Monthly Archives: January 2012

How to See Full Names of 3rd Degree Connections on LinkedIn

For a while, there was an interesting little method for revealing the full name of 3rd degree and group connections on LinkedIn. However, LinkedIn has changed the “get introduced” functionality and UI for most people and effectively eliminated that method (albeit unintentionally, IMO).

Oh well – it was easy and fun while it lasted.

Fortunately, I’ve recently become aware of another way of revealing the full names of 3rd degree connections on LinkedIn with a less-than-premium account that I would like to share with you.

But before we get to that, I’d like to cover some basics as well as some things I have been noticing about LinkedIn – I believe they may be tinkering with free access profile visibility.

Oh, and if you’re on the fence about attending SourceCon in Atlanta next week, it’s shaping up to be the largest in SourceCon history, and you still have time to register and get a 10% discount using my SC12GC code.

LinkedIn Public Profile Search to View Full Names

Now that the nifty “get introduced” full name visibility trick is seemingly dead, people without LinkedIn Recruiter access can of course still grab one or more unique phrases from 3rd degree and group-only LinkedIn connections and throw them into Bing or Google to find their public profile and thus their full names.

For example, I can take the headline phrase and couple it with the location phrase from a LinkedIn search result…

 

 

…and enter this into Bing: “Senior Software Development Manager, IBM” “Ottawa, Canada Area”, and here’s what I get: Continue reading

What is Your Talent Sourcing ROI?

Anything worth doing is worth measuring, and sourcing isn’t exempt from this.

If you want to know which method of sourcing has the highest ROI in terms of enabling a person to find more of the right people more quickly, then you’re in luck – because that’s what this post is about.

Human capital data comes in many forms – resumes, social network profiles, blogs, bios, press resleases, etc. – and I have found that a key and critical aspect of sources of human capital data that many people fail to formally recognize is the depth and completeness of the data that can yield information through review and analysis.

When it comes to leveraging information systems such as the Internet, applicant tracking systems, social networking sites, job board databases, etc. for sourcing and recruiting – the operative word is “information.”

Data is the lowest level of abstraction from which information can be derived. For data to become information, it must be interpreted and take on a meaning.

Generally, the quality and amount of information that can be gleaned from any particular source is directly linked and limited to the quality and amount of data present to be reviewed and analyzed. How useful is an information system supported by only a small amount of limited data?

In this post, I will:

  • Review the major sources of human capital data
  • Examine sourcing return on time invested
  • Explore the potential candidate’s point of view
  • Ask you to take a quick sourcing test

Ready? Continue reading

The Guide to Semantic Search for Sourcing and Recruiting

If you have nearly any tenure in HR, sourcing or recruiting, you’ve probably heard something about “semantic search” and perhaps you would like to learn more.

Well – you’ve found the right article.

As a follow-up to my recent Slideshare on AI sourcing and matching, I am going to provide an overview of semantic search, the claims that semantic search vendors often make, explain how semantic search applications actually work, and expose some practical limitations of semantic search  recruiting solutions.

Additionally, I will classify the 5 basic levels of semantic search and give you examples of how you can conduct Level 3 Semantic Search (Grammatical/Natural) with Monster, Bing, and any search engine that allows for fixed or configurable proximity.

But first – let’s define “semantic search.” Continue reading

Talent Sourcing: Man vs. AI/Black Box Semantic Search

Back in March 2010, I had the distinct honor of delivering the keynote presentation at SourceCon on the topic of resume search and match solutions claiming to use artificial intelligence in comparison with people using their natural intelligence for talent discovery and identification.

Now that nearly 2 years has passed, and given that in that time I’ve had even more hands-on experience with a number of the top AI/semantic search applications available (I won’t be naming names, sorry), I decided it was time to revisit the topic which I am very passionate about.

If you’ve ever been curious about semantic search applications that “do the work for you” when it comes to finding potential candidates, you’re in the right place, because I’ve updated the slide deck and published it to Slideshare. Here’s what you’ll find in the 86 slide presentation:

  • A deep dive into the deceptively simple challenge of sourcing talent via human capital data (resumes, social network profiles, etc.)
  • How resume and LinkedIn profile sourcing and matching solutions claiming to use artificial intelligence, semantic search, and NLP actually work and achieve their claims
  • The pros, cons, and limitations of automated/black box matching solutions
  • An insightful (and funny!) video of Dr. Michio Kaku and his thoughts on the limitations of artificial intelligence
  • Examples of what sourcers and recruiters can do that even the most advanced automated search and match algorithms can’t do
  • The concept of Human Capital Data Information Retrieval and Analysis (HCDIR & A)
  • Boolean and extended Boolean
  • Semantic search
  • Dynamic inference
  • Dark Matter resumes and social network profiles
  • What I believe to be the ideal resume search and matching solution
Enjoy, and let me know your thoughts.

Looking Back, Forward, and For Your Input

As a reader of Boolean Black Belt, I’d looking for your feedback and input on a few things.

For example:

  • What would you like to see me write more about?
  • Would you like to write a post on Boolean Black Belt?
  • What do you think of me changing my site to something other than “Boolean Black Belt?”

However, before I go any further down that rabbit hole, I’d like to thank you, give you some insight as to why I blog, and let you know about what you can expect from me in 2012.

First & Foremost – Thank You

As 2011 has come to an end, I find myself reflecting on the past as as well as looking forward to what 2012 will bring.

Most importantly, I want to thank you and the other 112,320 people who stopped by my blog in 2011, who came from 175 countries and viewed over 300,000 pages.

I owe special thanks to all of you who have commented on my posts, shared them with others, and suggested my site to peers, managers, and team members.

If I’ve ever shown you something you didn’t already know, or made you think or reconsider what you do already know,  I’ve accomplished one of my main goals in blogging, and it makes all of the hours of precious personal time I take on a weekly basis to publish my blog posts worthwhile.

Why Do I Blog Anyway?

This happens to be my 165th post since I started blogging back in October of 2008.

I write for many reasons, and monetizing isn’t one of them. I will never take a 2000 word post and split it into 4 500 word posts just to string my readers along.

I’d love to post content more frequently than once per week, but with a family and a full time job, blogging about recruiting, sourcing, and social media is essentially a weekend hobby.

A hobby is defined as “a pursuit outside one’s regular occupation engaged in especially for relaxation.” I’m not so sure blogging relaxes me, but it certainly doesn’t feel like “work,” as time flies while I am writing and it is definitely intellectually cathartic.

If I could sum up what I am trying to accomplish by blogging, I would have to use something Erik Weihenmayer said during his LinkedIn Talent Connect 2010 keynote: I want to “contribute to something extraordinary.”

While it may sound corny or ridiculous to some, I am actually trying to try and change the world of recruiting one post at a time.

How?

I don’t write to make people agree with me – I just want people to think instead of clinging to what they already know and are comfortable with.

Because if you’re comfortable, you’re not growing.

What’s Coming From Boolean Black Belt in 2012

I had a pingback a while ago from a blogger who praised the content of one of my posts, but complained about the length.

I took it as passive constructive criticism, and I took a moment to think about my blogging style.

Most of of my posts are in the 1500 word range, and some go over 2000. In the blogging world, that’s on the long side. I know that many people want “fun-sized” content (500 words or less) that they can consume in 30 seconds or so. However, some concepts can’t adequately be explained in 500 words or less, nor would 500 words do some topics proper justice. And as I stated previously, I don’t write to string people along – I would rather publish a 2000 word post than split it into 4 500 word posts.

There’s nothing more annoying to me than clicking on a link from a tweet that praises an article, and once I get to the article, I find it to be a 300 word “fluff” post, totally devoid of substance. I personally don’t have a lot of time to read other blogs, so when I do, I want to sink my teeth into something substantial that I can learn something from – not some “quick hit” post that skims the surface of a topic to get a pageview.

When I am hungry for information and knowledge, I want a 7-course meal of thought – I’m not there for appetizers, and I’m never on an idea diet.

I know I may be in the minority on this issue, and I am 100% comfortable with that.

I don’t write to cater to the casual reader looking to skim over a topic or concept – if my long posts drive some people away, I actually think that’s a good thing. There are plenty of sourcing and recruiting blogs for readers to choose from. I write for people who are looking for 7-course meals of sourcing and recruiting substance.

Speaking of sourcing and recruiting substance, in 2012 I plan on going deeper into some topics that I am very interested in and passionate about, but haven’t written about as much as I would have liked in 2011. For example, semantic search, the critical importance of data and technology in support of talent identification and acquisition, and applying Lean as well as proven supply chain principles to talent acquisition

In 2012, I will also continue to update my free sourcing and recruiting resources page, and you can continue to rely on my average of 1 post per week, typically published on Monday morning, and 1000+ words per post.

What I’d Like From You

As a reader of my blog, I’d like to hear from you. Specifically, I am looking to know:

  • What would you like to see from me in 2012? Is there something you’d like to see me write more about? Please be as specific on content and topics as possible.
  • Would you like to write a post on Boolean Black Belt? Although I’d never really thought about it before, I’d love to start having guest bloggers. If you have something helpful, insightful, though-provoking and interesting regarding recruiting, sourcing and/or social media that you’d like to share, posting it on Boolean Black Belt will get your content exposure to recruiting and sourcing practitioners and leaders all over the world. With nearly 4,000 subscribers and over 10,000 unique visitors per month from over 100 countries, I can and want to help you share your ideas with the global recruiting and sourcing community, including some of the best and brightest from the most well-respected companies and talent acquisition teams in the world.
  • On a different note – what do you think about me changing the name of my site to something other than Boolean Black Belt? I write on so much more than Boolean search that I think “Boolean Black Belt” is too narrow and limited and doesn’t accurately reflect the totality of my content. I have some ideas in mind, but would honestly appreciate your input on my blog’s name and the idea of changing it to something else.

I’m looking forward to your input.

Once again, thank you very much for reading, sharing, and recommending my site and content, and you have my best wishes for a successful, fulfilling, and prosperous 2012.

Happy hunting!