How Effective LinkedIN.com & LinkedIN Recruiter for Recruitment

LinkedIn.Com


How to Find Active Job Seekers on LinkedIn

Let’s hypothesize that people on LinkedIn who are looking for new employment would actually state such on their profile, as “currently seeking,” or “seeking new” or "Looking out".


LinkedIn Search String to Find Active Job Seekers

After spending about 10 minutes reviewing results, iteratively modifying my searches and looking for patterns of phrasing for seeking employment as well as hypothesizing. what people might say to signify that they are pursuing employment:

(seeking OR seeker OR “looking for” OR “in search of” OR “open to” OR “new job” OR “actively pursuing” OR “pursuing new” OR “searching for” OR “new opportunity” OR “new opportunities” OR “available for”)


Bullhorn Reach Radar:

Making numerous changes to a LinkedIn profile and/or adding multiple recommendations in a short period of time can be indicative of someone that is beginning to look for new employment.

One way is to use Bullhorn Reach’s Radar.

Radar isolates key LinkedIn profile updates (and Facebook too if you connect it) so you are automatically notified of updates and recommendations within your network.

Bullhorn Reach’s Radar is a simple way to automate the identification of such LinkedIn profile activity.

Of course, Radar is limited to your network, so if you’re not connected to your target talent pool, you won’t gain any/much insight.

LinkedIn Signal:

I wonder how many people used LinkedIn Signal – I don’t see too many people writing or talking about it, and LinkedIn buried it. There are few features in updates..!! Please explore

Monitor your Brand and Personal reputation.

Final Thoughts & LinkedIn Search Challenge

We are identifying people based on their job search status, people who are actively seeking employment will mention things on their profile such as “currently seeking” or similar, many people won’t. There are many more ways to express an interest in seeking new employment opportunities and finding the right candidates.

It’s X-Ray Time!

Going to Google, we can use  X-Ray search

site:linkedin.com (inurl:pub OR inurl:in) -intitle:directory (“Developer” OR “Programmer") (“Bangalore" OR "Mumbai") "Java" -jobs -recruiter -hiring

find email ID's

site:linkedin.com (inurl:pub OR inurl:in) -intitle:directory (“Developer” OR “Programmer") (“Bangalore" OR "Mumbai") "Java" -jobs -recruiter -hiring "gmail"

LinkedIn Recruiter: Best ways to bring out results


Search Algorithms:

LinkedIn has got millions of career profiles. They have come up with many algorithms in the recent times like "People you may want to hire" Similar profiles, Profile Matches for your posted jobs, People Also Viewed and Suggested Professionals.

Inmail;

Perform best searches to get the right prospects and review the profile in detail before sending the Inmail. We are here to build a brand for ourself and Dont share bulk messages it creates negative impact. Establish a bridge between the candidate instead of approaching for a Job opportunity.

Try different subject lines:

I’ve done my research… We need you!”
Hello… is it me you’re looking for
you have the job I’m looking for :-)
Hi, it’s me, your LinkedIn friend
we will help you Grow
Rare Talent Requires Exceptional Representation- we Recognize

Sending Inmail in right times fetches better responses.

Update Me :

Giving you visibility into changes prospects make to their public profiles so that you can engage them in a timely way

There are different searches in LinkedIn Recruiter like Keyword Search, Conceptual Search, Natural Language Search, Indirect Search and Implicit search.

Social Media..?? Social Media Recruitment..??? Social Media Tools..????

Happy to say that we have people changing their legacy recruitment methodologies(With Portals) to Social Media Or Social Recruitment using LinkedIn, Facebook, Twitter etc.

Do you think Are we in the Right way to deal recruitment using Social channels..!! I Say yes

Social Media:

Set of internet tools that enables shared communities (Large/ Small/ Private/ Public / Local/ Global) both On-line and In-person. Community of people with common interests to learn, play,work, Organise and Socialise.

How is this Helping out to Recruitment:

Social Media Recruitment:

Recruitment uses social media as channel in replacing your job boards.

It is all about Finding Which is Sourcing and Attracting we call it as Branding..!! Usually in Job boards we see people who are Active in job Hunt but very little High Talent but Social Channels Provide talent but Passive..!! Where selling(Brand or Opportunity) comes into Picture.

So we can Source Candidates, Build Network, Research tools and Branding (Employee/Employer)

Social Media Recruitment is not a Strategy..!! It is a key to understand where the talent hangouts On-line and then develop a strategy to engage..!!.

Social Media Recruitment Tools:

Here comes to everyone's Notice  LINKEDIN, Facebook, Twitter..!!

We made our road blocks as posting a job in these websites as Maximum Reach Why not we go beyond..!!

If a candidate is using Social Media  to find what they want, Why not we use to find them where they are existing..!!

We have all the chances to reach..!! you need to get into mind of candidates and how they search to find their job.

Put yourself in Job seeker shoes and start hunting candidates..!!

X-raying helps LinkedIn & Twitter for better results to any skills across industry.

Facebook Search tool helps almost to find the right talent.

Find out Other channels where Talent Hangout

For Example:

Google+, Github, Stackoverflow, Dribble, Quora, Instagram, Pinterest, Youtube and Blogging.


Please feel free to comment we are all here for sharing and Learning

Do Social Media tools Help Recruitment..??

Hiring can be a tedious process but with these handy tools, social media recruiting can be a piece of cake! yes Try these tools and you have the Answer..!!

LinkedIn
Comprising of 130 different industries, and well over 100,000 recruiters, LinkedIn is by far the largest social platform of professionals. Employers can use LinkedIn in a number of different ways to find employees including: searching by employer (current/past), using InMail, purchasing advertising, and networking.

LinkedIn can also develop and expand a personal network of professionals to whom the employer or recruiter can send a request for a referral of a recommended candidate for a particular job opening.

Facebook Marketplace
You can post a job for free in the Facebook Marketplace. The ad requires basic information such as location, job category, subcategory, title, why you need to fill this position, description and if you want to post your photo with the job posting or another image.

Facebook Pages
A lot of the times, the best candidates are your biggest brand fans; those who follow your social media accounts, and love and engage with your brand. Use your facebook page to find people both active and interested in your field or that would be interested in your available position.

Twitter
39% of all job seekers are on Twitter and 8 million Twitter users have credited Twitter as a source of landing their current job. Top employers around the globe, including Disney, are also engaging prospective employees through Twitter. By retweeting relevant news and using Twitter hashtags quite well, employers are able to engage with prospective candidates increase their job ad’s reach.

Lippl
Lippl allows you to quickly uncover LinkedIn profiles that are out of your network, identity@facebook.com email addresses, and find out if your prospective candidates have anything in common with your Facebook friends.

about.me
Find passionate experts in your field who love putting themselves out there. about.me is a social network where people create pages about themselves, their thoughts, passions and epertise. . You’ll also get a feel of the person’s personality by viewing their own personal  website too.

BranchOut
Branch out allows you to turn Facebook into LinkedIn. BranchOut overlays employer information on top of users’ Facebook interface, which allows recruiters search by company, job title, or even an individual’s name! BranchOut then displays relevant candidates based on your search criteria and your connections to those candidates. Because of its use of Facebook’s API, BranchOut can claim it allows access to 800 million searchable profiles.

Instagram
If you’re looking specifically for team culture then using Instagram to look for your next hire may be the perfect tool! There was recently a fun story going around the Internet about a young college grad being offered her dream job via an Instagram picture. She followed ePrize throughout her college career and they followed her right back. The company was able to get a feel of her work, photography, and attitude. In turn, she was able to get a feel for the company culture and employer brand.

Streak CRM
Streak is a handy tool that you can use in your inbox to manage the entire recruiting process, from ‘prospect’ to ‘close.’ Track your applicants where you talk to them – in your email. Streak builds on your existing email habits to create an easy and efficient experience.

HireRabbit
HireRabbit makes it easy to recruit on social media platforms such as Facebook and Twitter. HireRabbit allows you to combine your career site and Facebook page into one, making it easy for candidates to find and apply for your jobs.


Jobvite
Jobvite is the leading social recruiting and applicant tracking system for companies with the highest expectations in recruiting software. Jobvite maximises the reach of your ad via social media, friend and network referrals, and even mobile apps. With Jobvite you can turn your social followers to potential candidates and build relationships.

Evernote
Social recruiters are always working on the go – evernote allows you to access all of your notes and resources wherever you are. You can create to-do-lists, meeting notes, recruiting strategies, notes on candidates during interviews etc.

Extracting Email Address from X-Ray Search

Extracting email addresses from X-Ray search in LinkedIn or any other site is a great trick to find the email addresses. There are plenty of tools to help you extract the email Id's.

Given below example shows how to find the email address and tools for extracting.

site:www.linkedin.com "oracle trainer" -jobs "mumbai" "gmail.com"

Sample results:

Vikram Nayak | LinkedIn

https://www.linkedin.com/in/vikram-nayak-a622b124

Pune Area, India - ‎Freelance Corporate Trainer - ‎YOU AND WE

--CDAC Authorised Centres (Mumbai and Pune) ... Mail id: vijayvikramrnayak@gmail.com / vijayvikramrnayak@yahoo.com. Tel: Res ... Senior Oracle Trainer(Manager-Oracle Track Lead) with the LnD team of Cap Gemini India Pvt. Ltd., 

Subramanyam) profiles | LinkedIn

https://www.linkedin.com/pub/dir/+/Subramanyam)

Current: Oracle Corporate Trainer at freelancer; Past: Oracle Trainer at logic ... University of Mumbai, Vivek Vidyalaya; Summary: A Senior Project Manager with a .... Summary: Email id: sunil.wizkid@gmail.com Specialties: • Data Structures ...

The Email Extractor:

Email Extractor is a Powerful email extraction extension for your Chrome. Extension automatically fetches valid available email ids from the web page which further you can copy paste particular email ids you need or export all of them to a text file.

This plugin fetches email ids from the Source Code and has no relevance to what you see on the front, so for example, if you see 3 email ids on the website, plugin may fetch more if it finds hidden email ids in the source.

Zoho Contact Info Extractor:2

Contact Details can be saved directly to Zoho CRM as a Lead or Contacts in just one click without even opening Zoho CRM in a separate tab.

This is how the extension works:

In Google Chrome, highlight any text be it email signature or the content in Contact Us page or the contact info in LinkedIn page,

Right click and “Add to Zoho CRM” from the contextual menu or you can directly click on “Zoho CRM” icon in the toolbar.

Information will be parsed automatically and will be shown in the popup menu in the extension. Verify the details and click on “Add to Leads/Contacts”. It will add those details in Zoho CRM.

X-Ray Searching Techniques (LinkedIn,Github,Google+)

A Sourcers searching is never done with these sites LinkedIn, Github, Google+. if you're relying only on these site's native search boxes, you're missing out on top candidates. A far more comprehensive and specific way to scour for talent is to build boolean strings and use them to X-Ray sites It means search every page Google has scraped from any site you choose, based on filters like location, title, skills, and more. Here, I'll break down what goes in to a proper X-Ray search, and how you can bend the knowledge of Google to your will. Google helps us in indexing each and every page from different web sites.

LinkedIn

First, let's talk about structure. If you're not familiar with Boolean search, an X-ray search string could be overwhelming. Here's a sample search search terms replaced by the the specific search criteria represented in that area of the string you'll past into Google:

site: URL  "position" skills "linkedin specific modules" "location"

So, for example:

site: linkedin.com “engineer” java hadoop “people you know” “Bangalore”

LinkedIn Specific Variables: It's important to note that LinkedIn's pages have many different modules and areas they list profiles based on different criteria. A couple examples of these are "People you know", "People Also Viewed", and "Latest Activity". I'm sure as you browse LinkedIn, you'll notice others, so plug those into your search string and see what you get.

Github

X-Raying Github is a bit trickier, as typically users aren't listing their titles or positions anywhere on the site. As a result, it's better to narrow down the field by looking for active users with a given amount of followers, or specifically within the repositories or activity tab. 

Here's an example:

site:github.com "india" ("3..50 followers")(jquery | hadoop)

This string will give you a jumping off point, but there's a great deal more customization to be had. For example, whittle your results down further by including a pipe ( | ) after the 50 followers and adding a range for favorites. Then, you'd have:

site:github.com "India" ("3..50 followers" | "10..500 starred") (jquery | hadoop)

If you have specific details about the types of projects your candidate would eventually be working on at your organization, consider including these keywords paired with Github's "Contributions" or "Public Activity" tab.

site:github.com "India" ("3..50 followers" | "10..500 starred") (jquery | hadoop) tab.activity

Google+

Many people scoff at Google+, but every week it seems I see a new post explaining why we can't ignore it. So I'll just assume that you, like many of the best recruiters, DO take Google+ seriously, and I'll jump right to the string:

site:plus.google.com ("lives * india"|"lived * India") (recruiter|sourcer|"talent acquisition") -inurl:(posts||photos|videos|plusones)

A few things stand out about this search. For one, including "lived * India") is a sneaky way to widen the net you cast. Even if someone isn't currently living in India, if they've lived there in the past, they may have a soft spot for the City, and be more open to a move.

In addition, you must take into account G+'s various tabs, in the same way you factor in Github's profile sections and LinkedIn's various modules. Here, it's important to make tabs negative search parameters by including them after the minus (-) sign. This is because many people share content regarding many different topics, some of which might not be their area of expertise. With the above example, all but the 'about' section are left out, meaning you'll only be searching the material in the relevant area of the candidate's profile.

Boolean Search Basics

Boolean Search Basics

AND

OR

NOT

()

"" 

*

By applying these appropriately, along with the keywords you wish to consider, you can create a huge range of search operations. There is no limit to how often you can use any of these elements in a search, so you can create very specific search strings, which will save you a lot of time in filtering the results.

AND

AND is the simplest function to apply. Any search terms that follow an AND command must appear in the result. For example:

engineer AND “senior developer”

Will give results that include both the word engineer and the phrase “senior developer”. All search results will include both, and any CVs that have either engineer or “senior developer” (but not both) will not appear.

OR

OR provides options into a search. Usage of the OR command allows you to create a list of possibilities for which only one match is important. For example, the following search phrase would give you results that contain one or more of the stated words:

hospitality OR catering OR hotelier

NOT

NOT is the command of exclusion. If there are closely related terms that mean very different things, then usage of the NOT command is extremely valuable. An example could be as follows:

architect NOT “software architect”

This would give you results that contain the word architect, but leaving out any that use the phrase “software architects”. Very useful if you are operating in the construction industry. The one major limitation with the NOT command is that it isn’t recognized by Google.

“” – Quotation Marks

You will have noticed that I have used the “” expression above in some examples already, wrapped around particular keywords. These quotation marks are used to capture a phrase that is to be kept intact, in the precise word order stated. Not using “” around a phrase will mean that each word is treated separately, usually with an assumed AND in between each one. 

For example:

Java Developer

would give results that contain "Java" and "Developer", but not necessarily in the same sentence or paragraph!

“Java Developer”

would give results that only contain the phrase "Java Developer"

() – Brackets

Using brackets is essential for complex search strings, and it can be their application that causes the most confusion. Essentially, a clause within brackets is given priority over other elements around it. The most common place that brackets are applied by recruiters is in the use of OR strings. Perhaps a good example would be company names. You have a list of target companies from where you wish to find your talent, and a candidate can have worked at any one (or ideally several) of them. You might initially construct a command like this:

IBM OR Oracle OR “Red Hat” OR Microsoft

These are all large companies though, so any search like this is likely to generate a large number of results. If you wanted to find just individuals who have reached Manager or Director level, then you might use the following command:

“Manager” OR “Director”

To combine both commands into one search, we use brackets to tell the search engine that these are separate conditions. In order to tell the search engine that we want to see results containing either Manager or Director and also one of IBM, Oracle, Red Hat, or Microsoft, we group them like this:

(“Manager” OR “Director”) AND (IBM OR Oracle OR “Red Hat” OR Microsoft)

It makes no difference which order the two bracketed sections go; the same results will result either way.

* - Asterisk

The asterisk can be used on most resume databases and non-Internet search engines as a root word/stem/truncation search. In other words, the search engine will return and highlight any word that begins with the root/stem of the word truncated by the asterisk.

For example: admin* will return: administrator, administration, administer, administered, etc.

The asterisk is a time saver for search engines that recognize it (most major job boards and ATS’s) because it saves you from creating long OR statements and having to think of every way a particular word can be expressed.

LinkedIn does not support the asterisk, so you will have to construct large OR statements to search for all of the various ways someone could mention each term you’re searching for. For example: (configure OR configuring OR configured OR configures)

Facebook Hacks for Better Sourcing

Facebook Search tool for Recruitment by Shane McCusker

I believe you guys will love using Facebook Search tool. Specify the criteria of your Search and this tool will help you search in Facebook. Find people by Name, Job, Location, Age, Gender, their Friends, the Groups they are members of etc. Your browser may need to be logged into Facebook for this to work. We should be thankful to Shane McCusker from intelligence Software Ltd.



Click here to add to your Chrome browser: 
https://chrome.google.com/webstore/detail/facebook-search/dipfggodcibdmflidbceoaanadclgomm

Recruit Using Facebook with FB UID Scraper

As of the second quarter of 2015, Facebook reported 1.49 Billion monthly active users worldwide. That is a large amount of people and in turn a number amount of potential candidates. So how can you recruit using Facebook? FB UID Scraper is a Chrome Extension optimized for recruiters to pull user data from Facebook Graph Search. Facebook Graph Search, is a search engine that allowed people to search using regular language.  For example, rather than creating elaborate boolean searches, you can create a search to find people who are not my friends and went to work at [Company] in [Year].

You will have the ability to find hundreds and thousands of files. At one time, in order to use the data, you would have to manually enter each result into a spreadsheet to pull the information into your candidate database or Application Tracking System.

Click here to add to your Chrome browser: 

https://chrome.google.com/webstore/detail/fb-uid-scraper/hflfdfjhemennkeeolpjdbdfbfonodbg/