Shane McCusker's Posts - RecruitingBlogs2024-03-28T16:52:58ZShane McCuskerhttps://recruitingblogs.com/profile/ShaneMcCuskerhttps://storage.ning.com/topology/rest/1.0/file/get/1526914212?profile=RESIZE_48X48&width=48&height=48&crop=1%3A1https://recruitingblogs.com/profiles/blog/feed?user=2t988fhxdmqv1&xn_auth=noWhy sourcing Facebook is totally unlike LinkedIntag:recruitingblogs.com,2017-03-01:502551:BlogPost:20060082017-03-01T22:37:05.000ZShane McCuskerhttps://recruitingblogs.com/profile/ShaneMcCusker
<p>Sourcing on Facebook is completely different to sourcing on LinkedIn, a Job Board or even your ATS. All those resources rely entirely on what a person says about themselves where as on Facebook you can find people based on entirely on what other people say about them.</p>
<p>In this video I demonstrate how to find people based on who their friend are and what photographs they may happen to be tagged in. With these two techniques I can find people who may have a very low profile anywhere on…</p>
<p>Sourcing on Facebook is completely different to sourcing on LinkedIn, a Job Board or even your ATS. All those resources rely entirely on what a person says about themselves where as on Facebook you can find people based on entirely on what other people say about them.</p>
<p>In this video I demonstrate how to find people based on who their friend are and what photographs they may happen to be tagged in. With these two techniques I can find people who may have a very low profile anywhere on the internet.</p>
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<p>I'm working on a series of Facebook sourcing videos which I am publishing on my <a href="https://www.youtube.com/channel/UCXJE54n0F7e3U49_AFk9aUw" target="_blank">YouTube channel</a> and would be delighted to get some feedback on how recruiters are using Facebook to source candidates.</p>
<p>Thank you</p>
<p>Shane</p>Recruiters Finding Love on Facebook.tag:recruitingblogs.com,2016-02-10:502551:BlogPost:19483992016-02-10T15:30:00.000ZShane McCuskerhttps://recruitingblogs.com/profile/ShaneMcCusker
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557581267?profile=original" target="_self"><img class="align-left" src="http://storage.ning.com/topology/rest/1.0/file/get/1557581267?profile=RESIZE_320x320" width="300"></img></a> Based on a suggestion from Andy Headworth and just before St Valentines day, I've been looking at sourcing techniques for recruiters to find love. As a result I've added to my Facebook search tool to include 'Relationship Status' and 'Interested In' searches. You can now use this to find single people who like recruiters.</p>
<p>I can think of no practical (or legal)…</p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557581267?profile=original" target="_self"><img width="300" src="http://storage.ning.com/topology/rest/1.0/file/get/1557581267?profile=RESIZE_320x320" width="300" class="align-left"/></a>Based on a suggestion from Andy Headworth and just before St Valentines day, I've been looking at sourcing techniques for recruiters to find love. As a result I've added to my Facebook search tool to include 'Relationship Status' and 'Interested In' searches. You can now use this to find single people who like recruiters.</p>
<p>I can think of no practical (or legal) recruitment use for this tool but thought it may be a fun addition to my search tool for any love lorn recruiters out there to help them find the love of their life. If anyone here at Recruiting Blogs can think of a recruiting use for this search I'd love to know.</p>
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<p>This is a completely free Chrome extension which, in spite of this recent addition, is actually a really useful and powerful recruiting tool. If can be downloaded from my web page <a href="http://www.intel-sw.com">http://www.intel-sw.com</a>, look in the Our Software section of the site.</p>
<p>Hope this is useful or at the very least, a fun distraction.</p>
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<p>Shane</p>Sourcing on Facebooktag:recruitingblogs.com,2015-11-06:502551:BlogPost:19276812015-11-06T14:30:00.000ZShane McCuskerhttps://recruitingblogs.com/profile/ShaneMcCusker
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557570900?profile=original" target="_self"><img class="align-left" src="http://storage.ning.com/topology/rest/1.0/file/get/1557570900?profile=RESIZE_320x320" width="300"></img></a> It is a surprise to me that Sourcing on Facebook is not more common. It seems that most recruiters turn first to job boards or LinkedIn or maybe even their own database before venturing further into the many other internet resources available. Perhaps these traditional routes offer low hanging fruit but we all know that valuable (Passive) candidates can be found elsewhere and…</p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557570900?profile=original" target="_self"><img width="300" src="http://storage.ning.com/topology/rest/1.0/file/get/1557570900?profile=RESIZE_320x320" width="300" class="align-left"/></a>It is a surprise to me that Sourcing on Facebook is not more common. It seems that most recruiters turn first to job boards or LinkedIn or maybe even their own database before venturing further into the many other internet resources available. Perhaps these traditional routes offer low hanging fruit but we all know that valuable (Passive) candidates can be found elsewhere and that means Facebook should be considered a primary resource. Facebook is important because of its size but, considering the richness of data that its users record about themselves, it is hard to believe that it is not better utilized within the Recruitment Community.</p>
<p>Perhaps it is because a Facebook profile does not look like a resume or perhaps people often don't say what their job is that mean Facebook is often overlooked. However, for me, these are just excuses and the fact that it is not obvious how to source on Facebook is all the more reason that Sourcers should learn the skills and techniques to do so.</p>
<p>When sourcing anywhere on the Internet, and particularly on Facebook, I first imagine the person I’m looking for and what it is that may lead me to them. Someone may mention a company name in their profile however it is perhaps more likely that their Facebook page will reflect their interaction with the company in lots of different ways. They may appear in photos of corporate events, they may have friends in the company, they may like the company Facebook page or they may be members of Facebook groups related to their job.</p>
<p>Facebook users who have their Language setting set to English(US) have access to Facebook Graph Search. This is a massively powerful search engine of all the data within Facebook. People, companies, groups and even concepts are represented on Facebook by different types of Pages. Every time a user does something on Facebook it creates a relationship between that user and the other thing they have liked or friended or interacted with. All these pages and the relationships between them are searchable and provide a massive freely available resource to recruiters.</p>
<p>As a demonstration, I’ve recorded a video explaining one technique to map the staff in a particular company. Initially I look for the people Facebook knows work there by their employment information but by running further searches for these peoples friends I am able to find many more staff and so build a talent map of the company. I use a <a href="http://www.intel-sw.com/blog/facebook-search/" title="Facebook Search" target="_blank">free Facebook Search tool that is available here</a>.</p>
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<p>Shane McCusker<br/> <a href="http://www.intel-sw.com">Intelligence Software</a><br/> <a href="http://www.twitter.com/1ntelligence">@1ntelligence</a></p>Big Data - What it is and why you can ignore ittag:recruitingblogs.com,2015-01-06:502551:BlogPost:18559132015-01-06T14:46:46.000ZShane McCuskerhttps://recruitingblogs.com/profile/ShaneMcCusker
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<p>Big Data has been talked about at length but what is it and how can it help recruiters? Unfortunately I fear, Big Data is another one of these technical terms that have been corrupted by sales people in an effort to confuse and further corrupted by the confused, of which there are very many.</p>
<p>Big Data is a technical term for data sets that are so complex that they…</p>
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<p>Big Data has been talked about at length but what is it and how can it help recruiters? Unfortunately I fear, Big Data is another one of these technical terms that have been corrupted by sales people in an effort to confuse and further corrupted by the confused, of which there are very many.</p>
<p>Big Data is a technical term for data sets that are so complex that they create all sorts of problems for software engineers like myself. Luckily for me it is only a very small number of organizations that have to manage these unmanageable data sets and so for the rest of us the challenge remains that of doing something useful with all the 'Small' Data that we do have.</p>
<p>While I believe that Big Data is a buzz word that can happily be dismissed by the vast majority of recruiters, Big Data has changed the world and all of us indirectly use Big Data every day. For example, a simple Google search will access Googles index of 30 trillion web pages and return a result in a fraction of a second. This is amazing but now so common place that this principle use of Big Data is taken for granted. Hopefully the regular readers of my blog will know that there is more to Google Search than meets the eye and its use in Recruitment is very exciting. The excitement for me however is all about finding the needle rather than the size of the haystack.</p>
<p>If you are still in doubt about Big Data and it implications for recruiters I highly recommend a fantastic blog written by Glen Cathey a number of years ago but still very relevant. <a title="Big Data, Data Science and Moneyball Recruiting" href="http://booleanblackbelt.com/2011/09/big-data-data-science-and-moneyball-recruiting/" target="_blank">Big Data, Data Science and Moneyball Recruiting</a></p>
<p>Shane</p>Sourcing on Facebook - A new free tooltag:recruitingblogs.com,2015-01-06:502551:BlogPost:18558112015-01-06T14:30:00.000ZShane McCuskerhttps://recruitingblogs.com/profile/ShaneMcCusker
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<p>Facebook Graph Search has significantly changed and this creates fantastic opportunities for Recruiters. As everyone knows Facebook is massive, much bigger than LinkedIn or Twitter or indeed any of the other social networks so it should be a rich resource…</p>
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<p>Facebook Graph Search has significantly changed and this creates fantastic opportunities for Recruiters. As everyone knows Facebook is massive, much bigger than LinkedIn or Twitter or indeed any of the other social networks so it should be a rich resource for recruiters everywhere.</p>
<p>Balazs Paroczay wrote a fantastic and very in depth <a href="http://thebalazs.com/2014/12/30/the-facebook-sourcing-tutorial-part-2/" title="TheBalazs" target="_blank">blog</a> on how Facebook Graph Search seems to work and discussed a wide range of techniques to source candidates through Facebook. These techniques are very powerful although can be quite complex to use in practice. As a result I've now designed a new free tool to help you source on Facebook to make Balazs's techniques as simple as possible.</p>
<p>The new tool is available <a href="http://www.intel-sw.com/blog/facebook-search/" title="Facebook Search" target="_blank">here</a> so please try it out. If you like it I'd be very grateful if you can share this with your colleagues and on social media.</p>Recruiting with Twittertag:recruitingblogs.com,2014-07-31:502551:BlogPost:18181972014-07-31T13:56:39.000ZShane McCuskerhttps://recruitingblogs.com/profile/ShaneMcCusker
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<p>I really do think more recruiters should be using twitter. It is such a powerful tool to find and engage with Candidates.</p>
<p>Recruiters are, in my opinion, far too obsessed with CVs. When are we going to realize that this is not the only way to understand a candidate. In fact how often do you look at a CV and forget that there may actually be a living breathing person behind…</p>
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<p>I really do think more recruiters should be using twitter. It is such a powerful tool to find and engage with Candidates.</p>
<p>Recruiters are, in my opinion, far too obsessed with CVs. When are we going to realize that this is not the only way to understand a candidate. In fact how often do you look at a CV and forget that there may actually be a living breathing person behind it, who probably has a whole lot more going on in their lives than the sound byte under hobbies and interests would even begin to suggest.</p>
<p>Perhaps it is because of this Resume obsession that Twitter is such an under utilized recruitment resource. Twitter is perhaps as far away from a CV as it is possible to get. Perhaps it is simply this reason that so many recruiters can't seem to appreciate the joys of using twitter to recruit. It is worth noting that Recruiters use LinkedIn to find Candidates but it is Twitter that candidates will turn to to find a job.</p>
<p>Twitter should not be considered the end goal, rather Twitter is the channel through which Recruiters can find and engage with the talent communities they are interested in. With Twitter Sourcing, it is all about who knows who (Friends/Follows).</p>
<p>In my video I give a simple example of how one twitter profile can lead in all sorts of interesting and profitable directions and find potential candidates who who never be found through conventional CV searching techniques.</p>
<p>If you like this video, please please share it.</p>3 ways to find people on LinkedIn (that most people don't Know)tag:recruitingblogs.com,2014-07-24:502551:BlogPost:18169372014-07-24T11:12:52.000ZShane McCuskerhttps://recruitingblogs.com/profile/ShaneMcCusker
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<p>We all know that LinkedIn is one of the most popular sources of candidates for the recruitment industry. Unfortunately for many recruiters, their client have as much or sometimes better access to search LinkedIn than they do. In this video I show 3 alternative ways to search LinkedIn and find people that may otherwise be missed. By understanding how LinkedIn works and the…</p>
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<p>We all know that LinkedIn is one of the most popular sources of candidates for the recruitment industry. Unfortunately for many recruiters, their client have as much or sometimes better access to search LinkedIn than they do. In this video I show 3 alternative ways to search LinkedIn and find people that may otherwise be missed. By understanding how LinkedIn works and the many different ways it can be used Recruiters will be better able to find elusive candidates and communicate with them</p>
<p>If you like this video, please please share it. For lots more sourcer/recruiter videos and recruitment software, please see Shane's Recruitment Blog <a href="http://www.intel-sw.com/blog" target="_blank">http://www.intel-sw.com/blog</a> or all my other posts here on Recruiting Blogs.</p>
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<p><span style="font-size: 13px;">Shane McCusker</span></p>
<p><span style="font-size: 13px;">Intelligence Software</span></p>
<p><a href="http://www.intel-sw.com" target="_blank">http://www.intel-sw.com</a></p>
<p><a href="http://www.twitter.com/1ntelligence" target="_blank">@1ntelligence</a></p>Finding Anyone's Contact Detailstag:recruitingblogs.com,2014-07-17:502551:BlogPost:18157652014-07-17T14:30:00.000ZShane McCuskerhttps://recruitingblogs.com/profile/ShaneMcCusker
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<p>It is typically the case that a recruiter will find a good potential candidate on the internet but struggles to find any way of making direct contact with them. This is often the case when finding someone on LinkedIn where their contact details are not available.</p>
<p>In this video I talk about a number of different ways to make contact including how to message on…</p>
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<p>It is typically the case that a recruiter will find a good potential candidate on the internet but struggles to find any way of making direct contact with them. This is often the case when finding someone on LinkedIn where their contact details are not available.</p>
<p>In this video I talk about a number of different ways to make contact including how to message on LinkedIn for free, email validation and searching on Skype.</p>
<p>If you like this video, please please share it. You're welcome to follow me on Twitter <a href="http://www.twitter.com/1ntelligence" target="_blank">@1ntelligence</a> or connect to me on <a href="http://uk.linkedin.com/in/shanemccusker/" target="_blank">LinkedIn</a></p>
<p>Shane</p>Linkedin seem to be making changes to the Public Profiles. They have recently released paid for Premium profiles however it seems that for may profiles, free and paid for, there is now a new format b…tag:recruitingblogs.com,2014-07-16:502551:BlogPost:18154412014-07-16T16:06:08.000ZShane McCuskerhttps://recruitingblogs.com/profile/ShaneMcCusker
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<p>Linkedin seem to be making changes to the Public Profiles. They have recently released paid for Premium profiles however it seems that for may profiles, free and paid for, there is now a new format being rolled out. This has implications for Recruiters who use Google x-ray search to find profiles as the information and format is changing.</p>
<p>The new format is more…</p>
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<p>Linkedin seem to be making changes to the Public Profiles. They have recently released paid for Premium profiles however it seems that for may profiles, free and paid for, there is now a new format being rolled out. This has implications for Recruiters who use Google x-ray search to find profiles as the information and format is changing.</p>
<p>The new format is more than just a stylistic change, it contains different information to the old format and is laid out differently with different labels. For example, with the old format the past employment details followed the word Past. With the new format the keyword has changed to Present.</p>
<p>It seems that this new format is being rolled out for the Premium profiles but also many other free profiles. I found this a few weeks ago and strangely some of the changed profiles I found then are now back to the old format.</p>
<p>I have not found any examples of Google caching the new format however. For many LinkedIn profiles, old and new, Google does not provide a link to its cached page, ie. the page that Google actually indexes. In circumstances where Google does links to this cache it appears that it is the old format that is available. I have seen this for both old and new style formats although given the short time this new format has been around it may simply be due to the Google having a old index of the page.</p>
<p>If anyone can explain more about what is happening here, I'd be interested to know more. If your public profile has changed, did you do anything to make this happen?</p>
<p>Shane<br/>Intelligence Software<br/><a href="http://www.intel-sw.com">http://www.intel-sw.com</a><br/><a href="http://www.twitter.com/1ntelligence">http://www.twitter.com/1ntelligence</a></p>Beginners Guide to Sourcing and Social Recruitmenttag:recruitingblogs.com,2014-06-30:502551:BlogPost:18126752014-06-30T15:54:25.000ZShane McCuskerhttps://recruitingblogs.com/profile/ShaneMcCusker
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<p>This is the first of a series - A beginners guide to Sourcing and Social recruitment. In this video I explain the basic concepts of Boolean Search. </p>
<p>If you'd like to see other videos in this series they are freely available on my blog page <a href="http://www.intel-sw.com/blog" target="_blank">Shane's Recruitment…</a></p>
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<p>This is the first of a series - A beginners guide to Sourcing and Social recruitment. In this video I explain the basic concepts of Boolean Search. </p>
<p>If you'd like to see other videos in this series they are freely available on my blog page <a href="http://www.intel-sw.com/blog" target="_blank">Shane's Recruitment Blog</a> </p>
<p>Regards</p>
<p>Shane</p>
<p>Intelligence Software</p>Finding Keywords - A cool tool alternative to LinkedIn Skills Pagestag:recruitingblogs.com,2013-12-02:502551:BlogPost:17747732013-12-02T12:38:17.000ZShane McCuskerhttps://recruitingblogs.com/profile/ShaneMcCusker
<p>I got this cool tool tip from Jim Stroud on using Google Drive to get alternative keywords for particular job titles and skills.</p>
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<p>I got this cool tool tip from Jim Stroud on using Google Drive to get alternative keywords for particular job titles and skills.</p>
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</p>Scrapping the internet with Outwit hubtag:recruitingblogs.com,2013-12-02:502551:BlogPost:17745762013-12-02T12:32:49.000ZShane McCuskerhttps://recruitingblogs.com/profile/ShaneMcCusker
<p>Outwit hub has been around for a while but I thought I put together a short How To video to demonstrate how useful it is to scrape any date from the internet. In this example, I'm scrapping my Twitter followers but the same technique can be used to scrape directory sites, Google or in fact any page.</p>
<p>I'd be interested to hear how recruiters are using this tool and see what can be done with data found in this way.</p>
<p>Shane McCusker</p>
<p>Intelligence…</p>
<p>Outwit hub has been around for a while but I thought I put together a short How To video to demonstrate how useful it is to scrape any date from the internet. In this example, I'm scrapping my Twitter followers but the same technique can be used to scrape directory sites, Google or in fact any page.</p>
<p>I'd be interested to hear how recruiters are using this tool and see what can be done with data found in this way.</p>
<p>Shane McCusker</p>
<p>Intelligence Software<br/>@1ntelligence<iframe width="640" height="360" src="//www.youtube.com/embed/G5UZ6qJ3IwU?wmode=opaque" frameborder="0"></iframe>
</p>Auto-Posting Jobs and other stufftag:recruitingblogs.com,2013-11-25:502551:BlogPost:17730902013-11-25T15:53:32.000ZShane McCuskerhttps://recruitingblogs.com/profile/ShaneMcCusker
<p>I was looking at a number of ways for recruiters to automatically post jobs and other content onto Twitter, LinkedIn and all the other social channels. There are lots of ways to do this and it is really very simple to set this up. I've put together a short video demonstrating how to use the free version of Hootsuite to schedule posts and also connect to an RSS feed to do this automatically.</p>
<p>While I'm using Hootsuite to automate and schedule my content it is very easy to see how this…</p>
<p>I was looking at a number of ways for recruiters to automatically post jobs and other content onto Twitter, LinkedIn and all the other social channels. There are lots of ways to do this and it is really very simple to set this up. I've put together a short video demonstrating how to use the free version of Hootsuite to schedule posts and also connect to an RSS feed to do this automatically.</p>
<p>While I'm using Hootsuite to automate and schedule my content it is very easy to see how this can be done to automatically post jobs directly from your own web site. To do this you'll need to have an RSS feed from you site and simply drop this into Hootsuite as I have done in the video for my own blog. I develop web interfaces for customers of my own recruitment software system Intelligence and we're happy to set up for free as part of our normal support.</p>
<p>As I say there are plenty of other ways to do this. I'd be really interested to hear what other people are doing and what works best</p>
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<p>Shane McCusker<br/><a href="http://www.twitter.com/1ntelligence">@1ntelligence</a><br/><a href="http://www.intel-sw.com">www.intel-sw.com</a></p>
<p> </p>Recruitment is Brokentag:recruitingblogs.com,2013-06-06:502551:BlogPost:17114122013-06-06T08:30:00.000ZShane McCuskerhttps://recruitingblogs.com/profile/ShaneMcCusker
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<p><strong>Recruitment is Broken</strong></p>
<p>Many people will know Greg Savage through his blog, <a href="http://gregsavage.com.au/the-savage-truth/" target="_blank" title="The Savage Truth">The Savage Truth</a>, or indeed his illustrious career in the recruitment industry. I had the pleasure of hosting a webinar with Greg during which his…</p>
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<p><strong>Recruitment is Broken</strong></p>
<p>Many people will know Greg Savage through his blog, <a href="http://gregsavage.com.au/the-savage-truth/" title="The Savage Truth" target="_blank">The Savage Truth</a>, or indeed his illustrious career in the recruitment industry. I had the pleasure of hosting a webinar with Greg during which his message to the recruitment industry was a massive wake-up call. While many of us have lamented the inefficiencies of the industry, Gregs professional stature and bluntness of delivery give a one-two punch to every agency recruiter - <strong>adapt or die</strong>.</p>
<p>According to Greg, ‘the Recruitment Industry is BROKEN’. With language like that there can be no mistaking the call for an urgent and radical review of the fundamental services offered by the industry. There are threats from all sides, corporates hire directly and drive down costs while LinkedIn and other internet giants see the agency recruiter as fair game.</p>
<p>In spite of this I’m still optimistic about the industries future. It is still extremely difficult to recruit staff and, because recruitment technology provides access to many more people, the problem is increasing. This creates an opportunity, as while there are challenges to hire staff, there are markets for good recruiters.</p>
<p>The service provided by the traditional contingency agency is now out of step with needs of the marketplace. Ten years ago, knowledge was everything. The bigger your database the better, and recruitment was simply about selling this valuable resource. In the past number of years this has completely changed. Big databases are freely available and there cannot be many people left who cannot be found on the internet. Even my mother can be found on Google!</p>
<p>So what does the recruiter of the future look like? According to Greg, the core service of placing candidates remains. The method of achieving this will be a combination of the traditional ‘Craft of Recruitment’ combined with the newly developing skills of social and internet recruitment. Does this imply subtle tweets to an existing business model or a root and branch review? For the generalist contingency recruiter, we’re talking radical review, as unfortunately, your days are numbered.</p>
<p>Firstly, No Placement No Fee, means that recruiters don’t take responsibility to fill the role and the client has no loyalty to the recruiter. If there is one thing that gives the industry a bad name it is No Placement No Fee.</p>
<p>Secondly, survival will depend on providing a valuable service. That means doing something clients can’t do themselves. Recruiters must focus on specialist market segments and develop a method of working that gives a clear advantage over the corporate recruiter.</p>
<p>Greg describes the three things that every recruiter needs to do right now.</p>
<p>1. Twitter – Create a professional profile, there are so few recruiters on twitter and even fewer doing it well. Twitter is the way to build an effective community.<br/> 2. Use LinkedIn well. Every recruiter should have a full professional profile, it will be core to developing a personal brand.<br/> 3. Blog – This will take time to build but is massively effective in building a personal brand and being seen as an authority in your niche.<iframe width="630" height="472" src="http://www.youtube.com/embed/PTjB8j7usRo?wmode=opaque" frameborder="0"></iframe>
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<p>My next webinar will be on the Thursday the 11th July when I plan to talk about Sourcing Candidates in a Specific Location. It is free to listen in as it will be streamed to my blog page <a href="http://www.intel-sw.com/blog">Shane's Recruitment Blog</a></p>
<p>All my webinars are free of charge and there simply to share ideas to the recruitment industry. I am extremely grateful for anyone who can spread the word and share this content. Please share this with any other recruiters you may know.</p>
<p>Shane</p>
<p>Shane McCusker<br/> Intelligence Software<br/> <a href="http://www.intel-sw.com" title="Intelligence Recruitment Software" target="_blank">www.intel-sw.com</a><br/> shane@intel-sw.com</p>
<p>Connect with me:<br/> Twitter: <a href="http://www.twitter.com/1ntelligence" title="1ntelligence" target="_blank">@1ntelligence</a><br/> Google Plus: <a href="https://plus.google.com/118176848223965973283?rel=author" title="Shane McCusker on Google Plus" target="_blank">Shane McCusker</a><br/> LinkedIn: <a href="http://www.linkedin.com/in/shanemccusker" title="Shane McCusker" target="_blank">www.linkedin.com/in/shanemccusker</a><br/> YouTube:<a href="http://www.youtube.com/subscription_center?add_user=Recruitmentmanager" title="YouTube" target="_blank">Subscribe to my YouTube Channel</a></p>Searching Google Plustag:recruitingblogs.com,2013-05-21:502551:BlogPost:17045482013-05-21T23:00:00.000ZShane McCuskerhttps://recruitingblogs.com/profile/ShaneMcCusker
<p>In research for a webinar I ran last week <a href="http://www.intel-sw.com/blog/google-plus-for-recuiters/">Google Plus for Recruiters</a>, I found that there are not too many useful tools to help recruiters source candidates on Google Plus. The big problem with the search within Google Plus is that there is no good way to limit your search to a specific geographic area. It would appear that the most effective way is not to use the search in Google Plus but use a Google X-Ray search. Glen…</p>
<p>In research for a webinar I ran last week <a href="http://www.intel-sw.com/blog/google-plus-for-recuiters/">Google Plus for Recruiters</a>, I found that there are not too many useful tools to help recruiters source candidates on Google Plus. The big problem with the search within Google Plus is that there is no good way to limit your search to a specific geographic area. It would appear that the most effective way is not to use the search in Google Plus but use a Google X-Ray search. Glen Cathy wrote a very insightful blog on this subject <a href="http://booleanblackbelt.com/2013/03/google-plus-search-guide-how-to-search-find-people-on-g/" title="Google Plus" target="_blank">here.</a></p>
<p>I know that x-ray search is not for everyone so inspired by Glens blog I set out to develop a simple tool to search Google Plus based on location that does not need to use x-ray techniques.</p>
<p>My search tool is available <a href="http://www.intel-sw.com/blog/searching-google-plus/">here.</a> The locations should be any place, either a word or phrase not surrounded by " characters. The keywords and be anything you're looking for and may even include some of the Google search operators.</p>
<p>This is still my first attempt at this and I welcome feedback. If you find it useful please share it. I know that there are many people that can't be found either because they did not have a location on their profile or the location text is not being indexed as well as I would like.</p>
<p>I hope you like it.</p>
<p>Shane McCusker<br/> <a href="http://www.twitter.com/1ntelligence" title="1ntelligence on Twitter" target="_blank">@1ntelligence</a><br/> <a href="http://uk.linkedin.com/in/shanemccusker/" title="Shane McCusker" target="_blank">LinkedIn</a><br/> <a href="http://www.intel-sw.com">Intelligence Recruitment Software</a></p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557510801?profile=original" target="_self"></a></p>YouTube - How to build subscriberstag:recruitingblogs.com,2012-09-26:502551:BlogPost:16083812012-09-26T13:03:17.000ZShane McCuskerhttps://recruitingblogs.com/profile/ShaneMcCusker
<p>I have been looking at ways to increase the number of subscriptions to my YouTube Channel. Strangely YouTube does not make it that easy to find a link that can be published on web sites to encourage people to subscribe, however with a little bit of research I’ve found this:</p>
<p><a href="http://www.youtube.com/subscription_center?add_user=Recruitmentmanager" target="_blank" title="Subscribe to YouTube">http://www.youtube.com/subscription_center?add_user=Recruitmentmanager</a></p>
<p>This…</p>
<p>I have been looking at ways to increase the number of subscriptions to my YouTube Channel. Strangely YouTube does not make it that easy to find a link that can be published on web sites to encourage people to subscribe, however with a little bit of research I’ve found this:</p>
<p><a href="http://www.youtube.com/subscription_center?add_user=Recruitmentmanager" title="Subscribe to YouTube" target="_blank">http://www.youtube.com/subscription_center?add_user=Recruitmentmanager</a></p>
<p>This is a subscription link to my channel (Lots of videos about Social Recruiting, techniques and technology for Recruiters) If you have your own YouTube channel then simply change the channel name (mine is Recruitmentmanager) to your own name and publish the link.</p>
<p>Shane</p>Sexy SEO for Recruiterstag:recruitingblogs.com,2012-08-22:502551:BlogPost:15908662012-08-22T09:39:47.000ZShane McCuskerhttps://recruitingblogs.com/profile/ShaneMcCusker
<p>I wanted to try an experiment to see just how fast Google can index a new Word press blog. I choose the phrase 'Sexy SEO for Recruiters' as Google was not returning any direct results for this phrase and so I could see immediately if my new page was being indexed. I created a new post on my blog page and within a few seconds Google had found the post.</p>
<p>This has big implications for recruiters posting vacancies onto web sites as generally you will want Google to index your own web site…</p>
<p>I wanted to try an experiment to see just how fast Google can index a new Word press blog. I choose the phrase 'Sexy SEO for Recruiters' as Google was not returning any direct results for this phrase and so I could see immediately if my new page was being indexed. I created a new post on my blog page and within a few seconds Google had found the post.</p>
<p>This has big implications for recruiters posting vacancies onto web sites as generally you will want Google to index your own web site rather than helping a Job Board with their SEO. Google rewards new content so it important that Google sees your site as the source of original content and any job boards are simply a copy of your site.</p>
<p>My conclusions</p>
<p>!. Always rewrite your own advertising copy, don't cut and paste as Google is likely not to recognize this as new content.</p>
<p>2. Always post first to your own web site. Google will see your site as important as that is where content appears first and any subsequent post to a job board will be seen as a copy of this.</p>
<p>3. Ensure your web site is working effectively to be indexed by Google. Try this experiment and see how fast your new pages are being indexed</p>
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<p>.<iframe width="420" height="315" src="http://www.youtube.com/embed/QBenVdGNY-c?wmode=opaque" frameborder="0"></iframe>
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<p>Shane McCusker</p>
<p>Intelligence Software</p>
<p><a href="http://www.intel-sw.com" target="_blank">http://www.intel-sw.com</a></p>
<p><a href="http://www.twitter.com/1ntelligence" target="_blank">@1ntelligence</a></p>
<p> </p>Why Recruiters Should NOT care about The Cloudtag:recruitingblogs.com,2012-07-04:502551:BlogPost:15765762012-07-04T12:36:34.000ZShane McCuskerhttps://recruitingblogs.com/profile/ShaneMcCusker
<p>There has been much talk about Cloud computing or SAAS recruitment software and the massive benefits for a recruitment agency to move to the Cloud. I find this quite amazing for two reasons, firstly most people I speak to aren’t really sure what this means and secondly the whole argument seems to have absolutely nothing to do with finding candidates, making placements or anything else to do with recruitment.</p>
<p> </p>
<p>For the life of me I can not see what all the fuss is about, but…</p>
<p>There has been much talk about Cloud computing or SAAS recruitment software and the massive benefits for a recruitment agency to move to the Cloud. I find this quite amazing for two reasons, firstly most people I speak to aren’t really sure what this means and secondly the whole argument seems to have absolutely nothing to do with finding candidates, making placements or anything else to do with recruitment.</p>
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<p>For the life of me I can not see what all the fuss is about, but yet, on several occasions, I've seen intelligence people talk about the Cloud, and while they talk they look up to the sky as if, somehow, the computer they are talking about resides in the heavens in some mystical place deserving of its own religion.</p>
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<p>According to Wikipedia, ‘Cloud computing is the delivery of computing and storage capacity as a service to a heterogeneous community of end-recipients.’ For most people I suspect that this definition does not help. My definition is that you are using the cloud any time you happen to be using a computer that is not in the same building as you are. What that means in practise, is any time you use the internet, Skype or any other service that connects to some other computer. So if Cloud computing is simply using the internet, why then are people getting excited about the Cloud now when it simply appears to be a new name for something that has been with us for a while?</p>
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<p>I write software for recruitment agencies. Writing recruitment software is not easy and I spend a great deal of my time considering how the recruitment process can be improved and then seeing if technology can in some way be used to achieve this. Notice how my starting point is always the recruitment process and not the technology. Strangely, I believe that recruitment agencies also put the recruitment process first. Or at least they put it first when they are recruiting but not necessarily first when they are looking to buy recruitment software. When looking to buy software there are so many other things to consider that often the recruitment process gets pushed to one side.</p>
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<p>Using recruitment software and buying recruitment software seem to be two disconnected activities. As a Recruitment Software sales person I know the features customers talk about in the sales presentation are never the features they talk about in the first training session. The flashy cool tools disappear and the more mundane and more important become the top priority. As the developer of both the cool and mundane I hope that on both occasions we exceed expectations however I often feel that even then the main prize is being missed. My objective is nothing to do with software at all. I achieve my true goal when the software fades into the background and becomes the backbone of a better more effective recruitment process that is fundamentally different to what went before. Ultimately the technology is only ever there to facilitate the process and it’s that process that brings success to the recruiter.</p>
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<p>When recruiters talk about Cloud computing I just get the sense that they’ve missed the point. Let the techies talk about the Cloud, the recruiters need to focus on the more complex task of inventing better ways to recruit.</p>
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<p>Shane McCusker<br/>Former Recruiter and MD of <a href="http://www.intel-sw.com" target="_blank">Intelligence Recruitment Software</a></p>
<p><a href="http://www.intel-sw.com" target="_blank">http://www.intel-sw.com</a> <a href="http://www.twitter.com/@1ntelligence" target="_blank">@1ntelligence</a></p>
<p>ps. For the record, Intelligence Software can be operated as either Cloud or non Cloud but I’m hopeful you wont care about that.</p>Advanced Internet sourcing for Recruiterstag:recruitingblogs.com,2012-06-24:502551:BlogPost:15736452012-06-24T17:00:00.000ZShane McCuskerhttps://recruitingblogs.com/profile/ShaneMcCusker
<p>I regularly run free recruitment software and technology webinars and yesterdays, on Advanced Sourcing, proved more popular than most. This is a recording followed by my notes on what happened.<iframe frameborder="0" height="315" src="https://www.youtube.com/embed/uMeifoKc2l4?wmode=opaque" width="420"></iframe>
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<p>I wanted to convey the shear scale of the subject of recruitment sourcing while also focus on some useful techniques that can give immediate benefit. It’s really mind blowing…</p>
<p>I regularly run free recruitment software and technology webinars and yesterdays, on Advanced Sourcing, proved more popular than most. This is a recording followed by my notes on what happened.<iframe width="420" height="315" src="http://www.youtube.com/embed/uMeifoKc2l4?wmode=opaque" frameborder="0"></iframe>
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<p>I wanted to convey the shear scale of the subject of recruitment sourcing while also focus on some useful techniques that can give immediate benefit. It’s really mind blowing the number of sources of information available to recruiters. Their own database, Job boards, Social media sites, every other internet site, the dark web and all those other places that aren’t even in the internet.</p>
<p>As a developer of recruitment software I may be a little bias but I do firmly believe that the most important of all of these is a recruiters own information management system. It should have the best quality of data, the people in it are the easiest to contact and happiest to speak to you and it should provide the very best search tools. If it doesn’t then you are doing something wrong and that is a problem that needs fixed long before you start to think about clever Boolean strings to try out on Google. Glen Cathy, the Boolean Black Belt, wrote a great blog post about this topic called ‘<a title="Glen Cathy" href="http://www.booleanblackbelt.com/2012/02/is-your-ats-a-black-hole-or-a-diamond-mine/" target="_blank">Is your AST a black hole or a diamond mine</a>’.</p>
<p><strong>Simple Boolean Search</strong><br/> My first demonstration keeps things as simple as possible. I simply typed ‘Accountant Belfast CV’ into Google to see what would come up. No surprise - I got a lot of results. This is the much overlooked problem of search, the difficulty is not finding useful stuff, the difficulty is getting rid of the other stuff that you just don’t want.</p>
<p>I’m running the risk of moving from an advanced webinar to a basic one but there are a few fundamentals to Boolean search that it is always worth focusing on.</p>
<p>Google assumes the word AND between each of your words so my original search could have been written</p>
<p><strong><em>Accountant AND Belfast AND CV</em></strong></p>
<p>Strangely if you try this, Google does give slightly different results, I have no idea why this is.</p>
<p>It may be obvious, although easily forgotten, but there are very many alternatives to each of these key words so I can improve my search using the OR operator.</p>
<p><em><strong>(Accountant OR Accountancy OR Accountants OR ACCA OR CIMA)</strong></em><br/> <em><strong>(Belfast OR “Northern Ireland”)</strong></em><br/> <em><strong>(CV OR Resume OR Vitae OR Vitea)</strong></em></p>
<p>Most important in this phrase are the brackets. If you are using the OR operator you will almost certainly need brackets. The ANDs are assumed by Google to be between each set of brackets.</p>
<p>Notice my deliberate spelling mistake, I make this mistake all the time so there is a good chance there are accountants out there who may do the same. Also notice the <em><strong>“</strong></em> characters around Northern Ireland, this tells Google I want that exact phrase and not simply the words Northern and Ireland</p>
<p>I could at this stage use the <em><strong>~</strong></em> character in front of any of my search terms to tell Google to include any other words it thinks are similar or related.</p>
<p>This type of search is designed to get as many results as possible. Generally it works best to start as wide as possible and then start to reduce the list down.</p>
<p>First off, a lot of the results were job adds. To remove some of these I can add<br/> <em><strong>-job –jobs –recruitment</strong></em><br/> into my search string and immediately I see an improvement.</p>
<p>If I really want to cut down the results I can be very focused and use the <em><strong>intitle:</strong></em> Google operator to just look for web pages where the page title rather than the body text refers to a CV.</p>
<p><em><strong>(intitle:CV OR intitle:Resume OR intitle:Vitae OR intitle:Vitea)</strong></em></p>
<p><strong>Images</strong><br/> One of my favourite ways to find people is to switch to the image search on Google. There is a refinement on the search to only find faces but often this is not necessary. I first started looking at this for the South African recruitment market. Recruiters there are in the unusual position of having to select candidate by race early on in the process and photographs are a good way to do this. That said, photographs are a great way to find sites that reference real people, clicking on the image or even hovering over this image is often enough to tell if there is something worth further investigation.</p>
<p><strong>X-Ray Searches</strong><br/> I’ve often spoken about using the <em><strong>site:</strong></em> operator in conjunction with LinkedIn searches. In the webinar I wanted to show how this operator can be used for any site and give really interesting results. I chose to show a Google Plus search which in hindsight was not that adventurous but at least if gave some instant results.</p>
<p><em><strong>site:plus.google.com Accountant Belfast</strong></em></p>
<p>Using the site: operator is really very powerful and can be used on any web site. I’ve often used it on job boards as very many of them have profile pages for each of their clients and this gives me quite in interesting prospect list.</p>
<p>Used in conjunction with the <em><strong>inurl:</strong></em> operator it is very effective at returning a very clean set of results.</p>
<p><em><strong>inurl:</strong></em> tells Google to return only pages with certain text in the URL of the web site. Putting a <em><strong>–</strong></em> sign in front of it asks Google to give you everything other that that text. For my initial search therefore I can remove career pages by adding</p>
<p><em><strong>-inurl:career –inurl:careers</strong></em></p>
<p>For users of Bing, the other main search engine. I had long though that there was not an equivalent to the <em><strong>inurl:</strong></em> operator, however I was recently at Geoff Webbs Radical Planet event in Toronto and there Johnny Campbell of Social Talent, told me about the operator <em><strong>instreamset:(url):</strong></em> which seems to work really well.</p>
<p><strong>File Type Searches</strong><br/> Perhaps of all my webinar examples it was the use of the <em><strong>filetype:</strong></em> operator that received the most reaction. It really is quite amazing what some people put on the internet and when you look for excel spreadsheets in particular there is almost a sense of am I rally supposed to be seeing this.</p>
<p>I wanted to find lists of people and tried this search<br/> <strong><em>filetype:xls email (surname OR "last name" OR Name) ("job title" OR position)</em></strong></p>
<p>Adding in a few keywords to focus my search and I can pull down thousands of names and contact details. Is it any wonder there is so much spam in the world.</p>
<p>Of course this is only the most basic use of the <em><strong>filetype:</strong></em> operator it can be used for any type of file. Other common file types include</p>
<p><em><strong>(filetype:xls OR filetype:xlsx)</strong></em> for MS Excel<br/> <em><strong>(filetype:xls OR filetype:xlsx)</strong></em> for MS Word<br/> <strong><em>(filetype:jpeg OR filetype:gif OR filetype:tif)</em></strong> for images<br/> <strong><em>(filetype:mp3 OR filetype:raw OR filetype:m4p)</em></strong> for music (these techniques don’t have to be used just for recruitment)</p>
<p>Martin Lee, of the LinkedIn Group Cool (free) tools for recruiting, suggested I look at <em><strong>filetype:com</strong></em> This seems to return web pages within web pages so there really is no limit to the uses of this type of search. Martin is an expert sourcer and an inspiration to me in learning sourcing techniques. I have not been able to find any practical application for this particular search but I have no doubt that Martin has.</p>
<p><strong>Google Custom Search</strong><br/> Finally I wanted to talk about something that really is for the advanced sourcer. Not that Customer Searches are difficult to use but just that they are not commonly used. This is a pity as it is a really good way to share clever searches and make complex searching very easy and very repeatable. I used a Google Custom Search when I was investigating the problem of finding new vacancies before everyone else. I first created a search to give just Linkedin profiles and then added a refinement to find just the profiles of people who had just changed jobs. My theory being that their previous employer is now in need of a replacement employee. In this way I can very quickly run quite a complex search but I can also allow anyone else to use this complex search without them needing to know the detail of the Boolean search string I am using.</p>
<p>For a demonstration of how easy it is to create a customer search please watch the video of the webinar. If you’d like to try my LinkedIn/Vacancy search is on my web site <a title="LinkedIn Search" href="http://www.intel-sw.com/search">http://www.intel-sw.com/search</a></p>
<p>Google Custom Search can be a very simple tool however it provides a platform to do really clever things.</p>
<p>If you like this blog or any of my videos I would be very pleased if you share this with your community. Please share on Facebook, Google Plus, LinkedIn, Twitter, Pintrest and anywhere else you can find. Please connect with me on Linkedin, follow be on Twitter and subscribe to my YouTube Channel. I run regular webinars so if you’d like me to notify you of the next one by email, please let me know.</p>
<p>I earn my living developing recruitment software systems for recruiters. If you feel that sourcing techniques give you an edge on your competitors then you are very likely to feel my software system will also give you a very significant advantage. If you’d like to learn more about Intelligence then please call me at any time and I’ll be delighted to talk.</p>
<p>Shane McCusker<br/> <a title="Recruitment Software" href="http://www.intel-sw.com" target="_blank">Intelligence Software</a><br/> <a title="Recruitment Software" href="http://www.intel-sw.com" target="_blank">http://www.intel-sw.com</a><br/> <a title="Twitter" href="http://www.twitter.com/1ntelligence" target="_blank">@1ntelligence</a><br/><a href="mailto:shane@intel-sw.com?Subject=RecruitingBlogs" target="_blank">shane@intel-sw.com</a><br/> +447973828811<br/> <a title="Shane McCusker Intelligence Software" href="http://uk.linkedin.com/in/shanemccusker" target="_blank">http://uk.linkedin.com/in/shanemccusker</a></p>
<p>My next free webinar in on Thursday July 19th 2012. If you would like me to email details of this and future webinars you are welcome to subscribe to my mailing list please <a href="mailto:shane@intel-sw.com?Subject=RecruitingBlogs" target="_blank">email me</a>.</p>
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<p> </p>How to write a Recruiting Blog - Advice from Radical Planettag:recruitingblogs.com,2012-06-11:502551:BlogPost:15690492012-06-11T12:30:00.000ZShane McCuskerhttps://recruitingblogs.com/profile/ShaneMcCusker
<p>Last week I attended Radical Planet the Recruitment and HR unconference in Toronto. There was a great track on blogging and writting blogs to I took the opportunity of asking some questions on how the write a really good recruitment blog.</p>
<p>Steven Duque lead the blogging track at the Unconference and was recommending Tumbler as the best platform to get started. While Wordpress may be better for SEO, Tumblr is easier to use and has better tools to allow people to share your…</p>
<p>Last week I attended Radical Planet the Recruitment and HR unconference in Toronto. There was a great track on blogging and writting blogs to I took the opportunity of asking some questions on how the write a really good recruitment blog.</p>
<p>Steven Duque lead the blogging track at the Unconference and was recommending Tumbler as the best platform to get started. While Wordpress may be better for SEO, Tumblr is easier to use and has better tools to allow people to share your content.</p>
<p>Amanda Ovenden sees a recruitment blog as a great way to connect with a community and market her business. Although Amanda has not been a regular blogger in the past the unconference will hopefully give her the encouragement to get started.</p>
<p>For Johnny Campbell of Social Talent its all about how you distribute your content to maximize reach. Johnny and his team generate a lot of content both blogs and video content. Although it can be time consuming to post in many different channels he feels that this has a massive influence on his audience.</p>
<p>Catherine Claridge, the HR Rockstar is interested in the message and getting content of interest to her audience. This view was echoed by Dan Smith and Geoff Webb with Geoff talking about the importance of his recruitment and HR audience getting really valuable take aways from his content. Dan Smith's view of writing style is to give an honest opinion and stick to it while for Carmen Jeffery its all about attitude to spark the interest of her audience.</p>
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<p>Shane McCusker<br/> Intelligence Software<br/> <a href="http://www.intel-sw.com">http://www.intel-sw.com</a></p>LinkedIn doesn’t like recruiters - Finding Candidates Contact Detailstag:recruitingblogs.com,2012-03-03:502551:BlogPost:15243062012-03-03T10:02:27.000ZShane McCuskerhttps://recruitingblogs.com/profile/ShaneMcCusker
<p>My recruitment webinar this week was all about making contact with candidates particularly when you may not have all their contact details. The Social Media sites like LinkedIn and Facebook really limit a recruiters ability to get in touch and unless you already have their details on your <a href="http://www.intel-sw.com" target="_blank">ATS</a> or <a href="http://www.intel-sw.com" target="_blank">recruitment system</a> it can be a real challenge to make contact.…</p>
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<p>My recruitment webinar this week was all about making contact with candidates particularly when you may not have all their contact details. The Social Media sites like LinkedIn and Facebook really limit a recruiters ability to get in touch and unless you already have their details on your <a href="http://www.intel-sw.com" target="_blank">ATS</a> or <a href="http://www.intel-sw.com" target="_blank">recruitment system</a> it can be a real challenge to make contact.</p>
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<p>LinkedIn doesn’t like recruiters.</p>
<p>More and more Linkedin is limiting the information it will give you about the people you find. To get good information, you need to be directly connected but Linkedin are also trying to make it difficult for you to connect.</p>
<p> </p>
<p>When searching on linkedin moving from the search results to view peoples profiles, linkedin works as follows</p>
<p> </p>
<p>1<sup>st</sup> degree connections</p>
<p>Full profile is visible, send messages, see email or other contact details.</p>
<p> 2<sup>nd</sup> degree connections</p>
<p>See most of the profile, can’t send messages (only InMail, which LI charge for) can’t see contact details such as email addresses.</p>
<p> 3<sup>rd</sup> degree connections</p>
<p>Can’t see their full name, can’t send messages, can’t invite them to connect, can see any email or other contact details.</p>
<p> Profiles outside of your network are even further limited.</p>
<p> </p>
<p>However, LinkedIn does allow you to send messages to 1<sup>st</sup>, 2<sup>nd</sup> 3<sup>rd</sup> and group connections. To see this, go to a group and hover over the name of someone posting to the group. In this circumstance Linkedin does allow you to message and send invite connections.</p>
<p> </p>
<p>In my webinar I demonstrate another method to message 1<sup>st</sup>, 2<sup>nd</sup>, 3<sup>rd</sup> and group connections by knowing their ID this is also a very useful way to message people when LinkedIn is trying to make life difficult for you. This is a wonderfully useful way to message people and a trick evvery recruiter should know (I have a range of other trick like this one and they can be found on some of my other <a href="http://www.intel-sw.com/blog" target="_blank">recruitment blog</a> articles)</p>
<p> </p>
<p>Be careful with inviting people to connect, if too many of them say they do not know you LinkedIn will block you from inviting anyone else without their email address.</p>
<p> </p>
<p> </p>
<p>Google Search.</p>
<p>The are a range of Boolean search strings for finding email addresses and other information. Here is one from Martin Lee</p>
<p> site:uk.linkedin.com "qualified accountant" (email | gmail | co.uk | com | hotmail) -dir -~jobs</p>
<p></p>
<p>Some time ago I wrote a very useful Google Custom Search to find candidates and their linkedIn profiles. This search is here (<a href="http://www.intel-sw.com/search" target="_blank">Search LinkedIn</a>) and is a really useful free tool.</p>
<p> </p>
<p>Type it into Google and see what happens. Martin also recommends using <a href="http://eel.surf7.net.my/">http://eel.surf7.net.my/</a> which is a great way to strip out the email addresses from the result. I also like Outwit hub which does the same thing.</p>
<p> </p>
<p>The problem with Google search for email addresses however is that the person you are looking for may not have their email address on the internet when Google can find it. Very often however the email address of the person you are looking for will be reasonable obvious. If you know their employers domain (eg intel-sw.com) then their email address is likely to be of the same format of everyone else in that company.</p>
<p> </p>
<p>Once you guess an email address then <a href="http://www.verifyemailaddress.org/">http://www.verifyemailaddress.org/</a> is one of many email verification sites that can check your best guess. I also use LinkedIn as in group invite will let you know if this email address relates to a linkedin profile.</p>
<p> </p>
<p>Call people:</p>
<p>Skype has 663 million registered users at September 2011. Ok Facebook has 845 million but Skype is still a good bit bigger than the population of the USA. Skype also allows you to search for and message/call people simply by knowing their name. Skype seems very underutilized in the recruitment space and this seems to be a missed opportunity.</p>
<p>Is it just me or does it seem that many recruiters seem to be nervous about picking up the phone. The internet seems to have provide the telephobic with an excuse to avoid actually talking to people and this is not good.</p>
<p> </p>
<p>Google Plus:</p>
<p>All profiles are relatively new and therefore up to date, the information is easily searchable and Google Plus has no problem giving you all the contact information they have. Google plus is a fantastic resource for recruiters. Google Plus It has not achieved the stickyness of Facebook (people spend a whole lot more time on FB than GP) but it is a wonderful resource to find contact details.</p>
<p> </p>
<p>A simple x-ray search of Google Plus is</p>
<p> </p>
<p>site:plus.google.com "Occupation * * Recruitment Consultant"</p>
<p> </p>
<p>To round off the webinar I mention other useful sites such as <a href="http://www.pipl.com/">www.pipl.com</a>, <a href="http://www.zoominfo.com/">www.zoominfo.com</a> and <a href="http://www.plaxo.com/">www.plaxo.com</a>.</p>
<p> </p>
<p>Finally, for a bit of fun, try the Google image search. <a href="https://www.google.com/imghp">https://www.google.com/imghp</a> Upload a photo and Google will find sites on the internet where that image appears. This is a great way to link social profiles. It is also fascinating to discover that Google thinks I look like Arnold Schwarzenegger!!</p>
<p></p>
<p>I am running free recruitment webinars every fortnight. If you would like to know about the upcoming events then please connect with me on <a href="http://uk.linkedin.com/in/shanemccusker" target="_blank">LinkedIn</a> and I'll send you more details. Alternatively email me or visit my <a href="http://www.intel-sw.com/blog" target="_blank">blog</a>.</p>
<p></p>
<p>Shane McCusker</p>
<p><a href="http://www.intel-sw.com" target="_blank">Intelligence Software</a></p>
<p>+447973828811</p>
<p>shane@intel-sw.com</p>
<p> </p>
<p> </p>
<p> </p>
<p> </p>
<p> </p>
<p> </p>Sourcing Vacanciestag:recruitingblogs.com,2012-02-05:502551:BlogPost:15084222012-02-05T15:51:19.000ZShane McCuskerhttps://recruitingblogs.com/profile/ShaneMcCusker
<p>There are no shortages of clever ideas and techniques to help recruiters find candidates. Recently I've been looking at ways to help my recruitment agency customers use the internet for business development and source new clients and new vacancies. Ideally I'm looking for vacancies that no one else knows about to try and secure exclusive business or at least get a head start on the search.,</p>
<p></p>
<p>I ran the first of a new series of recruitment webinars earlier this week talking about…</p>
<p>There are no shortages of clever ideas and techniques to help recruiters find candidates. Recently I've been looking at ways to help my recruitment agency customers use the internet for business development and source new clients and new vacancies. Ideally I'm looking for vacancies that no one else knows about to try and secure exclusive business or at least get a head start on the search.,</p>
<p></p>
<p>I ran the first of a new series of recruitment webinars earlier this week talking about a Google Custom Search I created that looks for LinkedIn profiles of people who have just changed jobs. There is nothing that special about yet another LinkedIn X-ray search but the joy of a Google Custom Search is that it makes the process so simple there is a much better change that the process can be incorporated into the business process as a routine task.</p>
<p></p>
<p>I've been working on other search techniques to integrate with the LinkedIn API although I've still got some way to go before I have something that offer real benefit to the masses.</p>
<p></p>
<p>For more info on last weeks webinar or the upcoming webinars pelase see my blog page, <a href="http://www.intel-sw.com/blog.php">www.intel-sw.com/blog.php</a>. To try out my Google Custom Search to find candidates and vacancies see <a href="http://www.intel-sw.com/search.php">http://www.intel-sw.com/search.php</a></p>
<p></p>
<p>Shane</p>The End of the South African Recruitment Industry.tag:recruitingblogs.com,2011-03-01:502551:BlogPost:11531802011-03-01T09:30:00.000ZShane McCuskerhttps://recruitingblogs.com/profile/ShaneMcCusker
<p>New Legislation proposed in South Africa could see the end of the Recruitment industry as we currently know it. It is proposed to outlaw all forms of temporary and contract recruitment forcing all employers to employ staff on a permanent basis only.</p>
<p>This will of course have very dramatic effects for the industry and the millions of temporary and contract workers currently employed in South Africa whose employers will be forced to offer permanent employment or terminate…</p>
<p>New Legislation proposed in South Africa could see the end of the Recruitment industry as we currently know it. It is proposed to outlaw all forms of temporary and contract recruitment forcing all employers to employ staff on a permanent basis only.</p>
<p>This will of course have very dramatic effects for the industry and the millions of temporary and contract workers currently employed in South Africa whose employers will be forced to offer permanent employment or terminate employment. </p>
<p>The Legalisation is being supported by the ANC government as it sees real social problems being caused by 'Labour Brookers' who operate with low paid workers and are allegedly the source of mistreatment of these workers.</p>
<p>I have discussed this topic with Lorna O'Brien and Albie Rheeder, two South African Recruiters who are extreamily concerned about the future. Videos of these conversation are linked to <a href="http://www.intel-sw.com/blog.php" target="_blank">here</a>.</p>
<p><span style="color: #0000ff; font-size: 11px;">Shane McCusker, </span><span style="color: #0000ff; font-size: 11px;">Intelligence Software Ltd, <a href="http://www.intel-sw.com/blog.php" target="_blank">www.intel-sw.com</a></span></p>
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</p>Changing a recruitment company and why it won't work.tag:recruitingblogs.com,2010-05-26:502551:BlogPost:9573242010-05-26T09:20:27.000ZShane McCuskerhttps://recruitingblogs.com/profile/ShaneMcCusker
<p>I recently attended a HR and recruitment forum and listened to speaker, Carron Hinton , talk about Change management. I've never really though about this topic before and as I listened it dawned on me that I really wished I had.</p>
<br></br><p>Carron talked about the differences between Operational Management and Change or Project management. It occurred to me that the normal management style of my customers (recruitment agency managers) is that all about Operations management and nothing to do…</p>
<p>I recently attended a HR and recruitment forum and listened to speaker, Carron Hinton , talk about Change management. I've never really though about this topic before and as I listened it dawned on me that I really wished I had.</p>
<br/><p>Carron talked about the differences between Operational Management and Change or Project management. It occurred to me that the normal management style of my customers (recruitment agency managers) is that all about Operations management and nothing to do with Project management. That is, the normal day to day life of a recruiter is quite similar to every other day. Yes, every new vacancy has its own challenges but with every new vacancy the same approach is used of sourcing and resourcing and negotiating and searching high and low for a decent candidate. As a manager the process needs monitored and should anything divert from the normal flow of events then minor corrective action can be taken to ensure the process gets back on track.</p>
<br/><p>This of course is nothing like project management. With a project, everything is new and it is your ability to see problems in advance and avoid them is the key to success. If an operational approach is taken to a project then exception reporting and minor corrective action develops in to desperate fire fighting and a disastrously implemented project.</p>
<br/><p>This is when a light bulb came on in my head. All my customers are operating in an operational style until the time they contact me wanting to implement a new information management system. This implementation is a project and quite a challenging and fundamental project at that. All too often managers rush in without fully considering all the possibilities of what should be done and what can go wrong. As a result of this light bulb moment I have now started documenting the complexity of the problems ahead and hope that I can encourage my customers to choose the right management style for the job.</p>
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<br/><p>Through Intelligence Software I develop recruitment software and clever ways for recruiters to make more placements <a href="http://www.intel-sw.com">http://www.intel-sw.com</a></p>Get more from what you knowtag:recruitingblogs.com,2010-04-29:502551:BlogPost:9368242010-04-29T17:44:20.000ZShane McCuskerhttps://recruitingblogs.com/profile/ShaneMcCusker
Recruitment is an information business. Your ability to recruit is based solely on who and what you know, this is the commodity you sell. But in todays information age, where information is so plentiful, it is not enough simply to be in possession of information. To make money in recruitment you require the ability to extract value from the vast quantity of information that is available to you.<div><br></br></div>
<div>Super Star recruiters do not have to work harder than average. They do not have…</div>
Recruitment is an information business. Your ability to recruit is based solely on who and what you know, this is the commodity you sell. But in todays information age, where information is so plentiful, it is not enough simply to be in possession of information. To make money in recruitment you require the ability to extract value from the vast quantity of information that is available to you.<div><br/></div>
<div>Super Star recruiters do not have to work harder than average. They do not have to make twice as many calls to make twice as many placements. So what is it that makes them super stars? I believe that it is the way in which they can understand the information they have, spot the opportunities, for new candidates or vacancies and get their candidates and contacts to give them the information they need to do a better job. In other words their skill lies in the ability to extract more value from what they know and what they do.</div>
<div><br/></div>
<div>So if recruitment is about information and your success is dependent on your ability to manage this information it seems to me that what you can do with your ATS or information managements system is absolutely fundamental and critical to the success of your business. Your ATS if the back bone of your business and your skill in using it is the primary commodity your sell to your customers.</div>
<div><br/></div>
<div>Unfortunately it is my observation that the majority of recruiters, and unbelievably most software providers, have missed this point completely. Most people think of their information management system as some electronic filing cabinet where they can store information for later use. Like a conventional filing cabinet you store information in a file and when you want it again, you open that file and there it is.. The filing cabinet does not add any value, it is simply there to record information passively with no understanding of what more can be achieved.</div>
<div><br/></div>
<div>What a waste! There is so much more that can be done. So may clever questions that could be automatically answer and so much more value that a good information management system can add.</div>
<div><br/></div>
<div>I have spend my career with Intelligence Software asking simple questions, the types of questions super star recruiters ask, then developing simple software to answer them automatically. In this way everyone can be a super star recruiter.</div>
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<div>Shane McCusker - Intelligence Software - <a href="http://www.intel-sw.com">http://www.intel-sw.com</a></div>
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</div>30 minutes to become a genius or your money back.tag:recruitingblogs.com,2010-04-10:502551:BlogPost:9192012010-04-10T15:30:00.000ZShane McCuskerhttps://recruitingblogs.com/profile/ShaneMcCusker
<p>I'm getting ready for truUSA in Madison WI in just over a week. Really looking forward to this, if it is anything like truLondon in Feb it will be a fantastic event.</p>
<p>At truLondon I ran an impromptu track to create a few geniuses. We had ten people take part and all were transformed within the allotted 30 minutes.</p>
<p>The process is actually quite simple. Firstly we ran a simple test of Intelligence, Dee Allen was the winner and borderline genius before we even started. After this…</p>
<p>I'm getting ready for truUSA in Madison WI in just over a week. Really looking forward to this, if it is anything like truLondon in Feb it will be a fantastic event.</p>
<p>At truLondon I ran an impromptu track to create a few geniuses. We had ten people take part and all were transformed within the allotted 30 minutes.</p>
<p>The process is actually quite simple. Firstly we ran a simple test of Intelligence, Dee Allen was the winner and borderline genius before we even started. After this we ran a creativity exercise to see just how creative people can be, then we ran the intelligence test again. Everyone in the room qualified as a genius.</p>
<p>This is a fun exercise that I have used in my own business and is based on work by Tony Buzan (the inventor of Mind Maps) and Edward DeBono (who developed the concept of lateral thinking). The intelligence test is Tony Buzans, it’s real and does give a good measure of creative intelligence. This is a massively powerful technique and it opens the door to achieving fantastic things within your business. I am interested in this area as it allows me to develop really clever products for the recruitment industry. By thinking creatively, we can invent all sorts of new ways of approaching the problems created by recruitment.</p>
<p>Since TruLondon I have been doing more research in this area and have found examples of how creative thinking has generated millions of dollars of sales for small companies. Perhaps, for truUSA, there may be another impromptu track and see if we can create even more geniuses. If anyone is interested, let me know.</p>
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</p>A Recruitment technology Puddletag:recruitingblogs.com,2010-02-09:502551:BlogPost:8721852010-02-09T12:00:00.000ZShane McCuskerhttps://recruitingblogs.com/profile/ShaneMcCusker
<div><span class="Apple-style-span" style="color: rgb(0, 0, 0); font-family: 'Times New Roman'; font-size: medium;">Next week I will be at TruLondon and have the pleasure of leading two tracks, The Talent Puddle and Technology Shopping List.</span><div><span class="Apple-style-span" style="color: rgb(0, 0, 0); font-family: 'Times New Roman'; font-size: medium;"><br></br></span></div>
<span class="Apple-style-span" style="color: rgb(0, 0, 0); font-family: 'Times New Roman'; font-size: medium;">My…</span></div>
<div><span class="Apple-style-span" style="color: rgb(0, 0, 0); font-family: 'Times New Roman'; font-size: medium;">Next week I will be at TruLondon and have the pleasure of leading two tracks, The Talent Puddle and Technology Shopping List.</span><div><span class="Apple-style-span" style="color: rgb(0, 0, 0); font-family: 'Times New Roman'; font-size: medium;"><br/></span></div>
<span class="Apple-style-span" style="color: rgb(0, 0, 0); font-family: 'Times New Roman'; font-size: medium;">My co-track-leader, Alan Whitford developed the concept of 'The Talent Puddle'. As I understand it, Alan believes that recruiters should focus their attention on a small group of candidates, the puddle, rather than trying to spread themselves too thinly to cover the whole talent pool.</span><div><span class="Apple-style-span" style="color: rgb(0, 0, 0); font-family: 'Times New Roman'; font-size: medium;"><br/>I agree with this in that I think it's a good idea to segment candidates to better understand them, communicate with them and meet their needs. Unfortunately this is not actually what I see happening in practise. What I see happening is that recruiters are swamped with too many unplaceable candidates and end up ignoring large numbers of them simply so that they can cope with a more manageable number.</span></div>
<div><span class="Apple-style-span" style="color: rgb(0, 0, 0); font-family: 'Times New Roman'; font-size: medium;"><br/>This, in my mind, is entirely due to poor information management. If recruiters can manage their information in a way that they feel in control and can get simple visibility of what’s going on, then the problem is solved.</span></div>
<div><span class="Apple-style-span" style="color: rgb(0, 0, 0); font-family: 'Times New Roman'; font-size: medium;"><br/></span><div><span class="Apple-style-span" style="color: rgb(0, 0, 0); font-family: 'Times New Roman'; font-size: medium;">With clever <a href="http://www.intel-sw.com">recruitment software</a> and information management a recruiter can choose the most appropriate group of candidates to communicate with for any one assignment. This group is not a static puddle but rather a dynamic splash. Easily and instantly created for a single purpose. So by focusing attention on one part of the talent pool and creating a splash, ripples will be sent in all directions and the best candidates will rise to the surface.</span></div>
<div><span class="Apple-style-span" style="color: rgb(0, 0, 0); font-family: 'Times New Roman'; font-size: medium;"><br/></span></div>
<div><span class="Apple-style-span" style="color: rgb(0, 0, 0); font-family: 'Times New Roman'; font-size: medium;">My second track is with Steve Boese and Sarah White talking about a ‘Technology Shopping List’.</span></div>
<div><span class="Apple-style-span" style="color: rgb(0, 0, 0); font-family: 'Times New Roman'; font-size: medium;"><br/></span></div>
<span class="Apple-style-span" style="color: rgb(0, 0, 0); font-family: 'Times New Roman'; font-size: medium;">Given my work in <a href="http://www.intel-sw.com">Intelligence Software</a> it may be slightly contradictory but I’m actually quite a technophobic technologist. That is I really don’t get that excited about new technology but I do get excited about new ideas and new ways of using technology to work smarter. It’s not the technology, its what you do with it that counts.<br/>This is the reason why, when I receive calls from people wanting of buy our software, I’m quite disappointed. Do they not realize, Intelligence Software doesn’t sell Software, we sell Intelligence!</span></div>
<div><span class="Apple-style-span" style="color: rgb(0, 0, 0); font-family: 'Times New Roman'; font-size: medium;"><br/>Some people will approach us with very set ideas about exactly the software features they want but with little understanding about what they are trying to achieve. This is as strange as if I went to them to recruit a candidate, tell them where to advertise and how to head hunt but not understand the reason I wanted to fill the job or what the candidate was being employed to do.</span></div>
<div><span class="Apple-style-span" style="color: rgb(0, 0, 0); font-family: 'Times New Roman'; font-size: medium;"><br/>The idea therefore of a Technology Shopping List has again missed the mark. So next week I will be there doing my best to promote a ‘Working Smarter’ shopping list and a ‘Making More Placements’ shopping list. If I can get just one person to sign up to this idea then they might just be interested in buying our software.</span></div>
<div><span class="Apple-style-span" style="color: rgb(0, 0, 0); font-family: 'Times New Roman'; font-size: medium;"><br/></span></div>
<div><span class="Apple-style-span" style="color: rgb(0, 0, 0); font-family: 'Times New Roman'; font-size: medium;">I have made two short videos talking about these tracks available <a href="http://www.intel-sw.com/blog.php">here</a>. See you at truLondon.</span></div>
<div><span class="Apple-style-span" style="color: rgb(0, 0, 0); font-family: 'Times New Roman'; font-size: medium;">Shane McCusker</span></div>
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