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Diversity Sourcing Part II
 

Diversity Sourcing Part II

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    Diversity Sourcing Part II Diversity Sourcing Part II Presentation Transcript

    • BLITZ TRAINING
    • Overview and Goals Prospecting Blitz Process Tips / Best Practices To Prospecting For Diversity Prospecting Time…
      • Overview:
        • This is a working lunch and interactive exercise.
        • We will provide ideas and tips. Please feel free to
        • share your tips and best practices too.
      • Mission:
        • To help enable the Team and guests to generate
        • Diverse Candidate Pools by providing knowledge, tips,
        • tools and dedicated time for sourcing.
      • Goals:
        • Harvest 3-5 resumes per staffing consultant.
        • Walk away with something new to add to your
        • sourcing arsenal.
      Overview, Mission and Goals
    •  
      • GOOGLE www.google.com
      • 32 keywords is your limit when using Google search engines.
      • Yahoo www.yahoo.com
      • No-limited
      • Live www.live.com
      • 150 Characters
      • Exalead www.exalead.com
      • No-Unlimited
      • Meta-Search Engines are tools that search multiple search engines
      • at once There are complicating issues that come with this as well.
      • Each search engine uses slightly different stylec, meta-search
      • tools have a hard time keeping up. Only a small subset of search
      • engines support advanced search features like field search
      • commands, most meta-tools do not map search strings with those
      • commands. Some meta-tools are not particularly useful for all the
      • types of advanced searches everyday. You should experiment with
      • these tools occasionally.
      Meta – Search Engine
    • Definition: Power Search For Resumes : Finds resumes, CV’s, Vitae, Bios, Profiles, etc Stronger the keywords , the better your search returns will be. Pick the best keyword that might be represented on majority of resumes. Your search strings will work on most search engines so make sure to utilize as many as possible; the more search engines, the more candidates. Be sure when you are writing your search string to conform to each search engines syntax. (Desktop Reference Guide at end of this training) Create a search strings that will yield a manageable number of returns; between 50 -100 is a good range. 50,000 hits may seem impressive but it’s not all that useful. Don’t complicate your search ; make your strings effective and simple as possible. No need to spend all your time creating complex strings, it can be inefficient and frustrating. Much faster to run lots of simple searches for specifics. Avoid keywords that have multiple meanings OR places them in context by tying them to other keywords that will help define what you want. Example: a search for Java AND people you’ll get those who like coffee. If you add the word script, it will become clearer. You could drop the Java and just search for script this will bring back people. **Important to identify elements that your candidate would have on their resume, cv, vitae, AND plug-in those elements in the form of keywords, into the search engines. Some Guides For Power Searching Resumes Search Techniques
    • www.images.google.com
    • use terms such as: bio, profile, people, staff, team, engineer, software, tech
    • intitle:bio | intitle:profile | intitle:people | intitle:software engineer | intitle:technology | tech (women | african american)
    •  
    • software engineer (he | she) (women | african american) AT&T programming Specific Company
    •  
    • Looking for certain Ivy League scholars with PhD in Computer Science (PhD | Computer Science) Harvard | Yale African | Women (PhD | Computer Science) Harvard | Yale HE | SHE
    •  
    • String to use on Search Engines
      • intitle:resume | inurl:resume women| technology -jobs -careers
      • intitle:resume | inurl:resume african american C++ -jobs -careers
      • intitle:groups | inurl:groups resume african american C++ -jobs -careers
      • intitle:groups | inurl:groups resume women C++ -jobs -careers
      • intitle:resume | inurl:resume women | Engineer -jobs -careers
    • AFFINITY GROUPS CAUCUS GROUPS
      • intitle:resume | inurl:resume african american | OBAMA Engineer -jobs -careers
      • intitle:resume | inurl:resume latin american | RICHARDSON Engineer -jobs -careers
      • intitle:resume | inurl:resume women | CLINTON Engineer -jobs -careers
      • intitle:resume | inurl:resume women | HILLARY CLINTON Engineer -jobs -careers
    • UNIVERSITIES The first and easiest thought find diversity candidates is Historically Black Colleges & Universities http://www.smart.net/~pope/hbcu/hbculist.htm A. James Clark: School of Engineering http://www.wie.umd.edu/ Hispanic Association of Colleges and Universities (HACU) http://www.hacu.net/hacu/Default_EN.asp Hispanic/Latino – LANIC http://www.edexcelencia.org/pdf/publications/fact_sheets/Top25CollegesUniv-2008.pdf
    • SOCIAL NETWORKS
      • Social networks has become a common word with Web 2.0 and
      • everyone is using this platform to network with one another
      • Diversity social networks existed long before the networks that we
      • know of today
      • These are excellent platforms where you can promote and connect
      • with minorities
      http://www.facebook.com/apps/application.php?id=2370484070 http://search.twitter.com http://search.twitter.com/search?q=women+technology + Sample: Sample: Women in Technology http://apps.facebook.com/advancedsearch/?engine=2 African-American Researchers
    • PROFESSIONAL INDUSTRY ASSOCIATIONS
      • This is a great resource that enables you to narrow down your talent
      • by skills first and then diversity
      • Almost every professional industry has affiliations that are broken
      • down by diversity
      • To find diversity organizations try:
      site:org (“african american” | black) “technology” site:org (“women”) “technology” site:org (“latin american” | hispanic) “technology”