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1. Google boolean search strings for recruiters how to#
2. Google boolean search strings for recruiters professional#
3. Google boolean search strings for recruiters free#

Here are the basic operators for Boolean search strings for recruiters: AND The definition of Boolean search is that it’s a type of search that allows users to combine keywords with operators such as AND, NOT and OR to produce more relevant results.

Google boolean search strings for recruiters professional#

Workable is the fastest, most effective way to find email addresses, resumes, social and professional profiles.īased on George Boole’s mathematical theory in which all variables are either ‘true’ or ‘false’, Boolean search on Google is one of the best sourcing tools for recruiters. Skip the Boolean and jump straight to the results. If you’re a recruiter, the most effective way to source good job candidates on Google is to incorporate Boolean search operators into your search engine sourcing strategy

Google boolean search strings for recruiters how to#

Google search offers so much more precision, nuance and power if you know how to use Boolean commands. But, not for recruiters who want to find very specific candidates. It’s perfectly acceptable for you to use and specify your own ATS/CRM if it offers you any syntactical and/or search advantage.Most of us only use ‘ Google-lite.’ We open Google, type in a phrase and hit enter. Just be sure to detail what sites the searches are for. You can use any single source or a combination of online sources – that’s up to you. Washington, DC Let the Boolean String Slinging Begin!

You will work directly with the inventory control group to provide the technical needs as driven by the business, and you will be required to provide business analysis support to the eCommerce and retail groups.Ī minimum of 3 years of experience as a Business Analyst This mission critical role will involve you working with the inventory team to provide data analysis, reporting and technical expertise to meet business objectives. How Would You Search for Candidates for this Job? Business Analyst I’ve long contended that if 30 people were given the same position to source and recruit for, you would see 30 different search strings and approaches which would lead to some overlap and as well as a lack thereof. I am interested in collecting a decent number of responses to demonstrate to the HR, sourcing and recruiting world that many people can look at the same straightforward job description and they will come up with a surprising variety and number of different search strings and approaches.

Google boolean search strings for recruiters free#

Feel free to use a fake name (e.g., Recruiter1, Yoda, etc.), and you can even use a fake email address so there is absolutely no way anyone, including me, can identify you. You can choose to remain anonymous and not identify yourself when leaving your comment and your search strings/strategy.You can let the world who you are and what you can do, or….If sourcing isn’t something you’re responsible for – please forward this to someone who would like to participate. I would like you to comment on this post with your search string(s) and a brief overview of your analysis and approach to searching your source(s) of choice if you were responsible for finding and hiring someone for the position detailed below. This leads me to an experiment and a demonstration of sorts and I sincerely hope you will participate. Let’s Prove a Point to the Recruiting World Unlike professional athletes and musicians whose skills and techniques are on display and scientists who publish their work, sourcers and recruiters responsible for talent discovery have absolutely no public basis of comparison. Much of the magic of talent discovery and identification, or lack thereof, happens on each person’s computer screen. In many organizations, sourcers and recruiters do not get (or seek out) the opportunity to compare and contrast their search strategies and tactics with their peers and/or managers on a position-by-position basis. Would 5 different recruiters working the same position use the same search strings and search strategy? Would they find the same people if they used the same source? This fact leads (too) many people to believe that finding talent online is easy and that there is no competitive advantage to be gained in the practice of searching human capital data. One of the most interesting yet overlooked aspects associated with sourcing candidates using the Internet, job board databases, ATS/CRM systems and social networks such as LinkedIn is that as long as your syntax is correct, every search “works.”