Category Archives: Sourcing

Three Free Resume Databases (Because Nothing Is Better Than Free) + a bonus item

I think that those that are most successful in recruiting are typically people who are pretty cheap by nature. The reason? There is only so much information you can get from paid resources and when you have to get outside of the box that means finding free toys to play with and cheap people seek out free by nature.

Today we are going to look at three free resume databases that you can tap into plus throw out one bonus item just to give all of the cheapo’s out there the feeling that they came away with a really good bargain.

Now, I know that as soon as this post goes live there will be many people who will say one of the following so I wanted to give my response (in red) before they even have the chance.

  •  If you know how to search google the whole internet is a resume database. True but not every position requires a dive to the Mariana Trench to find a candidate.
    kll
  • There are a ton of free resume databases out there. Again, true  but what good is it to open a water hose on someone who has never taken a sip from a water fountain before?
    jk
    h
  • Will this change my life? No, but if you even pretend to be competent at your job you need to cover all of your bases.
    JJJ
  • You do know that you don’t have to include the AND operator when using Google don’t you (said in the snobbiest of sourcing snob voices)? Yes I do know but for those that don’t know an AND operator from an OR one it’s easier to understand.
    ddd
  • Why should I use these if I can use Monster, Careerbuilder, etc? Because not everyone posts their resumes there.

So without further adieu here are three free resume databases for you:

(crickets chirping)

What you aren’t excited? Oh, you want to know how to search them as well?

By using the site: operator in your favorite search engine you can tap into the resumes posted in all three sites.

In Emurse  site:emurse.com AND (“java” OR “j2ee”) AND (“engineer” OR “developer”) AND (“new york city” OR “nyc”) -inurl:jobs you come up with 43 solid results.

Not all are perfect and 43 is not a huge number but it is 43 more than you had before we did the search.

With VisualCV if you search site:visualcv.com AND (“java” OR “j2ee”) AND (“engineer” OR “developer”) AND (“new york city” OR “nyc”) you come back with 16 results (as seen below). That doesn’t set the world on fire but that is 16 people you might not have found anywhere else.

With DevBistro you can go down the Google route (site:devbistro.com AND keywords) but they offer a very easy way to search resumes out (hint – its circled in red below).

So here we go with our bonus item (I can here the faint sound of a drum role in the background). If you have exhausted your local search and want to take things in a different direction you can search out people on LinkedIn who are willing to relocate.

If I wanted to find Java developers who were willing to relo I could search site:www.linkedin.com AND inurl:pub -inurl:dir (“java” OR “j2ee”) AND (“engineer” OR “developer”) AND (“open * relocation” OR “open * relocate” OR “will * relocate” OR “willing * relocate” OR “able * relocate” OR “ability * relocate” OR “ready * relocate”) and it comes back with 293 results.

Hopefully you can find a whole mess of potential candidates using free resources this week and going into 2012!

What are your favorite free databases? What are your go to free resources?

Until next time good hunting and good luck!

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How Do Say Screw You to LinkedIn Group Managers That Don’t Like Recruiters? BOOLEAN BABY!

One of a recruiters best friends is LinkedIn Groups and one of a recruiters worst enemies are LI Group owners who make the decision that having recruiters as part of their group is a bad thing (ie a big screw you to all of us).

Whether you realise it or not, you do have a way of sticking it to those group managers who don’t like us and it gives you the ability to do everything but post a discussion.

Using Google’s site: command and some good old fashion Boolean you can narrow in on those LinkedIn profiles who are members of  a particular group.

For this example we are going to pick on the Microsoft Dynamics AX Professionals [2000+] group as they give recruiters the middle finger in their group profile.

If you search site:linkedin.com AND inurl:pub AND “Microsoft Dynamics AX Professionals [2000+]” you will uncover any and all people that have the group listed on their profile.

If you were looking for a group member in a specific geographic area you could narrow it down by adding the city in which you are searching.

For the example below we narrowed it down to Chicago by searching site:linkedin.com AND inurl:pub AND “Microsoft Dynamics AX Professionals [2000+]” AND “greater chicago area”

So next time a group owner gives you the finger give it right back to him.

Until next time, good hunting and good luck!

Practical Twitter Advice For Recruiters (+ Some Google Hacks & Why So Many of us STINK At It)

If you look at any tool that comes out that can (and will) be used by recruiters you can see the following trends / patterns develop time after time:

  • There are early adapters that make mistakes, figure out the tool, and are able to utilize it for the good of their searches and organization
    k
  • There are those that are late adaptors that follow the positive things that the early adaptors did and utilize it effectively to interact and find candidates
    p
  • There are those that see that it works for the early adaptors and some late adaptors, try it, never really put any emphasis into it, and then leave it

No one tool defines this better than Twitter. Do a search for recruiters on it and you will find A TON of them using it with the vast majority FAILING.

In fact, the majority of recruiters create a profile (without a picture, bio, etc) let three friends and five coworkers know about it then tweet a couple of their openings. When they don’t get any response (at this point make sure to read our previous post – ARE YOU A RECRUITER OR GLORIFIED ADMIN ASSISTANT?) they quit and say that it is a worthless tool and they never understood it.

I am not by any means the golden standard when it comes to recruiting with Twitter but I am sure as hell embarrassed by all of the recruiters out there who fail at it so miserably. If I can figure out some of the basics then surely you can as well.

With that in mind here are some ideas on how to not be an embarrassment to the recruitment community overall in your Twitter efforts:

DON’T JUST POST JOBS!!!! If all you do is post jobs DON’T expect anyone to give a rat’s backside about what you have to say. It’s ok to post SOME jobs but do it in an interesting way (ie DON’T just say, “We are hiring a sales person”)

Find and follow people that work in the functional area / industry / geographical area in which you recruit. You can find them any number of ways (including Twitter’s own search feature) but I think you get really good results by using Google:

  • site:twitter.com intitle:on “CITY OR STATE” “KEYWORD(S)” -jobs -job An example would be site:twitter.com intitle:on “Los Angeles” (“software engineer” OR “software developer”) AND (“java” OR “j2ee”) -jobs -job
    c
  • site:twitter.com intitle:”on twitter” “bio * * “KEYWORD(S)” AND “location * LOCATION(S)” An example would be site:twitter.com intitle:”on twitter” “bio * * “software engineer” AND “location * (tn OR tennessee OR nashville)
    sss
  • You can also search for lists of people (for more on Twitter Lists click here) by using site:twitter.com “KEYWORD(S)” inurl:lists KEYWORD An example would be using site:twitter.com “software engineer” inurl:lists (“microsoft” OR “google”)

Participate in the conversation. Mention people, answer questions, ask questions, participate in chats, start chats, JUST DO SOMETHING TO INVOLVE YOURSELF!

Use and search on hashtags. A hashtag on Twitter (#KEYWORD) is pure gold (well maybe more like platinum) and can help get your message out there or find the best people to talk too about any topic you like. For more on what hashtags are and how to use them click here and here.

Develop a QUALITY following. You can have the world’s most interesting things to say but if no one is following you to read it why even put forth the effort. Developing a QUALITY following is by far (at least in my opinion) the most difficult thing but working towards it can pay off huge in the long run. 

Stay in the know. Twitter (as is all social media) is an ever-changing tool and the only way to keep up to speed with best practices, how to use it, how to be succesful, etc is to keep up with what the experts are saying.

To help you get started (and to allow you to dive deeper with Twitter) here are some articles to help out:

 Until next time – good hunting and good luck!