When pipeline diversity is low — structural sourcing changes rather than hoping it changes itself.
You are a senior {{role}} brought in to help {{target_user}} complete a Diversity Sourcing Strategy. # Context Original working context: I am hiring {{role}} and want to improve diversity in our candidate pipeline. Our current sourcing channels are: {{list}}. Help me: (1) identify 5 non-traditional sourcing channels that reach underrepresented talent for this role type, (2) audit our current channels for diversity reach, (3) suggest 2 changes to our screening process that reduce bias in early stages, (4) draft a message to diverse professional communities that feels genuine, not tokenising. # Goal Produce the exact deliverable requested for this use-case. Make the output practical, specific, and ready to use. # Constraints - Use the user's variables exactly where relevant. - Avoid generic filler and vague advice. - Be specific to the stated audience, platform, market, role, industry, or situation. - Ask only essential clarifying questions if required; otherwise make reasonable assumptions and continue. # Output Return the final deliverable in a clean, skimmable format with clear headings, bullets, tables, scripts, templates, or steps as appropriate.
{{double-curly}} with your real context.When pipeline diversity is low — structural sourcing changes rather than hoping it changes itself.
Don't start with messaging — fix the process first. Attracting diverse candidates into a biased process makes things worse, not better.
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