Recruiting veteran Glen Cathey has a slew of recruiting solutions and tricks up his recruiting magician sleeve. His more than 15 years in recruiting have made him a talent attraction guru with the inside track on engagement and attraction, sourcing, recruiting solutions, and search. His focus is on talent mining, semantic search, Boolean queries, MoneyBall Recruiting, and innovative sourcing. He is a sought after speaker for sourcing and recruiting conferences and events such as LinkedIn Talent Connect, SourceCon, and Australasian Talent Conference. He shares his thoughts on resources for sourcing, recruiting solutions, big data, analytics, and social recruiting at booleanblackbelt.com.
Diversity Recruiting on LinkedIn
Cathey has some unique recruiting solutions for search that yield accurate and useful results for diversity sourcing. He reminds recruiters that LinkedIn’s search fields are limitless, unlike most search engines which are limited by as few as 100 characters, and this allows you to search on large numbers of names at once. So if you are trying to find women java programmers, searching in LinkedIn on 100 common women’s names separated by the word “or” and the keyword java, like this: “Cathy or Cindy or Candy and java” will reveal a large quantity of hits for the diversity candidates you need. He suggests that you can also search for names from the countries or ethnicities that you need. Cathey says that while the search strings you can build to use in LinkedIn are technically limitless, the larger they are, the more prone they are to produce white screens or contain false positives, so going over 300 might affect results in ways that aren’t as worthwhile.
Cathey tells recruiters looking for diversity candidates to build a list of keywords that apply to their diversity targets to use in search strings. For example, if your diversity recruiting initiative is to add Hispanic women to your IT department, creating a list of Hispanic women’s associations, sororities, and conferences to use with an Excel Boolean “OR” string builder creates search strings with keywords. Use the custom search strings in LinkedIn search to pull diversity candidates. He suggests saving the custom diversity search strings and setting a search alert with them to be notified when new or updated profiles match. You can use good matching candidates with LinkedIn’s “similar profiles” feature to find many more similar candidates, and use custom filters to refine search results to certain relevant groups for diversity candidates such as “women in technology” or “Hispanic women in engineering.”
LinkedIn groups relevant to your diversity targets and groups focused on diversity are other ways recruiters can use LinkedIn for diversity sourcing. Share your diversity openings in relevant groups and use the Share Job feature when posting jobs in LinkedIn to share it with up to 10 groups to focus your job communications to a targeted set of individuals.
Sourcing Talent on Social Media
Cathey says that recruiting solutions that involve sourcing talent on social media are very different than recruiting solutions that involve sourcing candidates in other ways such as resumes, conference attendee lists, and employee directories. He says the biggest difference in sourcing and recruiting solutions with social media is the use of slang and other language that is not generally found in resumes or traditional recruiting. This requires different search query terms, and a good understanding of social media users. He extols the virtues of social discovery tools like Falcon and Talent Bin. Falcon enables users to reveal social profiles by aggregating their social trails from across the web. So using Falcon, you can use someone’s Twitter handle to see their other social media profiles on platforms including Google+, Facebook, Instagram, YouTube, WordPress, and others. Cathey likes TalentBin’s Chrome plugin, which lets recruiters gather candidate’s social exhaust quickly and easily from anywhere on the web. These two recruiting solutions are free, which makes them even more attractive in Cathey’s eyes. He loves TalentBin’s big data premium solution but loves the way the plugin leverages a huge number of social media sites from one place without having to click around and search manually.
Cathey and the Evolution of Sourcing
Glen Cathey is highly invested in candidate sourcing, both old school and evolving methods in social media. He shares Boolean string query techniques on his blog and discusses social media aggregators and how to use them in nonconventional ways to produce the best sourcing results. He says that recruiting solutions that rely upon sophisticated methods of sourcing have evolved rapidly with social media and that it will continue to change but won’t go away. Sourcing and the need for sourcing both exist because employers need qualified candidates and don’t always have enough of them to fill their openings so they must go out and find them.
Job posting is a very passive sourcing technique that is not the most effective way to find candidates. Cathey reminds his blog readers that the bigger part of the job pool consists of passive candidates who are not out on the job boards looking for job openings and require various sourcing knowledge and techniques to attract to your company’s openings.
He describes sourcing as something that’s always existed and will always exist because companies will always need to find top candidates. He disputes the “people are easy to find now so who needs sourcing” attitude as overly simplistic about the rise of social media and connectivity. Just because people are easy to find doesn’t mean it’s easy to match them to the company culture, the needs of the position, or the work environment.
He uses a couple of analogies about this, such as finding needles in haystacks and finding common home improvement items like light bulbs at stores like Home Depot. Just because there are more needles in haystacks, it doesn’t mean you’re going to be able to find the right needles. It should be easy to find light bulbs at a home improvement big box store because they have a lot of them in stock, both in quantity and variety. But you have to search through all of the light bulbs they carry and may still not find the exact type of light bulb you need to work in your particular light fixture. It’s the same with candidates, he claims. Quantity and easy access doesn’t automatically equal easy quality hiring without quality sourcing and recruiting solutions.
Andrew Greenberg’s roots in recruiting date back to 1996. He has experience both on the agency-side and corporate-side of the staffing business, with a focus in the financial services space at companies like Bloomberg and UBS. He also has core experience with information technology staffing, and has worked for major software companies such as SAP Business Objects and IBM/Informix Software. To get in touch with Andrew, you can reach him by email or by phone at (800) 797-6160.