Search Results - locate real

Comment on: Blog Post 'Social Recruiting: The Replacement for Cold Calling': ring with no one on the other end but a dust bunny. There are quite a few companies out there (mostly technology companies) that don't have any phones but one main line that goes to no one and everyone communicates using their cell phone, gchat and social media. For these companies that have very relevant developers working there, how are you, as a recruiter, going to reach them? My order of preference: 1) Face to face 2) Get their cell phone 3) Get their gchat ID 4) Reach them on Twitter Out of the four options, only one of them (#4) is attainable without hacking into any accounts, trying to find their physical address and stalking them or trying to locate their cell somehow. To say anything as "the answer" is naive, but equally naive is to think that an industry doesn't change and just remains the same. I remember when some thought the internet was a waste of time and they jumped on the "information super highway" in between banging the phones for new contacts. Those same recruiters are the same ones saying social media is a fad. Having hack recruiters hang their lifeline to their Twitter account as a means of survival without having any real strategy as to what they're building says more about the recruiter than Twitter, doesn't it? It's not the tool but the carpenter; it's not the typewriter but the writer; and it's not social media but the recruiter that's going to make it effective. No matter who you work for or what you do, you carry your brand with you wherever you go and if you're not thinking of yourself as a brand in itself then you're approaching networking in a very short sighted, what have you done for me lately attitude that always comes off as shallow and forgettable. Here's a recent post I wrote that relates: http://www.recruitingblogs.com/profiles/blogs/your-online-image-the-real Tim Yandel…; Added by Timothy Yandel at 8:50pm on November 30, 2010

Comment on: Blog Post 'All this talk about sourcing....a morning rant.': media has redrawn the boundaries of the recruitment process. To secure the best talent ahead of competitors, recruiters must now attract and connect with increasingly mobile candidates—and learn to identify the right people from potential pools of thousands. Get your free copy of Social Recruiting for Dummies, for simple, powerful advice on thriving in the new, social recruitment landscape—facing its challenges, and enjoying the real benefits of a smarter way of recruiting. You’ll discover how to: Speed up the recruitment process by socially screening candidates Bring new talent directly to you by establishing a talent community Locate top talent and communicate with them wherever they are Get the social referrals your organization really wants Learn how social recruiting can help you get ahead of the competition—and attract the best talent around.…; Added by Kelly Blokdijk at 7:25pm on June 27, 2013

Blog Post: Is the Future of Learning Virtual?: The working environment has changed over the past year. Social distancing restrictions mean that many people have been obligated to work from home. This has affected work across many sectors…; Added by Jack Johnson at 9:24am on February 22, 2021

Blog Post: 10 Little-Known Strings to Mine Member and Attendee Lists

member-list

Many Sourcers know how to locate lists of professionals in Excel format by using the operator filetype: and the typical column headings, such as name, title,…

Added by Irina Shamaeva at 1:32pm on July 24, 2016

Event: The Art of Sourcing Candidates across Social Media: productivity and efficiency? Join Kennedy Information on October 15 and learn from the master, Irina Shameava (recently named "Grand Master Sourcer" by SourceCon). After all, sourcing candidates via social media is more than mere work — it’s an art! Key Takeaways include: An overview of simple and advanced search techniques, across different social networks Search capabilities and syntax specifications for LinkedIn, Twitter, Google and other networks How to dive deep into the Web to find hidden treasures of information about candidates Real-time search tools to support your sourcing efforts The difference between Boolean and Semantic search — and which is more effective Techniques to locate and learn about candidates with minimal data Strategies for using groups and tags to source candidates on networks Methods for combining job boards with social media and integrating it with phone and email PLUS — Specific examples of how combining multiple networks can lead to more qualified candidates, in less time This program is geared toward an intermediate to advanced level sourcers and recruiters that are interested in taking social network sourcing to the next level. If you’re interested in beginner programs for specific networks, please visit our website at www.KennedyInfo.com/ProfessionalDevelopment . Enhance your company’s training program and tap into Kennedy’s extensive seminar archive. Choose from hundreds of timely topics on all aspects of recruiting and HR! Fee for this seminar is $149 per line.…; Added by Anastasia Boyarskih at 4:49pm on October 6, 2009

Blog Post: What Does a Google URL mean? Part II

As mentioned in What Does a Google URL mean? Part I, every query we ask Google to run is…

Added by Sourcing Apprentice at 7:08am on March 17, 2011

Event: Find the Right People on Twitter (Expanded Verson): id amount of material in a “doable” window of time. I also appreciated that you were able to incorporate pointers or guidance for users at any end of the spectrum, even for people like me who are still diving into the pool. I’ll look forward to hearing more from you, and am setting you up as a person to follow!” Laurie Would you like to be able to quickly locate the right people on Twitter – to do business with, potential candidates, clients, peers? We will discuss Google-based techniques and tricks and specialized search tools. Useful for sourcers, recruiters, and anybody who wants to find the right people online. Some basic knowledge of Google search is required. 2:20 PM – 3 PM Pacific Time Free-form discussion and online demo of Twitter usage (for beginners) 3 PM -3:50 PM Pacific Time Lecture (see the outline below) Fee: $79 for 90 minutes $49 for the 50 minutes lecture starting at 3PM Included: unlimited Q&A for one month Lecture (3-3:50) • Boolean Search on Twitter • Advanced Search Operators • Best Search Applications • Social Search Engines • Searching for People in the Right Locations • Searching Twitter from Google o X-Ray o Real-Time Search • Finding People to Follow Using Google • Finding Tweeple through LinkedIn • Locating People on Twitter via Partial Contact Info • Finding Blogs, Profiles, and Resumes Using Twitter • Finding Skilled People with Vague or Empty Twitter Bios • Finding People on Twitter through Examining Competition • Exploring Twitter Lists • Attracting the Right People • Custom Search Engines • Resources Title: Find the Right People on Twitter (Expanded Verson) Date: Tuesday, May 11, 2010 Time: 2:20 PM – 3:50 PM PDT (sign up for all or for lecture only)…; Added by Irina Shamaeva at 11:22pm on May 6, 2010

Blog Post: There is no such thing as a ‘passive candidate’

I have to admit I am sick and tired of hearing talk of ‘active’ and ‘passive’ candidates. Even though I admit to freely using the terms myself… until very recently.

But I am going to stop…

Added by Greg Savage at 9:09pm on April 30, 2012

Blog Post: Aquaman Cast Away and Shag Carpet: Saturday mornings in the 70’s I’d watch the Superfriends. As soon as American Bandstand came on, I sprang outside and fled away on my Huffy bike. Back then the air was crisp, sky was blue, streets…; Added by Michael Glenn at 7:57am on February 27, 2009

Blog Post: Are you in a race today?: “It’s kinda like a race – but without cars and stuff.”

This is how my soon-to-be 9 year old son summed up what my day looks like today. I…; Added by Jerry Albright at 8:02am on January 7, 2010