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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.

SourceSolution.com: Name Gen, Target and List Building

admin — Tue, 21 Dec 2010 21:00:50 +0000

Often times the tools we use as sourcers / recruiters are not recruiting tools. You’ve heard me say it time and time again that we are in the business of gathering information, not resumes. The other day Maha Akiki, a frequent contributor of information to our site shared a link with me that she found while doing some research.

SourceSolutions is not a recruiting tool. It’s a service that helps connect people with business. You won’t find resumes here but you can walk away with great information to narrow your search.

We’ve found that levering SourceSolutions in a way similar to how you’d use jigsaw can help you uncover some great leads. Since the site focuses on CRO and CMO’s you’ll strong data relevant to CMO and CRO’s, Biotech and Pharma, Professional Services and Regulatory.

Pros:

Most info for free
Targeted to the CRO and CMO industries
Few options and filters are intuitive

Cons:

Not every company has lists or information
You cannot search freehand

Cool:

You can Link up to your LinkedIn account to see who you are connected with in your targeted immediate network
You can research pipeline reports from the company and search their management teams

Step 1:

Goto http://www.sourcesolution.com

Step 2:

Choose the heading you wish to research. I tend to choose company directory or Industry Organizations but you’ll find valuable info in all categories.

Step 3:

Choose your company and research pipelines and management teams

Search pipelines for products and release dates

Search management teams for names, locations and titles

How to choose a LinkedIn Group – Be Selective, creative and proactive

Mon, 20 Dec 2010 23:39:01 +0000

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Human beings are social animals and they always like to be in groups. In the new web 2.0 world – this also holds very much true. The social networking has provided people a life 2.0 where they can create their own groups, be part of them and engage people – without actually having a trouble to meet them (!).

This time, I am talking about professional networking groups – LinkedIn Groups. Groups provide a great platform for like-minded people to discuss and share thoughts about their common interest. Especially LinkedIn Groups is a very engaging way to create a community around similar skills / interest / industry / technology (so on and so forth). However with 100s of new groups popping every day AND with 50 groups’ limit of LinkedIn, one has to think very logically about his/her strategy around groups. Though 50 seem to be a big number; with amount of groups that LI offers – this actually proves to be a very small number.

This creates a new challenge for everyone about how to manage their LinkedIn groups. Here’re my few guidelines as starters (I’m sure you will come up with many more).

Be selective about your groups and ignores the rest

LinkedIn Groups has also powered personal branding in a big way. Now-a-days people mention on their resume / CV / profile about the groups they author and population of their groups. While creating Groups is a very easy process, maintaining / growing them needs dedicated efforts. You have to be very selective about groups you join and ignore the rest of requests. Avoid being part of groups without proper overview analysis of people in the group, motto of the group and author. Remember – LinkedIn is a professional network; hence joining groups of night clubs, celebrity fan pages OR sports / entertainment would not give a good professional image of yours.
Groups that you join also get featured on your public profile page in LinkedIn. Hence, make sure those groups reflect your professional image / expertise.

How active are your current groups?

As I said previously – people starts their groups with great enthusiasm; however fails to carry on the momentum. After sometime those groups just occupies your Group list without any significant activity. It’s difficult to track activities of all your groups daily – but once in a while visit every group that you have subscribed and see what’s going on.
• Observe how much relevant the discussion topics are.
• See how current those topics are.
• Do you see many replies or threads by industry specialists?
• Did those discussions / news allow you to learn anything new?
• How big is audience? Even if it is small – how engaging they are?

Where are your industry experts?

Generally speaking this is a good indications about which are the better groups than others. Being experts in their industry – these are the sources for good advice, tips etc. Try to follow their groups as starting points. This can give you a way to other like-minded professionals. This will also help you to connect with them and their community as a good brand building exercise for yourself. However – again don’t follow them blindly.

Are you getting ROI?

We subscribe in groups with set of expectations. It’s a simple give and take activity. People expect to contribute and in return get advice about their own requests. To evaluate this you have to participate actively in group discussions by answering or posting new topics. Closely observe about how much attention / response you get for your meaningful contribution. Are you getting new ideas, concepts and responses? If yes – this is an investment group for you. If there is very little response and sharing by group members – it’s best to exit and create a slot for new group.

Spam-Hunters

Everyone has his/her own strategy behind creating their groups. Some people want to enhance their own brand and others have a genuine knowledge sharing intentions. Groups are a very easy target for Spam-hunters – especially now when we have open groups. If you are getting spam emails about any product / company / individual promoting something and if that person is group author – it’s a clear indication of his ROI of group. If you are getting spam-mails from other member – best to tell group author so that he/she can remove this person.

Industry Presence

How many of your colleagues, industry connections etc are present in your group? This might give you a good indication about usefulness. At the end of the day – groups are nothing but collaboration of people along with their skills / experience. This might also be a good opportunity for you to invite your colleagues to your groups to increase effectiveness. This chain reaction helps any group to be people and content rich.

Engagement / Relationship Building

Apart from knowledge sharing and Q&A sessions – groups are excellent way to meet new people in your industry. This way you can create, engage and maintain relationships with new people. A good group and its leader (at least initially) should facilitate conversations and engagement process. I’ve got many good industry connections and even friends by being an active member in some groups. This engagement and relationship building helps a great deal when you meet them face to face to cement this further.

Periodic Review – Clean up & Enrichment

You should visit your set of groups once every 3 months or so. Just go through your list and pick out any obvious groups which are not yielding any ROI despite your contribution. This helps to clean up non-yielding groups to give space (Remember 50 limitation?) to new fresh groups. I’m sure you will find at least 3 to 4 such groups every quarter. Similarly – you should also search for any new groups and consider any good recommendations within your network. This cleaning up exercise makes sure that your set of groups is really worth being onto your profile list.

Thinking of Creating your own Group?

OR even better – do you already have one? You have a great responsibility of making sure that you keep your group enriched and engaging all the time. As an author – you have to invest good amount of time (at least in initial stages) to attract new talent and keep your audience engaged. You also need to have a specific vision/motto to create your group. You work as a facilitator initially to set right tone and giving direction to your group. Once you start getting good contribution – work as controller to avoid any ill-effects and make sure your group is on right track. Key thing is that you have to lead from the front and invest efforts to get good ROI. Make sure that you key-in right people into the group who will lead from the front – also make them co-admins if you have trust.

In recent times Social / Professional networking has given a fantastic platform to create communities, share ideas and drive thought process. Saying this – one has to know how to manage and get most of out of their groups. It’s key to be in right groups and right times! With 50 group limit in LinkedIn – this becomes more important.

At the end of the day – you get identified by a Group (company) you keep!!!!!

About Author

Sarang Brahme has been in sourcing for the last six years. He began with job board sourcing and networking and gradually found his way into the magical world of sourcing. He has enjoyed wearing different hats, including sourcer, recruiter, team lead, client servicing manager, pre-sales, and executive hiring – but beneath all that, sourcing is what makes him happy. Currently, Brahme works for CapGemini in India in Strategic and Executive Hiring – Sourcing. He is a firm believer in the recruitment sourcing concept and always thinks that sourcing as a function has immense power to change the way recruiters recruit.

http://magicsourcer.wordpress.com

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.

The 10 largest Recruiting groups on LinkedIn

admin — Tue, 16 Nov 2010 19:00:54 +0000

LinkedIn is full of feature rich content outside of connecting with people you don’t know. As a recruiter you can leverage groups in a couple of ways to help better your business. You can join industry based groups in line to the types of individuals that you are recruiting or you can recruiting and HR groups to help better your skills and engage in meaningful conversations.

I try to keep a strong mix of the two but how you build your groups network is squarely on you. Regardless there is an etiqutte to participating in these groups, especially as a recruiter. The most important part is to remember that the groups member s are not necessarily looking to be recruited so you must play nice.

Below in order only to groups membership size are the most active HR and Recruitment groups on LinkedIn. I am defining active as the most “active disscussions” and membership activities.

Linked:HR (#1 Human Resources Group) #1 LinkedIn Group worldwide linkedhr human resources corporate recruiter recruiters recruitment headhunting headhunter headhunters staffing hiring consultant consultants coaching training HRIS SHRM management executive executives health employer employers employment job jobs career alumni education

Owner: Olivier Taupin | 332,510 members | Share

RecruitingBlogs The largest Linkedin Recruiting group for the recruiting profession. Network with over 100,000 corporate and agency recruiters, HR professionals and recruitment consultants for recruiter partnerships, advice, splits, jobs, and staffing industry education.

Owner: Miles Jennings | 116,942 members | Share

JOBS 2.0: Job Search Career Networking Staffing. Post Resume -Get Paid by Employers at Resumark .com Hiring! Careers Training Executives Management Consultants Marketing Sales Finance Green Media Telecom Health care Business Executive Managers Recruiters Recruiting HR Human Resources Sourcing Recruiter Consulting Open Net-workers Employment CV US UK Europe Canada USA India Asia Australia Africa China

Owner: Andrew Kucheriavy | 78,140 members | Share

Procurement Professionals (#1 supply chain & sourcing group) Business, network, jobs & candidates

Directors Executives Finance Corporate Alumni Managers CEO E Purchasing Bid IT Consultants Job Marketing Logistics Retail Career Consulting Recruiters Telecom HR Human Open China India UK Social Sales Green Recruitment Staffing Hiring Asia LION Networkers Inkoop Inkopers Buyers SCM Media Management

Owner: Paul R. Bouwman | 68,554 members | Share

Global Jobs NetworkJob Posts Search Hire Recruit Candidates Profile Resume CV HeadHunters HR Sourcing Recruitment Consultants Recruiters requirements Jobs firm human resources training hiring Career source company staffing IT management USA America US India Gulf Europe UK Asia Pacific Africa Canada Australia UAE China

Owner: Paulwin George | 66,421 members | Share

Recruitment Consultants and Staffing ProfessionalsThis is a group for Corporate Staffing Professionals, (Agency) Recruiters, Talent Managers, HRM Directors and Employer Branding Experts to expand our network of people, ideas and share leads. Please feel free to join this dedicated Recruiter group on LinkedIn. For Recruiters, by Recruiters.Owner: Jacco Valkenburg | 51,976 members | Share

E-Recruitment | My Jobs | My Resume Group of Corporate Recruiters HR Manager Consultant Recruiter Associate Executive Professional Job Seekers | Hiring in Sales Marketing Financial Services Accounting Human Resources Staffing Recruiting Media Information

Owner: Manzill Surolia | 50,922 members | Share

Corporate Recruiters. #1 Group for Corporate Recruiters. #1 Group for Corporate Recruiters. Designed to connect Recruiters and to share ideas on how to leverage Linkedin potential and improve sourcing, talent acquisition, referrals, fee splitting, and other recruiting and HR issues. If you are recruiter or involved in recruitment, then join this group.

Owner: Chris Brown | 44,400 members | Share

Networked Recruiter (34,197+ total network) 3rd Largest Recruiting and HR & 2nd Largest Agency Group The Networked Recruiter is a destination dedicated to all recruiters: (staffing, agency, retained, executive, corporate, direct, contingency, project, and contract) Join us: Networking Events in 1000s of Cities around the World, Private Splits, Matching, Post a Job Reaching Millions, and Training.

Owner: Jacob Conway | 35,872 members | Share

Star:Jobs Professional Career Center # 1 Site for Recruiters and Job Seekers on LinkedIn:jobs candidates candidate careers career recruiter recruiters head hunter head hunters staffing consultant consultants executive executives management hiring HR web open networkers networker networking

Owner: Olivier Taupin | 35,728 members | Share

#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**

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?

LinkedIn Signal: Track connections Twitter and LinkedIn Updates

Mon, 08 Nov 2010 19:15:53 +0000

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I have always been a big fan of LinkedIn and been using this tool for past 4 – 5 years in sourcing. However, in recent past they are shifting from Professional Networking to Commercial Job Board. In some way – they are breaching what they promised by replacing paid accounts to let people get direct access. This move totally goes opposite of basic concept of networking they incepted years back.

Anyways – it seems that they are reciprocating to these criticisms by focusing on innovation (Google Way!). It was a pleasant surprise when I saw LinkedIn Labs consolidate damage in some manner. They have recently released a series of beta tools including Signal, LI Instant etc. I would like to talk about LinkedIn signal in this post.

What is LinkedIn Signal?

LinkedIn has taken its integration with Twitter a one step ahead. LinkedIn Signal is basically a stream of Twitter & LinkedIn Status update for LinkedIn users – at one place! It shows you what people are twitting OR “Statusing” (my version of “Updating Status”!) who are in your LinkedIn network. However, this is only true if you have connected your LinkedIn and Twitter accounts wherein you can view your twits through LI.

Being in Beta version – I did subscribe to this and got an invite. On first stance, it looks really interesting and cool. Best thing about this is you can search and filter your streams according to various fields LinkedIn offers. However, it made me think what is the basic utility? Here’s what I came up with. I am sure these are starters. Creative folks around will add to this in big way.

Searching Twits/Status stream Real-Time

I tried searching “looking for job” and got 3k+ results. That’s not all – LinkedIn Signal also provides you a facility to filter through various fields like Company, Industry, Time Posted, Region, School and even hash tags.

OK – now this is interesting. What if I query “looking for job” and filter it through industry as “IT” and selects a specific location – it gets more interesting. Beauty over here is that you can filter those twits to LinkedIn filters – unique isn’t it? That’s where I think once these social networks joins hands to each other – you have one big POT. OK – let’s move ahead.

Linkedin Signal

Job Search – for Candidates

It has proven that Recruiters / HRs are one of the biggest communities to use Social Networking. I would not even look at a recruiter who doesn’t have a LI OR social networking account. Sometimes you get more jobs advertised on twitter than on job boards. As sometimes Hiring Managers / Team members also twits-in for jobs which are not advertised. Hence, LI Signal does make a very good platform to search jobs for candidates. Let’s see?

I queried-in “Account Manager” and got 3k+ results. Most of them will jobs and some of them might be candidates as well. Plus – filters make it really good to make our own choices as per industry, region, time-posted etc.

Cross Referencing

By combining twitter / LI – Signal gives a great platform to cross reference any prospective candidates. We can easily put candidate’s name on Signal to see what he is twitting OR what people are saying about him. This helps you to cross reference any candidate before putting him forward to interview OR even submit. See what he is up to on Twitter / LI…

Few other Advantages: –

Faster than Twitter: LinkedIn Signal is real-time!! It searches online Twitter/LI stream real-time and effectively very fast. You can also filter results very quickly. I have not come across any other websites which have same utility.
Finding Similar Hash-Tags: Once you queried in the search – LI Signal automatically searches for top Hash-Tags and place them in filter set. Simultaneously it also suggests some other related / similar Hash-Tags. This helps you to search similar information to topic of your interest. E.g. if you search java jobs; it also gives you hash-tags suggestion as #hiring #apple.

Problems: –

Limited Coverage: LI Signal only searches for people
Registered in Linked
Connected their twitter accounts to LI
And obviously – have something to say!

Hence, it does not cover entire gamut; however a pretty good add-on tool to have in your armory.

I sincerely hope LinkedIn should promote their LABS in big way. Being an early-bird in Professional Networking they have captured a huge amount of followers and they are now commercializing their offering; minimizing usage for normal users. If they want to strike a right balance between commercializing and socializing – they have to continue finding new ways to attract with new offerings.

For now – enjoy what they have in BETA. It might go to their new discount offering soon

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: