What have we covered?
What are Boolean search strings?
Why use Boolean search strings for diversity hiring?
Time for action: Sample boolean search strings to source diverse candidates
Tips and tricks to master Boolean search strings
Boolean search strings are just the beginning
Frequently asked questions

In today’s hypercompetitive job market, we can all agree that diversity and inclusion are no longer just buzzwords. They’re essential for a business’ success.

But, as a savvy recruiter, how do you find that needle in the haystack while scouring multiple job boards – the perfect, diverse candidate?

Enter Boolean search strings, your new secret weapon. And guess what? We’ve got a handful of ready-made search strings for you to use right here.

So, buckle up and get ready to dive straight in.

What are Boolean search strings?

Boolean search strings are a series of search terms and operators (AND, OR, NOT) that help you narrow down your search results when looking for candidates among diverse groups online.

They can be used on various platforms and search engines, such as LinkedIn, Google, and online job boards, to help you find potential candidates faster by showing their social media profiles, making it extremely easy to build a perfect talent pool.

Why use Boolean search strings for diversity hiring?

Master Boolean search strings for diversity sourcing

Boolean search strings can help you filter out irrelevant results and focus on the candidates you’re looking for.

They allow you to streamline your sourcing strategies and get straight to the point, making the recruiting process more efficient and effective.

Not just on social media, but if you have an already existing talent pool of candidates on an ATS, Boolean search strings can also help you in compiling a list of shortlisted candidates that can simplify the hiring process faster.

The basic things to remember while creating your custom strings is to understand when to use the operators:

Use “OR” statements to include synonyms and alternative terms

When searching for candidates, it’s important to use a variety of keywords and terms that can be used to describe the same skills, experiences, and backgrounds.

For example, when searching for software engineers, you might use a Boolean string like “(software engineer OR programmer OR developer)”.

This will ensure that your search results include candidates who might use different terms to describe their job title or skill set.

Use “AND” statements to combine multiple criteria

Boolean search strings can also be used to combine multiple criteria in a search.

For example, if you’re looking for a software engineer with experience in both Java and Python, you might use a Boolean string like “(software engineer AND Java AND Python)”.
This will ensure that your search results only include candidates who meet the entire criteria.

Use “NOT” statements to exclude irrelevant results

Sometimes, your search results might include irrelevant job seekers who don’t meet your criteria. To exclude these candidates, you can use a Boolean string with a “NOT” statement.

For example, if you’re searching for a software engineer but want to exclude candidates who have experience in a specific technology, you might use a Boolean string like “(software engineer NOT SharePoint)”.

A complete Boolean search guide for recruiters: Google, LinkedIn & beyond

Time for action: Sample boolean search strings to source diverse candidates

Ready to tap into the magic of Boolean strings? We have researched and compiled a list of several strings you could use right off the bat. 

From ethnically diverse candidates to LGBTQ+, and from veterans to some generally underrepresented fraternities, here are some tried-and-tested examples you can use to source diverse candidates with a specific skill set like a pro. 

Just hit the ‘copy’ button and these Boolean search strings are all yours!

(“female” OR “woman” OR “women”) AND (“software engineer” OR “developer” OR “programmer”) AND (resume OR CV)

(“finance” OR “accounting” OR “banking”) AND (“female” OR “woman” OR “women” OR “femme” OR “non-binary” OR “genderqueer”)

(“human resources” OR “talent acquisition” OR “recruiting”) AND (“transgender” OR “trans” OR “gender fluid” OR “gender non-conforming”)

(“consulting” OR “strategy” OR “business analysis”) AND (“male” OR “man” OR “men” OR “trans man” OR “transmasculine”)

(“project management” OR “operations” OR “supply chain”) AND (“queer” OR “lesbian” OR “gay” OR “bisexual” OR “pansexual”)

(“executive” OR “leadership” OR “management”) AND (“agender” OR “androgynous” OR “two-spirit” OR “gender diverse” OR “intersex”)

(“software engineer” OR “software developer” OR “programmer”) AND (diversity OR inclusion OR “underrepresented group” OR “minority group” OR “women in tech” OR “LGBTQ+ in tech” OR “people with disabilities in tech” OR “veterans in tech”)

(“LGBT” OR “LGBTQ” OR “gay” OR “lesbian” OR “bisexual” OR “transgender” OR “queer”) AND (“graphic designer” OR “visual designer” OR “UI designer”) AND (resume OR CV)

(“African American” OR “Black” OR “Hispanic” OR “Latino” OR “Asian”) AND (“marketing manager” OR “brand manager” OR “product manager”) AND (resume OR CV)

(“technology” OR “engineering” OR “software development”) AND (“Black” OR “African American” OR “Hispanic” OR “Latinx” OR “Native American” OR “Indigenous”)

(“sales” OR “marketing” OR “business development”) AND (“Asian” OR “Pacific Islander” OR “South Asian” OR “Middle Eastern” OR “North African”)

(“veteran” OR “military” OR “armed forces” OR “ex-military” OR “ex-servicemen” OR “ex-servicewomen” OR “years of experience”) AND (“project manager” OR “operations manager” OR “logistics manager”) AND (resume OR CV)

(“disabled” OR “disability” OR “wheelchair” OR “hearing impaired” OR “visually impaired”) AND (“customer service” OR “call center” OR “support”) AND (resume OR CV)

(“data analyst” OR “data scientist” OR “data engineer”) AND (multicultural OR “first-generation” OR “non-traditional background” OR “socially disadvantaged” OR “historically underrepresented” OR “affinity group” OR “employee resource group”)

(“product manager” OR “project manager” OR “technical manager”) AND (“diverse background” OR “ethnic diversity” OR “cultural diversity” OR “gender diversity” OR “neurodiversity” OR “diverse perspectives” OR “racial equity” OR “equal opportunity”)

(“UX designer” OR “UI designer” OR “user experience designer” OR “interaction designer”) AND (bilingual OR “multilingual” OR “global mindset” OR “cross-cultural” OR “international experience” OR “cultural competence” OR “cultural intelligence”)

(“marketing manager” OR “digital marketer” OR “content strategist”) AND (“gender-neutral” OR “gender identity” OR “gender expression” OR “transgender” OR “non-binary” OR “genderqueer” OR “genderfluid” OR “LGBTQ+ ally”)

(“HR specialist” OR “human resources” OR “talent acquisition” OR “recruiter”) AND (diverse OR inclusive OR “racial and ethnic minorities” OR “underrepresented talent” OR “persons with disabilities” OR “women in leadership” OR “LGBTQ+ professionals”)

(“business analyst” OR “consultant” OR “strategy analyst”) AND (diversity OR “social impact” OR “community engagement” OR “volunteer experience” OR “non-profit experience” OR “minority-owned business” OR “women-owned business”)

(“sales executive” OR “account manager” OR “business development”) AND (“diverse candidates” OR “minority candidates” OR “inclusive hiring” OR “equal employment opportunity” OR “affirmative action” OR “diversity and inclusion” OR “workplace diversity”)

(“mobile app developer” OR “iOS developer” OR “Android developer”) AND (diversity OR “underrepresented” OR “cultural awareness” OR “diverse experiences” OR “backgrounds” OR “inclusive environment” OR “accessible technology”)

(“full stack developer” OR “front-end developer” OR “back-end developer”) AND (diversity OR “gender balance” OR “ethnic diversity” OR “LGBTQ+ in technology” OR “inclusive workplace” OR “diverse perspectives” OR “equal representation”)

Remember, these are just starting points.

Mix, match, and customize these Boolean strings to suit your talent sourcing needs and find diverse talent. 

Don’t forget to keep refining your search terms to cast a wider net and maximize your results to find potential candidates.

5 major things recruiters need to know about diversity hiring

Tips and tricks to master Boolean search strings

Master Boolean search strings for diversity sourcing

Boolean search strings are like a superpower – but with great power comes great responsibility. 

Here are some tips to help you use them effectively:

1. Be mindful of potentially biased terms

When using Boolean strings, it’s important to be mindful of potentially biased terms that could exclude or discourage certain groups of candidates.

For example, using terms like “rockstar” or “ninja” to describe job roles could exclude candidates who don’t identify with those masculine-coded terms during their job search.

Instead, focus on using gender-neutral and inclusive language in your search strings, similar to that of your job postings.

2. Keep an eye on the synonyms

Do not throw a bunch of synonyms and alternative terms without understanding what you are writing. Your search is only as good as the keywords you use. 

Use quotation marks to search for exact phrases and parentheses to group related terms together. Keep your search terms up-to-date with current industry language, acronyms, and trends.

3. Use diversity-focused keywords to expand your pool of candidates

To actively promote diversity and inclusion in your hiring practices, consider using keywords that specifically target underrepresented groups of candidates. For example, when searching for candidates with disabilities, you might use a Boolean string like “(developer OR engineer OR designer) AND disability OR disabled OR accessibility”.

Test your Boolean strings on different platforms to ensure they work effectively and deliver the desired results. Experiment with different combinations of keywords and operators to find the perfect balance.

Boolean search strings are just the beginning

Now that you’re a Boolean string master (or at least a promising apprentice), it’s essential to remember that they’re only one part of the diverse sourcing equation. To truly build an inclusive workforce, you’ll have to:

  1. Develop comprehensive talent sourcing strategies that align with your company’s diversity and inclusion goals.
  2. Train your talent acquisition team on unconscious bias and promote diversity sourcing and retention practices.
  3. Foster an inclusive company culture that supports and nurtures diverse talent.
  4. Regularly evaluate your diversity sourcing efforts and iterate as needed.

So, don’t just stop at mastering Boolean strings. Go above and beyond to create a truly inclusive workplace.

Remember that Boolean strings are just one piece of the puzzle. Keep refining your strategies, learn from your successes and failures, and stay up-to-date with industry trends. And who knows, maybe one day, you’ll be known as the Mark Zuckerberg of candidate sourcing with the right metrics – minus the hoodie.

Frequently asked questions

1. What are some common diversity criteria that can be used in Boolean strings?

Some common diversity criteria that can be used in Boolean strings include:

  • Gender (e.g. “female”, “non-binary”)
  • Ethnicity (e.g. “African American”, “Latino”)
  • Disability status (e.g. “disabled”, “wheelchair”)

2. Can Boolean strings be used to filter out candidates who do not meet diversity criteria?

Yes, Boolean search strings can be used to exclude candidates who do not meet diversity criteria by using the NOT operator. For example, a Boolean string like “NOT (male|man|boy)” could be used to exclude male candidates from search results.

3. Are there any ethical considerations to keep in mind when using Boolean strings for diversity sourcing?

Yes, it is important to ensure that the diversity criteria used in Boolean strings are legal and do not discriminate against any group.

It is important to consider that diversity is not limited to certain characteristics and to avoid reducing diversity to a checklist of traits. Ensure that the use of Boolean strings does not perpetuate or reinforce existing biases.

4. Can Boolean strings be used for recruiting in any industry?

Absolutely! Boolean search strings can be used for recruiting in a wide number of industries where job postings are listed online. These include technology, finance, healthcare, education, marketing, sales, and customer service.

5. Is relying solely on Boolean strings for recruiting sufficient, or is it important to use other strategies too?

While Boolean strings are useful for advanced candidate sourcing, they should not be used alone. Relying solely on Boolean strings to find and filter job applicants may result in a limited and narrowed talent pool.

It’s important to use a variety of recruitment strategies, such as networking, referrals, and job postings on multiple platforms to attract a diverse and qualified pool of candidates.