Archive for October, 2008
Resumes on the Internet: Monster vs. Google
If you are a sourcer or recruiter I am sure that at some point in your career you’ve read somewhere or heard someone say how the Internet has 10X the number of candidates that can be found on the online job boards. I’ve always taken that for face value because, to be honest, it’s really [...]
Targeting PAST experience on LinkedIn – can it be done?
I recently had a recruiter ask me if there were any way to be able to search LinkedIn for people who have worked at a specific company in the past, but who are NOT currently working for that company. I can see why some Sourcers and Recruiters would want to specifically target people who are [...]
Twittering for Sourcing
I recently saw a discussion on ERE started by Erika Hansen Brown on the topic of using Twitter for sourcing. I weighed in on the discussion, which can be found here: http://tinyurl.com/4q73dw Personally, I think that Twitter is most effective when leveraged for passive talent identification and acquisition via recruiter and/or employer branding and job [...]
The value of a resume database
How do you value a database? I say that the value of a database lies not in the information contained within, but in the ability of a user to extract out precisely and completely what the user needs. When talking about the value of a company’s internal candidate database or the online job board resume databases, [...]
Resumes are not dead!
With the buzz I continue to see and hear surrounding Twitter, social networks, Internet sourcing (blogs, articles, etc.) and such, it’s easy to look at resumes as dull, outdated, or at least “uncool” when it comes to sourcing and recruiting. I fear there are many people who get blinded by the “shiny object” factor of each and every [...]
Job Boards = Bad Candidates? Don’t believe the hype.
As stated in a previous post, I continue to see well respected thought leaders in the staffing industry make claims that the value of the job boards is waning and that the quality of candidates on the job boards is low. Not long ago I weighed in on an ERE discussion in response to the [...]
Talent Mining – what is it anyway?
By my definition, Talent Mining is a simple adaptation of Data Mining, which according to Wikipedia is the process of sorting through large amounts of data and picking out relevant information, or “the nontrivial extraction of implicit, previously unknown, and potentially useful information from data” and “the science of extracting useful information from large data [...]
Black Belt Boolean
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 [...]
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