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:
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
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
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Okay, that might have been a bit dramatic, but I do expect a strong negative reaction from some folks because I am going to address an issue that might be a tad sensitive to the sourcing community.
The issue I would like to address is the apparent obsession of many with exotic sourcing.
What is Exotic Sourcing?
If you check out
the definition of “exotic,” you will find “strikingly, excitingly, or mysteriously different or unusual.”
Exotic sourcing consists of sourcing methods and technologies that are, yes – you guessed it – “strikingly, excitingly, or mysteriously different or unusual.”
If you’re looking for some examples, here are a few:
What’s the Problem?
I like experimenting with new search engines, deep web searches, and seeing if I can extract sourcing and recruiting value from new, non-recruiting websites sites just like many people do in the global sourcing community. Yes, I’ll admit I’ve poked around Pinterest and Instagram.
So what’s the problem?
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Practically everything I have learned about sourcing and recruiting didn’t come from a mentor or any formal training.
Instead, I learned how to become a top performing recruiter “the hard way.”
What that really means is that when it came to finding top talent, I tried a lot of things that didn’t work, and because I refuse to make excuses, give up, or accept anything less than the best results, I kept experimenting until I discovered things that enabled me to find people that others can’t and don’t.
With over fifteen years of experience in sourcing and recruiting, I’ve made my fair share of mistakes along the way. I’ve also had the opportunity to assess, train and coach corporate and agency sourcers and recruiters, which has exposed me to many myths, misconceptions and mistakes when it comes to leveraging information systems for sourcing and recruiting.
Here are what I believe to be some of the most common productivity-robbing and results-reducing mistakes sourcers and recruiters make when looking for the right match.
In no particular order…
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Recently, I wrote about the intrinsic issues associated with searching LinkedIn for potential candidates with specific industry experience, and how using the “Industry” field can actually prevent you from finding the people you’re looking for.
A number of readers responded by suggesting a logical solution to the issue – searching by specific company name(s) instead of using LinkedIn’s “Industry” field.
It is a logical solution, but a potentially flawed one nonetheless.
I’m going to show you some reasons why, and if you read this post within the next 5 minutes, I’ll even throw in a LinkedIn company search
anomaly as an added bonus. Continue reading
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A significant step on the path of sourcing enlightenment is becoming aware of, and not falling prey to The Sourcer’s Fallacy.
The Sourcer’s Fallacy is the conscious or unconscious belief that:
#1 If you haven’t found what you’re looking for in a particular database, social network, or on the Internet – that it’s not there,
#2 After you’ve run searches in a particular database, social network, or on the Internet that you have found all that there is to be found.
Some quick secondary sourcing facts:
No single Boolean search string can find ALL qualified candidates
Unknowingly, most sourcers and recruiters employ Boolean search strings that make it nearly impossible to find every possible qualified candidate, let alone the BEST candidates
Most people are not aware of the candidates they did not find – but that does not mean that they are not there to be found
Enlightened sourcers and recruiters are always aware that there are candidates that they are missing and not finding when they run Boolean searches to find people. This awareness drives them to consciously and creatively think of ways to uncover those candidates hiding in of every source of human capital.
Don’t fall prey to the Sourcer’s Fallacy.