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Social Recruiting w/Facebook – One or Two Facebook Profiles?

Posted by | Facebook, Social Recruiting | 6 Comments

Philosoraptor asks - facebook recruiting, one profile or two?Do you use Facebook to source and recruit potential candidates?

  • If yes, do you have one or two profiles?
  • If no, why not? (two words: Graph Search!)

One of the most common social recruiting questions I get is whether or not sourcers and recruiters using Facebook to search for and engage potential candidates should have 1 or 2 profiles (one “personal” profile and one “professional”).

I always answer that my recommendation is for recruiters to use only 1 Facebook profile (read further to learn why), but I can certainly understand why some people would want to use 2.

To see if I was alone in my position, I was curious what the folks in my network would say regarding the use of 1 or 2 Facebook profiles for recruiting, so I decided to ask them (on Facebook – where else?!?). Read More

How to Find Military Veterans for Sourcing & Recruiting

Posted by | Facebook, Graph Search, How-To's, LinkedIn Search, Veteran Sourcing and Recruiting | 10 Comments

Military Veteran Hiring Career FairIn a similar vein to my recent diversity sourcing article, I wanted to create a resource for people looking to effectively search for and identify military veterans for recruiting.

While this posts focuses on the U.S. armed forces, I encourage folks from other countries to create and distribute similar searches to identify their own military veterans.

If you’re interested in all of the great things you can do for employer branding and talent attraction strategies for hiring veterans – you won’t find it here, because this post strictly focuses on the proactive online sourcing and identification of people who are either currently serving in or are veterans of the U.S. armed forces.

Read on to review:

  • An extensive military/veteran Boolean search I’ve constructed for use on LinkedIn, Monster, CareerBuilder, Dice, Indeed, your ATS, etc.
  • How to use Facebook’s Graph Search to find veterans, combined with gender diversity
  • Proof that Graph Search performs semantic search (very cool!)
  • Veteran population information and resources Read More

100+ Free Sourcing & Recruiting Tools, Guides, and Resources

Posted by | Analytics, Artificial Intelligence Matching, Best Practices, Big Data, Bing, Boolean, Boolean Search Experiments, Boolean Search Tips and Tricks, Data Science, Diversity Sourcing, Email Verification, Extended Boolean, Facebook, Future of Sourcing and Recruiting, Google, Google Plus, Graph Search, Hidden Talent Pools, How-To's, Human Capital Data, Information Retrieval, Lean/JIT Recruiting, LinkedIn, LinkedIn Search, LinkedIn SEO, Moneyball Recruiting, Monster, Monster vs. Google, Myths and Misconceptions, Passive Sourcing and Recruiting, Predictive Analytics, Proximity Searching, Recruiting Technology, Referral Recruiting, Resume Aggregators, Resume Sourcing, Resume Sourcing vs. Cold Calling, Search Automation, Search Process, Semantic Search, Social Discovery, Social Media, Social Networking, Social Recruiting, Sourcing, Sourcing and Recruiting, Sourcing Automation, Sourcing Challenges, Sourcing Mistakes, Talent Communities, Talent Mining, Talent Warehouse, Training Sourcers and Recruiters, Twitter, x-ray search | 3 Comments

 

It’s been a LONG time coming, but I finally got around to updating my free sourcing & recruiting tools, guides and resources page where I now keep a current list of the best of my work all in one place for easy bookmarking and reference.

You can find it here on my main page:

 

Here is where you can find all of the best of my Boolean Black belt content all in one place - free sourcing and recruiting how-to guides, tools, presentations, and videos - be sure to bookmark it, and if you're feeling  friendly, tweet it, share it on LinkedIn and/or +1 it on Google Plus.  Many thanks!

 

Additionally, I thought I might as well put all of my best work all in one blog post as well – over 110 of my articles in one place for easy referencing!

My blog is a pursuit of passion and not of profit – if you’ve ever found anything I’ve written helpful to you, all I ask is that you tweet this out, share it on LinkedIn, like it on Facebook, or give this a +1 on Google.

Many thanks for your readership and support – please pay it forward to someone who can benefit.

Big Data, Analytics and Moneyball Recruiting

Big Data, Data Science and Moneyball Recruiting

The Moneyball Recruiting Opportunity: Analytics and Big Data

Human Capital Data is Sexy – and Sourcing is the Sexiest job in HR/Recruiting! 

Is Sourcing Dead? No! Here’s the Future of Sourcing

The End of Sourcing 1.0 and the Evolution of Sourcing 2.0

How to Find Email Addresses

How to Use Gmail and Rapportive to Find Almost Anyone’s Email Address

Social Discovery

2 Very Cool and Free Social Discovery Tools: Falcon and TalentBin

Talent Communities

The Often Overlooked Problem with Talent Communities

Lean / Just-In-Time Recruiting / Talent Pipelines

What is Lean, Just-In-Time Recruiting?

Lean Recruiting & Just-In-Time Talent Acquisition Part 1

Lean Recruiting & Just-In-Time Talent Acquisition Part 2

Lean Recruiting & Just-In-Time Talent Acquisition Part 3

Lean Recruiting & Just-In-Time Talent Acquisition Part 4

The Passive Candidate Pipeline Problem

Semantic Search

What is Semantic Search and How Can it Be Used for Sourcing and Recruiting?

Sourcing and Search: Man vs. Machine/Artificial Intelligence – My SourceCon Keynote

Why Sourcers Won’t Be Replaced By Watson/Machine Learning Algorithms Any Time Soon

Diversity Sourcing

How to Perform Diversity Sourcing on LinkedIn – Including Specific Boolean Search Strings

How to Use Facebook’s Graph Search for Diversity Sourcing

Social Recruiting

How to Find People to Recruit on Twitter using Followerwonk & Google + Bing X-Ray Search

Google Plus Search Guide: How to Search and Find People on Google Plus

Facebook’s Graph Search Makes it Ridiculously Easy to Find Anyone

How to Effectively Source Talent on Social Networks – It Requires Non-Standard Search Terms!

How a Recruiter Made 3 Hires on Twitter in Six Weeks!

Twitter 101 for Sourcers and Recruiters

Anti-Social Recruiting

How Social Recruiting has NOT Changed Recruiting

Social Recruiting – Beyond the Hype

What Social Recruiting is NOT

Sourcing Social Media Requires Outside the Box Thinking

Social Networking Sites vs. Job Boards

LinkedIn Sourcing and Recruiting

Sourcing and Searching LinkedIn: Beyond the Basics – SourceCon Dallas 2012

LinkedIn’s Dark Matter – Profiles You Cannot Find

How to Get a Higher LinkedIn InMail Response Rate

The Most Effective Way to X-Ray Search LinkedIn

LinkedIn Catfish: Fake Profiles, Real People, or Just Fake Photos?

LinkedIn Search: Drive it Like you Stole It – 8 Minute Video of My LinkedIn Presentation in Toronto

How to Search LinkedIn and Control Years of Experience

How to Quickly and Effectively Grow Your LinkedIn Network

How to View the Full Profiles of our 3rd Degree Connections on LinkedIn for Free

How to Find and Identify Active Job Seekers on LinkedIn

LinkedIn Profile Search Engine Optimization

Free LinkedIn Profile Optimization and Job Seeker Advice

Do Recruiters Ruin LinkedIn?

The 50 Largest LinkedIn Groups

How to See Full Names of 3rd Degree LinkedIn Connections for Free

How I Search LinkedIn to Find People

LinkedIn’s Undocumented Search Operator

Does LinkedIn Offer Recruiters any Competitive Advantage?

Have You Analyzed the Value of Your LinkedIn Network?

Where Do YOU Rank In LinkedIn Search Results?

What is the Total Number of LinkedIn Members?

Beware When Searching LinkedIn By Company Name

LinkedIn Sourcing Challenge

How to Search for Top Students and GPA’s on LinkedIn

What’s the Best Way to Search LinkedIn for People in Specific Industries?

18 LinkedIn Apps, Tools and Resources

LinkedIn Search: What it Could be and Should be

How to Search Across Multiple Countries on LinkedIn

Private and Out of Network Search Results on LinkedIn

How to “Unlock” and view “Private” LinkedIn Profiles

Searching LinkedIn for Free – The Differences Between Internal and X-Ray Searching

Sourcing and Boolean Search

Basic Boolean Search Operators and Query Modifiers Explained

How to Find Resumes On the Internet with Google

Challenging Google Resume Search Assumptions

Don’t be a Sourcing Snob

The Top 15 Talent Sourcing Mistakes

Why Boolean Search is Such a Big Deal in Recruiting

How to Become a World Class Sourcer

Enough with the Exotic Sourcing Already – What’s Practical and What Works

Sourcing is So Much More than Tips, Tricks, Hacks, and Google

How to Find, Hire, Train, and Build a Sourcing Team – SourceCon 2013

How to Use Excel to Automatically Build Boolean Search Strings

The Current and Future State of Sourcing

Why So Many People Stink at Searching

Is your ATS a Black Hole or a Diamond Mine?

How to Find Bilingual Professionals with Boolean Search Strings

How to Best Use Resume Search Aggregators

How to Convert Quotation Marks in Microsoft Word for Boolean Search

Boolean Search, Referral Recruiting and Source of Hire

The Critical Factors Behind Sourcing ROI

What is a “Boolean Black Belt?”

Beyond Basic Boolean Search: Proximity and Weighting

Why Sourcing is Superior to Posting Jobs for Talent

The Future of Sourcing and Talent Identification

Sourcing is an Investigative and Iterative Process

Beyond Boolean Search: Human Capital Information Retrieval

Do you Speak Boolean?

Is Recruiting Top Talent Really Your Company’s Top Priority?

Sourcing is NOT an Entry Level Function

Boolean Search Beyond Google

The Internet Has Free Resumes. So What?

How to Search Spoke, Zoominfo and Jigsaw for Free

Job Boards vs. Social Networking Sites

What to Do if Google Thinks You’re Not Human: the Captcha

What if you only had One Source to Find Candidates?

Passive Recruiting is a Myth – It Doesn’t Exist

Sourcing: Separate Role or Integrated Function?

The #1 Mistake in Corporate Recruiting

How I Learned What I Know About Sourcing

Resumes Are Like Wine – They Get Better with Age!

Why Do So Many ATS Vendors Offer Such Poor Search Functionality?

Do Candidates Really Want a Relationship with their recruiter?

Recruiting: Art or Science?

What to Consider When Creating or Selecting Effective Sourcing Training – SourceCon NYC

The Sourcer’s Fallacy

Sourcing Challenge – Monster vs. Google – Round 1

Sourcing Challenge – Monster vs. Google – Round 2

Do You Have the Proper Perspective in Recruiting?

Are You a Clueless Recruiter?

Job Boards and Candidate Quality – Challenging Popular Assumptions

When it Comes to Sourcing – All Sources Are Not Created Equal

Boolean Search String Experiments

Boolean Search String Experiment #1

Boolean Search String Experiment #1 Follow Up

Boolean Search String Experiment #2

 

Facebook Now Charges Users to Send Messages?

Posted by | Facebook, Sourcing and Recruiting | 17 Comments

 

If you live in the U.S. – have you noticed that Facebook now charges $1.00 for you to send a message to someone that you’re not “connected to” on Facebook?

No?

Go ahead, give it a try.

You might encounter something like this:

 

Facebook charges 1 dollar for messages

 

If you’re in the U.S. and you don’t get a message like the one above when you try to send a message to someone you’re not connected to on Facebook – please let me know. Read More

Facebook Graph Search Sourcing and Recruiting Initial Test Drive

Posted by | Facebook, Graph Search | 7 Comments

 

 

For those who don’t yet have access to Facebook’s Graph Search – I put together a video detailing 5 live searches for:

  • product managers who work at Microsoft and live in Seattle
  • software engineers who work at Google and live in New York
  • (developer OR programmer OR engineer)
  • underwriters in Charlotte
  • accountants who live near Alpharetta

I must say that playing around with Graph Search’s natural language query functionality and long list of search options is quite fun. You can easily search for diversity, current titles and employers, years of experience, and of course education.

However, as you can see in the video, my main concern about the limitations of Facebook’s usefulness in sourcing and recruiting is the lack of professional information and the the shallow depth of what is there to be found.

Being able to search for and match people by title and company is useful for some recruiting needs and completely useless for others who need to find professionals with specific experience that cannot be reliably predicted by title alone.

Of course, the allure of the potential of using Facebook for recruiting is largely based on the fact that Facebook has over a billion users globally.

However, Facebook’s challenge in any effort to become a major player in the recruiting solution space is that many people don’t view Facebook as a place to put their professional information so they don’t enter work information on their Facebook profile. Even if they did, they do have the opportunity to hide it from people they don’t know, which is great for them, but bad news for sourcers and recruiters.

What I found especially interesting from my initial test drive of Graph Search is that the number of results for each search was a small fraction of what I know has to actually be available, at least in theory, given the number of Facebook users.  For example, Graph Search returned less than 100 people for a search for people who are accountants in the Alpharetta, GA area, while LinkedIn has nearly 6,000. That’s a massive differential!

Do you think that the accountants on Facebook who live in the Alpharetta area just don’t put their work experience on their profile, or that they hide the info from being retrieved by people other than their friends? I’d argue the former at this point. Keep in mind that this issue not only affects search, it also affects advertising. You can’t use Facebook PPC ads to target people who don’t give you critical information to target.

I’ll be posting more videos soon – so stay tuned to see more practical Facebook Graph Search sourcing and recruiting examples.

Oh, and if you didn’t have time to watch the video, no – Facebook’s Graph Search doesn’t currently support Boolean logic.

 

No, Facebook's Graph Search doesn't currently support Boolean search. I am hoping the operative word is "currently," because the ability to run more specific and precise conceptual queries is critical to what sourcers and recruiters need to accomplish

 

 

Why Facebook Graph Search is No Threat to LinkedIn…For Now

Posted by | Facebook, Graph Search, LinkedIn | 6 Comments

 

Facebook's Graph Search options of special interest to sourcers and recruiters: Employer, Position, Employer Location, Time Period, School, Class Year, ConcentrationAs with all new and bright shiny objects, people are quick and eager to make blind and wild predictions, and Facebook’s Graph Search is an excellent example.

Facebook announced Graph Search on January 15th, and there are already 100’s of articles published on the possibilities, including how Graph Search will challenge Google in advertising, Match.com & eHarmony in online dating, Yelp and others in services, travel and entertainment, and yes, even LinkedIn and Monster in recruiting.

When Mark Zuckerberg himself says “One of my favorite [Graph Search] queries is recruiting. Let’s say we’re trying to find engineers at Google who are friends of engineers at Facebook,” it’s hard to not get excited about the possibilities of tapping into the data Facebook has on over 1,000,000,000 users globally, and over 167,000,000 users in the U.S. alone.

Don’t worry – this isn’t another Facebook-Graph-Search-is-an-awesome-disruptor article.

Rather than throwing fuel on the Graph Search fire, I am happy to throw a wet blanket instead.

Don’t get me wrong – I’m excited to use Graph Search, and I know sourcers and recruiters will be able to make use of it. However, there are some major limitations to Facebook and Graph Search specifically that I want to recognize and bring to light that will clearly explain why it isn’t a threat to LinkedIn. Read More

One Job Board to Rule Them All? Hint: It’s not Facebook.

Posted by | Diversity Sourcing, Facebook, Job Boards, Job Search | 18 Comments

Like many people in HR/recruiting, I recently read about Facebook making the jump into offering searchable jobs.

What took them so long anyway?

Apparently, Facebook is planning to launch its own job board later this summer, and the board will aggregate the job postings of third-party providers, making them available for search by Facebook users.

This comes after Facebook announced late last year that they would be entering into a partnership with the U.S. Labor Department to provide job-hunting resources to explore and develop systems where jobs can be posted and delivered “virally” through Facebook at no charge.

Some people think that Facebook offering job board functionality will positively affect the U.S. economy and job marketplace.

No offense to Facebook, but I’m happy to say we don’t need them to launch a job board to help put America to work.

I believe there is something that the United States government (or any country’s government, for that matter) can do to facilitate putting more people to work, without the help of any other site or company, let alone Facebook. Read More

Searching Facebook for Sourcing and Recruiting

Posted by | Facebook, Sourcing | 14 Comments

As Facebook approaches 1 billion users globally, it would be folly to ignore the vast amount of human capital data that Facebook has to offer.

However, as I have written and spoken about many times, the value of data is directly proportional to the ability to retrieve it.

And therein lies the rub of Facebook.

It’s just not very searchable, and the structure of Facebook source code doesn’t make it easy to reliably target the really good stuff that sourcers and recruiters would be especially interested in.

Aside from being highly unsearchable, Facebook doesn’t score highly on the depth of professional content either.

I am aware that many of you probably believe that very few people enter in any professional information into their Facebook profiles, but you might be surprised to learn that more people than you would assume actually do enter titles and the companies they work for.

Also, while the percentage of Facebook users entering in professional details might be relatively small (for the sake of argument, let’s say 10%), given the nearly 1 billion profiles, that would be almost 100,000,000 profiles with some amount of professional data.

I don’t know about you, but I can work with 100,000,000 profiles.

So, while Facebook isn’t very search-friendly, and not everyone enters professional information on their profiles, there are a few ways to search for and target people based on what they do and where they work.

Let’s get on with a walk through of some of the ways you can leverage the professional content that is present within Facebook. Read More

How to Effectively Source Talent via Social Media & Networks

Posted by | Best Practices, Dark Matter, Facebook, Google Plus, How-To's, Social Media, Social Networking, Social Recruiting, Sourcing, Sourcing Challenges, Twitter | 15 Comments

Sourcing talent via social media requires an entirely different mindset than sourcing with other forms of human capital data, such as resumes/CV’s, employee directories, conference attendee lists, etc.

Back in early 2009, one of only 2 guest posts ever co-written on my site was published on the topic of non-standard descriptors and the role they play in social media. Valerie Scarsellato was a Sr. Sourcer at Intel Corporation at the time when she put together the framework for the original article on sourcing via social media, and she has now moved into a Segment Marketing Specialist role at Intel and is loving it. For those of you who feel that employer marketing/branding/communications is a logical extension of sourcing, Valerie would wholeheartedly agree with you – check out this video in which she discussed her award winning _codehearted; work for Intel.

Now that nearly 2 years has passed since the Searching Social Media Requires Outside-the-box Thinking article was published, social media usage has continued to explode – monthly visitors to LinkedIn and Facebook have doubled, they’ve nearly quadrupled for Twitter , and we now have Google+, Pinterest and others springing on the scene, making the topic even more relevant today. As such, I wanted to rework the original piece and update it with a few more examples.

The primary challenge when leveraging social media for sourcing talent is that nonstandard terminology is prevalent – it’s generally acceptable to use slang and other verbiage that would otherwise never be found on a resume, even when it comes to describing one’s profession.

If you use the same query terms when sourcing LinkedIn, Facebook, Twitter, etc. as you would when searching for resumes, you will certainly find people. However, you will also exclude a decent portion of the available results, unknowingly relegating them to Dark Matter and otherwise undiscovered talent. This is because you can only retrieve what you explicitly search for. Read More

What is Your Talent Sourcing ROI?

Posted by | Applicant Tracking Systems (ATS), Facebook, Google Plus, Human Capital Data, Social Recruiting, Sourcing, Twitter | 5 Comments

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? Read More