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
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
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.
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
Avoiding recruiting tactic overload
It seems like 99% of the recruiting tips I read are focused on “how to use Twitter”, “how to find passive candidates on facebook” or “mobile recruiting with foursquare”. These are all great tactics that I can’t get enough of, but I sense many otherwise great recruiters are getting mired in tool adoption rather than focusing on the basics