In 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.
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!
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Many thanks for your readership and support – please pay it forward to someone who can benefit.
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.
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. Continue reading →