Diversity Sourcing Pass
Sourced shortlist of 30-50 candidates from broader channels added to ATS with source tag. Outreach sent. ERG amplification done. Channel effectiveness tracker updated.
Before you start
- Open req with diversity sourcing goal (not quota — pool composition)
- Diversity-sourcing channels and partners documented (BOLD, Tech Ladies, AfroTech, etc.)
- Inclusive language review of JD complete
- JD with role essentials
- Current pipeline composition for the req
- Approved sourcing channels and ERG partner contacts
The steps
- Audit current pipeline composition — Pull current pipeline. Identify if the pipeline is over-indexed on a particular pattern (school, prior employer, demographic). The goal is broadening the pool, not filtering against any group.
- Identify diverse sourcing channels for the role — Match the role to relevant communities and channels: Tech Ladies, BOLD Network, AfroTech, Out in Tech, Latinas in Tech, Veterans in Tech, etc. Use channels that align to the role and seniority — not generic 'diversity boards'.
- Run boolean searches with broader signals — Run searches that prioritize signals beyond traditional pedigree: skills, projects, open-source contributions, conference talks. Use LinkedIn filters that broaden rather than narrow. Avoid filters that proxy demographics negatively.
- Build a sourced shortlist of 30-50 — Score candidates on actual job criteria (skills, scope, outcomes) — not pedigree proxies. Aim for a sourced list with broader representation than the existing pipeline. Document the sourcing channel for each candidate to track channel effectiveness.
- Outreach with role-relevant context — Outreach is the same standard: personalized, role-specific, peer-to-peer tone. Do not signal 'we're contacting you because of demographic' — that's tokenizing. Lead with what makes them a candidate, not who they are demographically.
- Coordinate with ERGs for amplification — Share the role with relevant Employee Resource Groups (ERGs) for internal amplification. Provide them a summary they can share in their networks. Do not require ERGs to do recruiter work — invite, don't burden.
- Track outcomes and channel effectiveness — Log per-channel: candidates sourced, reached out, responded, interviewed, hired. Quarterly review which channels produced quality vs. just volume. Reinvest in channels that work.
If it goes wrong
Sourcing produces broader pool but interviews produce same-profile hires
The bottleneck is in interviews, not sourcing. Audit the loop: do interviewers reflect varied perspectives? Are interview questions biased toward specific cultural patterns? Fix interviews, not just sourcing.
ERG members feel tokenized by repeated 'help us hire' asks
ERG amplification is invitation, not assignment. Compensate ERG leaders if asked to do significant work. Don't make diversity sourcing the unpaid second job of underrepresented employees.
Outreach phrasing flagged as tokenizing
Lead with what makes the candidate qualified for this role. Don't reference demographic identity in cold outreach. Personalization should be skill/project-based.
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