Archive for October, 2009
LinkedIn Search Results Sorting: Relevance or Keyword?
When I deliver presentations on how to leverage LinkedIn to source candidates, I have the opportunity to get a sense of what most people seem to know about using LinkedIn. Recently I have been making it a point to ask how people tend to sort their search results when searching LinkedIn, and the overwhelming majority leave their results sorting [...]
The Two Levels of Candidate Sourcing
Many individuals and organizations treat the sourcing role and function of recruiting – searching for and identifying potential candidates – as an entry level position, and/or a simple and basic task that does not require much skill or experience.
I agree.
I believe that it does not take much skill or experience to simply transcribe job titles and required skill keywords into LinkedIn, Monster, [...]
Resumes Are Like Wine
In response to my recent post about the deficiencies in the search capability of many Applicant Tracking Systems, a few people commented to the fact that resumes stored in applicant tracking systems become stale and outdated over time, which may explain why ATS resume databases are often the candidate “source of last resort.”
While candidate records inevitably age [...]
Job Posting vs. Searching for Candidates
Posting jobs in an attempt to attract qualified talent has many intrinsic flaws, and I feel that the 2 most significant limitations inherently involved with posting jobs is that:
Job posting is a passive strategy that affords no control over candidate qualifications
Job ads only attract candidates who are actively looking
In comparison, proactively searching for qualified candidates is an active strategy which offers significant control over [...]
