Candidate searching is a big challenge because of lacking technical skills. To simplify, sourcing is the Boolean search in recruitment.īoolean search helps in locating the qualified candidates that you prefer to have but are unable to find. The two work hand in hand and fall under the roof of HR functions. This is the initial screening, interviewing, and candidate evaluation process. On the other hand, Boolean recruitment is the step that follows candidate sourcing. What is Boolean Sourcing and Recruitment?īoolean sourcing is the candidate searching, identification, and contacting process. Let's discuss what Boolean recruitment is and how is it the ultimate candidate sourcing technique. And when does it not? Come on, we all know how crucial it is to find qualified candidates to be market competitive but still, 74% of employers fail to do so. Boom! You got the candidate you were looking for.īoolean recruitment is necessary when the need to get the right fit intensifies. Just type the keywords, and operators and click enter. Incorporating the Boolean search commands and operators in the search engines surfaces the right resumes from the myriads. Likewise, google search has so much more to offer only if we learn about its complete utilization. How? You do that by searching for quotes or exact phrases from an article. Without even realizing you perform a Boolean search every day. Did you know? Qualified candidates are available for just 10 days before their next hiring. In Boolean recruitment, a few simple tactics hasten the process of candidate quest. Imagine not needing to sift through resumes for this long yet having the perfect match. Did you know? On average recruiters spend 13 hours a week to source candidates for a single job role. ![]() If you’re looking for more information on Talent Retriever and how we can help you find great candidates – fast – contact us here.Boolean recruitment is the art of candidate sourcing that all the recruiters need to master. We’re often asked – what does Talent Retriever do differently to find candidates? Our ability to utilize Boolean and identify candidates that are otherwise hidden, is one of the many things. Boolean will identify these keywords within a recommendation. Pronouns such as (She OR Her or Woman or Woman OR Ms. Lastly - tying these two ideas together - utilize pronouns within your "Natural Search Language" to identify more female candidates. Google will come back with hundreds of results of females that match the keywords of the string on their LinkedIn Profile.įrom there - click their profile picture and visit their LinkedIn profile to learn more about the potential candidate. Using Google images - enter a Boolean Search string that has the relevant keywords that you need and at the end of the string include: Female site:/inįor example: (“Industrial Engineer” OR “Industrial Engineering”) Female site:/in To identify more females to add to your pipeline - use this trick. Many companies actively try to counteract this discrepancy. Tip 2: Use Boolean on Google to Identify More Potential Female Candidatesįemales make up 51% of the total workforce, but they are averaging only 30% of the workforce across major tech companies. On the Sales side - If you’re looking for high performing sales candidates utilize phrases such as “I exceeded” or “I generated” ![]() It will help identify candidates that have bios on resources outside of LinkedIn - such as Github and Stack Overflow. "Natural Search Language" is great for Google and other search engines. Within LinkedIn Recruiter - you can simultaneously run multiple similar Boolean strings that include phrases such as "I work with" or "I develop." in order to find as many potential candidates that match these types of phrases. This is called "Natural Search Language" and these phrases should be incorporated in your Boolean Search strings.įor example: "I wrote code" AND robots AND engineer AND control AND (Boston or Massachusetts) This creates an opportunity to find candidates based on these descriptive phrases.įor example: “I write code that controls robots.” People use phrases to describe what they do in the "About" section of their LinkedIn profile. Here are 2 tips for identifying candidates using Boolean search both on and off LinkedIn. ![]() ![]() It’s a key skill for recruiting teams – and it's important for recruiters to have as many Boolean tricks and tools in their arsenal as they can. Effective Boolean searching is critical to identifying “hard to find” candidates.
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