Category: Sourcing

Get more referrals with a preconfigured LinkedIn contacts search link

Instead of asking hiring managers, employees, and other candidates “Who do you know?”, wouldn’t it be great to say “Here is a list of people you know who meet my requirements, which are the best?”?  With this LinkedIn.com hack, you can send a link to a pre-configured search that will show relevant 1st degree connections of whoever clicks it.

For example, here is a list of your 1st degree connections who are recruiters in Seattle.

Watch the video below (which has over 4,300 views), or read a more detailed explanation on my post on LinkedIn titled “This LinkedIn Hack will blow your mind (and quadruple your referrals)“:

Increase Sourcing Productivity – My SourceCon Dallas Presentation

As a Talent Community Manager, I focus on candidate engagement via outbound marketing. I recently traveled to SourceCon Dallas to share tips on how I increase pipeline quantity without sacrificing quality or candidate experience.

This presentation is best viewed in presentation mode. Click the link below to download the PowerPoint file in presentation view:

Click here to download

Please contact me if you have any questions!

The Best US Cities for DevOps Jobs

For anyone who considers themselves a DevOps professional, now is a great time to be alive.  Companies worldwide are embracing DevOps as a methodology, and there are over 6,700 US DevOps jobs currently posted online, while just under 4,000 LinkedIn users have the word “DevOps” in their current job title.  That delta shows that there are basically 1.675 DevOps jobs for every DevOps professional (although this number is probably a bit lower, since not all DevOps practitioners identify themself with the word “DevOps”; many call themselves System Engineers, TechOps, Software Engineers, Ruby Developers, etc.)  For the sake of this post, I’m keeping things fairly simple.

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Use Outlook signatures to improve candidate experience. Seriously.

Anybody who has ever worked with me knows that I often approach sourcing like a marketer.  That is, I conduct my research, compile lists of candidates, then engage them repeatedly in volume via mail merge or InMail.  This is a great way to quickly build a candidate pipeline, but it does present one issue: managing the responses.

I make it a point to correspond with every candidate who replies to me, even those who decline (ESPECIALLY those who decline).  Most recruiters don’t do this (the dreaded HR black hole), so it differentiates me from my competitors, and also generates referrals.  I go one step further, and set a reminder to follow up with them again after a reasonable period of time, usually 3-6 months.

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Boolean strings simplified

Here’s a color coded breakdown of a boolean search string for resumes of software engineers with cloud computing experience in Seattle.  

-job (inurl:~resume | intitle:~resume) (distributed | parallel | multithread* | concurrent) (“C#” OR “C++”) 98000..98999

I’ll explain the color coding below:

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Zip code targeted boolean strings

Google is a great way to find resumes, but filtering your results to local candidates is often a requirement. While including city and/or state names in your boolean search is a good way to narrow your results, it presents a major challenge.

First, resumes often include a city name for each role. This means somebody who worked in Seattle 10 years ago then moved to San Diego still has “Seattle” on their resume. Sure, you can still contact them and ask if they are interested in moving back to Seattle, but this takes time away from engaging candidates who are still in Seattle. Very often, this is the only location information that appears on resumes.

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Sourcing Automation Tips

Here are some simple things I do to automate some of my sourcing program:

1) I create Google Alerts for RSS feeds of Google resume search results.  I get an update in Outlook whenever a new resume is spidered.

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LinkedIn Recruiter search by "fortune" size

One of the hard things about recruiting for a Fortune 100 company is that job titles don’t really translate.  If I conduct a search for a senior leadership role, like a Director or a VP, I’m going to get results containing mostly folks from small/medium businesses.   I’m sure these are talented folks, but I’m not going to engage a candidate for a Director role at huge global software company just because he/she is the VP of Marketing for Bob’s Soda Shack.

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Social recruiting is great. But don’t forget to PICK UP THE PHONE.

Here’s me in 1999.

My first recruiting gig was with Aerotek in Seattle in 1999.  On my first day, I was handed a stack of about 200 paper applications that were not yet entered into our applicant tracking system.  These were the forms people were required to fill out in the era right before 1999, when online applications were not yet the norm.  I was tasked with calling these people, screening them, and entering their profile into the ATS.  When I got done with the first stack, I pulled another stack out and called those people, and so on. 

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Find local candidates on Twitter

I use Twitter to market some of my websites, and for general mass distribution of posts, but until now I’ve not found it to be the most effective recruiting tool.  I’ve found a few good ways to recruit with Twitter, and I’ll be sharing them in the coming weeks.  This first post focuses on finding local candidates, and it is pretty easy.

To search Twitter by location, simply add near:Seattle (any city or zip code will work) to your search string.  So a query for Sharepoint near Seattle would result in something like below.  This will show you who is talking about Sharepoint near Seattle. These folks may not necessarily be Sharepoint experts, but it is a large enough part of their life to tweet about, so they either possess some level of expertise or know somebody who does.