Do you ever use social networks to such as LinkedIn to search for people with experience in a specific industry?
If you do, I can almost guarantee you that you are not finding everyone you’re looking for.
There are intrinsic issues associated with any user generated content, especially when it comes to how users of social media identify themselves, and they can actually prevent you from finding the people you’re looking for. Continue reading →
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.
I know – you may be asking yourself, “What is this guy thinking?” A blog about Boolean queries when all the buzz is currently about Social Networking, Mobile Recruiting and such? True – Boolean search strings aren’t as sexy, shiny or new as Facebook, Twitter or Cloud Recruiting. However, in the hands of an expert, and in my direct experience, advanced Boolean search strategies and tactics used in conjunction with internal/corporate resume databases and job boards (yes, I said job boards – more on that later) can and do yield higher quantities of highly relevant results more quickly than any other method of talent identification and acquisition. Continue reading →