Resume Sourcing
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 [...]
Curious About My SourceCon Keynote?
Are you attending or thinking about attending SourceCon 2010 in San Diego in March?
I am going to be the keynote speaker for the event, and I will be presenting on Artificial Intelligence vs. Human Cognition when it comes to sourcing and matching resumes.
If you’re curious to know what kinds of things I’ll be addressing during [...]
Boolean Search Conquers Impossible Google Position
When I run recruiter training classes, I often ask for the trainees to bring me example positions they are having trouble working on to use for live sourcing training.
During one such class (a little over 2 years ago), I had a recruiter bring me an opening for a challenging position at Google that had been open for [...]
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Tracking Systems, a few people commented to the fact that resumes stored in applicant tracking systems become stale and outdated over time, which may explain why ATS resume databases are often the candidate “source of last resort.”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 [...]
Sourcing and Recruiting Resources Page
It’s been a long time coming, but I have finally gotten around to creating a resources page that essentially contains a “best of” compilation of Boolean Black Belt articles. It contains 10 “How-To” posts ranging from how to search Linkedin, Twitter, Facebook, and Google for candidates, as well as articles on semantic search, Boolean, extended Boolean, [...]
Why Boolean Search is Such a Big Deal in Recruiting
In recent posts 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 [...]
E-Sourcing ROI: Searchability vs. Data Depth
I define e-sourcing as proactively searching information systems (ATS/CRM, Internet, LinkedIn, Facebook, Twitter, etc.), to identify potential candidates. While there is much written on HOW to search the various talent sources available to recruiters today, there does not seem to be much written about their intrinsic value as sources of talent/human capital information.
I believe that the value of any [...]
Is Your ATS a Black Hole?
Most recruiting and staffing organizations, ranging from executive search sole proprietorships to staffing agencies and Fortune 500 companies, have internal databases filled with information on thousands to literally tens of millions of applicants, candidates, and professionals.
You would think that a private internal database of people that an organization has actively and passively, tactically and strategically collected over the years [...]
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