Search Results - optimization

Blog Post: 2013 Candidate Experience Awards (@TheCandes) Recap: This year I had the absolute privilege to help The Candidate Experience Awards as a member of the…; Added by Chris Brablc at 5:08pm on October 17, 2013

Blog Post: 6 User Mistakes That Turn Text Recruiting Tools Into a Liability: According to a …; Added by Rakuna at 11:56am on August 15, 2021

Topic: Shally Steckerl, EVP Arbita, Inc. and Founder of JobMachine, to be Key Note at Onrec EXPO 2009 Sourcing Summit November 2, 2009 in Chicago: ng Summit taking place one day before the Onrec.com Online Recruitment Conference & Expo 2009. This intense training program will be held at the Donald E Stephens Convention Center, in Chicago, on November 2, 2009. Starting his career in technical recruiting in 1996 Shally Steckerl has experience consulting with and building sourcing organizations at many Fortune 500 companies such as Microsoft, Google, Coca-Cola Enterprises, Cisco Systems and Motorola. From early in his career he has developed techniques that dramatically increase recruitment productivity and allow companies to exploit the Internet. He has been teaching those techniques to staffing leaders since 1998. Shally is a proven leader in the development and implementation of Best Practices in Centralized Sourcing and research organizations. Mr. Steckerl is the Founder and Chief CyberSleuth of JobMachine, Inc. (now Arbita ACES) (www.aces.arbita.net) the premier provider of sourcing consulting services and research training. During his time with Microsoft, he managed the research arm of their global centralized sourcing and research team. Previously, he consulted at Google where he built a central sourcing organization that produced 100 hard to find female Engineering hires per quarter in extremely demanding, technically advanced disciplines. While at Coca-Cola Enterprises Inc., Shally consulted on Talent Acquisition strategy, fulfilling an average of four offers per week in a full-lifecycle recruitment environment. He was responsible for supporting all corporate hiring managers and functional channels throughout North America, staffing an average of 120 simultaneous open positions in a large manufacturing organization with 74,000 worldwide employees. Experienced in enforcing adherence to consistent hiring practices and coaching department managers, Shally is in a unique position to provide consulting on large corporate hiring practices. During his tenure at Cisco Systems, Inc., Shally was a Senior Member of the eCruiting organization, defining Cisco’s online Recruiting Strategy. There he supported Cisco’s Recruitment Intelligence Operations, responsible for research and development of aggressive tactical and strategic Internet sourcing methods, along with training fellow recruiters on how to utilize aggressive Internet recruitment tactics. Before Cisco, Shally was a Senior Internet Sourcing Specialist with Motorola’s Global Talent Supply Team where he successfully applied his approach in a very demanding technology multinational. Previous to working as a Contract Recruiter, Shally’s clients in the contingency staffing industry included MCI, IBM, Oracle, Digital Equipment Corporation, First American Financial, TOSCO, Cendant, IMS Health, Excel, PepsiCo and Frito Lay. The advanced methods he practices and teaches have been replicated throughout many large corporate organizations worldwide. With ten years of experience in all aspects of Recruiting, Shally is capable of assessing, teaching, mentoring and implementing successful global Recruitment methods. Because of his passion for the Internet as a recruitment tool and his continually innovative methods, Mr. Steckerl has developed a reputation as an authority in Internet search, and a pioneer in recruitment research. An accomplished author, consultant and trainer, Mr. Steckerl is a frequent contributor to many industry forums and speaker at leading conferences. Shally can be contacted by email: shally@arbita.net or phone: 877-293-3541. Shally will present a session titled: “Every-day Activities Anyone can Effectively Use to Maximize New Features in Web 2.0 Technology.” Where he will be discussing what as a Staffing Leader you need to know about how your recruitment organization relates to your entire company's environment. Borrowed and interpreted from the marketing department, the simple yet effective SWOT analysis reveals insights on how you can defend from threats, take advantages of opportunities by applying your strenghts, and overcome your most critical weaknesses. Translated into Recruiting by leading subject matter expert Shally Steckerl, the SWOT (strengths-weaknesses-opportunities-threats) Analysis can be efficiently used to audit your recruitment ecosystem, particularly in an environment where the best defense and survival strategy is to maximize your internal resources. As a highly regarded recruitment consultant Shally has been instrumental in the building of over 200 recruiting organizations. Combined with his degree in International Business and global experience, Shally demonstrates real-world practical ways to apply the SWOT analysis in mapping your talent-acquisition landscape so you can figure out which areas of improvement to make your highest priorities. A SWOT analysis can reveal critical needs that must be addressed and pinpoint unknown capabilities to leverage. - Learn the basic ground rules for creating a practical analysis - Find out how to Identify what strengths, weaknesses, opportunities, and threats are related to recruiting - Follow along the very real SWOT analysis case study of a well known world-class recruiting organization - Walk away with suggestions on strategies that could be formulated as a result of the SWOT analysis He will also be leading the group which will be presenting: “Every-day Activities Anyone can Effectively Use to Maximize of new Features in Web 2.0 Technology” What's new with LinkedIn Events, LinkedIn Answers, Tiwtter, Facebook and semantic search. Stop wasting time on the Internet. Tying together everything Web 2.0 communities have to offer, and assembling them into an integrated approach, is the difference between wasted time and getting results. In his keynote presentation World-renowned social network recruiting guru Shally Steckerl will reveal to you the techniques he has used to stay connected and informed without being overwhelmed, while leveraging all Web 2.0 has to offer. Learn how you too can apply his techniques to maximize your time online. In this discussion, Shally will lead the group in a conversation exploring how to stretch new technologies like LinkedIn Events, Answers, and Groups to their maximum potential. Leverage new features and applications that make it easy for you to get what you need from Twitter, Facebook, and dozens of other online networks. Go beyond time-consuming internet searches with semantic search. Learn how to build your network in several communities from one centralized location in order to see more of the right kinds of contacts for free than you ever saw before. Grow your referral network, raise your brand to ever higher levels, and increase your personal influence and visibility with Web 2.0. Onrec.com EXPO 2009 is widely regarded as the “must attend” online recruitment event of 2009 and will be held the days following the Sourcing Summit, on November 3 & 4, 2009. Onrec.com is the world’s leading information resource for Human Resource professionals and recruiters using the Internet to recruit. Onrec.com EXPO 2009 is the only global gathering of online recruiting leaders and game-changing technologies. For more information about Onrec.com EXPO 2009 visit: http://www.onrec.com/Expo2009 Running off of last year’s success, Onrec.com EXPO 2009 will bring together delegates and exhibitors involved in online recruitment from around the world to share their common interests, provide a business driven networking environment and stimulate discussion, debate, and beneficial partnerships. The Sourcing Summit will provide attendees with a deep training opportunity, and will allow attendees to begin their conference experience early with leading experts giving them the tools, techniques and strategies to deepen their talent pool and optimize their sourcing channels. The Onrec.com Online Recruitment Conference & Expo 2009, will be hosted by both recruiting powerhouses Kennedy Information and Onrec - for more information visit: www.onrec.com/Expo2009 For other Onrec session topics visit: http://www.onrec.com/conferences/031109/topics.html For more information on all of the speakers participating at this event visit: http://www.onrec.com/conferences/031109/speakers.html For more information on The Onrec.com Online Recruitment Conference & Expo 2009 and the Sourcing Summit, contact RD Whitney at rd@onrec.com or go to www.onrec.com/Expo2009…; Added by RD Whitney at 3:52pm on September 7, 2009

Topic: Do you do international Linkedin Searches? Improved X-ray!!: s that it only allows you to search one country simultaneously while for a lot of my jobs I really don't care where people are coming from. It now means that I have to run a search several times in order to make sure I have the maximum amount of candidates. I can of course try and search through the search engine of Linkedin directly and see what it gives me but the results have not been optimal. If I add say (Netherlands OR Belgium) to my keyword search I get a lot of false positives simply because of people having those words in their profile. One of my favourite ways of searching Linkedin is not using linkedin at all, it's the all-mighty X-ray. X-ray explained Now, hopefully most recruiters are comfortable with x-ray but for the less boolean-gifted recruiters a quick explanation: x-ray is a Google search string that allows you to focus on one particular site. If I put site:linkedin.com in my Google search it will give me only results from.............right, LinkedIn! There are big advantages to x-ray over a LinkedIn search and that is that you really can see all of the public profiles on linked and you can actually contact them. Reason for this is that a) your search results is limited by the size of your network and b) LinkedIn allows you to see the LinkedIn profile if you come in through this back door where if you did a normal search it wouldn't allow you if that person was outside of your network. Whenever you do an x-ray on Google don't forget to add inurl:pub OR inurl:in -intitle:directory in order to eliminate pages where such a groups and events. To further narrow it down add -inurl:updates. To give you an idea of the power of this string: it gives 30.200.000 hits. I would say much of the population of Linkedin The international X-ray For the more advanced recruiter that wants to search internationally there are some ways to limit the search to a specific country or some specific countries. Glen Cathey wrote an article about how to do this after I had contacted him about some international search he had done. To recap his research: You can do a search on postal codes on Linkedin: If you take a large city as say Amsterdam, The Netherlands you see that in the city there are several postal codes Now if we do a search on Linkedin with the postal code 1000 in the Netherlands you will see that all of them have in their profile "Amsterdam Area, Netherlands". And with that "area, country" we can play. My own research completes Glen's list and below a list of all the structures that are being used "Area, France" "Area, Germany" "*, United Kingdom" "Area, Switzerland" Area, Belgium Area, Netherlands Area, Sweden Area, Spain *, Finland Area, Norway *, Russian Federation *, Portugal Area, Italy *, Ireland Area, Denmark *, Austria As you can see most countries in Europe follow the "area, country" setup except for the UK but what can you expect from a country where people drive on the wrong side of the road? Now, let's say I need a user experience expert in the Netherlands? A what? Yeah, sorry but I had this search recently so might as well take that one. A search on "user experience" in the whole of the Netherlands gives me 1239 hits. I'm not going into how I can increase it by perhaps looking at other job titles, that is not the meaning of this article. An x-ray on google site:linkedin.com (inurl:pub OR inurl:in) -intitle:directory -inurl:updates (”Area, Netherlands”) "user experience" gives me 2.510 hits. A lot better of course, way too many results and I would need to narrow it down but I've just doubled the number of candidates. Now this seams to work but if I'm searching for more countries I may run into the Google limit of 32 words in the boolean search. As well I've found that somehow not everybody has a region mentioned in their profile which would render the "area, country" string useless. In a niche market like UX I can't afford to lose out on a single candidate. The Holy Grail of international x-rays So here is what I've found and if I'm not mistaken nobody else has blogged about it. So here is my ticket to fame :-) LinkedIn has recently changed all the personal links on peoples profiles. Now, US-based profiles haven't changed and still are http://www.linkedin.com/in/NAME but as I'm based in Spain my personal link has changed to http://es.linkedin.com/in/tedmeulenkamp. A check on other profiles gives that profiles in the UK now have uk.linkedin.com, in Germany de.linkedin.com and the Netherlands nl.linkedin.com. I have not (yet) compiled a list of all the country codes but they seem to be following the standard country codes used globally. So wow, Linkedin has actually placed a country code in the personal links of all their members! Have I found the holy grail for international linkedin x-rays? So before we bring out the champagne (or cava in Spain) let's test this. site:linkedin.com (inurl:pub OR inurl:in) -intitle:directory -inurl:updates inurl:nl.linkedin.com user experience" gives me 2.990 hits. Not bad as it increases the amount of hits over the previous one because of the before mentioned fact that not everybody has a region in the profile but they surely have had to give their country when signing up. But we are still not there, what if, just imagine, what if the country code is only used in personal profiles and not on any other pages. That would mean we could get rid of inurl:pub OR inurl:in as thus save space. site:linkedin.com -intitle:directory -inurl:updates inurl:nl.linkedin.com user experience" gives me exactly the same amount of hits as my previous search and that is just awesome! It really means that we can leave out inurl:pub OR inurl:in. But wait, wait, wait. What if we leave out -intitle:directory and -inurl:updates? site:linkedin.com inurl:nl.linkedin.com user experience" again gives me the same amount of hits. AMAZING!!! We went from a pretty lengthy search string to this compact, easy to remember, easy to use search string! Just to be complete if you want to use this string for a multi country search you just put in inurl:nl.linkedin.com OR inurl:be.linkedin.com OR etc). So folks, run the following and bookmark it for your international searches: site:linkedin.com inurl:nl.linkedin.com KEYWORDS". Change the country code and keywords and rock on! Conclusion There is so much more to get out of Linkedin by using an X-ray and now with this new search string you can actually very accurately search per country and profit of the larger network and accessibility of the x-ray search! And dear friends in the US, sorry but because you still have the original profile links you still need to use the full search string.…; Added by Ted Meulenkamp at 6:20am on November 16, 2009

Topic: SmartSearch licenses TalentHook internet search capability: nhanced Internet resume search integration option with SmartSearch Version 14 upgrade February 8, 2010, Oceanside CA – Resource Edge, LLC, creator of TalentHook, the Internet’s fastest resume spidering technology solution, has extended its existing partnership with Advanced Personnel Systems, Inc. (APS), the maker of the SmartSearch applicant tracking system (ATS), with a license agreement to integrate direct use of TalentHook resume search and candidate sourcing tools from within the SmartSearch recruiting application. This enhancement is an upgrade to SmartSearch’s existing TalentHook integration, and will be offered as a value-added service option to the new Version 14, scheduled for release by the end of the first quarter of 2010. The added functionality will feature TalentHook’s powerful internet search capabilities through the SmartSearch interface. APS clients will have the ability to launch and execute a TalentHook search without leaving SmartSearch. Search results from TalentHook will automatically parse resumes directly into the SmartSearch database, eliminating the administrative task of exporting candidates for each search. TalentHook is a full resume searching software solution that scours the Internet for active and passive candidates. This tool aids the recruiter by providing sourcing automation capability which includes the rapid search of thousands of online resume sources as well as desktop and ATS search, basic candidate contact management, shared tracking and comprehensive OFCCP compliant reporting for Internet recruiting. TalentHook Sphere has introduced key product enhancements in 2009 including the addition of over hundreds of new sites, enhanced searching functionality, key search integration with Monster as an alliance partner and resume ranking. TalentHook Sphere features popular resume search channels including diversity, domestic and international sites, college and alumni career portals, social networks, community pages and search engine sites. They are also the only resume search provider to offer flip search capability, affording recruiters the ability to conduct targeted search through the Internet’s most popular search engines. "We believe this new service option for SmartSearch users will further streamline the front end of the recruitment process, and encourage more recruiters to take advantage of the benefits of integrated, automated resume search," said Phil Gonzalez, CEO of Resource Edge, "We’ve partnered with Advanced Personal Systems since 2008 to provide strong, effective recruitment solutions. The SmartSearch product is reliable and progressive in its functionality, and the APS team is actively engaged in ensuring their clients have tools that add value to the recruitment process. We’re pleased to extend TalentHook’s internet search capabilities to APS based on the positive reviews both companies have received from our mutual clientele." "SmartSearch is designed to seamlessly integrate with our clients’ existing systems and other applications for managing all employment related information," said Doug Coull, CEO of APS. "We were one of the first applicant tracking systems to integrate with TalentHook and are excited about the opportunity to offer our clients this enhanced search functionality with our Version 14 release this year." About SmartSearch: Advanced Personnel Systems has developed and deployed quality talent management and recruiting solutions since 1986. Having pioneered the field of resume-scanning-based recruiting solutions, APS is a recognized leader in on-demand technology and innovative approaches to recruitment data management. Its signature product, SmartSearch, currently in its thirteenth release, serves over 165,000 users and 4.7 million job seekers worldwide. APS designed the SmartSearch talent acquisition and recruiting business software with the intention of bringing together the myriad building blocks of recruiting workflow in one easy-to-use solution. SmartSearch consistently ranks as one of the top providers in leading industry surveys, and is recognized as a Premier Applicant Tracking System (ATS) Alliance member, the top tier in Monster’s HR Alliance Program. SmartSearch is also the first HR Alliance member to integrate with the Monster Diversity & Inclusion Recruitment Solution to better connect employers with a wider, more diverse audience of job seekers. Learn more about SmartSearch by visiting www.smartsearchonline.com About TalentHook: TalentHook is a recognized leader in the recruitment technology and staffing industry for over ten years with a fast, powerful desktop application designed to optimize and streamline Internet resume search. TalentHook is licensed on a subscription basis because it is continually updated to preserve searching effectiveness and compatibility. Resource Edge, LLC, the creators of TalentHook, is also Monster HR Alliance member. For more information on TalentHook, visit www.talenthook.com or call: 800-979-HOOK. # # #…; Added by Sylvia Dahlby at 8:33pm on February 8, 2010

Blog Post: Still looking for a Halloween costume? Try being a candidate!: It’s that time of year: Halloween! Time to dress up and pretend to be someone else for the day. A perfect time to have your recruiters to try on a costume they haven’t done in a…; Added by Chris Brablc at 2:18pm on October 27, 2010

Blog Post: 5 Myths about Recruitment Marketing: Within any organization there are a number of things that you take for granted as being true in your process and strategy. Things that in thought may not appear to be a big deal but given a…; Added by Chris Brablc at 10:24am on March 13, 2013

Blog Post: How to Successfully Outsource Your London CFO: A Step-by-Step Approach