How To Boolean Search the Internet for Resumes and Passive Candidates

Jim StroudIn the VERY near future, I will be making a major announcement. Well, at least, major to me. For you… (shrugging my shoulders). As such, I will not be hawking certain items any longer on my site. (Once you hear my announcement, you will figure out why.) As such, I am having a sort of “fire sale” on said items before they are retired from the web. All that to say, buy now before they are deleted on (or around) July 5th.

The Recruiter’s Guide to Google – This 30-minute video explains how to use basic and advanced functions of Google to find free resumes on the internet. (Download it today for $49.50)

How to Find Clients For Your Recruiting Business – Generating business is a challenge in any economy, but it is especially difficult during a recession. Now imagine that you own a Searchfirm and your business is to supply talent when so many people are looking for work. Sound bleak” Sound hopeless” Its not… Jim Stroud shares tips, tricks and strategies for using Google, Yahoo and real-time searchengines to find hidden business leads, then shows you how to automate the process. (Download this ebook now for only $9.95)

The Searchologist Magazine – Designed with Recruiters in mind, Jim Stroud teaches you how to use the internet to find free resumes and passive candidates. These unique and innovative strategies will guide you in finding leads that your competitors overlook everyday. Each issue retails at $24.95 (USD). Click the magazine cover to order that issue.


Issue 4:The Automation Issue
This issue is dedicated to the question, “Hey Jim, how can I put resume sourcing and lead generation on automatic because I don’t have time to do all that stuff?” Plus, how to manage your search strings, how to find programmers worth recruiting, how to get passive candidates to send you their resume and more, lots more. Get your copy now!

Issue 3:How to Prospect The Hidden Job Market
In the latest issue, Jim Stroud details how to use free websites and resources to prospect the hidden job market. Among the topics discussed: How to use Google to find jobs locally and overseas. How, where and why you should post your resume online. How to create a Twitter Resume. How to use Bing to source Executives and more… (lots more) This issue is full of tech tips for job hunters determined to get an edge in their job hunt.

Issue 2: Where are all the online resumes?
In the 2nd issue of The Searchologist Magazine, Jim Stroud asks the question, “How many resumes are there on the internet?” As he does, he takes note on the most popular regions for resumes, the most popular regions for CVs, the most popular formats for online resumes, the most popular top level domains for resumes and discovers the best places online for finding Software Developers and passive candidates in general. And if that is not enough for you, Jim also details how to get your perfect candidate hired, teases with you secret codes and lists over 100 search strings for finding active and passive candidates online, plus… so much more. This is a MUST have issue for Sourcers the world over.

Issue 1:The Searchologist Magazine
Jim Stroud has over a decade of experience in Recruitment Research, Competitive Intelligence and Training with such companies as Google, Microsoft, Siemens and MCI. Inside The Searchologist, he shares unique and innovative strategies for finding top notch talent.

In the premiere issue of The Searchologist, you will find:

* How to source candidates that do not exist
* How to generate leads from instant messenger
* How to generate leads from online news
* How to find clients for your recruiting business
* How to find resumes most Recruiters overlook
* How to generate leads from Flickr
* And more…

Before you spend any money on job boards, read this first! No Recruiter should be without this information.

[Breaking] Monster wants to give you a professional face on Facebook with BeKnown

I was fortunate enough to get a heads-up on a new initiative that Monster is launching this weekend. They have created a Facebook app called “BeKnown” which (in my words) gives users a professional face on Facebook. Initially I thought it was a “me too” move, as at first peek, I thought it was their answer to “Branch Out.” However, after a closer look under the hood, it looks like a major play by Monster to try to dominate the space quickly (before Linkedin does it).

BeKnown Facebook app

Where I think Monster has an advantage is that they are launching this app in 19 languages covering 35 ccountries (verses BranchOut’s 1 supported language and Linkedin’s 6 supported langauges). Plus a few other goodies Linkedin and Branchout do not have. Such as:

  • Beknown lets you claim and manage company profiles
  • They offer social job posting referrals with reward functionality (although that is pending). This alone will make it a compelling app for many people, maybe ushering a new crop of recruiters to those who are successful with it. Just sayin’… In case that was unclear, they will soon have an option that pays you $X.00 when you refer a hire.
  • Integrated semantic job search (Seems to work well from what I saw)
  • Skills endorsement (surprised Linkedin doesn’t have this on their app. Is it pending? I wonder.)
  • I like the badge thing thing they have going as well (although BranchOut had it first) I suggested that they let people suggest new badges like… umm… when you are mentioned in the media you get a badge. (Fingers crossed for that one.)
  • I LOVE that I can use a different picture on my BeKnown profile and not be restricted to the pic on my Facebook profile. Its not that I’m ashamed of it, just that I think its a wonderful option that will help a lot of people out. (wink)
  • I like that you can import your profile from Monster and Linkedin into your BeKnown profile.
  • I like the separate messaging system that comes with BeKnown because it helps me keep my professional messages and personal messages separate.

Right out of the gate however, I thought that they would have one BIG hurdle to overcome. Since the Monster brand is so well known, I think a lot of recruiters will think of this app and say, “Wow! Now I can search Facebook the same way I search Monster.”  And if you are thinking that, let me advise you that you cannot.

BeKnown Facebook App

My understanding is that BeKnown is a social network and as such, you have to be connected to people in order to connect with them. (A’ la Linkedin) However, you can do a search for specific people and validate that you know them.  I do wish that it provided vanity URLS or even unique URLS so that I could add it to my email signature for example, but maybe in the future. (Sorry, that was a random thought.)

BeKnown Facebook App

I think that this is an interesting play for Monster and comes at the right time. If they want to swoop in and dominate, now is the time, as I am sure Linkedin has  a few tricks up their sleeve to give them a run for their money. Right now though, I am wondering if Linkedin will now have to play catch-up when I thought that they would be the ones to do this on a large scale first. (And certainly before an upstart like BranchOut.) Just my two cents…


P.S. I am curious to hear from jobseekers! Does a Facebook app from Monster get you excited? Please leave me a comment and let me know? Thanks!



How To Source International Candidates [free ebook]

My trip to Australia seems to be coming up fast. (Wow! Where does the time go?) I have been speaking to recruiters and sourcers over there to get a feel for what its like to source candidates over there and the feedback has been invaluable. As a way of saying “thank you,” I am giving away a free ebook on “How To Source International Candidates.” Click here to get your copy (even if you’re not able to hang out with me in Australia).

How to source international candidates


Oi, oi, oi!!!



I am speaking in Australia! Yay! [video]

Jim is excited about his trip to Australia (Australasian Talent Conference) and asks recruiters and sourcers from the land downunder to help him out. Plus, Jim shares a tip on how to find free resumes in Australia. And, if you ever wanted to learn how to speak Australian, be sure to watch this episode all the way through. (smile)

Be sure to connect with Jim via Linkedin!

Hang out with Jim in the land of Oz!

A great idea that will never happen

It is too easy to become a recruiter.
I suppose that can be said for a variety of disciplines, but I would wonder how closely those positions affect the bottom line the way recruiting does. A company is powered by its people and the gas of that engine is recruiting. Staffing professionals know this, C-level executives are aware of the fact and likewise savvy investors who bet on the jockey rather than the horse they ride on. However, across many organizations the staffing department is grudgingly regarded as a resource of necessity that is wholly unappreciated. To make an unfair comparison, recruiters are often thought of like Firemen; well appreciated in times of fire, but forgotten otherwise. Sure, there are organizations that give lip service to the value of recruiting, but consider these questions. How often does the CEO of your company wander the cubicles of the staffing department to personally congratulate the Recruiter’s contribution? When was the last time the staffing department was given kudos in a press release from upper management? When the stock goes up in your company, is staffing cited as a factor?
Recruiting overall suffers from bad publicity (or the lack of a significant amount of good publicity) reflected in the unspoken accolades from above and the occasional disdain from candidates. What do I mean? If a candidate is unemployed, unhappily employed or under-employed, then a call from a recruiter is a welcome God-send. Conversely, if the candidate is comfortable in their present role, such solicitations can be a nuisance. Furthermore, consider those recruiters who engage unqualified candidates and handle their candidates haphazardly. The end result is a negative impression of a certain company and a black eye on recruiting in general. It would seem that when recruiting (in any discipline) you have to contend not only with the requirements you are trying to fill, but also the biases of recruiting coming from all concerned. Fortunately, I have a strategy for turning this around.
Simply put, serving as a recruiter does not carry the prestige of being a doctor or lawyer; neither high school nor college students decide early on to become a recruiter. (How many graduate programs offer an intensive training in recruiting?) It has been my observation that people tend to  “stumble” into recruiting and therein lies the issue. Returning to my initial statement, it is too easy to become a recruiter. While it takes a lot of effort to be a good recruiter and great experience to be seen as superlative, only a nominal effort is required to become an  “official” recruiter. This is why I propose that the recruiting industry submit itself to a national standard that is regulated by an outside agency. Specifically, I would like to see the following:
  • That a license be required before one can recruit for any entity and that said license can be revoked if the licensee fails to maintain a minimum of continuing education credits.
  • That a national code of ethics is established and that an ethics review board be created as well. Said review board would operate to investigate major complaints and discrepancies jobseekers and organizations have lodged against a particular recruiter (and not necessarily a certain company.)
  • That an agency be created for the purpose of reviewing the practices, complaints and feedback of recruiters; after which, a ratings point will be given. Recruiters would then have the right to display their customer rating (akin to how restaurants display their health code ratings) and include these ratings within their sales collateral.
  • That a standard for resumes be established to include no more than four different formats. In this way, each recruiter and/or the company they represent may announce the style they prefer to receive from applicants.
  • That a reporting standard be established enabling job seekers to research the status of their candidacy in real-time.
  • That each recruiting entity post on their website a link to the national code of ethics they adhere to and information on how to lodge a complaint and/or testimonial.
Is this too much to ask for? Maybe not; perhaps recruiters will one day demand a new level of excellence and take it upon themselves to regulate themselves. When the economy returns and companies are scrambling to secure top talent, management will appreciate a recruiter’s efforts to adhere to new principles and see staffing in a new light. And then there is the ultimate triumph of people aspiring from highschool to join the recruiting industry. Realizing the influence, prestige and distinction that come with being a trained and licensed recruiter, the average career span of a recruiter would more than double.
Jim Stroud, Licensed Recruiter
Certified since 1997
Professional review rating of 98.5%.
On second thought, naaahh… It will never happen.