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The first step in returning relevant search results is successfully interpreting the user’s intent. This requires combining a holistic understanding of your content, your users, and your domain. Traditional keyword search focuses on the content understanding dimension. Knowledge graphs are then typically built and leveraged to represent an understanding of your domain. Finally, Collaborative recommendations and user profile learning are typically the tools of choice for generating and modeling an understanding of the preferences of each user. While these systems (search, recommendations, and knowledge graphs) are often built and used in isolation, combining them together is the key to truly understanding a user’s query intent. For example, combining traditional keyword search with your knowledge graph leads to semantic search capabilities, and combining traditional keyword search with recommendations leads to personalized search experiences. Combining all of these dimensions together in an appropriately balanced way will ultimately lead to the most accurate interpretation of a user’s query, resulting in a better query to the core search engine and ultimately a better, more relevant search experience. In this talk, we’ll demonstrate strategies for delivering and combining each of these dimensions of user intent, and we’ll walk through concrete examples of how to balance the nuances of each so that you also don’t over-personalize, over-contextualize, or under appreciate the nuances of your user’s intent.

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A deep dive into resume and LinkedIn sourcing and matching solutions claiming to use artificial intelligence, semantic search, and NLP, including how they work, their pros, cons, and limitations, and examples of what sourcers and recruiters can do that even the most advanced automated search and match algorithms can't do. Topics covered include human capital data information retrieval and analysis (HCDIR & A), Boolean and extended Boolean, semantic search, dynamic inference, dark matter resumes and social network profiles, and what I believe to be the ideal resume search and matching solution.

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How to Get People to Respond to Your Recruiting Emails & Messages

When it comes to sourcing and recruiting, it's gotten easier to find people but it's gotten more difficult to get people to respond to emails, InMails, social messages and voicemails. The poor quality and lack of sophistication of most recruiter messaging, along with rampant spamming, certainly hasn't helped. Unfortunately and yet somewhat thankfully, the bar of what people expect to receive from recruiters has been set fairly low, so the opportunity for improvement is massive. The good news is that becoming more effective at getting people to respond to recruiting outreach efforts is relatively easy because marketing & advertising has already blazed the trail - sourcers and recruiters would do well to leverage what effective sales & marketing teams has been doing for decades. In 2014 and 2015, I spoke at Talent 42, SOSUEU, and LinkedIn Talent Connect conferences on the challenges of getting people - especially "passive," highly recruited talent - to respond to recruiter outreach efforts. The decks I used for the presentations were mostly images, so I decided to add text to the slides so that the core concepts could be understood by anyone whether they attended those conference sessions or not simply by viewing the presentation (I wish more presenters would do this!).

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This SlideShare overviews the best hacks, laughs, & insights from the Fall 2016 SourceCon in Anaheim. Included: - Highlights from all 3 tracks (Candidate Identification, Candidate Engagement, Marketing/Branding & Leadership/Strategy) - with links to session PPT presentations and some streamed videos. - How to's ...Use the latest and greatest tools to find passive candidates and their contact details, and then engage them in a way to influence their making a change. ...Curate unstructured data points created by someone’s social footprint and analyze that data to creatively engage them in a way that separates you from the other recruiters reaching out. ...Choose when and which new Chrome Extension to use to find contact details, manipulate API’s, build customized bookmarklets, scrape the web, and hack Excel to organize and increase efficiency. - Tools ...Dean Da Costa's top recommendations ...Susanna Conway's top 5 free recommendations + more!

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This is the presentation from my closing keynote at the June 2013 Talent42 technical recruiting conference in Seattle, modified to be fully understood from the slides alone. I address the current state of talent sourcing as well as paint a clear picture of what I see to be the future of sourcing talent, including tools and technologies, as well as how sourcing will evolve into a truly strategic function serving as human capital data analysts working in conjunction with data scientists. You will also get a glimpse of "big data" sourcing tools including Dice's Open Web, TalentBin, Entelo and Gild.

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