Our first presentation focusing on the basics of Boolean Searching for the Indian recruitment community. We have covered a few examples of search strings with a combination of Boolean Operators, Modifiers and field commands.
Please Note: Internet keeps changing and so the results displayed in this video may change in future.
Please follow us on Twitter:
@TheSourcePro
@SourcingAdda
You can also join our community:
http://sourcingadda.ning.com/
Boolean Search Fundamentals For Recruiters - GuideProminence
This printable guide was produced to complement the deskside cheat sheets. The guide goes into far more detail on Boolean Logic, including several real life examples.
What are the best ways to use LinkedIn Recruiter to get you sourcing like a pro in no time?
The 5 steps this presentation covers:
1. The Importance of Your LinkedIn Profile – Personal Branding
2. Under-utilised Searching Techniques
3. Ensuring Your Job is Reaching the Right People
4. Business Development
5. LinkedIn Reporting
Introduction to the Boolean/Search Operators recognized by Google search. Introduction to core search/sourcing strategies using Boolean/Search Operators in the browser to source for candidates. Introduction to a sourcing mindset using an analogy. Introduction to the elements of an effective prospecting/sourcing email.
An introductory overview to Boolean searching, using operators and selecting key words. Specific examples of Sparks Group sites we use to effective search and source candidates. Presented by Emily Burnaman, Staff Development Coordinator.
Visit https://www.sparksgroupinc.com for more information.
Boolean Search Fundamentals For Recruiters - GuideProminence
This printable guide was produced to complement the deskside cheat sheets. The guide goes into far more detail on Boolean Logic, including several real life examples.
What are the best ways to use LinkedIn Recruiter to get you sourcing like a pro in no time?
The 5 steps this presentation covers:
1. The Importance of Your LinkedIn Profile – Personal Branding
2. Under-utilised Searching Techniques
3. Ensuring Your Job is Reaching the Right People
4. Business Development
5. LinkedIn Reporting
Introduction to the Boolean/Search Operators recognized by Google search. Introduction to core search/sourcing strategies using Boolean/Search Operators in the browser to source for candidates. Introduction to a sourcing mindset using an analogy. Introduction to the elements of an effective prospecting/sourcing email.
An introductory overview to Boolean searching, using operators and selecting key words. Specific examples of Sparks Group sites we use to effective search and source candidates. Presented by Emily Burnaman, Staff Development Coordinator.
Visit https://www.sparksgroupinc.com for more information.
In today's competitive talent market, you need the ability to aggressively seek and go after ideal candidates.
Use these three basic sourcing techniques to get more proactive with your recruiting!
Become a Ninja Recruiter: Advanced Boolean Search | Talent Connect London 2014LinkedIn Talent Solutions
Learn from Glen Cathey, author of the Boolean Black Belt blog, to extract maximum value from LinkedIn's massive professional network. Learn human capital data retrieval concepts and best practices, expose hidden talent pools within LinkedIn, and explore the five levels of LinkedIn Talent Mining.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
Talent Sourcing & Digital Recruitment (José Kadlec)José Kadlec
Průkopník problematiky tzv. talent sourcingu, první certifikovaný LinkedIn profesionál v CEE, autor knihy People as Merchandise a spoluzakladatel společnosti GoodCall, Datacruit a Recruitment Academy, José Kadlec, odhaluje nejnovější techniky, trendy a nástroje, které by měl znát každý moderní recruiter i sourcer.
Jaké jsou současné a budoucí recruitment trendy v online náboru.
Jaké jsou poslední informace a novinky týkající se tzv. talent sourcingu.
Kde všude vyhledávat kandidáty v online světě.
Jak vyždímat maximum z LinkedIn vyhledávače (LinkedIn People Search).
Jak odkrýt skryté zdroje s relevantními zaměstnanci (tzv. hidden talent pools).
Co je to tzv. Boolean vyhledávání a proč je denní rutinou úspěšných recruiterů.
Definice boolean operátorů, modifikátorů a vyhledávacích příkazů.
Co je to tzv. X-Ray vyhledávání a jak cílit a filtrovat LinkedIn uživatele pomocí internetových vyhledávačů.
Vyhledávání na všech platformách včetně LinkedIn, Facebook, Twitter, Instagram, Vkontakte a dalších.
Vyhledávání na specializovaných platformách jako např. Dribbble, Behance, Bitbucket, Github, StackOverflow, About.me, aj.
Které kontaktní metody jsou pro nábor pracovníků nejefektivnější.
Jak měřit efektivitu kontaktování kandidátů a zlepšování její úspěšnosti.
Jak vytvářet zprávy, které kandidáti nemohou ignorovat.
Pluginy, které vám usnadní a zefektivní denní rutinu talent sourcera nebo recruitera.
http://recruitment.academy
This is the presentation I delivered at the 2012 Dallas SourceCon event on LinkedIn: Beyond the Basics. In this deck you will find content covering hidden talent pools on LinkedIn, effective LinkedIn sourcing strategies and tactics, including company and industry search, semantic search, Boolean search, diversity sourcing, LinkedIn Recruiter features such as "All Groups," and LinkedIn signal.You will also find out why you rank where you do in LinkedIn search results, according to LinkedIn.
“Oh No… I Got a…”
Can you finish the line? (we’ll ask on the webinar for a free swag give-a-way)
I can.
And it’s not because I’ve got 3 amazing girls at home completely addicted to Tik Tok.
Well, maybe it is.
Or I may just be that much more hip than you.
All views expressed by the Author (Ryan Leary, our treasured CMO) concerning the levels of his own hipness are those of his own. RecruitingDaily does not own the above statement or necessarily even agree that Ryan is hip. At all.
Anyhow…
What does Google and Duck Duck Go have in common?
What does Bing have the power to do that Google cannot?
Did you know that Google is not the only search engine you should try to be using?
You heard that. You’re going to get a list about
It’s like that, AND…
We are going to rip through 10 of these suckers LIVE with Ronnie Bratcher in a 60-minute training session that will only be available to those that register.
Custom Search Engines with Ryan Leary and Ronnie Bratcher
Here’s what we are covering (in-depth)
Exploring other Search Engines (like, outside of the Googs). Stating the obvious, when using a search engine, most people use Google as their default tool.
Believe it or not, there are so many alternatives to find different subsets of data that potentially might not be indexed on Google.
In this session, Ronnie will introduce a few favorites and show you how they work, giving you the sweet gift of awareness to explore other search engines in existence.
Yes. THEY DO EXIST.
You’ll take this back to your desk immediately:
A new arsenal of active and little-used search engines with the playbook on how and when to use them.
Ronnie’s specific workflow for each search engine.
An understanding of how to use each search engine to target and connect with your key prospects.
A refreshingly easy source to use when you are stuck with no prospects to present to your hiring managers.
Gone are the days when you used the company directory to cold call candidates. Now you have access to more candidate information than ever before. But can you find what you're looking for?
This presentation will show you the best ways to use LinkedIn Recruiter to get you sourcing like a pro in no time.
Sourcing talent as key recruiting differentiator part 1 A Alexander Crépin
Talent Sourcing is a core part of recruitment. In the War-for-Talent
In the first part you learn about What sourcing is about How to Source data driven.
We use the A STEP model, part of the SAAA data driven recruitment model.
Tech continues to be the most in-demand workers all over the world. In this session, Susanna will cover the best platforms and channels to find tech. She will provide an exhaustive coverage of GitHub. Break, tinker, and extract the best out of GitHub. If you are into finding tech. This is a no-holds barred session on how to find the best tech.
Send InMails that yield higher response rates with this free ebook highlighting key strategies for crafting effective InMails.
See how one InMail can make in impact: http://linkd.in/GIsubO
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Facebook is the greatest Social Networking platform with over 1.28 billion active members.
From the recruitment point of view let's see why graph search is important and learn to use all the features on graph search. Adapting a sourcing strategy to not only source candidates via graph search but engage them too.
Note: Internet keeps changing and so the results displayed in this video may change in future.
Please follow us on Twitter:
@TheSourcePro
@SourcingAdda
You can also join our Sourcing & Recruitment community:
http://sourcingadda.ning.com/
Video of the webinar: https://www.youtube.com/watch?v=ev0oDngQ6M0
In today's competitive talent market, you need the ability to aggressively seek and go after ideal candidates.
Use these three basic sourcing techniques to get more proactive with your recruiting!
Become a Ninja Recruiter: Advanced Boolean Search | Talent Connect London 2014LinkedIn Talent Solutions
Learn from Glen Cathey, author of the Boolean Black Belt blog, to extract maximum value from LinkedIn's massive professional network. Learn human capital data retrieval concepts and best practices, expose hidden talent pools within LinkedIn, and explore the five levels of LinkedIn Talent Mining.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
Talent Sourcing & Digital Recruitment (José Kadlec)José Kadlec
Průkopník problematiky tzv. talent sourcingu, první certifikovaný LinkedIn profesionál v CEE, autor knihy People as Merchandise a spoluzakladatel společnosti GoodCall, Datacruit a Recruitment Academy, José Kadlec, odhaluje nejnovější techniky, trendy a nástroje, které by měl znát každý moderní recruiter i sourcer.
Jaké jsou současné a budoucí recruitment trendy v online náboru.
Jaké jsou poslední informace a novinky týkající se tzv. talent sourcingu.
Kde všude vyhledávat kandidáty v online světě.
Jak vyždímat maximum z LinkedIn vyhledávače (LinkedIn People Search).
Jak odkrýt skryté zdroje s relevantními zaměstnanci (tzv. hidden talent pools).
Co je to tzv. Boolean vyhledávání a proč je denní rutinou úspěšných recruiterů.
Definice boolean operátorů, modifikátorů a vyhledávacích příkazů.
Co je to tzv. X-Ray vyhledávání a jak cílit a filtrovat LinkedIn uživatele pomocí internetových vyhledávačů.
Vyhledávání na všech platformách včetně LinkedIn, Facebook, Twitter, Instagram, Vkontakte a dalších.
Vyhledávání na specializovaných platformách jako např. Dribbble, Behance, Bitbucket, Github, StackOverflow, About.me, aj.
Které kontaktní metody jsou pro nábor pracovníků nejefektivnější.
Jak měřit efektivitu kontaktování kandidátů a zlepšování její úspěšnosti.
Jak vytvářet zprávy, které kandidáti nemohou ignorovat.
Pluginy, které vám usnadní a zefektivní denní rutinu talent sourcera nebo recruitera.
http://recruitment.academy
This is the presentation I delivered at the 2012 Dallas SourceCon event on LinkedIn: Beyond the Basics. In this deck you will find content covering hidden talent pools on LinkedIn, effective LinkedIn sourcing strategies and tactics, including company and industry search, semantic search, Boolean search, diversity sourcing, LinkedIn Recruiter features such as "All Groups," and LinkedIn signal.You will also find out why you rank where you do in LinkedIn search results, according to LinkedIn.
“Oh No… I Got a…”
Can you finish the line? (we’ll ask on the webinar for a free swag give-a-way)
I can.
And it’s not because I’ve got 3 amazing girls at home completely addicted to Tik Tok.
Well, maybe it is.
Or I may just be that much more hip than you.
All views expressed by the Author (Ryan Leary, our treasured CMO) concerning the levels of his own hipness are those of his own. RecruitingDaily does not own the above statement or necessarily even agree that Ryan is hip. At all.
Anyhow…
What does Google and Duck Duck Go have in common?
What does Bing have the power to do that Google cannot?
Did you know that Google is not the only search engine you should try to be using?
You heard that. You’re going to get a list about
It’s like that, AND…
We are going to rip through 10 of these suckers LIVE with Ronnie Bratcher in a 60-minute training session that will only be available to those that register.
Custom Search Engines with Ryan Leary and Ronnie Bratcher
Here’s what we are covering (in-depth)
Exploring other Search Engines (like, outside of the Googs). Stating the obvious, when using a search engine, most people use Google as their default tool.
Believe it or not, there are so many alternatives to find different subsets of data that potentially might not be indexed on Google.
In this session, Ronnie will introduce a few favorites and show you how they work, giving you the sweet gift of awareness to explore other search engines in existence.
Yes. THEY DO EXIST.
You’ll take this back to your desk immediately:
A new arsenal of active and little-used search engines with the playbook on how and when to use them.
Ronnie’s specific workflow for each search engine.
An understanding of how to use each search engine to target and connect with your key prospects.
A refreshingly easy source to use when you are stuck with no prospects to present to your hiring managers.
Gone are the days when you used the company directory to cold call candidates. Now you have access to more candidate information than ever before. But can you find what you're looking for?
This presentation will show you the best ways to use LinkedIn Recruiter to get you sourcing like a pro in no time.
Sourcing talent as key recruiting differentiator part 1 A Alexander Crépin
Talent Sourcing is a core part of recruitment. In the War-for-Talent
In the first part you learn about What sourcing is about How to Source data driven.
We use the A STEP model, part of the SAAA data driven recruitment model.
Tech continues to be the most in-demand workers all over the world. In this session, Susanna will cover the best platforms and channels to find tech. She will provide an exhaustive coverage of GitHub. Break, tinker, and extract the best out of GitHub. If you are into finding tech. This is a no-holds barred session on how to find the best tech.
Send InMails that yield higher response rates with this free ebook highlighting key strategies for crafting effective InMails.
See how one InMail can make in impact: http://linkd.in/GIsubO
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Facebook is the greatest Social Networking platform with over 1.28 billion active members.
From the recruitment point of view let's see why graph search is important and learn to use all the features on graph search. Adapting a sourcing strategy to not only source candidates via graph search but engage them too.
Note: Internet keeps changing and so the results displayed in this video may change in future.
Please follow us on Twitter:
@TheSourcePro
@SourcingAdda
You can also join our Sourcing & Recruitment community:
http://sourcingadda.ning.com/
Video of the webinar: https://www.youtube.com/watch?v=ev0oDngQ6M0
Search is no longer simply about "Search". While information overload is the reality of our lives, and everyone talks about Big Data and Internet of Things (IoT), findability gets more and more critical. The "old school" Search Center experience is outdated - we need something better, something more, something that is more efficient, more user-friendly and more helpful. Recognizing these challenges is the first step of a long journey. In this session, I'm introducing proven steps toward being successful with Search, as well as common mistakes which you can avoid if you're well prepared.
Web Research V2 - Virtual Assistance 101Janette Toral
Lesson 1 of 5 in the Basic Virtual Assistance 101 learning series tackling Web Research. Delivered by Janette Toral.
Sign-up to be included at http://www.bloggingfromhome.com/2018/04/free-basic-virtual-assistance-101.html
At the conclusion of this webinar, you will know:
- What “semantic search” really is – in plain English
- How semantic search compares with Boolean search
- The latest semantic search tools, applications, and websites useful for recruiting
- The best ways to incorporate semantic search into your sourcing efforts
Do you ever get tired of writing a search string with the same search operators in it? You can build your own Google Custom Search Engines as per your needs of Sourcing. It’s like building your own mini Google to search only the sites and keywords that you want to search.
BUSINESS DAYGoogle’s Quest to Build a Better BossBy ADAM.docxfelicidaddinwoodie
BUSINESS DAY
Google’s Quest to Build a Better Boss
By ADAM BRYANT MARCH 12, 2011
Mountain View, Calif.
IN early 2009, statisticians inside the Googleplex here embarked on a plan
code-named Project Oxygen.
Their mission was to devise something far more important to the future of
Google Inc. than its next search algorithm or app.
They wanted to build better bosses.
So, as only a data-mining giant like Google can do, it began analyzing
performance reviews, feedback surveys and nominations for top-manager awards.
They correlated phrases, words, praise and complaints.
Later that year, the “people analytics” teams at the company produced what
might be called the Eight Habits of Highly Effective Google Managers.
Now, brace yourself. Because the directives might seem so forehead-slappingly
obvious — so, well, duh — it’s hard to believe that it took the mighty Google so long
to figure them out:
“Have a clear vision and strategy for the team.”
“Help your employees with career development.”
“Don’t be a sissy: Be productive and results-oriented.”
The list goes on, reading like a whiteboard gag from an episode of “The Office.”
http://www.nytimes.com/
http://www.nytimes.com/pages/business/index.html
http://topics.nytimes.com/top/reference/timestopics/people/b/adam_bryant/index.html
http://topics.nytimes.com/top/news/business/companies/google_inc/index.html?inline=nyt-org
“My first reaction was, that’s it?” says Laszlo Bock, Google’s vice president for
“people operations,” which is Googlespeak for human resources.
But then, Mr. Bock and his team began ranking those eight directives by
importance. And this is where Project Oxygen gets interesting.
For much of its 13-year history, particularly the early years, Google has taken a
pretty simple approach to management: Leave people alone. Let the engineers do
their stuff. If they become stuck, they’ll ask their bosses, whose deep technical
expertise propelled them into management in the first place.
But Mr. Bock’s group found that technical expertise — the ability, say, to write
computer code in your sleep — ranked dead last among Google’s big eight. What
employees valued most were even-keeled bosses who made time for one-on-one
meetings, who helped people puzzle through problems by asking questions, not
dictating answers, and who took an interest in employees’ lives and careers.
“In the Google context, we’d always believed that to be a manager, particularly
on the engineering side, you need to be as deep or deeper a technical expert than
the people who work for you,” Mr. Bock says. “It turns out that that’s absolutely the
least important thing. It’s important, but pales in comparison. Much more
important is just making that connection and being accessible.”
Project Oxygen doesn’t fit neatly into the usual Google story line of hits (like
its search engine) and misses (like the start last year of Buzz, its stab at social
networking). Management is much squishier to analyze, after all, and the .
2. Introduction to Boolean Search
Introduction of the Presenter
Managing Director of Key Resourcing, Yusuf Pathan is
considered one of the most original and creative
thought leaders of the talent acquisition domain. As a
standard bearer, Yusuf takes care of the strategy and
operations of Key Resourcing to make sure the
company’s growth graph steadily shoots up.
In his 16 years of professional life, 14 years of which in RPO, He assumed
key managerial roles rather early and handled those with dexterity. He
has partnered with many of the world’s leading executive search and
recruiting firms to support their executive search research and sourcing
teams with highly targeted ‘name generation’, 'name sourcing' ‘long list
generation’ and ‘passive candidate sourcing’ solutions. Yusuf is also a
level two Certified People Sourcer.
Key Resourcing founded by him in 2009 with a handful of employees, is a
rapidly expanding RPO with globally interlinked, adept and qualified
professionals.
www.certifiedsourcingpro.com 2
3. Introduction to Boolean Search
Contents of the Webinar
What are Boolean Operators?
Basic Boolean Operators used in day to day life
5 Google Search Strings to get candidates
1. (1 Search string example) from Slideshare
2. (1 Search string example) from Google+
3. (1 Search string example) from Linkedin
4. (1 Search String example) from Twitter
About SourcePro Certification
Types of SourcePro Certification
www.certifiedsourcingpro.com 3
4. Introduction to Boolean Search
Basic Boolean Operators
Boolean Search Operators:
AND, OR and NOT
Boolean Search Modifiers:
ASTERISK *
PARENTHESES ( )
QUOTATION MARKS “ “
Google Field Commands:
inurl:
site:
intitle:
www.certifiedsourcingpro.com 4
5. Introduction to Boolean Search
Examples of some Search Strings for searching candidates
site:slideshare.net intitle:resume "software engineer"
mumbai
www.certifiedsourcingpro.com 5
Example 1
Profiles from Slideshare.net
site:slideshare.net intitle:resume "software engineer"
mumbai -sample -interviews
6. Introduction to Boolean Search
Examples of some Search Strings for searching candidates
site:plus.google.com j2ee engineer "works at *" bangalore
www.certifiedsourcingpro.com 6
Example 2
Profiles from Google+
7. Introduction to Boolean Search
Examples of some Search Strings for searching candidates
site:in.linkedin.com (java OR j2ee OR struts) (engineer OR
developer)
www.certifiedsourcingpro.com 7
Example 3
Profiles from Linkedin
site:in.linkedin.com (java | j2ee | struts) (engineer |
developer) -inurl:title -jobs -pub.dir -inurl:developer -
inurl:java
8. Introduction to Boolean Search
Examples of some Search Strings for searching candidates
site:twitter.com ("* programmer" | "* developer") pune
www.certifiedsourcingpro.com 8
Example 4
Profiles from Twitter
site:twitter.com ("* programmer" | "* developer") pune -
inurl:status -job -monster -looking -jobs -careerbuildin
9. Introduction to Boolean Search
About SourcePro & Why SourcePro
Source Pro is a certification course designed for Indian
recruiting professionals. It aims to equip them with tools
and technology to mine candidates.
The talent acquisition scenario is witnessing constant
transformation, owing to acute talent-wars and changing
dynamics of digital channels. A resourceful talent
professional is one who keeps abreast of all the latest
changes and constantly improvises those to mine
suitable candidates.
Our goal, at Source Pro, is to train Indian talent
acquisition professionals reap benefits of new age talent
sourcing techniques through excellence, innovation and
diligence.
www.certifiedsourcingpro.com 9