In the past, I’ve explained the Boolean Black Belt concept and exposed what I feel is the real “secret” behind learning how to master the art and science of leveraging information systems for talent identification and acquisition. Now I would like to show you precisely WHY Boolean search is such a big deal in recruiting. There are 2 main factors: Candidate … Read More
How to Use Resume Search Aggregators
I am often asked my opinion on the best use of resume search “aggregators” such as those offered by infoGIST, TalentHook, Data Frenzy RAM, DaXtra, AIRS SourcePoint and others. If you’re not familiar with resume search aggregators, a resume search aggregator is an application that allows a user to enter a search string that will simultaneously execute across multiple free and paid job … Read More
All Recruiting Sources Are NOT Created Equal
While there is much written on the subject of how to search the various talent sources available to recruiters and sourcers today, such as the Internet, LinkedIn, Facebook, Twitter, Google+, ATS/CRM systems, etc., there does not seem to be much written about their ROI as sources of talent/human capital information. I believe that the value of any source of information is 50% based upon … Read More
Why Sourcing is Superior to Posting Jobs for Talent
Posting a job online is perhaps the first action most companies take to attract talent when they have an opening. However, posting jobs in an attempt to attract qualified talent has many intrinsic flaws, and here are the top 4 in my opinion: Posting jobs a passive strategy Posting jobs offers no control over candidate qualifications Job advertisements only attract candidates who are actively … Read More
Why is Google Missing Available Search Results?
When you’re searching the Internet for potential candidates, it’s quite common (and practical) to search for resumes of people who are likely to be local to your opportunity. The two main ways of doing this are searching by area code and searching by zip code range. While there are limitations of both approaches (not everyone includes a phone number or … Read More
What is the Low Hanging Fruit in Recruiting?
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?” … Read More
Is LinkedIn Becoming a Job Board?
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 … Read More
Challenging Google Resume Search Assumptions
This post is second in a series focused on using Google to search for resumes on the Internet. In the first post I left some unanswered questions, such as why: I didn’t talk about searching for CV’s I didn’t suggest using the tilde ~ operator in conjuntion with the word “resume” I didn’t use -~job when trying to eliminate false positive results I didn’t … Read More
How to Find Resumes on the Internet with Google
Want to learn how to find resumes on the Internet using Google? You’ve come to the right place! Whether you are new to searching the Internet for resumes or you are a veteran Interent sourcer, I’ve included some tips, tricks, and observations for the novice and expert alike. Targeting Resumes When using Google to search specifically for resumes, it’s a good … Read More