How-To’s

14 Tips on How to Use Twitter for Social Recruiting

Posted by | How-To's, Social Recruiting, Twitter | 12 Comments

 

My tweet about seeing a recruiter with 3 followers tweet about a job opeingTwitter’s been around for nearly 8 years and has always been popular in recruiting circles, but there are still plenty of recruiters  who don’t use Twitter to its full potential or are simply new to using Twitter for recruiting.

For example, just the other day I noticed in one of my Hootsuite streams a recruiter with 3 followers tweet about a job. I found this interesting so I decided to tell the world what I had seen via Twitter and LinkedIn to see what kind of a response it would generate.

I got a surprising number of responses in defense of the unnamed recruiter, even though there was no attack to defend against, which I found very interesting.

Many of the responses were “Hey, you gotta start somewhere,” which of course is true. However, I would argue posting jobs without a decent number of followers from your target talent pool is like buying a lottery ticket – it is a hope based action/strategy.

Seeing a  senior recruiter with 3 followers tweet about a job and seeing the small flood of comments I received on my observation, I decided it’s time to create a guide detailing the recipe for successfully using Twitter for recruiting. Read More

How to Find the Best Software Engineers on Stack Overflow

Posted by | How-To's, Sourcing, Stack Overflow | 7 Comments

 

Looking to source and recruit software engineers?

One of the best places to find software engineers is Stack Overflow, where nearly 2,000,000 programmers from all over the world ask and answer programming-related questions.

How would you like to know which software engineers might be the most talented and skilled?

Stack Overflow Main

A year ago, Peter Kazanjy of TalentBin published an extensive piece on how to source talent on Stack Overflow on the SourceCon website. If you haven’t already read his post, I highly recommend you do so before proceeding further.

I am going to go one step beyond Peter’s article and show you how to find software engineering talent by Stack Overflow reputation and badges, which are earned from peers and activity, offering a degree of independent verification of a software engineer’s knowledge, experience and ability. 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

 

Google Plus Search Guide: How to Search & Find People on G+

Posted by | Google Plus, How-To's, Sourcing, x-ray search | 9 Comments

 

Do you want to know how to search for people on Google+ by title/skill, company, AND location?

If so, you’ve come to the right place – I’m going to show you 3 different ways to find people on Google+, and only one of them allows you to reliably search for and find people based on where they live:

  1. Google+’s built-in search functionality
  2. FindPeopleonPlus
  3. Using Google to X-Ray search Google+ (the most effective way!)

Back in 2011 I wrote a post about how to search Google+ to find people in specific locations. At the time, Google+ wasn’t a ghost town, but it wasn’t exactly well populated.

Nearly 2 years later, that’s no longer the case - Google+ now has over 500M profiles, 235M+ of them actively using Google+ features, and 135M+ people are active in the Google+ stream, solidly positioning Google+ in the upper tier of the “Big 4″ social recruiting sites (Facebook, LinkedIn, Google+, Twitter).

In fact, Google+ is now actually the #2 most actively used service online:

 

 

Google+ Native Search Functionality

While the massive change in users and activity has been great, one thing that unfortunately hasn’t changed is that Google+ still doesn’t have any built-in functionality to reliably search for people by specific location, which is critical to any sourcing and recruiting effort.

While Google+ has recently released a new “Find People” functionality, it doesn’t allow you to find people by where they are located.

What you can do, however, is search for people who work at specific companies using the “Find coworkers” search functionality and entering in any company.

Searching Google+ via Find Coworkers

 

Google+ Find Coworkers

 

For example, searching for “coworkers” at Rio Tinto (world leader in mining and processing):

 

 

Here are some of the results – all currently employed at the target company:

 

 

What you can’t do with this search functionality is search by people who work at specific companies in specific locations. which is critical to most sourcing and recruiting efforts.

However, if you’re new to Google+, you should be impressed by your ability to find anyone.

In this respect, Google+ is similar to Facebook’s Graph Search and unlike LinkedIn, as you don’t have to be connected to people or have them in Circles to find them and view their profiles, which is fantastic for sourcers and recruiters.

Searching Google+ via the Google+ Search Bar

Moving on to Google+’s search bar, you can try to find people in a specific location by simply typing in a city along with the rest of your query. For example, take a look at the results for a simple search such as “software engineer” “new york” “google”

 

 

Pretty decent results, right?

Don’t be fooled by appearances.

You can see from just that screenshot that not all of those people work at Google (although many do), and if you explore the results individually, you’ll find that they all mention “New York” somewhere (as they should, based on my search criteria) – but they don’t all live in New York.

For example, taking a closer look at one of the results:

 

 

You can see she attended school in New York, but her location isn’t revealed on her Google+ profile as it is for others.

Cross referencing her on LinkedIn shows she lives in California.

 

 

I’m not slamming Google+’s search bar – it does a decent job, but it doesn’t offer sourcers and recruiters the search precision they need.

Just to show you that Google+ isn’t only useful for sourcing and recruiting software engineers in the U.S., for my readers in Oz, here’s a simple search for people at Rio Tinto in Perth:

 

 

FindPeopleonPlus

Some of you may be aware of FindPeopleonPlus, which you can use to find people by employer, occupation, and location.

For example, here is a search for software engineers who work at Google and live in New York:

 

 

Looks great, right?

Unfortunately, according to their own website, FindPeopleonPlus has only indexed 45M users, which is now obviously a small portion of the total population of Google+ users.

The above search found 109 people, which isn’t too shabby. However, I’ll show you how to use Google to X-Ray search Google+ to find more people in a moment.

FindPeopleonPlus does have some great functionality – you can search for/sort people by gender (diversity sourcing!), education (specific university), employer, occupation, state, and city.

Interestingly, it appears they are busy building a “Career Platform” – I’m assuming this won’t be free because what they’ve already built can easily be used by recruiters to find candidates.

 

 

Hopefully they will speed up their performance – I noticed my searches lagged significantly. But maybe I’m just spoiled.

Oh, and I just had to share these two nuggets of gold I found when exploring FindPeopleonPlus for this post:

 

 

Matt’s got a sense of humor. Maybe Kelly can add the ability to search Google+ for people by employer, occupation and location like FindPeopleonPlus can.

Am I the only one that is confused and disappointed by the fact that the Google team hasn’t thought to offer a greater degree of search capability? Even Facebook’s Graph Search offers the ability to search by location, current and past employer, current title, etc.

I thought Google = search?

How to Find People on Google+ by Location: X-Ray Search

To this day, using Google to search Google+ remains the best way to reliably find people on Google+ by location.

Over time, Google+ has made multiple changes to Google+ profiles, so while my original (circa 2011!) Google+ X-Ray search still works, there are a few small adjustments I’ve made based on profile changes that allow even greater control over search results (thanks Google+ team!).

Back in 2011, when it came to listing locations on Google+ profiles, they were displayed in the “Places Lived” section.

“Places Lived” doesn’t exist anymore – it’s now just “Places,” and the word “lived” is no longer there to search for exactly as I did in the past.

However, location information from Google+ profiles is now often also displayed in the summary info at the top of a person’s profile, and it can be listed as “Lived in ________” or “Lives in _________” – you can search for either or both.

X-Ray Searching Google+ for “Lived in”

Here is an example of a Google X-Ray search of Google+ to find software engineers who work at Google in New York, using “lived in _______:”

site:plus.google.com “lived * new york” “software engineer” “works * google”

 

 

Here’s where it’s picking up the “Lived in,” which pulls from their list of locations on their profile.

 

 

Don’t be confused by or concerned with the past-tense “lived in.” For these folks, the first location listed is typically where they currently live…

 

…they just haven’t checked the “Current” box by the location when they edited their profile:

 

 

When checking some of the Google+ results to see if the the people did in fact live in the location I specified, I cross referenced them on LinkedIn.

Interestingly, when I cross referenced one of the results from my New York search on LinkedIn, their LinkedIn profile stated that they currently lived in Bulgaria instead of New York, which was initially disappointing, at least until I performed a Facebook Graph Search for her, where I was able to confirm she does in fact live in New York.

 

Google+ cross reference location on Facebook Graph Search

 

Hopefully I am not the only who finds this interesting, although not all that surprising when you think about it – Facebook can be more accurate than LinkedIn.

X-Ray Searching Google+ for “Lives in”

Here is the exact same search as above, which is a Google X-Ray search of Google+ to find software engineers who work at Google in New York – except in this case, I am using “lives in _______:”

site:plus.google.com “lives * new york” “software engineer” “works * google”

 

 

You’ll notice some dupes in the results for hits on the same person from multiple places on their profile, such as the “About” and “Videos” sections.

If you wanted to clean those up, you could run something like this:

site:plus.google.com “lives * new york” “software engineer” “works * google” -inurl:(about|photos|videos) – you’ll get 118 clean results from the original 135.

One thing you can do using Google to X-Ray search Google+ for profiles that you can’t do on FindPeopleonPlus is Boolean search with no limitations.

For the Boolean bashers (I know you’re out there!), basic Boolean logic allows the ability to search for multiple titles, skills, and or companies in a single search string. Although FindPeopleonPlus does support basic Boolean logic for keywords, they don’t allow the use of Boolean logic to simultaneously search for any of a number of employers or occupations/titles.

With a search interface similar to FindPeopleonPlus’s, you’re limited to one company, title, etc. at a time per search. Yes – it still “works,” but it feels like wearing mittens vs. fingerless gloves when you know how to get exactly what you want and you can’t get exactly what you want in a single search like you can with Google.

For example, we can search for any of 3 titles at once using Google to X-Ray search Google+:

site:plus.google.com “lives * new york” (programmer | developer | “software engineer”) “works * google” -inurl:(posts|about|photos|videos|plusones)

That Google search returns 137 results in New York.

With FindPeopleonPlus, you get 3 results in the entire world.

Going one step further with Google+ site: search, you can search for both “lived in” and “lives in” in the same string to get 152 results:

site:plus.google.com (“lives * new york” | “lived * new york”) (programmer | developer | “software engineer”) “works * google” -inurl:(posts|about|photos|videos|plusones)

Of course, you don’t have to target companies in your search strings.

In fact, you can also search for people that don’t even mention their employer in the “work” section (although they do mention it somewhere else):

site:plus.google.com (“lives * new york” | “lived * new york”) (programmer | developer | “software engineer”) -”works * “ -inurl:(posts|about|photos|videos|plusones)

Like this person:

 

Google+ search result profile with no current employer. Kind of. :)

 

There are many other interesting things you can do with Google+ X-Ray searches – I just wanted to provide you with a few “starter” searches to get you going.

Google+ Got Your Attention Now?

There’s no doubt that LinkedIn is “where it’s at” with regard to deep and highly searchable human capital data, and I don’t think LinkedIn is becoming “saturated” as many people seem to be suggesting recently – most sourcers/recruiters only find and review 20-30% of what’s available to be found on LinkedIn, leaving at least 50M (if not 100M+!) profiles unfound/unviewed. No, I am not exaggerating for effect.

Even with sourcers and recruiters only scratching the surface of LinkedIn, Google+ cannot be ignored.

Google+ now has more profiles than LinkedIn and is the most active social network in the world second only to Facebook. Yes, I know – Google+ haters/doubters like to argue about what “active” really means…who cares?!?! Most Google+ naysayers haven’t spent 5 minutes on Google+.

Get on Google+ and do some searches and I think you’ll be impressed with what you can quickly and easily find. Explore Google+ a little bit (actually USE it for a few weeks) and I think you’ll be surprised by the functionality and the many benefits and advantages if can afford sourcers and recruiters.

Check out the kind of information you’re missing if you’re not searching Google+:

 

 

Yes, that’s an email address I blurred out. It’s there for anyone to find – it’s not listed because I know them or have them in a Circle – because I don’t.

Unlike LinkedIn, I’ve found that software engineers and other non-recruiting professionals do include email addresses and sometimes even phone numbers on their profiles that anyone can see – like the phone number of this UX Engineer at Microsoft:

 

Google+ mobile phone number

 

Of course, there are many advantages of using Google+ in your sourcing and recruiting efforts that are beyond the scope of this post.

As for me – I don’t care if you never use Google+ for sourcing and recruiting. It just means I have less competition.

:)

 

How to Find, Hire, Train & Build a Sourcing Team: SourceCon 2013

Posted by | How-To's, SourceCon, Training Sourcers and Recruiters | 3 Comments

 

Male_whale_shark_at_Georgia_AquariumI recently presented at the largest-ever SourceCon event held at the mesmerizing Georgia Aquarium where you can network with industry peers while watching whale sharks, manta rays and Beluga whales swim by.

My session focused on building out a sourcing function with an emphasis on building a sourcing team from scratch with people who have no prior experience in sourcing and recruiting.

I recently hired and trained a team of 40+ sourcers so I was able to share my journey and lessons learned, as well as my theory that you can more effectively train people with no prior experience than you can people with a few years or more of sourcing and recruiting.

My theory is supported by my own experience (I’ve never attended or received any sourcing or recruiting training), as well as a couple of books I referenced in my presentation: The Talent Code and Talent is Overrated. It’s quite interesting to realize that most environments are neither conducive to effective learning, nor effective in developing extremely advanced levels of sourcing and recruiting capability.

If you didn’t have the chance to see me speak at SourceCon and you haven’t already viewed this deck on SourceCon’s website, please review my presentation below to learn more about the ideal conditions under which you can create the next generation of sourcing masters.

And yes, you’ll get the chance to see a handful of the Boolean search strings I use to find people with no prior sourcing or recruiting experience (or any specific experience, for that matter!) who have a high probability of developing into world-class sourcers and recruiters.

 

 

 

What’s the most effective way to X-Ray search LinkedIn?

Posted by | Boolean Search Experiments, How-To's, LinkedIn, LinkedIn Search, Uncategorized, x-ray search | 9 Comments

 

I’ve recently come across some blog posts and some Boolean Strings discussions on LinkedIn that inspired me to go back and tinker with searching LinkedIn via Google and Bing.

For example, I continue to see people talk about:

  1. Whether or not you should use “pub” and/or “in” (e.g. site:linkedin.com/in | site:linkedin.com/pub)
  2. Whether or not you should use -dir
  3. Using country codes in site: searches
  4. Using different phrases to target public LinkedIn profiles – e.g., “people you know”

My first reaction when people are curious about the most effective ways of retrieving public LinkedIn profiles is to encourage them to experiment on their own first instead of looking for answers to copy and paste. Quite literally 99% of everything I know about sourcing (and recruiting!) I learned through being curious and experimenting.

People learn by doing, and more specifically by failing/struggling, and not by copying and pasting somebody else’s work. 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

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

Posted by | How-To's, LinkedIn, LinkedIn Search, x-ray search | 33 Comments

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: Read More