rch engines.75% of hiring managers and recruiters Google candidates.
We will discuss all facets of using Google search for sourcing, including new features introduced by Google in December 2009 and in 2010.We will start from the basics and go to the advanced and creative techniques. The webinar will be useful for sourcers, recruiters, and anybody interested in online lead generation.Prerequisite: experience searching on Google.
* Boolean syntax* Operators and Special Characters* Creative Use of Special Characters for Sourcing* Finding email addresses* Targeting Geography* Finding Lists and Directories* X-raying Zoominfo, Jigsaw, Spoke, Scribd and other useful sites* Using the Date Range* Real Time Search* Google’s Social Search* Custom Search Engine Basics* Productivity Techniques
All webinars come with one month of unlimited Q&A over email.
Date: Monday, March 22Time: noon EST/ 9 am PSTLength: 90 minPrice: $79
conferences over the last ten years. I have always loved the experience and actually looked forward to each event. Well, wait… let me be completely honest. The first several exhibitions that I was a part of were miserable. I didn’t like the competitive nature of them, I hated when a co-worker stepped in front of me to talk to a visitor in our booth. The stepping on toes part left a very bad taste in my mouth. I am not competitive enough to behave in such a way, I value the perception of the potential client way too much, besides– my momma taught me better than that.
I have always felt that your service or your product should speak for itself. That the slimy sales tactics so often exhibited in our industry are not only abhorrent but unnecessary; and, thank God, I know there are others with similar feelings as I. The bad name not only given to recruiting, but in general to those that offer services or products (sales) is often hard to get past. Most often, those attending conferences are not there to walk the exhibit hall, unless they are picking up a fun little doo-dad for their kids or to take back to co-workers. They may actually be there to attend an informative session or workshop. Most likely they are there to network – to visit and get to know others in similar positions or to identify potential clients/ customers and / or partners.
A few years ago, I was invited by Jason Davis of RecruitingBlogs.com to attend a Kennedy Recruiting Conference and Expo in Vegas – he was looking for individuals in the recruiting community to interview attendees on a flip cam to be shared over the RecruitingBlogs network. I saw this as an opportunity to expand my network and learn more… And it was just that.
During one of the breaks, Jason and I had a chance to step away from the hubbub and chat. He asked me what I thought about the conference, then he asked me what I thought about RecruitingBlogs putting on an un-conference. What if we were able to present the best parts of a conference? What if we brought some great minds together to inspire new thoughts, to instigate and drive industry-related discussions? What if we were able to just sit together and talk or ask questions about what was on our minds? To share concerns?
I thought it was a fantastic idea and I wanted in. In follow-up conversations, Jason indicated that he wanted to do it the following August or September. I was skeptical, I knew how much preparation this would require and I tried my darnedest to convince him to wait for the following spring – there just wasn’t enough time. Not to be deterred, Jason moved forward and the next thing I knew an invitation was in my inbox for the first ever RecruitFest!. I should never have doubted. I, of course, attended that year and the following. Both events mark two of my greatest conference experiences – the open discussion format, the down time, and the knowledge share was incredible.
RecruitFest! is back once again, and the idea is simple: give and receive. An incredible event brought to you by partners in this event: Monster.com and RecruitingBlogs.com. There are several sponsors that have popped for this event, as well. Here’s the thing – there are no exhibitors, nobody will sell you a thing.
The sponsors just have their names in a few places and will probably be mentioned. It is all about the conversations. And, isn’t that what is should be all about? Organic learning. From the best in the biz. But you don’t have to take my word for it, check it out for yourself athttp://recruitfest.com/
RecruitFest 2009 Musings
My Bags are PackedAn Un-Bordered Odyssey It’s Not Just a Game AnymoreThe Detainment
RecruitFest 2008 Musings
RecruitFest, Part UnRecruitFest, Part DeuxRecruitFest, Part Trois RecruitFest, Part Quatre…, For Pete’s Sake, Part Four
ORIGINALLY POSTED http://www.monsterthinking.com/2010/09/14/recruitfest-real-thing/
orking both in person and online.The Pink Slip Tour, sponsored by Virgin Mobile, is a jobs tour presented byJobsDirectUSA to connect career professionals with hiring companies across multiple U.S. cities.From June 24th through July 22nd JobsDirectUSA will be hosting these unique ‘pink slip mixers’ in the following cities: Jacksonville (6/24) Miami (7/29) Orlando (7/1) Atlanta (7/8) Minneapolis (7/13) and Detroit (7/22) If you’ve never attended a Pink Slip Party before, the way it works is simple; Job Seekers and Recruiters network one on one from 2 to 5 minutes at a time – think of the concept “speed dating for jobs”.This is the most fun, casual and laid-back job interview experience around and an alternative to traditional boardroom interviews or job fairs.In each city, JobsDirectUSA will be rolling out the pink carpet for local job seekers. Miami’s own Entertainment Correspondent Kelly Blanco, also known as the ‘Pink Carpet Hostess’, will be interviewing guests throughout the evening as they mix and mingle for jobs or prospective job candidates.For more information please visit www.pinkslippartying.com. You can also follow the Pink Slip Tour on Twitter @Pink_Slip_TourTo learn how Virgin Mobile can help you stay connected and save please visitwww.virginmobileusa.com…
ly. I have posted about it on Technorati (happy to have joined them as a writer!) and included a rather weird comment I got from a developer. I hope to bring visibility to the issue so that Google takes notice and makes the detection code human-friendly. I would appreciate comments and re-tweets.
Read more about Google sourcing on my blog "Boolean Strings".…
This is a special opportunity for someone to contract in a well-funded, early-stage start-up that is revolutionizing the staffing industry.
What you’ll be doing:
Our contract Resume Reviewer is responsible for looking through resumes and making good judgments based on a set criteria provided.
There is a strong focus on professional screening by means of our web-based technology solution.
You will be:
Rating resumes based on a set criteria provided to you (i.e., job description/requirements)
Identifying the basic “Red Flags” while reviewing resumes
Using your own computer with high speed internet connection
Able to work a minimum of 10 hours per week (work is available online 24/7)
At least 2 years experience reviewing candidates and resumes (ideally for both technical and non-technical positions).
Technically savvy and the ability to communicate system issues as they arise.
Take direction easily.
Heavy attention to detail is an absolute must!
Your integrity is unquestionable.
You embrace technology. This goes way beyond being good at Excel. You are comfortable navigating around and learning about new systems and products.
You have experience with or passion for working with a fast-paced, successful start-up. This translates into an ability to handle ambiguity, thrive in a dynamic environment and be flexible about how you get your job done.
visit to apply: http://jobs.eurekahire.com/rf/requisition/detail/167
d search dialog on Google, Yahoo, LinkedIn, and any other services – especially if you are new at this. This will guarantee correct syntax. Wrong syntax produces unexpected results, wastes the time, and lowers our confidence.
Missing some relevant results is inevitable. It’s not a problem though; we are looking to find a few great candidates, not to find everybody in the world with the given skills.
False positives in a search are not a big deal. If there are few, ignore them and move on. There’s no need to modify your strings to get only relevant results.
You do not have to use every important keyword in your search. Do not use tough keywords such as the state of Oregon or a Bachelor’s degree. You can always verify things when you look at the resume or the profile.
There’s never a perfect search string and no “wrong” strings either. It’s best to run many quick tries for any given search. Start somewhere and modify your string watching for the right results to show up. When they do, collect them. The start somewhere else and repeat.
Happy sourcing! (Copied from http://community.ere.net/blogs/irinashamaeva/2010/07/top-five-principles-to-boost-your-sourcing-productivity/)…