Monthly Archives: May 2009

How to Search Across Multiple Countries on LinkedIn

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I’ve recently received a few requests from my European readers (thank you!) to write about how to use LinkedIn to simultaneously search multiple countries to identify candidates. In this post I will do exactly that – show you how you can search for candidates across multiple countries in one search. Although I will be using European countries in the examples, the same techniques can be successfully applied to any combination of countries.

LinkedIn’s Interface

If it was obvious how to search for people from multiple countries using LinkedIn’s search interface, I likely would not have received requests for help. I’ve personally never run into the need to source from a variety of countries, so I enjoyed taking on the challenge of figuring this out. Continue reading →

Twitter Quitters – Should Sourcers and Recruiters Care?

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An article posted on the Nielsen Wire blog on April 28, 2009 claimed that more than 60 percent of U.S. Twitter users fail to return the following month. From the number of times I saw people ReTweet and comment about the Nielsen article about Twitter quitters, it seems that many people are intrigued by and concerned about the large number of people who visit and don’t come back to Twitter the next month.

At first, I was a little surprised at the high rate of quitters – a 40% retention rate seems pretty low for something that seems so popular. But then as I started thinking about it, I really don’t care if 60% of the people who visit Twitter in one month don’t come back the next.

Why don’t I care? Continue reading →

Real Recruiting: Talent Identification AND Acquisition

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As you might be able to tell from the name of my blog, I’m passionate about leveraging information systems for finding candidates. Unless you’re running 1 word or title-only queries, you can’t search the Internet, LinkedIn, Twitter, your ATS/CRM, or a job board resume database without using at least the most basic Boolean logic.

When I post links to my search-focused articles in various LinkedIn groups, I often get comments and responses expressing the sentiment that using various sites and technologies to search for candidates isn’t “real recruiting.” I’m always a little saddened and frustrated to see responses like this, because it reflects the fact that there are plenty of people in the recruiting and staffing industry that just don’t “get it.” Continue reading →