Author Archives: Glen Cathey

About Glen Cathey

Glen Cathey is a sourcing and recruiting thought leader with over 16 years of experience working in large staffing agency and global RPO environments (>1,000 recruiters and nearly 100,000 hires annually). Starting out his career as a top producing recruiter, he quickly advanced into senior management roles and now currently serves as the SVP of Strategic Talent Acquisition and Innovation for Kforce, working out of their renowned National Recruiting Center with over 300 recruiters. Often requested to speak on sourcing and recruiting best practices, trends and strategies, Glen has traveled internationally to present at many talent acquisition conferences (5X LinkedIn Talent Connect - U.S. '10, '11, '12, Toronto '12, London '12, 2X Australasian Talent Conference - Sydney & Melbourne '11, '12, 6X SourceCon, 2X TruLondon, 2X HCI) and is regularly requested to present to companies (e.g., PwC, Deloitte, Intel, Booz Allen Hamilton, Citigroup, etc.). This blog is his personal passion and does not represent the views or opinions of anyone other than himself.

Google Search: The Asterisk Wildcard and Punctuation

30 Replies

Google_Search_Masters by by renatotarga via creative commons_BW_invert

Think you know all there is to know about Google search?

I was recently asked a question regarding the use of the asterisk when searching on Google, specifically in conjunction with certain punctuation.

This person was under the impression that if you used the equal sign on either side of an asterisk when searching Google, it would function as a multiple word wildcard operator. For example, searching for [linux=*=administrator] should return results of linux system administrator, linux systems administrator, linux network administrator, linux server administrator, etc.

The short answer is that Google ignores most punctuation, and that there is no need to combine the asterisk with any other punctuation or symbols for it to perform as a single or multiple word wildcard.

The long answer is much more interesting. I decided to perform some experiments with Google’s wildcard asterisk and I uncovered a few oddities and unsolved mysteries. I’m curious if you might be able to shed some light on them. But first, I will show you exactly how you can make good use of Google’s asterisk when searching for resumes on the Internet, as well as when X-Ray searching LinkedIn and Twitter.  Continue reading →

How to Bulk-Accept LinkedIn Invitations to Connect

5 Replies

LinkedIn_Bulk_Invitation_Accept_0LinkedIn has been making changes to their interface and one thing I noticed back in March is that I could no longer select multiple invitations to connect and accept them all at once from the main inbox page.

It took a little bit of exploring the new inbox interface and functionality before I figured out how to be able to bulk accept LinkedIn invites like I had grown accustomed to. Then the other day I was on Twitter and I had made a comment about bulk accepting LinkedIn invites and received a number of responses from people asking how to do it.

I had assumed everyone knew how to select and accept multiple invitations to connect – but you know what they say about assumptions…

So – I’m here to show you 2 different ways of bulk accepting invitations to connect on LinkedIn. Continue reading →

How I Made 3 Hires with Twitter in 6 Weeks

21 Replies

Megan_Hopkins_Loves_TwitterArticle by Megan Hopkins

Let’s get one thing out in the open very quickly. I’m a very stubborn person and I like to learn things on my own…even if it is painfully obvious to others.

Confessions of a Twitter Hater…

My relationship with Twitter started out very slowly and much like my relationship with my ex-husband – I was not a fan. At all. In fact, whenever Twitter was mentioned around me I cringed (much like I do when I hear “Steve Jobs” or “Apple”) and immediately tuned out.  You see, not only am I stubborn, I am also all knowing…just ask my parents…and I am NEVER wrong.  Ok, so to be fair, “never” is a bit of a stretch… In any event, I associated Twitter with all things stupid that did not catch my fancy (though I’m sure Ashton Kutcher is a very nice person) and I preferred to stick to my tried and true recruiting ways.  Experimentation is not my thing.  Continue reading →

How to Search Spoke, ZoomInfo, and Jigsaw for Free

28 Replies

Search smallSpoke, Zoominfo, and Jigsaw are websites that contain information on 10’s of millions of people and millions of companies. Each site has their own special method of capturing information on people and businesses. What they all have in common, however, is that while you can register and in some cases even run a few searches for free, you have to pay to really dig into their information.

So – would you like to know how to search these sites for free? 

Yes? Well you’re in luck – that’s exactly what I’m going to show you in this post. Continue reading →

Twitter, LinkedIn, and Facebook July 2009 Traffic Data

2 Replies

Twitter_Facebook_LinkedIn_Traffic_Data_July_2009I’m always interested in the traffic for the “Big Three” social media sites (Twitter, Facebook, and LinkedIn), and I discovered today that  www.compete.com just released July’s data. 

And here it is!

Facebook

While Facebook’s been on a tear of growth as it passed the 250M member mark, Facebook only added 117,142 unique U.S. visitors in July 2009 . That seems like a large number – but with how large Facebook has grown to,  that’s only 0.1%, which is the lowest growth rate Facebook’s posted in the last 12 months.

Could we see a drop in August?

We cannot overlook, however, that Facebook saw 2,103,776,022 visits July. Yes, 2.1 Billion – which is nearly an 11% increase from the 1,898,910,472 visits logged to Facebook from the U.S. in June. So while monthly unique visitors has stagnated, those who are visiting are visiting more.  Continue reading →

LinkedIn by the Numbers – Searching by Title and Clearance

4 Replies

LinkedIn_Why_Join_LinkedIn2 from www.linkedin.comEver wonder how many executives are on LinkedIn?

How about accountants, software engineers, “Big 4” employees, or people with TS/SCI clearances? 

Well I did. So I decided to run a number of searches for common titles in information technology, finance and accounting, recruiting and human resources, business development, social media, and administrative support and publish the results for the world to see.  I also searched for “Big 4” employees, people that mention specific security clearances, and executives of all types to see how many results would be returned, and I broke the results down by global/U.S. totals.

Method

Unless otherwise noted, I searched specifically for current titles while using LinkedIn’s advanced search interface. When I created the searches below, I was not trying to be totally exhaustive – I chose to target a sample of some of the most common titles.  Continue reading →

What Happens When Twitter is Down?

2 Replies

Sometime in the mid-morning I was trying to send a quick Direct Message via TweetDeck to one of my valued network contacts and it didn’t go through. I waited and tried a few more times, and after further failures – I headed directly to Twitter.

My Internet connection was good – I could navigate other sites, but when I tried visiting Twitter, I got a “network timeout” message stating that the server at Twitter.com was taking too long to respond.

Then I went to Google and searched for: [Twitter down]

I uncovered Twitter’s status blog and another helpful site appropriately named downforeveryoneorjustme and found out that Twitter was defending against a denial-of-service attack.

Ouch. Well, since it was obvious I wasn’t going to get my Direct Message through to my contact, you know what I did?

Yep – I picked up the phone and I called her.

Imagine that!

Candidate – Recruiter Relationships: Overrated?

15 Replies

What is the ultimate value you provide to candidates as a recruiter?

I want you to really think about that question before proceeding. In this post, there will be more questions raised than answers provided. Please take a moment to ensure that you have your thinking cap on and that your mind is open. 

Who Defines Value?

From the candidate’s perspective, what do you think the real value provided by a recruiter is? There are countless recruiting articles and blog posts (such as this one referencing Guanxi) that will tell you that the relationship is more important than the transaction itself. But for the majority of candidates, is it? Really?

I’m a little bit of a Lean freak. One of the core principles of Lean philosophy is Value – every activity in a business should be scrutinized for how it adds value to the final product or service provided to the customer. A lot of activities previously thought to be essential in a business turn out to be non-value adding when evaluated from the perspective of the customer. Continue reading →

Recruiting: Art or Science?

9 Replies

I recently wrote an article for Ryan Leary’s CruiterTalk blog titled, “Anyone Can Learn the ‘Art’ of Sourcing.”Although the main point I wanted to make was that sourcing isn’t all that mysterious or difficult, and that it can be taught and learned with a strong interest to do so and access to proper training and guidance, the post drew some comments and sparked a mini-debate on Twitter over whether or not sourcing and recruiting are more heavily based upon “science” or “art.” I’ve also found that a good number of people seem to think that the “art” of recruiting can’t be taught.

As expected, opinions will vary widely. However, I believe it is critical when examining this controversy that “science” and “art” be defined. I’ve found that many people struggle to explain exactly what they mean when they say “recruiting is 60% art.” Without a common understanding of the terms involved, there is a danger of misinterpretation down to the semantic level, which can seriously hinder any productive discussion.

So let’s start with “art.” Continue reading →

Twitter, LinkedIn, and Facebook June 2009 Traffic Data

7 Replies

I routinely check www.compete.com for the latest traffic data for my favorite social media sites and was pleasantly surprised to find June’s data has been released. I will review the June traffic data for Twitter, LinkedIn, and Facebook (aka, the “Big Three”).

Twitter

Twitter experienced explosive growth from February 2009 to April 2009, going from 7.9M to 19.4M unique U.S. visitors before leveling off around 19.5M visitors between April and May. However, after that brief cooling period, Twitter has experienced another spurt of growth, adding approximately 3.2M unique U.S. visitors (16.57%) to hit an all time high of 23M unique U.S. visitors in June. Okay, 22,997,148 to be exact. Continue reading →

How to Use LinkedIn in Your Job Search

62 Replies

Eariler this month Harry Urschel brought a post of his to my attention where he showed job seekers that you don’t have to have a huge LinkedIn network to use LinkedIn effectively to find a job. I wholeheartedly concur. Not only do you not have to have a large network of connections on LinkedIn, there are MANY ways to leverage LinkedIn to find a job.

Recruiters use LinkedIn to search for, find, and contact potential candidates on a daily basis – in fact, there are over 1,000,000 sourcers, recruiters, and human resources professionals on Linkedin in the United States alone! While I typically write posts for sourcers and recruiters to show them how they can more effectively leverage social networking sites like LinkedIn to find candidates, in this post, I am going to show job seekers how they can use the exact same techniques and strategies to find jobs, perform company research, and how to find and contact recruiters and hiring managers – even if you only have 5 connections!

First we’ll start with the basics. I’m going to save the best for last. Continue reading →

LinkedIn Search: What it COULD and SHOULD be

20 Replies

Did you know that LinkedIn currently has the ability to deliver incredibly powerful search functionality to its users – WELL beyond what we all have access to now?  What am I talking about?

I’m excited to tell you, but quite honestly, I actually can’t believe it’s taken me this long to put 2 and 2 together. Have you ever really watched the video clip below that you can find on  LinkedIn’s Learning Center as well as on YouTube?

If you ignore the information regarding the new features and pay close attention to the video, you can hear Esteban talk about how LinkedIn is always on the lookout for talented Lucene Open Source engineers and watch him search for them. Lucene is an open source text search engine that I’ve written about in multiple posts for its advanced search functionality, including extended Boolean.

LinkedIn uses Lucene as their Text Search Engine

When I first watched the video, I never gave the Lucene stuff a second thought because LinkedIn doesn’t actually offer any of Lucene’s truly advanced search functionality – LinkedIn doesn’t even support root-word/wildcard searching, let alone extended Boolean search. I figured if they were already using Lucene for their text search engine they would offer all of Lucene’s search functionality, which they don’t.

Then I watched the video again the other day (not exactly sure why) and I it made me curious. Had they already implemented Lucene, or were they looking to do so? I did some research to see if I could confirm a link between LinkedIn with Lucene (pun intended).  Although TechCrunch reported that LinkedIn upgraded its people search, they failed to mention the technology behind the upgrade. I was then able to dig up an article that verified that LinkedIn had implemented Lucene as their text search engine.

So What Can LinkedIn Do With Lucene?

I’m glad you asked – be prepared to be amazed!  Continue reading →

How to Search Across Multiple Countries on LinkedIn

8 Replies

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?

4 Replies

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

8 Replies

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 →

What is the Low Hanging Fruit in Recruiting?

1 Reply

If you’re a regular reader of my blog, you know I’m a fan of leveraging every information resource available to me – my internal ATS/CRM, the Internet, LinkedIn, Facebook, Twitter, and yes, even job board resume databases (gasp!).

Have you ever heard job board  naysayers refer to the resumes you can find on Monster, Dice, Careerbuilder, Hotjobs, etc. as the equivalent of “low hanging fruit?”

I know I have – MANY times.  When I hear people say it or read people write it, it always seems to be used with a negative connotation, and sometimes with derision. 

Is “low hanging fruit” intrinsically a bad thing? Is it even an accurate way to describe searching for resumes on the job boards? 

From what I can tell, “low hanging fruit” is a concept most people understand because they’ve heard others use it in context. But what does such a statement actually mean?  In this article, I will show you there are at least a few different takes on the meaning and use of the phrase and you may be surprised at what actually fits the bill as low hanging fruit in recruiting.  Continue reading →

Is LinkedIn Becoming a Job Board?

17 Replies

Is LinkedIn a social networking site, a job board, or a little of both?

Most people consider LinkedIn to be a social networking site, or more specifically a professional network service. LinkedIn describes itself as an “interconnected network of experienced professionals.” However, when I take a step back and take an objective view of LinkedIn, I see a great deal of “job board” functionality with some social networking features.

Before you cry “blasphemy!,” let’s do some research and look at the facts. 

What Exactly is a “Job Board?”

I tried doing some research to find a definition of exactly what a “job board” is, and found that Wikipedia considers Monster, Careerbuilder, Hotjobs, Dice, etc. to be employment websites. According to Wikipedia, an “employment website” is “…a web site dealing specifically with employment or careers. Many employment websites are designed to allow employers to post job requirements for a position to be filled and are commonly known as job boards.”

Common Features of Job Boards

According to INTERNET Inc, “job boards are usually free for job seekers though there are some exceptions mostly in the realm of upper management and executive jobs. Job ads can usually be found by browsing or through search on keywords, job type and location. Employers usually pay a fee to post job ads… Most job boards also offer employers resume database access for searching out candidates that match specific criteria. Additional services offered by job boards to employers often include: job agents that alert recruiters by e-mail to newly published job seeker resumes that meet specific criteria, …and brand building advertising with e-mail campaigns, banners, buttons and company profiles.”

What LinkedIn Says About LinkedIn

I did some digging and found LinkedIn’s press site. Under the heading of “What is LinkedIn?,” you can read that “When you join, you create a profile that summarizes your professional expertise and accomplishments.” Continue reading →

Don’t Be A Sourcing Snob

18 Replies

Are You a Sourcing Snob?

Ask yourself these questions:

  • Is a candidate identified on LinkedIn intrinsically “better” than a candidate sourced from Monster?
  • Is candidate sourced by cold calling inherently “better” than a candidate sourced from a job posting on Careerbuilder?
  • Does it really matter where a great candidate comes from?

I continue to see well respected thought leaders in the staffing industry make claims that the quality of candidates on the job boards is low, and there seems to be no shortage of those in the recruiting and staffing industry who are happy to jump on that bandwagon. However, whenever I read or hear broad, sweeping statements claiming that an entire population of 50,000,000+ candidates is low quality just because they happen to be in an online resume database of a major job board – my response is a mix of shock and disappointment. 

Stereotyping is Poor Judgement

Broad statements such as “the job boards have low quality candidates” reeks of stereotyping.  A stereotype is an oversimplified conception or opinion based on the assumption that there are attributes that members of the “other group” (in this case, job board candidates) have in common. Stereotypes are often formed by an Illusory correlation , a false perception of an association between two variables where in fact none exists.

You just can’t go around claiming all job board candidates are bad. That’s like saying everyone in New York is rude, or that everyone in California is a hippie. To stereotype all job board candidates as low quality is downright insulting to the many fantastic people who make the decision to post their resume to well known online resume databases. If they only knew that posting their resume to a job board was equivalent to moving to “the wrong side of the tracks.”

Sourcing Snobbery

Many sourcers and recruiters use the Internet to source and identify candidates all the time, yet there is never a mention of the intrinsic “quality” of candidates who happen to post their resume on their own websites. As if creating a website and posting your resume to it somehow makes you a better person than someone who either doesn’t know how do do that or simply doesn’t care to, instead opting to post their resume to a well known job board site.

And what about Social Media? The last time I checked – there is no “candidate quality filter” built in to LinkedIn, Facebook, Twitter, or any social network. ANYONE can decide to create a web page or a Social Media profile, from “A” players to “F” players. Continue reading →

Searching Social Media Requires Outside-the-Box Thinking

11 Replies

Non-Standard Descriptors and the Role They Play in Social Media

Article by Valerie Scarsellato, Sr. Sourcer at Intel Corporation
Co-written by Glen Cathey

Sourcing has always been a significant component in the recruiting lifecycle. However, in recent years, sourcing has taken a giant step into the forefront and has become recognized as the solid foundation at which successful recruiting rests upon in order to identify and secure top-level talent, no matter what industry you may be supporting.

One of the newest tools available for sourcers and recruiters to leverage to find candidates is Social Media (SM). These days, it seems as if nearly everyone from CEOs of Fortune 500 companies, to inventors in various fields, to the grandmother of your best friend has a Myspace or Facebook page or a LinkedIn or Twitter profile.

Twitter happens to be my personal preference in the SM realm. It also happens to be the fastest growing Social Media application at 1200% in the past year!

Although some people are still discovering and testing the waters of the Twitterverse, a diverse and large population (over 14M visitors in March – surpassing LinkedIn!) spanning nearly all industry segments has already fully jumped on to the real-time messaging bandwagon in order to share information or blurt out a piece of nonsense rolling around in their head.

Understand Social Media Users

With the significant levels of attention and traffic being driven by Social Media, it’s critical for sourcers and recruiters to understand how to best utilize SM for talent identification. Technology is ever-evolving and those of us in sourcing/recruiting/talent acquisition roles (even we have many titles!) are constantly having to play catch-up with those that create each new SM application.

After attending one of Glen’s focused and information-packed FREE webinars, I had an epiphany. It’s true – we need to build the right search strings in order to filter through and find the right people we are targeting. In order to do that effectively, I realized that we as sourcers need to understand the psychology of the people we’re searching for and be aware of how they think of and refer to themselves in order to return highly relevant results when searching Social Media. Continue reading →