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.
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.
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
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.
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
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
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.
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.
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
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.
30 Tricks to Turn you into a Recruiting Ninja!Johnny Campbell
Hiring is a game of inches. Most hiring processes have in excess of 70 discrete steps. How do you get better at hiring? By mastering each one, perfecting the small. Here are 30 recruiting and hiring tips, a sample of those available on the SocialTalent platform, to help your hiring team recruit great talent better.
(Originally presented at SHRM Talent in Nashville on April 9th & 10th 2019)
How to Get People to Respond to Your Recruiting Emails & MessagesGlen Cathey
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!).
How To Optimize Your Tech Recruiting Stack
Patrick Christell, Senior Sourcer at Hire4ce, meets all the qualifications of “MASTER.”
We’re talking a Full-Lifecycle Recruiter, Project Manager and Agile sourcing pod-builder with seven-plus years of progressive experience recruiting for technology companies across the boards.
He also has a rather impressive tech stack, which is what this is all about.
Patrick is here to give you 60-minutes of training and live Q&A that will help you learn to recruit top talent.
In this webinar we will cover:
- How to search.
Tools like Hiretual, Seekout, AmazingHiring (and their plusses and minuses).
The difference between searching for senior-level engineers, how to know if you are on a purple squirrel hunt, and what to with a BONUS live demo that iterates a single string.
- How to run a sourcing pod.
Learn how Patrick creates his own CRM that can do outreach and reporting
- How to understand tech without being a techie.
What a software stack even is, understanding how it fits together, learning what each part of the stack technologies are associated with.
- How to engage talent.
Why a mixture of broad spectrum outreach and personalized outreach is best.
What cadence works best in 2019.
Why only using inmails screws you, and how to leverage the phone even if you hate using it (TextNow).
Nobody’s got time for a floppy stack.
Let Patrick show you how to build in functionality and results.
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!
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.
2017 Spring SourceCon: Key Presentation Slides - Compiled by Susanna Conway @...Susanna Frazier
A compilation of key presentation slides from the 2017 Spring SourceCon.
Slide order: Keynotes > Purple Squirrel > George Boole > Anonymous.
#SourceCon
The modern RECRUITER needs to be tech-savvy, love tinkering with tools and have a marketing brain. A trifecta of skills critical for any recruiter. This session marries technology, tools, psychology and marketing practices to solve sourcing roadblocks. Susanna will illustrate how you map talent, embrace technology and apply new tools.
Talent Sourcing and Matching - Artificial Intelligence and Black Box Semantic...Glen Cathey
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.
With more roundtable sessions and networking opportunities, SourceCon is focused on providing the best peer-to-peer learning in a more intimate knowledge-sharing environment. These sessions, combined with industry expert presentations, will provide you with a roadmap for success in sourcing and 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
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.
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.
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
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.
30 Tricks to Turn you into a Recruiting Ninja!Johnny Campbell
Hiring is a game of inches. Most hiring processes have in excess of 70 discrete steps. How do you get better at hiring? By mastering each one, perfecting the small. Here are 30 recruiting and hiring tips, a sample of those available on the SocialTalent platform, to help your hiring team recruit great talent better.
(Originally presented at SHRM Talent in Nashville on April 9th & 10th 2019)
How to Get People to Respond to Your Recruiting Emails & MessagesGlen Cathey
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!).
How To Optimize Your Tech Recruiting Stack
Patrick Christell, Senior Sourcer at Hire4ce, meets all the qualifications of “MASTER.”
We’re talking a Full-Lifecycle Recruiter, Project Manager and Agile sourcing pod-builder with seven-plus years of progressive experience recruiting for technology companies across the boards.
He also has a rather impressive tech stack, which is what this is all about.
Patrick is here to give you 60-minutes of training and live Q&A that will help you learn to recruit top talent.
In this webinar we will cover:
- How to search.
Tools like Hiretual, Seekout, AmazingHiring (and their plusses and minuses).
The difference between searching for senior-level engineers, how to know if you are on a purple squirrel hunt, and what to with a BONUS live demo that iterates a single string.
- How to run a sourcing pod.
Learn how Patrick creates his own CRM that can do outreach and reporting
- How to understand tech without being a techie.
What a software stack even is, understanding how it fits together, learning what each part of the stack technologies are associated with.
- How to engage talent.
Why a mixture of broad spectrum outreach and personalized outreach is best.
What cadence works best in 2019.
Why only using inmails screws you, and how to leverage the phone even if you hate using it (TextNow).
Nobody’s got time for a floppy stack.
Let Patrick show you how to build in functionality and results.
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!
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.
2017 Spring SourceCon: Key Presentation Slides - Compiled by Susanna Conway @...Susanna Frazier
A compilation of key presentation slides from the 2017 Spring SourceCon.
Slide order: Keynotes > Purple Squirrel > George Boole > Anonymous.
#SourceCon
The modern RECRUITER needs to be tech-savvy, love tinkering with tools and have a marketing brain. A trifecta of skills critical for any recruiter. This session marries technology, tools, psychology and marketing practices to solve sourcing roadblocks. Susanna will illustrate how you map talent, embrace technology and apply new tools.
Talent Sourcing and Matching - Artificial Intelligence and Black Box Semantic...Glen Cathey
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.
With more roundtable sessions and networking opportunities, SourceCon is focused on providing the best peer-to-peer learning in a more intimate knowledge-sharing environment. These sessions, combined with industry expert presentations, will provide you with a roadmap for success in sourcing and recruiting.
Effective Searching: Part 3 - Narrow your search (Web Version)Jamie Bisset
Part 3 (of 5) Overview of effective search strategies.
- PART 1: Overview, Key concepts and keywords
- PART 2: Broadening your search
- PART 3: Narrowing your search
- PART 4: Constructing your search
- PART 5: Citation searching
Part 3 covers:
- Combining search concepts
- Services which differ: Google Scholar, Nexis, Ebsco, Scopus
- Proximity Connectors
- Phrase searching
- Excluding terms
- Searching with facets
- Filtering your results using facets
- Boolean connectors
Ditch the Keyword Based SEO Content StrategyNicole Hess
Focusing on quality content rather than churning out blog post after blog post appears to be agreed upon by most, yet when it comes to action, a different story often emerges. SEOs still receive requests to, “find a keyword that we can create a blog for” and slightly more evolved, “tell me how many blogs it will take to rank for this one keyword.”
Instead of following these requests it’s time we explore the needs of our clients and develop the strategies that will deliver on them. To do this, I share five methods I’ve used with clients to move from a keyword based approach to a topic and intent strategy.
Developments by Google from the Panda update in 2011 to the rollout of RankBrain and recent changes in the Adwords Keyword Planner...the writing's on the wall - it’s time SEOs have a new strategy for content.
Going after single keywords based on search volume is a strategy only the big brands can achieve, and even they are having difficulties with that approach nowadays. Whether you work for a big brand or a local startup, SEOs need strategies and tools to handle the advancements of Google and create great content.
In this presentation, Nicole Hess shares the tools and processes that she and the team at her agency, Greenlane Search Marketing, use to research topics, search intent and semantics.
Covered are the main steps to their processes, examples, and a Greenlane custom tool that has cut our research time by 375% (no joke, you’ll see!).
Specifically included are:
1. Intro and status check on SEO research: What are you really trying to find?
2. Think Outside the Keyword Box: Creative brainstorming.
3. Topics: Getting data behind topics and the keywords that fuel them.
4. Know your competition: Defining the topics your competitors are strong at.
5. Search intent discovery: From purchases to research and comparison, identify what content the searcher wants to find.
Georgetown University Guest lecture on SEO and online marketingWO Strategies
April 7th. Guest Lecture on SEO and online marketing at Georgetown University's Digital Marketing class, a part of the Masters in Public Relations and Corporate Communications program.
Please view the tutorials CINAHL 1 and CINAHL 2 before viewing this one.
CINAHL 3: Effective Searching is a short tutorial that will show you how to get the most out of your CINAHL searches.
For job seekers, LinkedIn can be one social media tool that may help them find and land a new job. This deck provides a checklist, tips on using LinkedIn's Job Seeker tools, and how recruiters use LinkedIn to view profiles.
Statistics and examples are shared, along with tips on completing your LinkedIn profile with keywords recruiters use in finding potential candidates. Boolean searchers are also discussed, which can be a powerful way to use LinkedIn search to land your new job.
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...SocialHRCamp
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
4. 4
managernursenurse managernurse
AND OR NOT
The AND operator will
return results that
include both keywords;
nurse and manager
The NOT operator will
return results that
include nurse and
exclude manager or
“nurse manager”
The OR operator will
return results with only
nurse, with only manager
and with both nurse and
manager.
Most tools, databases and search engines recognize
the 3 Boolean operators though their syntax varies…
The 3 Boolean Operators
manager
5. 5
Boolean + Search Operators
Google Syntax
•Syntax = Space between keywords
•Results that include both keywords; nurse and manager
AND nurse manager
•Results that include one or both keywords
• Use OR or | (the pipe symbol is located on the right side of the keyboard under Backspace
OR nurse | manager
•Syntax = Minus sign (-)
•nurse –manager = “nurse” but not “manager”
NOT nurse –manager
•Use to find an “exact phrase”
• Quotations must be facing the correct direction
“ ” “nurse manager”
•Use to match one or more unknown words in an exact
phrase (must be in “”)
* “ * nurse manager”
•The keyword must appear in the title of the page
•intitle:nurse
intitle: intitle:nurse manager
•The keyword must appear in the URL of the page
•inurl:manager
inurl: inurl:nurse manager
•Search only one website or domainsite: site:www.linkedin.com
•Find documents of the specified type
•Supported exts:
filetype: filetype:pdf
•The terms must appear in the text of the page.intext: intext:“nurse manager”
6. 6
Search Operators Pop Quiz
6
Results that include both keywords; nurse and
manager
Results that include one or both keywords
Use to find an “exact phrase”
Keyword excluded from results
Match one or more unknown words in an exact
phrase
Keyword must appear in the title of the page
The keyword must appear in the URL of the page
Search only one website or domain
site:
Find documents of the specified type
intext:
AND
OR
NOT
“ ”
*
intitle:
inurl:
filetype:
Keyword must appear in the text of the page.
1
2
3
5
6
9
8
7
4
10
7. 7
Search in Google – Important Tips
7
Search strings are limited to 32 words
Use Verbatim mode to force search results based strictly on your search string
• In an attempt to improve search results for the masses, Google uses semantic
search in it’s search algorithm to better understanding the intent of the searcher
through contextual meaning.
• Google search limits search strings to 32 words
• Each word is also limited to 128 characters
2. Click on Verbatim
To Activate Verbatim Mode
1. Click on “Tools”
Benefits of Verbatim mode
• All search terms included in results
• Match exact spelling
• Use the same tense (e.g., “is” and “was” will
be seen as distinct)
• Use the same verb form (e.g., “swimming”
and “swim” will be seen as distinct).
• Use the same plural vs singular form (e.g.,
“hat” and “hats” will be seen as distinct)
8. 8
Covered in this training:
What is
Boolean?
Search
Strategies
using
Boolean
Prospecting
Analogy
Effective
Messaging
9. 9
Search Strategies – Google search bar
9
Cut & paste in your Google search bar: inurl:resume | intitle:resume “rn” | “registered nurse”
How would you describe the results of this search?
Enter this search string in
your Google search bar:
inurl:resume | intitle:resume
“rn” | “registered nurse” -jobs -
job -sample -template -apply -
application -talent -recruiter
Use NOT/- to reduce the “noise”
Using a role that you are
currently sourcing, write a
Search string to find resumes.
>Screenshot your results
Learning
Exercise
10. •2 types of profile URLs
•Include both (“in” & “pub”) in your Search String:
Example:
10
Search Strategies – Site Search aka x-raying
1010
Identify the URL patterns that will surface profiles from
the site being searched
Use the URL to Eliminate Noisy
Search Results
•Find the text in the URL that the noisy results
have in common
•Use –inurl: command to eliminate it
•Add -inurl:“dir” to Search String
•Re-run Search
Noisy Results
Site Search = Unlimited profile views
site:www.linkedin.com/in | site:www.linkedin.com/pub
11. Search Strategies – Site Search aka x-raying
11
Identify the URL patterns that will surface profiles from the site
being searched
12. 12
Search Strategies – Site Search
12
Identifying the site’s structured word
patterns to correctly identify profiles on
the site
1. Look over the website to find a
snippet of data that all of the results
you are looking for have in common
2. Add the found snippet to your
Search String
• “Greater Seattle Area”
13. 13
Search Strategies – Site Search
13
Identifying the site’s structured word
patterns to correctly identify profiles on
the site
3. Test & Adjust
• “Greater Seattle Area” VS.
intext:“Greater Seattle Area”
14. 14
Search Strategies – Site Search aka x-raying
14
•site:indeed.com/r
•site:quora.com/profile
•site:linkedin.com/in/ | site:linkedin.com/pub/ -intitle:"profiles" -inurl:"dir/“
•site:zoominfo.com -inurl:"people-search" -inurl:"pic“
Using a role that you are currently sourcing, write a
Site search string for each of the sites below.
Screenshot your results
Learning Exercise
15. 15
Search Strategies – Document Sourcing
Which documents should you search for?
15
• Resumes
• Conference Attendee lists
• Employee rosters
• Lead lists
• Candidate Research lists
Supported Filetypes
•PDF
•XLS
• PPT
•DOC
•ODP (OPENOFFICE PRESENTATION)
•ODS (OPENOFFICE SPREADSHEET)
•ODT (OPENOFFICE TEXT)
•RTF (RICH TEXT FORMAT)
•TXT (TEXT)
•XML (EXTENSIBLE MARKUP LANGUAGE)
16. 16
Show what you know…
16
Skills Assessment – Boolean
1. List all of the Boolean operators usable in the Google search bar
2. Find RNs (any specialty) in Rhode Island with a "gmail.com" email accounts.
3. Find RN resumes. All results should be PDF or Word files
4. X-ray a website that contains RN profiles. Limit your search results to one website
5. Re-write this Boolean String to eliminate most of the "noise". Your final results should
predominantly consist of profiles of individual RNs
resume ("RN" OR "registered nurse") seattle -(practical OR practitioner OR associate OR assistant)
17. 17
Covered in this training:
What is
Boolean?
Search
Strategies
using
Boolean
Prospecting
Analogy
Effective
Messaging
18. 18
How you think makes the all the difference
Understanding
A good
analogy
Empathy
18
They study and understand the behavior patterns of their prey
Sport fishermen, game hunters and Dog “the bounty hunter” all
have one thing in common…
To understand the behavior patterns of a prospect
combine…
•Intellectual empathy is an awareness of the
need to imaginatively put oneself in the place
of others so as to genuinely understand them.
•An Analogy
If an offer extended is equal to a marriage proposal
and the 1st day is equal to the wedding, what is a
prospecting email from a Sourcer/Recruiter equal
to?
Learning Exercise
19. 19
A prospecting message is equal to…
19
The “pick-up” line
Ranging in style from simple (“Hi my name is…”) to the
most absurd, the often bemoaned pick-up line is simply
an attempt to spark a conversation.
1. Self-centered (focus on my win, only)
2. Attempting to move too fast
3. Recipient unclear of how they could benefit
4. Delivered to the wrong person (Out of league, wrong
orientation, unavailable/status)
5. Poor delivery (sounds canned/unoriginal, feels
impersonal, boring/uninteresting)
6. Over-sells/under-sells
7. Poor Situational Awareness
(timing/location/volume/tone)
7 Elements of a bad “pick-up” line
20. 2020
7 Elements of a bad “pick-up” line
•1. Self-centered (focus on my win, only)
•2. Attempting to move too fast
•3. Recipient unclear of how they could benefit
•4. Delivered to the wrong person (Out of league, wrong
orientation, unavailable/status)
•5. Poor delivery (sounds canned/unoriginal, feels
impersonal, boring/uninteresting)
•6. Over-sells/under-sells
•7. Poor Situational Awareness
(timing/location/volume/tone)
Poor messaging is to “no response” & tarnished recruitment brand
as Bad pick-up line is to solo Uber ride and drunk dialing
Using the “pick-up” line analogy as your
guide, identify which of the 7 elements
are present in this real email message.
Learning Exercise
21. 21
Hall of Shame
21
Text message received
by a friend that does
NOT and will NEVER
sing…
MRW When a recruiter says I’ll be a “great fit”,
but just in case, who else do I know?
22. 22
Covered in this training:
What is
Boolean?
Search
Strategies
using
Boolean
Prospecting
Analogy
Effective
Messaging
23. 23
Effective prospect messages…
23
“The people you want
to reach the most are
the ones who, by
default, delete emails”
– Seth Godin
Strong Subject
Line
Authentic &
prospect focused
Include a “Call to
Action”
24. 24
Subject Lines Matter
24
Length
• Long subject lines will get cut off by mobile devices
• Stick to 50 characters or less
Personalization
• Emails that include the first name of the recipient in the
subject line have up to a 26% better response rate
• Name or location in the subject line adds a feeling of rapport
• Don't get creepy
Action
• Subject lines that begin with action verbs tend to be a lot
more enticing
• Actionable subject lines instilling urgency and excitement.
Urgency
• Subject lines that create a sense of urgency and exclusivity
can give a 22% higher open rate.
35% of email recipients decide whether or not to open
an email based on subject line alone
69% of email recipients report email as Spam based
solely on the subject line
35% of business professionals check email on a mobile
device
Test your Subject Line
25. 25
Authentic & Prospect focused
25
Call to Action
•Prospect Focused (WIFM)
•Write in your “voice”
•Tell them the specific reason you are interestedDO
•Generic Flattery
•Hyperbole
•Poor targeting
•Written by a toddler or an Attorney
DON’T
Research shows that people are more responsive and willing to help if they’ve been given clear directions.
You sent them a message for a specific reason, usually to draw attention to a job or opportunity, so make sure the
candidate knows that!
Possible next steps could involve:
•A simple ‘reply’
•A follow up call
•An in-person meeting
•A formal interview
Be specific with your next step. If you’d like to arrange a call, provide a few times that work and ask the candidate to
select one.
Reduce the mental energy that candidates need to expend answering your message, and make it far more likely that
they’ll respond.
26. 26
A Final Word…
26
Thought leaders aren’t brilliant. They just know how to find the
relevant knowledge from seemingly unrelated knowledge pools
and bring it back in a consumable format for their industry.
Go beyond the obvious
Editor's Notes
What is Boolean? – Read Definition – a logical way to symbolically show the relationship between
Pronunciation – BOO LEE UN
3. George Boole (1815–1864) was an English mathematician and a founder of the algebraic tradition in logic. He worked as a schoolmaster in England and from 1849 until his death as professor of mathematics at Queen’s University, Cork, Ireland.
He revolutionized logic by applying methods from the then-emerging field of symbolic algebra to logic.
4. Boolean/search operators + thinking like a detective = Finding Prospects
Let’s talk about the Boolean Operators
Most people call a search string “Boolean”, but in reality, there are only 3 Boolean operators
The AND operator will return results that include both keywords; nurse and manager
The OR operator will return results with only nurse, with only manager and with both nurse and manager.
The NOT operator will return results that include nurse and exclude manager or “nurse manager”
Important to keep in mind… While most tools, databases and search engines recognize the 3 Boolean operators though their syntax varies
Syntax=the structural format in which it is entered into the search bar
There are quite a few different search engines, (Bing, Duck Duck Go, and more). For this training, we will be focused on Google only.
The 3 Boolean Operators are always CAPITALIZED when used in a tool or search engine that recognizes the original Boolean Syntax (AND, OR, NOT)
Quiz
Everyone off mute
Everyone participate
Everybody open up a browser - cut and paste
How would you describe the results?
C
Use NOT to clean up the results
Learning Exercise
Site Search/ X-raying a site
Identify the URL patterns that will surface profiles from the site being searched
Why xray LI?
Using Linkedin
2 types of profile URLs – include both
C
Noisy Results - We aren’t quite done yet.
Use URL to eliminate the Noisy search results
First thing is to Find the text in the URL that the noisy results have in common
C
Use -inurl
Here is another example
1. Bad results – we are looking for individual profiles
2. Find the text in the URL that the noisy results have in common
3. C
4. Use –inurl: command to eliminate it
Re-run Search
5. Still not individual profiles – Wash Rinse Repeat
Let’s get a bit deeper into Site search
Identifying the site’s structured word patterns to correctly identify profiles on the site
Identify common text
Add text to search string
Using LinkedIn – look at the people filters
C
Greater Seattle Area
C
The Linkedin search results all show location in this format
Step 3…..