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50 Awesome Search Engines and more for #Recruiters

admin — Sun, 20 Mar 2011 20:55:54 +0000

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RecrutingTools has become a deep database of knowledge, tools and resources that may or may not be used by recruiters. We are in the information gathering business and so it’s important that we have at our disposal the proper tools at the proper time.

We’ve been building lists of research tools but why re-create the wheel right? I was recently running through some tools mentioned on Best Colleges Online for some research I was running and came across a fantastic list of research engines, Video engines, Images and so forth.

Ironically the article is labeled “50 Awesome Search Engines for Librians….” My wife is a teacher and we often swap search tools which is how I came across this article. It’s great stuff. Enjoy.

See the full article HERE

Meta Search and Multi Search Engines

These meta search and multi search engines can search numerous engines and sites at once, maximizing the number of results you get each time you conduct a search.

Ms. Freckles: Adorable Ms. Freckles can search online for different file types, definitions, translations, film, finance sites, and a lot more all at once.
Kart00: This cartoon-inspired search engine lets you hover over results to get a preview of the site before you open it. Results are also organized by topic so that you can narrow down your search and organize hits.
Fazzle: Search the web’s best, the entire web, downloads, images, videos, audio or headline news. You can also select an advanced search to find incredibly specific results.
Trexy: This site saves your search memory so that you don’t have search multiple times on different engines.
Mamma: Here at “the mother of all search engines,” librarians search the web or video. Next to your results is an option to refine your search by choosing a suggested category.
1-Page Multi Search: Type your search into one or several of the following search engines at once: Alta Vista, AOL, EntireWeb, Gigablast, Hot Bot, Lycos, Scrub, Yahoo!, Google, YouTube, Dogpile, Ask Jeeves, and a lot more.
iZito: Busy librarians who are constantly finding new reference sites and search engines will like iZito because of its ability to save your history in an easy drop down tab.

Multimedia and Interactive

For help finding pictures, podcasts, music and shareware, use these search engines.

Metacafe: Find videos on this site if you want a change from YouTube.
Songza: Patrons looking for music can use this search engine, which “lets you listen to any song or band.” You can also search the featured list or top played list.
Picsearch: This large photo search engine has more than 2 billion images in its directory.
Get a Podcast: Search for podcasts all around the web in this directory.
Shareware: If you need to install new software programs on your library computers, turn to Shareware first, which pulls up tons of free programs and downloads.
Public Radio Fan: Find information for thousands of public radio stations on this site. You can find the times of different broadcasts, station names, podcasts and more.

11 Research, Data Capture and Search Engine Tools from our readers for #Recruiters

admin — Tue, 01 Feb 2011 07:23:55 +0000

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Throughout the last year we’ve posted on many search tools, technigques and apps that can be utilized by recruiters. Not all of these tools are created for recruiters but all of them can be used by recruiters and sourcers to gather pertinent information during your search.

The list below is a list that we’ve built off of the comments, suggestions and tweets shared with the RecruitingTools community.

Various Search Tools

trueknowledge: A quick and easy way to get answers to your questions. It’s a search engine built on knowledge…Sounds rudimentary but you’ll get the drift once you check it out.

Footnote: 70 million plus documents posted on the site. It’s not free and not always the best source but a source none the less that hold some valuable info. This is not a site to search resumes.

PennTags: User created data based on Tags and academics. It’s a UPenn affiliated site, thus the name

Search Engines: (Not exhaustive but a few neat engines that can add some direction to your search)

GigaBlast.com: A green site powered 90%by wind energy. But the real reason I’ve included the site is that it gets results. You can search for resume using Boolean but not all the same syntax as Google. So you’ll have to play with it. The results or clean and presented quickly

GO.com: Kid of silly to include since it’s the new infoseek and powered by Yahoo. The main page is built nicely and it’s fast but they play an auto video and that is annoying as hell.

SavvySearch AKA Search.com: Nice site, very quick and accepts Boolean search. The results are displayed in a clear and wasy manner.

Rollyo: Customizable search engine giving you the tools to create your own personal search engines and target specific areas.

HotBot: Not a boat load of features here but it will save you search criteria across a few search engines to prevent you from having to retype or copy and paste your queries.

Data Capture Tools

Knolwedge Probe Inc.: Captures,filtering, mining, and conveniently processing text from WebPages and other sources,

Contact Capture: A free capture tool that allows the user to use a free fully functional capture tool and export tot excel among other programs.

The Email Extractor: It’s free on a trial but can be used a few times over. This is inexpensive and well worth the purchase. You can pull 1000+ emails / minute if you are looking to pull data that quickly.

Present yourself with SlideShare

mikevandervort — Wed, 17 Nov 2010 23:00:20 +0000

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SlideShare as a career resource

I am sure most of you are familiar with SlideShare. If not, you should be. According to their website, Slideshare is the best way to share presentations, documents, and professional videos. They also bill themselves as the world’s largest community for sharing presentations.

What SlideShare can do for you

SlideShare is a business media site for sharing presentations, documents and pdfs. SlideShare features a vibrant professional community that regularly comments, favorites and downloads content. Content also spreads virally through blogs and social networks such as LinkedIn, Facebook and twitter. Individuals & organizations upload documents to SlideShare to share ideas, connect with others, and generate leads for their businesses. Anyone can view presentations & documents on topics that interest them. The site is growing rapidly with over 25 million monthly visitors.

What you can do with SlideShare

Embed slideshows into your own blog or website.
Share slideshows publicly or privately. There are several ways to share privately.
Synch audio to your slides.
Market your own event on slideshare.
Join groups to connect with SlideShare members who share your interests.
Download the original file

SlideShare is also a great place to keep up with an incredibly wide assortment of presentations and information specifically related to Careers and Recruiting, since they have a category specifically dedicated to the Careers topic. They feature a number of presentations every day, and many are really good sources of technical and topical information. Here are some of the topics that I found today:

A pretty random selection, and just a few of the many resources you can find on SlideShare. I encourage to explore, and if you have never used SlideShare, think how you could use it in your recruiting effiorts.

Selecting an ATS: Trials, Successes and Failure’s

admin — Tue, 09 Nov 2010 22:00:03 +0000

Michael Goldberg based in Dallas Texas is a frequent contributor to blogs in the recruiting space. He is currently engulfed in a project reviewing and selecting the next applicant tracking system for his recruiting firm. For those that have been part of an ATS slection process and implementation, you certainly know the pain. We will be following Michael’s path through ATS selection and implemetation as he shares the good, bad, ugly, and painful.

Below is his first installment. If you have your own stories about ATS selection, please share.

Over the last three months, I have been seeing demo after demo of the best ATS Systems in the world. I mean they got everything we need-OFCCP Compliance, Excellent Reporting Tools, and my favorite…it is configurable. I will say we have it down to our top choice who I will keep nameless for the time being, but the road to getting down to the selection has been extremely exhausting.

Five parameters I set at the outset of the search: Needs to be configurable, easy for our field offices, easy for candidates to apply, easy for the recruiters to use the system and finally, keep us compliant as we are a federal contractor. Simple, right? Not exactly. As our company selects and begins implementation, I will be blogging about the experience and add some helpful hints so when you and/or your company goes through this, you will have some insight. I will throw out a disclaimer that what works for one company may not be a one size fits all. As always know your culture, your business partners and your resources available before starting.

Pushing the Easy Button: I cannot say enough that every time I ask about a certain feature it was always how how easy it for my customers to do X or how easy is it to do Y. Who are the customers? Hiring managers who will use the system to review the candidate information, set up requisitions, and find the information they need quickly. My second customer is my candidate. How many clicks does it take to get to the candidate portal? Can they find the job(s) they need to apply to quickly? Most important, number of clicks it takes to apply for the job. Ask anyone, the less the number of clicks to apply, the less candidate drop off you will have in the process.

We are in beta with a company who is measuring the analytics around candidate drop off within our site (stay tuned for some results in a future posting). We will use that data to determine the clicks we want.

My goal is to keep it to three (3) clicks. Companies with poor career sites beware…if you want candidates to apply, keep them engaged throughout the online profile process so they do not drop off. The goal in selecting your ATS is to have all questions and can the system do this questions answered before signing on the dotted line. Do NOT settle for, oh yeah, it can do that. I have heard too many horror stories over the last few months of “100K later and we are totally unhappy”, false promises, poor delivery lead to the assumption that recruiting made poor decision making.

No one wants that kind of egg on their face. Avoid the mistake by asking “What can’t the system do”, “What are the upcoming updates in the next 3, 6, 9 and 12 months?” Reporting is where the questions need to be asked. Get sample reports and ask to play in the sandbox. Test out all screens and get your clients involved when you are in the sandbox.We believe we have made the right choice and I will be announcing our decision in the coming months. Stay tuned to my post on Project Planning when Implementing an ATS coming soon!

An ATS choice is one of the most important decisions for a recruiting firm to make – the actual recruiters will be stuck using the ATS you choose for many years. It can severely impact recruiter productivity for the good or bad. Do you have your own story about applicant tracking system selection? What do you think are the most important features for an ATS to have?

Decrease your candidate screenings 72%: Ovia: Video recruiting done right

admin — Sun, 07 Nov 2010 17:00:16 +0000

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*Disclosure* This is not a paid review and RecruitingTools.com does not have a partnership with Ovia at the time of this article.

What if I said that I have a potential solution that will reduce your candidate screening time by 72%? Would that be a nice feeling? Would that create an efficient environment for your recruiting team? Would you hiring managers be more engaged? Would your earnings rise due to increased customer satisfaction?

These are the questions that have been asked from the people at Ovia. Ovia is an interesting recruitment tool that blends interviewing, screening and video together into one complete package for your hiring teams. I will be up front and say that I have not used this tool in real time with my clients but I have used it behind the scenes.

In my honest opinion I think the tool is pretty innovative. Is it a new concept? Maybe not some much as recruiters and organizations have been talking about this for a few years, but Ovia brings it home. It’s quick, very easy to use and if used properly should have a serious impact of your screening and selection process.

Why you should consider test driving this tool:

It’s very efficient
The quality if video is high quality.
Videos are indexed properly and easily accessible for your hiring teams.
Spend time video screening candidates and collecting the videos. Schedule a weekly meeting with the hiring manager and review the videos with him/her to discuss immediate feedback. I currently work with other tools were we do this and the relationships immediately gain credibility.

Pit Falls:

I am not sure how discrimination laws govern video at this time, so be sure to research this on your own.
Advise hiring managers not to weigh too much in on the candidates composure on video. This is probably not a normal thing they do every day.
This should be used to screen in and not out. Still depend on your traditional methods and use this as an added check point.

How it works:

Invite: Similar to other apps like Tungle and social networks you let your candidate know that you are inviting them to partake in a screening or recruiting event. The screening is pretty simple. You create the questions and invite the candidates to answer those questions via webcam. Clearly you will need to get the candidates permission prior.
Record: Candidates get to record their responses to your questions in an unrehearsed manner using their webcam. The idea is that the software tries to simulate real time interviewing. The candidate will have 10 seconds to review the questions and than 2 minutes immediately after to record their response.
View the interview: Once the candidate has recorded the video responses you have the ability to review the responses with the hiring teams in an efficient and concise manner.

See it in action:

Try me out free here

“How to use” the Boolean Bar: 100+ Pre-constructed Boolean searches

admin — Sat, 06 Nov 2010 05:24:19 +0000

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It’s big, it’s bad and it’s jammed packed with more than 100 pre-constructed Boolean searches for you to play with.

Check out the original post Here. I’ve gotten a boat load of emails asking for advice on how to use the the toolbar. This post that you are reading now is to share the “how to” video when trying to use the toolbar.

Download the Toolbar here: Free Boolean Toolar

See the video on how to use the Boolean Bar:

Free Recruiting and Sourcing Tools from around the web

admin — Thu, 04 Nov 2010 20:14:36 +0000

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It’s friday and we’re wrapping up the week with some serious food for thought. Take a look at the postings on the tools below. We had soe fantastic contributions this week. Be sure to share and download the Boolean Bar. It’s free and impactful.

Tools and techniques for the Social Recruiter:

100 + Boolean Searches free in our Toolbar!: http://bit.ly/cRguVj

Sourcing resumes with CraigsPal: http://bit.ly/cPqf5O

LeadResearcher Pro via Sourcer Kelly: http://bit.ly/c0vgmo

5 Recruitment tools recruiters need to consider: http://bit.ly/bjCxw4

The Recruiting Carnival is returning. Here are a few of the more popular articles from last time:

3 Elements of a world class marketing call via Mike Ramer: http://bit.ly/ccr1sd

Gonzo Sourcing and the Evolution of Online Social Networks via Shally Steckerl: http://bit.ly/a6NtZI

Deep into the Web: A brief guide for Recruiters via Irina Shamaeva: http://bit.ly/95OEWj

Don’t be stuck without free sourcing tools

Check out our new Boolean Bar with more than 100 pre-constructed Boolean searches for recruiters. Just change out the keywords, location etc. to fit your search!

Download it here: http://bit.ly/9zJBRb

5 Recruitment tools Recruiters need to consider

BillBoorman — Wed, 03 Nov 2010 19:00:24 +0000

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I’ve noticed a trend for sharing within career sites and job boards recently, which is really geared to referral recruiting. Some of the job boards in the UK have taken to offering financial rewards for referrals which are anything up to 50% of the equivalent perm fee charged by a recruiter. I’m not sure if this has improved either the quality or volume of referrals, but it is food for thought.

My favourite sharing application at the moment is LinkedIn Jobs Insider. This is a simple to download toolbar that works not just with linked in, but also 7 other job boards including Dice and Monster. As well as a lot of great features for jobseekers, (I review them in my blog SocialJobSearch: ), it also suggests other people you are connected to that fit the job spec that you might like to forward it to if you are not interested. The easier the sharing, the greater probability of the job getting passed around. I love the simple way this app works, and it is top of this week’s list.

Branch Out on Facebook also has the easy share function and allows you to see who you know that matches the job within FB. My only reservation on this app is that it allows you to post jobs on the wall of your friends. I have had this happen to me 3 or 4 times recently, and I have to confess that I was a little bit peeved that the originating recruiter hadn’t asked me first. I think this is an area Branch Out will need to consider, perhaps with a requested permission to post function, or they will run the risk of losing users as quickly as they gain them.

I’m currently test driving Jibe.Com. Jibe is an application that works within both Facebook and Linked In, in much the same way as Branch Out. Because this covers both channels in one you get a wider range of search results, with the same functionality. Jibe also looks to be a little bit friendlier in terms of Facebook user etiquette. In this channel in particular, I see this as being key to adoption and acceptance. Facebook users do not like direct approaches via their stream, or unsolicited personal messages, but they love applications and plug-in’s that enable them to opt in.

I’m also looking closely at how Bullhorn Reach pans out. I wrote a post recently on my other blog, The Recruiting Unblog that questioned how social an application really was that spidered the social-media channels and added social content without interaction. As a result of the post I was contacted via Linked In by Bullhorn creator Art Pappas and Pete Linas, the UK Director about how they were looking to increase the social element, as well as asking for ideas. (I love a company that reacts in this way, rather than getting all precious. Isn’t that real social?). Reach is being tested in beta at the moment, but the whole concept is to integrate sharing and posting from the ATS or database. I think this could really prove to be a great application, and if you can get your hands on a beta, do it!

Lastly, take a look at SmartRecruiters.Com. They come out of Mr.Ted post the stepstone takeover, and have a very cool offering that has been in beta for the last 2 years, with over 3000 users. The business model is very interesting in that it is free for ever, not just a trial period. The product is an ATS that has great social integration, as well as the facility to build your own career site with some very effective plug ins that means you end up with a very functional site that links in to the back end seamlessly, without needing any fancy programming skills. I’ve looked at a dozen client sites and they look fantastic, with video and everything you would expect from a modern, candidate friendly career site.

I thought this sounded too good to be true, given that it’s free, but they make their money by working with job boards, handling your multi-posting and taking a cut. Interesting and brave model for a comprehensive and very social product.

That’s all for this week, though I have plenty of other new products to write about over the coming weeks.

Enjoy, and give me honest feedback on anything I refer you to.

Bill

100 + Boolean Searches Pre-Constructed for #Recruiters: Free!

admin — Wed, 27 Oct 2010 15:18:25 +0000

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Every so often I get the urge to share things that I probably shouldn’t. Like most career sourcers I save my searches, I organize them and I find ways to better use my time online. I also collect searches from others that I work with on projects.

Now I can’t give proper credit to everyone here because I honestly cannot tell you were they have come from other than that they are variations of my own personal searches and others. Regardless, I wanted to share this toolbar with the community and see what you all think.

How to use it:

Click the Boolean Bar link to be taken to the download page.
Download the program just as you would any other program.

Important:

You will be asked to make the toolbar your default search engine. Please make sure this is unchecked so that your settings are not changed.

Close out your browser and reopen
The Boolean Bar will be found at the top of your browser. (If not simply right click on your browser tool bar and select Boolean Bar.)

To get the most out of this, simply change the keywords, locations, skills sets etc. to meet the needs of your search.

That’s it! Pass it on and enjoy.

Downloand the Boolean Bar Here: Download Me Now!

space

#Recruiting Tools Carnival: #Socialrecruiting #HR #Sourcing and More!

admin — Mon, 12 Jul 2010 03:20:00 +0000

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RecruitingTools.com is set to host another Recruiting carnival this upcoming September. In efforts to build the best posting lineup we can, we are actively searching out bloggers and recruiters of all types. This carnival will be a bit different than before. Sure we will have some of the regular favorites for everyone to read, but we want to give those that may not have the opportunity to publish themselves on a regular basis to be heard.

If you are interested in contributing just email us HERE and in the interim read up on some of the most popular articles from our past carnivals.

Most popular articles from previous recruiting carnivals:

Three Elements of a World Class Marketing Call by Mike Ramer: http://bit.ly/9Vaa5Q

Gonzo Sourcing and the Evolution of online Social Networks: http://bit.ly/aETEuJ

Deep into the Web: A brief guide for Recruiters: http://bit.ly/aEE8OD

Social Capital: What it Means, Why it Matters, and How Science is about to Change the HR World: http://bit.ly/cj20oH

These are just a few of the many we’ve had that made this event a success. View all of the contributions to the last Recruiting Carnival Here: http://bit.ly/ar15KW