Tag Archives: linkedin

Best Recruiting Thought Ever….

Last week I was fortunate enough to go to LinkedIn’s Talent Connect event in Las Vegas and from all accounts (mine included) it was a great event with great speakers, great content, great networking, and a great time had by all.

In the midst of all that happened and all that was said last week there was a simple comment made by one of the speakers that had the most impact – be constantly curious.

That one comment has been my ‘Field of Dreams’ moment (ie “build it and they will come”) and I am now on a mission to be more curious and open to the new in everything I do recruiting wise.

Hope you join me….

Until next time – good hunting and good luck!

if you want to see a whole slew of writeups on what went on and what was learned and shared search out #inTalent on Twitter and you will find a ton of information


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.
  • 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?
  • 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.
  • 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.
  • 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!

The Seven Be’s Of Social Media Success (Because Six Isn’t Enough and Eight Is Too Many)

There are as many experts on social media as there are people who participate and each is more than willing than the last to share their ‘expert, professional’ opinion if asked.

As a recruiting professional many of the outside world’s best practices apply but all it takes to be successful are seven key be’s.

Be involved. Get yourself on the big three at least (Facebook, LinkedIn, and Twitter) and a few that are niche for your area (IT, accounting, sales, etc).

Be smart. If your granny would be embarrassed by it stay away. If your granny has no shame then go with your most conservative great aunt.

Be engaging. If you are boring in real life will yourself to be interesting at least once or twice a week in 140 characters or less. Give people something to talk about in a good way.

Be consistent. In social media showing up on a regular basis is a huge factor in being successful. If you plan on showing up once a month and crashing the party you might as well forget about it.

Be well networked online. Build a big, strong network. It takes work – they are not going to come just because you built it ala Field of Dreams.

Be proactive. Connect to people and start building credibility / a relationship before you need them to be in a part of network.

Be like Mr. Rogers. Work hard to make your online (and offline)neighborhood a better place.

I hope you are ready to go out and rule the (social media) world! Are there any other ‘be’s’ that we should have included / left off of our list? I look forward to hearing your thoughts!

Until next time – good hunting and good luck!

Things You Should Know About LinkedIn But Probably Don’t

When I joined LinkedIn back in December of 2003, I (along with the other 77,000 members at the time) had no idea that it would be where it is at now – over 120 million users, a publicly traded company, and leading the pack of ‘professional’ social networking sites.

With all of the attention it has been given over the years there are four areas that I have not seen written much (if at) about that I thought were mentioning.

You have a limited number of invites. Unless you are an absolute heavy user of the site you probably have no idea that LinkedIn gives you 3,000 initial invites to use before you have to ask customer service for more, which is not guaranteed.

You can join fifty subgroups. By this point I believe that most users of LinkedIn know that you have fifty groups to join but most don’t know you can also join up to fifty subgroups as well for a total of 100 groups that you can participate in.

Other LinkedIn limitations to know:

  • You can own / manage 10 groups
  • You can own / manage up to 20 subgroups at one time.
  • You can moderate up to 50 groups at a time.
  • You can follow-up to 5,000 people at a time.

LinkedIn failed fourth grade math. If you pay attention to your network size and makeup at all you know this is truth. The statistics in the large  box below are supposed to represent the 9,056 connections I have (as of 10/8/11).

As you can see it says that New York is the area in which I have the largest percentage of my connections followed by San Fransisco, and Chicago. In actuality, Nashville makes up nearly 50% of my connections (but is not listed anywhere) followed by New York and Seattle (see smaller ‘Locations’ box).

In similar fashion LinkedIn says that Information Technology and Services makes up 10% of my overall network followed by Computer Software and Human Resources but if you look in the smaller ‘Industries’ box there is a big discrepancy there.

I don’t know who they have doing their math for them but the numbers just do not add up.

You know of anything else that is not commonplace knowledge about LinkedIn that others should know about? Please do share them!!

Until next time – good hunting and good luck!

3 Takes for the Price of 1 + $1 (Recruiters as “Open Networkers”, Desperate Networker Guy & Connection Bragger Guy)

The older I get the more I like the idea of being like Christina’s (my wife) grandfather Papa. He is as sharp as sharp gets, has a great sense of humor, and if he sees a wrong he tells it like it is no matter what.

Just to be completely honest, over the years I have come to realize (begrudgingly) that I’m not the sharpest tool in the shed and  according to my better half I’m not as funny as I think I am so that leaves me with only one option to be Papa like (to quote Carl Lewis “UH OH!” – YouTube it – it’s funny).

Today I bring for your perusal three takes to the table (for the price of one + $1.00) that I realize are very nit-picky and will not matter to most but I think they are worth mentioning (and I am the one writing).

As a side note, I personally know and respect people who fall into the categories discussed below so please believe me when I say this is not a personal attack on anyone in particular.

Recruiters as “Open Networkers”

I always wonder about a recruiter if I look them up on LinkedIn and they only have 100 connections or they don’t have a strong network in the areas in which they recruit. If you are a in recruiting being an open networker is part of the job and if you are anything but open to networking with anyone, anywhere, anyhow you are in the wrong business.

The way I look at, if Webster had an entry for “open networking” and you recruit for a living, you had better see your picture as the definition. If you don’t, game over man. 

Desperate Networker Guy (or Gal)

I know you know this person (I used to be one but am recovered now) as about once every five minutes they will tweet or give a network or status update that says something like, “If we are not connected on LinkedIn, Twitter, of Facebook we should be” and then give a link.

Not much more to say here other than it drives me up the wall and I never connect with those people on the other networks – I would just be enabling them if I did.

Connection Bragger Guy (or Gal)

Another thing that drives me bonkers is the guy (or gal) on LinkedIn, Facebook, and/or Twitter that puts how many connections they have out next to their name (ie Robert Smith, 19k Connections).

Unless I know the person personally or know their work, I normally think one of three things about those who outright advertise how many connections they have over and over (and over and over):

  • The only value they bring to the table being connected to a bunch of people they have never met and probably never will
  • They must have really low self-esteem to have to try to impress people with all of their ‘connections’
  • They have inherited a bunch of money and have nothing better to do than to add as many connections as they can on the social networks

Before you start sending hate mail it does need to be said that I believe in having a lot of connections  (several thousand on both Linked and Facebook and ~1,500 on Twitter). HOWEVER I would much rather be known as

  • a Christian
  • Christina’s husband
  • the father of Alec, Luca, and Alden
  • Matt LeBlanc (not Joey)
  • Ken & Renee’s son
  • Lauren,Kristen, and Erin’s brother
  • community involved
  • a solid recruiter
  • a good guy


  • someone who knows a thing or two about job-search (hint to check out my job-search blog here)

before I am known for how many connections I have.

It is important to remember that at the end of the day being an ‘open networker’ and having several thousand connections will HELP you as a recruiter in a number of ways but will  NOT make you an effective recruiter – people and research skills plus knowing how to use the phone will.

Until next time – good hunting and good luck

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!

Karate Kid, Boogie Nights and Social Media for Recruiters

Two movies that I have always enjoyed are The Karate Kid and Boogie Nights and each features a song that plays well into recruiting when it comes to your social media presence.

“Your the Best” (one of the best songs off of any soundtrack in the 80s)

“You Got the Touch” (also featured in the 1986 Transformers movie)

When people look at your LinkedIn, Twitter, Facebook, and other profiles do they think ‘your the best’ and ‘have the touch’ (I know, I know – corny right) OR do they think you are a complete loser?

Here are some things to think about when it comes to all three to make sure you don’t fall into the latter:


  • Actually have an account
  • Say something more than once a month
  • Have a profile picture
  • Work to develop a following (5 followers is not enough)
  • Join into a conversation DON’T JUST POST JOBS!!!!!!!!!


  • Again, actually have an account or a fan page or SOMETHING!
  • Have good content on it that is interesting, funny, worthwhile, and thought provoking.
  • Again, don’t just post jobs!


  • Make sure you have your profile 100% complete
  • Make sure you create a vanity URL
  • Work towards getting 500 connections so that your profile shows 500+  – recruiters are supposed to know people and if all you have is 100 connections it wouldn’t give me very much confidence in you
  • Contribute to group discussions and answer questions (DON’T JUST POST JOBS!!)
  • Have something interesting for visitors to look at and read (a blog, shared document, etc)

What say you – is looking important and like you have your stuff together important on the social media sites? Look forward to your thoughts and comments!

Until next time – good hunting and good luck!