Special shoutout to
Ever heard someone say, “We can’t find diverse talent to fill this role because the talent doesn't exist”?
In reality, diverse talent exists in every industry. The challenge isn’t their absence; it’s knowing where and how to find them. With the right sourcing strategies, you can uncover incredible talent that’s often hidden in plain sight. Even just one small tweak to your filters can make a big difference when diversifying your talent pool. Here are three practical ways to make your pipeline more inclusive:
🎓 Filter for Graduates of MSIs (Minority Serving Institutions)
Use the Schools filter to find graduates from HBCUs, HSIs, and Tribal Colleges to tap into diverse academic talent.
👩💻 Expand Your Boolean Strings
Include organizations dedicated to uplifting diverse voices in your Boolean searches. For example, for a tech role, you could use something like:
("Women Who Code" OR "AnitaB.org" OR TechLadies) AND (engineer OR developer OR "software engineer")
💡 Tip: Adjust organization names based on your industry or role.
🏳️🌈 Leverage Filters for LinkedIn Groups
Add LinkedIn groups focused on underrepresented communities using the Groups filter. Options range from Black Professionals to LGBTQ Professionals Network.
Save these as custom filters in Recruiter so you can reuse them for future searches. The Foster Diversity, Equity, Inclusion learning path in the Learning Center walks you through this and other strategies to promote DEI throughout your hiring lifecycle.
💬 What other strategies have you used to build a more diverse pipeline? Share your tips and favorite resources so others can learn from your success!
