Elijah Beckwith gives you three tips/tricks you can use right now in sourcing better talent in 2015.

1. CRUITIN’

2. -CRUITIN’

3. “What would ya say…
y’do - here?”
Utilizing Boolean Search through Google
Leveraging LinkedIn
Recruiting Facebook

4. • An Aberdeen study found that 73% of 18-34 year olds found their last job
through a social network. (Source: Aberdeen Group)
*It’s about subsidizing your current processes & having more avenues to locate talent
*Finding candidates to place – sure; but also finding people that didn’t know they wanted
your job.
• Jobvite

5. So – long & the short – if I do my job correctly:

6. BOOLEAN SEARCH
THROUGH GOOGLE
The process of utilizing search operators and commands – coupled with specific keywords,
locations, and data – to return desired output.
PROS:
- Free.
- Candidates you won’t/can’t find elsewhere online.
- Access to passive candidates.
CONS:
- Longer-form.
- Most applicable for Engineering/IT capacities.

7. GENERAL
EXACT
NOT/-
TILDE/~
ASTERISK/*
OR

8. Search: Google – “Lansing Michigan Web Developer”

9. Search: Google – (inurl:resume OR intitle:resume OR inurl:cv OR intitle:cv) "Web
Developer" "Lansing, MI" -jobs -recruiter "Web Designer" -postjobfree

10. LINKEDIN
* Utilize Boolean Search Terms in ‘Advanced Search’ to locate candidates
(in LinkedIn Basic)
* Developments for those without LinkedIn Recruiter access. Total # of
searches, workarounds, etc.
* Tips and tricks for optimizing your LinkedIn search results – and your
time

11. General LinkedIn Search: “Web Developer” and “Lansing, MI” and “ASP”

12. LinkedIn Adv. Search: “"Web Developer" -jobs –recruiter ASP *manage

13. For Those of Us Without LinkedIn Recruiter – update
The Latest – LinkedIn has recently gone live with a “Commercial Use Limit” on each Basic
profile.
The Problem – When you reach a certain amount of searches – as well as a certain amount of
profile views – your ability to search will be restricted. It’s based on the total number of
searches executed in a certain period of time.
The Experiment – Ran a trial, on two separate occasions, to see how many searches would
prompt LinkedIn to get mad at me.
The Results – The first trial rendered 89 separate searches total. The second – 83 in 2+ days.
Looking at other sourcers & recruiters online – who like me must have too much time on
their hands – we got an average of approximately 82. (source: recruitingblogs.com)
The Solution – A couple of workarounds:
• Don’t worry – you can search all you want – go crazy. The one thing to remember – just
don’t click on profiles. Find alternate means of locating contact info (Google, Facebook);
only click profiles as needed.
• Make sure you’re not searching too much within one week’s time. There seems to be a
reset function at some point – after a least one week.

14. Include full names of acronyms and vice versa
Need a Design Engineer – Pro/E Software? Unigraphics?
“Pro-E” = 47,907 profiles VS. “Pro Engineer” = 284,329
“UG” = 52,152 VS. “Unigraphics” = 97,738
*The hyphen or slash does not have any bearing
“Pro/E”, “Pro-E”, “Pro E” = 47.907
Common split/unsplit words will produce different results:
“Front End Developer” = 48,955
“Frontend Developer” = 14,214
Capitalize OR
If you don’t, LinkedIn will treat it as a search term.
Software or Softwares = 129,595
Software OR Softwares = 16,557,385
Include abbreviations
Linkedin is more formal than other social networking sites, but not to the point of a Resume . Candidates will still abbreviate titles.
696,085 results for MGR OR Mngr
No need to use “Of”, “the” etc and Special Characters
LinkedIn doesn’t care about ‘em. You shouldn’t either.
“Director of Operations” = 357,963
“Director Operations” = 357,963
*Approach LinkedIn for what it is – i.e. they’re profiles not resumes*

15. FACEBOOK
Not Just For ________ Anymore
1.39B & 890M Daily Users & the world’s second most visited site (Yeah, I’ve heard of it.)
*You can have a brand here and it can be awesome.
*How do I find candidates outta those bajillion people?

16. How Your Company Will Be Awesome on
Facebook
• Make an awesome career page. Yes, put the facts and specs of why you’re the best
company ever – along with why someone should want to work there
• Engage: Share interesting, fresh, and fun info with your audience
• Respond and interact with any candidate questions or inquiries
• Give industry insights and post employee testimonials, reviews, videos, etc.
• Stick with it. Schedule reminders to update – monitor feedback – etc.

17. SOURCING FACEBOOK
The Struggle is Real. No More Facebook Graph Search (as we knew it)
YES! No Bueno

18. The Solution
http://www.intel-sw.com/blog/facebook-search/

19. The Results/Next Steps
- We’ve found people aren’t too turned-off being contacted via Facebook
- Send Message ($1)
- “Friend”-ing not always the best idea for making that contact

20. PRACTICE