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How To Become A Searching Ninja
- 1. How to Become a Searching Ninja Eloise Ford Matt McColgan
- 2. Unleash The Inner Ninja • Boolean Tips • Best Practices • Advanced Additional Criteria • Hotlist Searching • Tips For Admins
- 3. Top Search Mistakes And How To Avoid Them • I can’t find my stuff (Filters!) • Old or incomplete data • Not leveraging Additional Criteria • Not maximizing Hotlists (tearsheets) • Incorrect Boolean
- 6. Tips for building your search Keyword searching • Gather requirements • Build initial query • Review & identify patterns (false positives) • Modify your search
- 7. Tips to Improve Your Data • Parse as Existing • Code candidates after you screen them • Skills= Top 5 VERIFIED skills • Prioritise the most essential information as part of the intake process • When talking to a hot candidate do a quick check - keep data current • Statuses! Flag passive candidates. Purge & archive records with junk data
- 8. Additional Criteria You Should Be Using When Candidate Searching The Essential Ninja Level Status Note Action, Note Added, Note Author Salary Note Comments Skill Interviews Address - Radius Hotlists (tearsheets)
- 9. Save time with Favourites
- 10. Rediscover Top Talent • Search your hotlists for candidates without recent activity ― Candidate Search ― Additional Criteria Hotlists: Include Any, Select desired Hotlist(s) ― Last Note Before [date] • Find Candidates with Submissions/Shortlists, but no recent activity ― Candidate Search ― Additional Criteria Submissions: With Submissions ― Last Note Before [date] • Find Candidates you’ve considered/submitted before that are still available ― Shortlist: Search ― CV keyword search ― Candidate Status: New Lead, Active ― Job title search with job field
- 11. Finding Neglected Contacts • Find Contacts without recent Note Activity • Filter: Notes, Without Recent Notes • Find Contacts without recent Client Visits • Additional Criteria: Note Action – Client Visit • Additional Criteria: Notes Date Added – Before Date • Create a Task/Call List to follow Up
- 12. Admin & Leadership Tips To Increase Speed To Market • Audit data • Are the right fields ‘required’? • Offer Boolean Refresher tips or mini-workshops • Shadow how your top performers search
- 13. How to Become a Searching Ninja Sustained Knowledge Growth Bullhorn Academy – Get Help • Videos • Quick Reference Guides • Monthly Customer Success Webinars • Request training • Custom Training • Tailored or Tailored Plus
- 14. Questions?
Editor's Notes
- MATT BOOLEAN TIPS SEARCH BEST PRACTICES SAVED SEARCHES TIPS TEARSHEETS/HOTLIST BEST PRACTICES - Developing "re-book" hot lists for quick deployment of your top candidates LIST MANAGEMENT ADVANCED TIPS SUBMISSIONS LIST SALES SEARCH TIPS TIPS FOR ADMINS
- MATT
- MATT
- Matt (“instructional designer” OR ISD) AND ”agile learning design”
- Eloise PLAN > DO > REVIEW Gather requirements from JD or hiring manager BUT ask the right questions – take the basic key words to build initial query –don’t forget a query is a request for information – you need to interpret the information. Review – look for false positives – the search terms are there but person/results doesn’t match your needs – but don’t over refine as you can end up excluding Look at your results – make sure you have included current company and skills in your list layout – use these to add to your search – but exclude the original terms in the next search since you’ve already seen them. Think of synonyms, related and relevant terms – don’t just think of the skill or the keyword from the JD think about how someone would write about this on their CV ‘I’ve done what you need me to do’ – think verbs so rather than Designer – think ‘ I designed a new database’. Take a ’Sales Manager’ how may different ways could you write this/talk about it – ‘Account Director’ ‘Client Relationship Manager’ . If you are looking for a ‘Business Analyst’ anyone who has ‘Business Systems Analyst’ would get excluded from your search. Ultimately it comes down to your data and staying on top of it – no one else is going to update it – this isn’t LinkedIn/job board where the candidate is updating the information but also unlike LinkedIn/job boards this is your data – your chance to verify (screen/interview) and code the information. KNOW your candidate. Modify: So let’s imagine we need to find a Senior Developer – let’s build this search out: 1) Start with the role "Senior Developer" = 23 matches - doesn't feel right there has to be more 2) Lets add in the skills as well, as an OR search "Senior Developer" OR (Agile OR SCRUM) = 138 more promising but maybe too far 3) Let's have a look at some of the other job titles that those skills produced - let's add those in and then make the skills search an AND to see what we get: ("Senior Developer" OR "Senior Software Developer" OR "Senior Java Developer") AND (Agile OR SCRUM) 4) Now that is pretty good but I have FOMO (fear of missing out) so I'm going to take a look at where these people work - looks like RIM is coming up a few times so let's add that in too just in case. Don't just put RIM though let's put "Research in Motion" as well ("Senior Developer" OR "Senior Software Developer" OR "Senior Java Developer" OR RIM OR "Research In Motion") AND (Agile OR SCRUM)
- Eloise Parse as existing: Easier than ever with Bullhorn Accelerator! Prioritize the most essential information needed for your searches, and make filling these fields in part of the intake process When talking to a hot candidate do a quick check to make sure the data you have is current – In line Edit Top 5 verified skills but should be looking at opportunity – what is their desired role – what is their career path, Location, Availability & Remuneration
- Eloise So following your data cleanse it allows you to exploit the Additional criteria Left hand side are probably terms that we’ve all used before – let’s add one of these into our search: Status – Active/New Lead Right hand side might be terms we aren’t so familiar with 12 results isn’t bad but let’s face it time is not on our side so let’s see if any of them have already been pre-screened: Note Action – Prescreen and I just want to look at everyone who has recently been screend say in the last month NOTE Date Added – past 30 days Interviews would be another great one to search on – I have it as a column here so I could just filter on it too – with or without So let’s talk Hotlists – I am sure at some point everyone has created them but I wonder if you are really making the most of them. We need to remember first that this is an Exclusive Club Only add the best talent make it part of your process though Pre-screen > Hot Candidate? > Add the to hotlist So how do I get to the hotlists and use it for searching – Go To the Home menu right? (SHOW) NO we’re going to add it in to additional criteria 1-PM Let’s add in those keywords we were looking for earlier too Agile AND SCRUM So why do we still have the HOME menu – this is for managing the list – remember it’s a static list – remove people delete the list. HOTLIST are a huge timesaver – another great time saver is favorites which Matt will talk about
- MATT Collaborate – share favorites to save time – refine the list no longer working or built a better one – delete it.
- MATT Searching for Hungry Candidates: When to use Last Note vs. Note Date Added Note Action: Prescreen Search inside your tearsheets/hotlists Find candidates that have Submission Activity Candidate Search Additional Criteria: “Submissions”: With Submissions ELOISE Submissions Lists Keyword Search resumes Candidate Status: search for active statuses Searching for candidates with Interview Activity Candidate Search Additional Criteria: “Interviews”: With Interviews
- Matt – re-enagagement Client visits before Q3 AND Active
- Eloise
- Eloise