano" OR "Maximo" OR "Miguel"

OR "Moises" OR "Pablo" OR "Pedro" OR "Rafael" OR "Raul"

OR "Rey" OR "Ricardo" OR "Roberto" OR "Rodrigo" OR

"Rogelio" OR "Salvador" OR "Santana" OR "Santiago" OR

"Sergio" OR "Tadeo" OR "Ulises" OR "Valentino" OR

"Vicente")

Latin Organizations

("AHAA" OR "ALHF" OR "ALPFA" OR "ANPPM" OR

"CCNMA" OR "CHCI" OR "CHFC" OR "CHIRLA" OR

"CHLI" OR "CHSA" OR "Chicana" OR "Chicanas" OR

"Chicano" OR "Chicanos" OR "Culture Marketing Council" OR

"Dolores Huerta Foundation" OR "HACE" OR "HACR" OR

"HACU" OR "HNBA" OR "HSHPS" OR "Hermandad Mexicana

Nacional" OR "Hispana" OR "Hispanic" OR "LATISM" OR

"LCLAA" OR "LULAC" OR "La Raza Unida" OR "Latin

America" OR "Latin American" OR "Latina" OR "Latina/o" OR

"Latinas" OR "Latino" OR "Latinos" OR "League of United

Latin American Citizens" OR "Mexican" OR "Mexican

American" OR "NAHJ" OR "NALEO" OR "NCLR" OR

"NHCC" OR "NHCOA" OR "NHMA" OR "National

Association of Farmworker Organizations" OR "National

Council of La Raza" OR "National Image, Inc" OR "New

America Alliance" OR "NiLP" OR "Nosotros" OR

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"NosotrosPG" OR "Partido Nacional La Raza Unida" OR

"Prospanica" OR "SHPE" OR "The LIBRE Initiative" OR

"Tomas Rivera Policy Institute" OR "Tomás Rivera Policy

Institute" OR "USHCC" OR "UnidosUS" OR "United Farm

Workers of America" OR "VOCES Oral History" OR "Vida de

Oro Foundation" OR "Voces Verdes" OR "del Barrio")

Diverse LGBT Organizations

("Adodi" OR "At the Beach LA" OR "Ball culture" OR "Black

AIDS Institute" OR "D.C. Black Pride" OR "Dallas Black Pride"

OR "Flava Works" OR "Hotter than July" OR "LGBT Detroit"

OR "National Black Justice Coalition" OR "Salsa Soul Sisters"

OR "The Okra Project" OR "The Portal (community center)"

Diverse LinkedIn Groups

("accountant of color" OR "accountants of color" OR "african

accountant" OR "african accountants" OR "african achievement"

OR "african affinity" OR "african alliance" OR "african alumni"

OR "african america" OR "african american" OR "african

americans" OR "african business" OR "african businesses" OR

"african career" R "african careers" OR "african chamber of

commerce" OR "african chambers" OR "african child" OR

"african children" OR "african communities" OR "african

community" OR "african designers" OR "african economic" OR

"african employee" OR "african employees" OR "african

engineer" OR "african engineers" OR "african enterprise" OR

"african enterprises" OR "african erg" OR "african excellence"

OR "african executive" OR "african executives" OR "african

female" OR "african girl" OR "african girls" OR "african health"

OR "african heritage" OR "african hotel" OR "african justice"

OR "african law students" OR "african leaders" OR "african

leadership" OR "african male" OR "african man" OR "african

mba" OR "african men" OR "african men's" OR "african nurses"

OR "african organizers" OR "african owned" OR "african

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people" OR "african physicists" OR "african pride" OR "african

professional" OR "african professionals" OR "african resource"

OR "african society" OR "african software engineers" OR

"african storytellers" OR "african student" OR "african students"

OR "african usa" OR "african wall street" OR "african woman"

OR "african women" OR "african women's" OR "african youth"

OR "alumni of color" OR "americans of color" OR "black

accountant" OR "black accountants" OR "black achievement"

OR "black affinity" OR "black alliance" OR "black alumni" OR

"black america" OR "black american" OR "black americans" OR

"black business" OR "black businesses" OR "black career" OR

"black careers" OR "black chamber of commerce" OR "black

chambers" OR "black child" OR "black children" OR "black

communities" OR "black community" OR "black designers" OR

"black economic" OR "black employee" OR "black employees"

OR "black engineer" OR "black engineers" OR "black

enterprise" OR "black enterprises" OR "black erg" OR "black

excellence" OR "black executive" OR "black executives" OR

"black female" OR "black girl" OR "black girls" OR "black

googler" OR "black health" OR "black heritage" OR "black

hotel" OR "black justice" OR "black law students" OR "black

leaders" OR "black leadership" OR "black male" OR "black

man" OR "black mba" OR "black men" OR "black men's" OR

"black nurses" OR "black organizers" OR "black owned" OR

"black people" OR "black physicists" OR "black power" OR

"black pride" OR "black professional" OR "black professionals"

OR "black resource" OR "black society" OR "black software

engineers" OR "black storytellers" OR "black student" OR

"black students" OR "black usa" OR "black wall street" OR

"black woman" OR "black women" OR "black women's" OR

"black youth" OR "business of color" OR "businesses of color"

OR "careers of color" OR "child of color" OR "children of color"

OR "communities of color" OR "community of color" OR

"designers of color" OR "employee of color" OR "employees of

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color" OR "engineer of color" OR "engineers of color" OR

"enterprise of color" OR "enterprises of color" OR "executive of

color" OR "executives of color" OR "girls of color" OR "law

students of color" OR "leaders of color" OR "man of color" OR

"mba of color" OR "men of color" OR "nurses of color" OR

"organizers of color" OR "people of color" OR "physicists of

color" OR "professional of color" OR "professionals of color"

OR "society of color" OR "software engineers of color" OR

"storytellers of color" OR "student of color" OR "students of

color" OR "woman of color" OR "women of color" OR "youth

of color")

Women’s Rights Organizations

("AHA Foundation" OR "African Queens and Women Cultural

Leaders Network" OR "African Women on Board" OR "Agape

International Missions" OR "Ain o Salish Kendra" OR "All India

Democratic n's Association" OR "All Women's Action Society"

OR "All-Poland Women's Strike" OR "Alpha Kappa Alpha" OR

"Arab Feminist Union" OR "Asociación Nacional de Mujeres

Españolas" OR "Asociación para la Enseñanza de la Mujer" OR

"Association internationale des femmes" OR "Association pour

le Droit des Femmes" OR "Associazione per la donna" OR

"Asuda" OR "Atene Femenino" OR "BRAC" OR "Bangladesh

Mahila Parishad" OR "Bangladesh Mahila Samiti" OR

"Blackburn Female Reform Society" OR "Bonhishikha" OR

"Canadian Unitarian Universalist Women's Association" OR

"Capazes" OR "Centrum Praw Kobiet" OR "Chanyang-hoe" OR

"Chicana Rights Project" OR "Chifuren" OR "Comitato pro

suffragio femminile" OR "Connecticut Woman Suffrage

Association" OR "Consiglio Nazionale delle Donne Italiane" OR

"Danish Women's Society" OR "Danske Kvindeforeningers

Valgsretsudvalg" OR "Delta Sigma Theta" OR "DeltaWomen"

OR "Durbar Mahila Samanwaya Committee" OR "European

Women's Lobby" OR "Fawcett Society" OR "FreeThe20

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campaign" OR "Freedom (charity)" OR "Fusen Kakutoku

Dōmei" OR "Gender Equality Architecture Reform" OR

"Gender Studies and Human Rights Documentation Centre" OR

"Girls Not Brides" OR "Instituto Promundo" OR "International

Women's Development Agency" OR "Ipas" OR "Islands

Society" OR "Jesuit Volunteer Corps" OR "Kappa Theta

Epsilon" OR "Kensington Society" OR "Korea Women's Hot

Line" OR "Kurdish Women's Rights Watch" OR "Landesa" OR

"Lega promotrice degli interessi femminili" OR "Les amis du

bus des femmes" OR "Liga Drepturilor și Datoriilor Femeilor"

OR "Liga Femeilor Române" OR "Ligue Française pour le Droit

des Femmes" OR "MATCH International Women's Fund" OR

"Mama Cash" OR "Mona Foundation" OR "Mujer y Salud en

Uruguay" OR "Myanmar Women's Affairs Federation" OR

"Naisasialiitto Unioni" OR "Narika" OR "National Advisory

Council on Violence Against Women" OR "National Equal

Rights Party" OR "National Network to End Domestic Violence"

OR "New Japan Women's League" OR "New Women's

Association" OR "New York Asian Women's Centre" OR "New

York City Council Women's Caucus" OR "Nigerian Women's

Trust Fund" OR "Norwegian Women's Lobby" OR "Nüzi

canzheng tongmenghui" OR "POWA" OR "Prince Edward

Island Reproductive Rights Organization" OR "Prizm Project"

OR "Rasan" OR "Reaching Out Romania" OR "Renew

Foundation" OR "Sigma Gamma Rho" OR "Sigma Lambda

Gamma" OR "Sisterhood Is Global Institute" OR "Societatea

Ortodoxă Națională a Femeilor Române" OR "Splošno

slovensko žensko društvo" OR "Sunseong-hoe" OR "Survivors

Foundation" OR "Tanzania Media Women's Association" OR

"Tartu Eesti Naesterahva Selts" OR "Tesselschade-Arbeid Adelt"

OR "Texas Equal Rights Association" OR "The Five

Foundation" OR "The Third Billion" OR "The White House

Project" OR "The Womanity Foundation" OR "The Women's

Conference" OR "Theta Nu Xi" OR "Third World Women's

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Alliance" OR "Tokyo Rengo Fujinkai" OR "UN Women" OR

"UltraViolet" OR "Union des femmes de Wallonie" OR

"UniteWomen.org" OR "Unión de Mujeres Americanas" OR

"Vereeniging voor Vrouwenkiesrecht" OR "Vital Voices" OR

"Vrije Vrouwen Vereeniging" OR "White Hands Campaign" OR

"WomanStats Project" OR "Women Under Siege Project" OR

"Women and Memory Forum" OR "Women's International

Zionist Organization" OR "Women's Voices Now" OR

"Women's Way" OR "Yugoslav Women's Alliance")

Black Tech Groups

("AAUW" OR "ACM W" OR "Illinois connections in

engineering" OR "MEP" OR "NSBE" OR "National society of

black enginees" OR "adcolor industry coalition" OR

"allstarcode" OR "blacks in tech" OR "blacks in technology" OR

"gates millennium scholars program" OR "generation google

scholarships" OR "hack the hood" OR "hidden genius project"

OR "minority alliance in computer science" OR "morrill

engineering program" OR "national action council for minorities

in engineering" OR "society of black scientists and engineers"

OR "united negro college fund" OR "year up")

Latin Tech Groups

("AAUW" OR "ACM W" OR "MEP" OR "NACME" OR

"NAMEPA" OR "National Action Council for Minorities in

Engineering" OR "National Association of Multicultural

Engineering Program Advocates" OR "Society of Hispanic

Professional Engineers Foundation" OR "illinois connections in

engineering" OR "latina computer science club" OR "latinas in

computer science" OR "latino computer science club" OR

"latino/a computer science club" OR "latinos in computer

science" OR "lcsc google coding competition" OR "minority

alliance in computer science" OR "morrill engineering program"

OR "national action council for minorities in engineering")

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Women Tech Groups

("AAUW" OR "ACM W" OR "Alliance of Technology and

Women" OR "America's Women's Community" OR "American

Association of University Women" OR "Association for Women

in Computing" OR "Girl Scouts of America" OR "GirlGeeks"

OR "Grace Hopper" OR "HighTech Women" OR "MEP" OR "Pi

Beta Phi" OR "Society of Women in GIS" OR "TechDivas" OR

"anitaborg" OR "association for women in computing" OR

"illinois connections in engineering" OR "minority alliance in

computer science" OR "morrill engineering program" OR

"national action council for minorities in engineering" OR

"society of women SWE" OR "society of women engineers" OR

"webgrrls" OR "wics" OR "women active in computer science"

OR "women in computer science" OR "women in engineering")