Inclusive Sourcing Plan
Widen the funnel without breaking the rules
Produces a practical inclusivity plan focused on skills-first criteria, channel diversification, and bias-reducing process design. Process-focused, not quota-based.
INGREDIENTS
PROMPT
Create a skill called "Inclusive Sourcing Plan". Inputs: - Role + level + location/remote - Current funnel data (optional) - Constraints: visa policy, shift work, travel, etc. Output: 1) Inclusive role framing (what to emphasize, what to remove) 2) Channel diversification plan (communities, schools, returnships, etc.) 3) Skills-first screening rubric changes to reduce pedigree bias 4) Structured interview guardrails (consistency + anchored scoring) 5) Measurement plan: - stage conversion rates - adverse impact checks (if available) - candidate experience survey checkpoints Do NOT recommend illegal discrimination. Keep it process-focused and skills-based.
How It Works
Describe the role and your current funnel. The skill identifies where
bias creeps in and builds a sourcing plan that reaches broader talent pools.
What You Get
- Inclusive role framing (what to emphasize, what to remove)
- Channel diversification plan (communities, schools, returnships, etc.)
- Skills-first screening rubric changes
- Structured interview guardrails
- Measurement plan with stage conversion rates and candidate experience checkpoints
Setup Steps
- Define the role, level, and location
- Share current funnel data if you have it
- Note any constraints (visa policy, shift work, travel)
- Implement changes across sourcing and screening
Tips
- Skills-first screening has the highest ROI of any single change
- Channel diversification matters more than tweaking the same LinkedIn search
- Measure stage conversion rates by source to find drop-off patterns
- This is about process improvement, not protected-class targeting