This is part 2 of the Methodology, Sourcing. In part 1 we talked about Research, now that we have that done it’s time to Source. So regardless of where you source, you need to understand one of the recruiter languages, Boolean, Symantec, and or Natural Language. Each has their place in the sourcing world.

Boolean is where it starts; it allows you to find thing son the net, x-ray into sites and more. An example string might be inurl:resume “java Developer” “Seattle”. This string is looking for resume of people who are java developers and are in Seattle.

Symantec is simple the resumes DB language meaning. This is how you would write a string to use in most databases, ATS, or CRMs. It is pretty simple it is the same as the Boolean minus the operators. So I string along the same lines as the one I already showed would be “java Developer” AND “Seattle”.

Natural Language is the social networks language. An example along the same lines as the first 2 using natural language would be: People who live in Seattle and are “java developers”

Now of course there are tools out there that can help you with writing these strings and then running them; Hiretual, Bool, CSEs, Social Talent and more.

Now there other tools that can help you source and find people such as: Seekout, HiringSolved, ZenSourcer, ICwatch, to name a few.

Places to find candidates; Social sites (Facebook, twitter), Conference lists, user groups, news groups, Code repositories (GitHub, Stack overflow), Certification organizations, industry organizations, Company targeting, etc.

So now you have the quick and easy, down and dirty part 2, sourcing. Including, the languages, tools, and places. Next week step 3 Scraping.