Predictive Analytics

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

 

The Moneyball Recruiting Opportunity: Analytics & Big Data

Posted by | Analytics, Conferences, Moneyball Recruiting, Predictive Analytics, Uncategorized | 3 Comments

 

Earlier this year, I traveled to Australia to present a keynote at the Australasian Talent Conference on the topic of the Moneyball opportunity that exists for companies when they are sourcing, identifying, assessing, recruiting, and developing talent, and how big data and predictive analytics will be the next major area of competitive advantage in the war for talent.

Below you will find my keynote presentation, including a couple of YouTube videos.

Big Data and predictive analytics are just beginning to be leveraged in talent acquisition by a few forward thinking companies, and I am convinced they will both play major roles in the near future.

Unfortunately, at this time there is still some confusion around exactly what “Big Data” is and is not. For example, this Wall Street Journal article incorrectly references the use of personality assessments and other online tests to facilitate hiring as an application of Big Data, when in fact it is really just an example of analytics.

Data from personality assessments and online tests coupled with other human capital data doesn’t represent a combination of high-volume, high-velocity, and/or high-variety information assets, which most experts agree is required for something to be classified as “Big Data.”

In this presentation, I think you will find the examples of how companies are currently leveraging analytics in their recruitment as well as in the analysis of their current workforce to be quite interesting, as well as some of the tools that already exist that do in fact harness high volume, high velocity, and high variety information assets.

You may be shocked to find that data supports the finding that taller and more attractive men and women make more money than their shorter and less attractive peers (especially shocked to find out exactly how much more!) – which gives us a glimpse into how people make hiring and promotion decisions on a daily basis based on unconscious prejudice, similar to how unconscious prejudice, wisdom, and “gut” instincts are and have been used in athletic recruiting – which Billy Beane and Paul Depodesta of the Oakland A’s specifically set out to counter.

As demonstrated in Moneyball, very strong teams can be built with data-based decision making, throwing conventional wisdom to the wind.

Enjoy the presentation, and please do let me know your thoughts. Thanks!

 

 

If you like what you’ve seen in the Slideshare, you may want to read this post I wrote on Big Data, Data Science, and Moneyball recruiting last year.

 

The Current and Future State of Talent Sourcing

Posted by | Analytics, Big Data, Data Science, Future of Sourcing and Recruiting, Human Capital Data, Moneyball Recruiting, Predictive Analytics | 11 Comments

I had the distinct honor and privilege of serving as the conference chair of the biggest-ever SourceCon, held at the Georgia Aquarium in February. Part of my responsibility in that role involved kicking off the event, and I took the opportunity to touch upon my observations and opinions on the current state of sourcing, as well as what I believe will be the future of sourcing.

Even as I was standing on stage I knew I would be writing a post on this topic, because it was apparent that there is much misunderstanding and debate surrounding sourcing, and certainly no shortage of opinion, qualified or otherwise.

If you’re ready, I’ll walk you though my definition of sourcing, my observations on the current state of sourcing, and what I (and others!) see as the future state of sourcing.

WARNING: If you don’t like/have time to read long posts, I suggest you turn back now. While I could have split this content up into 9 weeks worth of 500 word posts, I’d prefer to give you the goods rather than string you along.

What is Sourcing?

First and foremost, I believe it is critical to have a common understanding of what sourcing is.

I define sourcing to include any and all activities whose primary purpose is talent discovery and identification.

My definition is purposefully broad, because I find too many people seem to associate sourcing solely with searching the Internet with Boolean search strings.

While some companies may limit their sourcers to exactly that – searching only the Internet and generating names for someone else to engage – sourcing is and should be much more than that.

Sourcing encompasses the use of any source of human capital data – an ATS, Monster, LinkedIn, Twitter, Facebook, mobile apps, etc., and it can also include the phone, email, and messaging work of engaging potential candidates and networking with them to yield referrals and the opportunity to identify more potential candidates.

Yes, networking with people – whether they be new hires, existing staff and management, or complete strangers – to find and identify potential candidates is also sourcing, regardless of method (electronically, over the phone, or in person).

Of course, sourcing also includes traditional phone sourcing as effectively addressed and dramatically demonstrated at the SourceCon event by Conni LaDouceur.

And finally, although passive and offering little-to-no control over the qualifications and experience of the talent discovered, job posting is even a form of sourcing – the primary purpose of posting a job is to discover talent.

The Critical Importance of Sourcing

When it comes to the entire talent management lifecycle, nothing is more important than sourcing.

That’s because, quite simply, the entire talent management lifecycle is completely dependent upon discovering and identifying potential talent in the first place.

You cannot engage, build a relationship with, recruit, hire, retain and develop someone you haven’t found.

Period.

Try cutting and polishing a poor quality diamond, or better yet – try cutting a diamond you don’t actually have. You could have the best diamond cutters in the world on your staff, but without a steady supply of high quality rough diamonds, you simply won’t be in business.

When it comes to hiring and retaining, all future outcomes are dependent upon that magical moment when a sourcer/recruiter first finds and makes contact with a potential candidate.

The Current State of Sourcing

I believe that sourcing is largely misunderstood, undervalued, and under-invested in today.

I offer as evidence:

  • An alarming number of people seem to believe that sourcing is all about Boolean logic
  • There are people who believe that sourcing is a function that can be easily replaced by software
  • There are well respected companies who don’t give their sourcers or recruiters any premium or purpose-built tools or resources
  • The recently conducted sourcing compensation survey illustrated that 23% of the respondents make less than $40,000 annually Read More

Talent Sourcing: Beyond Tips, Tricks, Hacks and the Internet

Posted by | Data Science, Future of Sourcing and Recruiting, Predictive Analytics, Sourcing and Recruiting, Sourcing Automation, Talent Mining | 13 Comments

It’s bothered me for quite some time now that many people essentially equate sourcing with Internet search – using search engines such as Google and Bing to find resumes, lists, press releases, etc.

It bothers me because sourcing is so much more than that.

It also bothers me because I am aware that many companies (some quite large and well respected) limit their sourcers and recruiters primarily to the Internet as the only source of information.

I believe a major contributing factor as to why sourcing isn’t highly valued by some organizations and why sourcing doesn’t get as much widespread respect and recognition as it should is because too many people associate sourcing primarily with Internet search.

The future of talent sourcing will involve a shift from manual Internet search and ATS/CRM systems with only rudimentary search and analysis capability to highly specialized tools specifically designed for mining vast and proprietary human capital data sets dynamically compiled from multiple sources that enables predictive analytics.

It’s coming – will you be ready? Will you be ahead of the curve or behind it? Read More