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#Recruiting with Google Tools To Save Time

SourcerKelly — Wed, 10 Nov 2010 20:00:32 +0000

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In October I spoke at ProjectSAME (for you outside the DC Metro area that it the Staffing Alliance of Maryland Employers). The presentation was focused on my adjustment to my new work life as a Strategic Recruiting Manager after my former life as Technical Writer and Sourcing Researcher. And of course, paramount to this discussion was tools. Because now I’m in the throes of managing candidates, their profiles, contact and more. And to be honest, time is precious.

But Google helps, immensely.

Here’s my Core 4 that help me get my job done and I’d be lost without:

Chrome: If you’ve read anything I’ve ever written, you know I’m a nut about Chrome. I have about 5 extensions that I use regularly: Bit.ly, LightShot, See Google Similar Pages, ChromedBird, and ChromeIn. I only use IE now because of icims or the occasional webinar that requires it. That’s the only reason. When I can drop it forever I will.

Bookmarks: I used to believe in hyper organizing my bookmarks. But now I have 5 main folders:

Directories – have more than 200 just 60 days into the gig, so they earned a bookmark of their own
Team (that’s my team…data specific to their individual needs)
Search Strings (Templates stored first, favorites and works in progress fall in line)
Resources
Social Media Niche (I’m constantly on the hunt for niche sites…this helps me track them)

Docs: Brian Solis has a great quote… “Keep It Simple and Shareable” and that fits my team to a T. We have increased our review time and eliminated about a 100 emails a day just by sharing information via the cloud. It’s a beautiful thing.

Custom Search Engines: These are amazing. If you don’t know how to create one, go get training on how. The ability to target my search across select competitors, or industry organizations, or social networks or whatever is huge. And I don’t have to deal with all the other random results I’m not interested in. Completely friendly to all of Google’s unique operators too.

I’m sure there will be items that I tweak and drop over time. Part of my job is to figure out how I can get the most done in the least amount of time. And where free is available and quality is top notch, I’m there.

Check out Google Bookmarks “How To” **Note: This is not a recruiting example so you’ll have to relate this to recruiting**

Source hundreds of leads, names, phone numbers and zip codes

admin — Mon, 25 Oct 2010 20:39:19 +0000

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How to source hundreds of Mortgage, Loan and Banking professional in my zip code in 60 seconds

Video at the bottom

60 seconds? Yep, and it wasn’t rocket science. Sourcing is not rocket science. In fact most people ask me what I do for a living and I just tell them I play on the internet and smile. Bottom line is that it’s my job to unearth names, contacts, emails, phones numbers and any intelligence I can for my clients.

Now you can apply this technique to most any industry especially sales or any occupation that requires the person to be available to client around the clock. Technical service professionals, sales people, pharmaceutical reps, banking professionals, security people, and technology and on call IT professionals etc. Another example of how I like to use lcoal meetups and confrences to source is with Ignite or LinkedIn Events.

3 Steps I used to find more than 320 Lenders, their cell phones, emails and location including zip code (Some with social networking profiles)

Goto: http://www.Google.com and in the search bar type the name of the institution you are targeting.
Click on the appropriate tab for company contacts or service providers “in your area”. This can be a local branch or office in your target area. (Typically avoided because most people think that is for the leadership of the company)
Enter the zip code of your target location and there you have it.
Use a contact capture tool like Contact Capture which is free from Broadlook or List Grabber Minimal fee) from e-grabber to rip out the all the contact information for your recruitment campaign.

Now it’s not always that simple, but I routinely gather hundreds of names, contacts and emails to contact for clients, our sales team and our project recruiters.

See it in action below:

#Recruiting with #Google Wonder Wheel

admin — Thu, 24 Jun 2010 16:42:19 +0000

The Google Wonder Wheel made its first appearance over a year ago, but I haven’t heard much of any talk about sourcers using the tool to gather information. I use the tool regularly to gather key information of keywords and search criteria that I might not be overly familiar with.

The 1:55 second video below shoes it in action and in real time, so you can see how quickly it provides a nice set of results.

Read about other Keyword tools here.

Why I like the Wonder Wheel:

Keyword research
Key search phrases being searched by others
Keyword links and associations
Key Phrase variables

Take a look and share with your recruiting friends.

7 Tips to search Google more Efficient and “Search within your Results”

admin — Sat, 08 May 2010 21:39:20 +0000

Searching online can be a bit scary for recruiters if they are not accustomed to queries and weird languages that only the depths of the internet can understand. Enter the term “Efficiency”.

It’s not mandatory that you become a wizard of Boolean to master online search. You do however need to get organized and work efficiently. Here’s the first in a series on how to get efficient with Google. Each post will contain 7 keys to staying efficient with Google Search and maybe include a video or two. Enjoy.

Get familiar with Google advanced search. You’ll be able to break out your Boolean searches, target date ranges, time frames and control the results set that are return based on time and numbers.
A lot of recruiters ask me frequently what the + will do in a Google query. The answer is that it will be sure to tell your search to include stop words. Google Stop words are those common words that you use in everyday language. There is however a place and time to include them in your search. A common list can be found here.
Google has the ability to recognize filetypes in your search. This limits your search so use it wisely. Most recruiters focus on the better known filetypes like doc, xls and pdf. Google will recognize 13 filetypes including all of the Microsoft office extensions as well as, Lotus, PostScript, Shockwave Flash and plain text files.
Similar to the use of intitle: and inurl: you can also search blogs directly from Google Blog Search with inblogtitle:
Search within your returned results to drill deep into a set of targeted results. Scroll down to the bottom of your results page and you will see “search within your results” (see video below)
If you are specifically targeting individuals and you want to ensure a face photo, you can tell your Google Image Search that you only want to see results that host images of people. Simply add this: &imgtype=face to the end of your returned result in the URL bar.
Google has a trending search as well. Try searching with Google Trends to uncover the hottest search trends, insights and regional based searches.

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Search within your results in 90 seconds:

Sourcing with Google Images to uncover “Hidden Talent”

admin — Tue, 26 Jan 2010 00:20:14 +0000

Use Image Search to Find “Hidden” Candidates As recruiters, we spend a lot of time constructing our search strings to target “human capital”. It’s a people business. For example, running an “intitle:resume” search on Google will find resumes. Or you could add more keywords to your search to find a “curriculum vitae” and even more keywords if you want to find a candidate “Bio”.

The Restrictions of Text-Only Based Search When it comes to Boolean searches, they all come with inherent limitations. For each candidate search, there will be candidates that can not be found. In fact, some candidates may not even use any normal permutations; and may simply upload a resume titled “Dave’s Experience” or “Dave-Edited Draft1”. It could be anything. What makes finding relevant information so challenging is that the web is made up of 100% user-generated content. So, what are some strategies to uncover these additional candidates?

Google Starts to Enhance Its Image Search Google set the stage to search beyond keywords with their 2006 acquisition of Neven Vision, a software company that specializes in image recognition. Since 2006, Google has been rolling out some of that new technology to enhance its Google Advanced Image Search. Now you can filter down results by Color, Type, Image Size, and more.

New Google Image Search Feature Targets Human Capital One feature that is particularly useful to recruiters is the “Face” Type Filter. As recruiters, so much of our time is spent trying to find information that would pertain to “people” or potential candidates. Recruiters accomplish this by looking for keywords like “bio” or “sales team”. With Google’s “Face” Type Filter, recruiters can kick back and let Google’s advanced facial recognition software do all the heavy lifting. Here’s how to use it to uncover “hidden” candidates.

Google Advanced Image Search http://images.google.com/

Step 1:

Put together a string of job keywords (titles, skills, etc.), then run it on Google Images. Geographic keywords work well; state, city, address, zipcode or phone area code. Google NumRange does not work in Image Search.

In this example, I am searching for a “sales manager” in NY in the Phone Area code 212

Run the search, and as you can see the results won’t be very relevant at first.

Step 2:

Click “Show Options”. Then select the “Face” filter.

The results look like this:

You’ll notice that the Face filter usually does a good job of pulling up “people only” so there’s no need to use any other commands like “inurl:bio” or anything like that.

Due Diligence; What Are Some Ways Image Search is Helpful?

I’ve found that text-only resume searches are great for people with technical backgrounds such as software developers, senior execs, UI architects, etc. But for positions that are not as tech savvy, such as real estate, insurance, and automotive sales, I have found that Image Search is especially helpful.

I recommend trying out some searches with the “Face” Type Filter on. As you comb through the results, be conscious of the URL’s and Text on the page. You’ll start to find that there are a lot of candidates that would be near-impossible to find via a traditional text-based search engine.

Here are some simple strings to try out or Google Images:

insurance agent chicago (IL OR Illinois)
“user experience” (CA OR California)
toyota sales (MN OR Minnesota)
engineer IBM

About the author

Adam Wiedmer works within the Recruitment Process Outsourcing industry in the Boston area. He specializes in providing sourcing and recruiting solutions for high-volume recruitment needs. With only two years experience, Adam has placed candidates for Fortune 500 companies in many verticals such as IT, finance, sales, and customer service. Aside from recruiting, Adam is a dedicated musician and spends his time attending concerts, playing bass, and writing music.

Email: adam.wiedmer@gmail.com
LinkedIn: http://www.linkedin.com/in/adamwiedmer