2019 Fall SourceCon Sourcing Tools Roundtable

Learn from Glen Cathey, author of the Boolean Black Belt blog, to extract maximum value from LinkedIn's massive professional network. Learn human capital data retrieval concepts and best practices, expose hidden talent pools within LinkedIn, and explore the five levels of LinkedIn Talent Mining. Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf

An overview of how LinkedIn can drive efficiencies throughout the recruitment process by tapping into the passive candidate market.

The document discusses changes to searching public LinkedIn profiles and what information can still be accessed. It notes that current job title and company can be searched with intitle operators, but location, industry, and other fields now require different techniques due to profile structure changes. School information can now be accessed using more:p operators. The document recommends using the Social List tool to search without operators or checking a recording that provides additional LinkedIn search examples and hacks.

JOSÉ KADLEC Sourcing Technologist & Entrepreneur Co-Founder at GoodCall & Datacruit CEO at Recruitment Academy

The document discusses building an effective talent pipeline. It defines talent pipeline as having a pool of talent available to fill various levels of an organization as it grows. It recommends laying the foundation by understanding where the organization currently stands, and building a solid pipelining process that involves defining roles to recruit for, making the HR team and business aware of the process, and continuously finding new leads and building long-term relationships. Best practices from Piaggio Group and Luxottica Group are shared, such as using LinkedIn to manage the entire sourcing, pipeline, and CV process with a customized workflow.

Send InMails that yield higher response rates with this free ebook highlighting key strategies for crafting effective InMails. See how one InMail can make in impact: http://linkd.in/GIsubO Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj Follow the LinkedIn company page: http://linkd.in/1f39JyH Tweet with us: http://bit.ly/HireOnLinkedIn

Hiring is a game of inches. Most hiring processes have in excess of 70 discrete steps. How do you get better at hiring? By mastering each one, perfecting the small. Here are 30 recruiting and hiring tips, a sample of those available on the SocialTalent platform, to help your hiring team recruit great talent better. (Originally presented at SHRM Talent in Nashville on April 9th & 10th 2019)

Broadbean takes you through the A-Z of candidate sourcing, giving you the best tips and tricks to sourcing the best talent.

This document provides a list of over 600 sourcing tools categorized by their functions. It describes each tool's name, current version, category and a brief description. The tools cover a wide range of functions including search, social media, email, documents, scheduling and more. They allow users to easily access information, automate tasks and integrate various online services.

Průkopník problematiky tzv. talent sourcingu, první certifikovaný LinkedIn profesionál v CEE, autor knihy People as Merchandise a spoluzakladatel společnosti GoodCall, Datacruit a Recruitment Academy, José Kadlec, odhaluje nejnovější techniky, trendy a nástroje, které by měl znát každý moderní recruiter i sourcer. Jaké jsou současné a budoucí recruitment trendy v online náboru. Jaké jsou poslední informace a novinky týkající se tzv. talent sourcingu. Kde všude vyhledávat kandidáty v online světě. Jak vyždímat maximum z LinkedIn vyhledávače (LinkedIn People Search). Jak odkrýt skryté zdroje s relevantními zaměstnanci (tzv. hidden talent pools). Co je to tzv. Boolean vyhledávání a proč je denní rutinou úspěšných recruiterů. Definice boolean operátorů, modifikátorů a vyhledávacích příkazů. Co je to tzv. X-Ray vyhledávání a jak cílit a filtrovat LinkedIn uživatele pomocí internetových vyhledávačů. Vyhledávání na všech platformách včetně LinkedIn, Facebook, Twitter, Instagram, Vkontakte a dalších. Vyhledávání na specializovaných platformách jako např. Dribbble, Behance, Bitbucket, Github, StackOverflow, About.me, aj. Které kontaktní metody jsou pro nábor pracovníků nejefektivn��jší. Jak měřit efektivitu kontaktování kandidátů a zlepšování její úspěšnosti. Jak vytvářet zprávy, které kandidáti nemohou ignorovat. Pluginy, které vám usnadní a zefektivní denní rutinu talent sourcera nebo recruitera. http://recruitment.academy

Basic Tips for standard LinkedIn accounts. Recruiter guides and tips for candidate hunting and gathering.

The document provides tips for building an effective LinkedIn profile in 20 steps: update your basic info and photo; write a compelling summary and background; customize your URL; add sections and media; connect with contacts; request recommendations; engage with your network by commenting, messaging, and joining groups; use LinkedIn search, jobs, and privacy settings; and keep your profile complete, typo-free, and regularly updated.

This document provides suggestions for using various social media and professional networking sites to source candidates in a creative way. It lists sites such as social networking sites, creative design sites, image sharing sites, document upload sites, IT centric sites, and others. The document also provides credits for images and sources used.

LinkedIn is the world's largest professional network with over 100 million members. It can help users source new clients, candidates, and business leads. A key benefit is broadcasting job vacancies for free to a targeted audience. The essentials of an individual's LinkedIn profile include a professional photo, a descriptive headline, a 2-3 paragraph summary, and relevant keywords to aid in search results. Connecting with potential candidates requires personalizing connection requests and showing genuine interest in their career goals. Advertising jobs involves posting in relevant groups, sharing in status updates, and sending personalized inmails without simply pushing job descriptions.

This document provides an overview of Boolean search techniques for various search engines and social networks. It introduces Boolean operators that can be used to refine Google searches, such as quotation marks, site:, intitle:, inurl:, filetype:, related:, define, and numrange:. Examples are given for searching LinkedIn, XING, Google+, Meetup, About.me, and Twitter profiles. Advanced techniques are described for searching databases and finding contact information. Custom search engines are also listed that can be used to focus queries. Boolean syntaxes are defined for LinkedIn, Twitter, GitHub, and Facebook.

X-ray searching allows you to view more than the typical 100 LinkedIn profiles for free by searching LinkedIn profiles through search engines like Google. An X-ray search string targets both default and customized LinkedIn URLs to find profiles containing desired job titles, industries, locations, and keywords. Additional tips are provided for refining searches and connecting with potential candidates found through X-ray searching.

This document provides information about Boolean logic and search operators. It discusses: - George Boole and the development of Boolean algebra for logic operations. - The basic Boolean logic operators of AND, OR, and NOT and how they combine search terms. - Additional Google search techniques like phrase searching, truncation, and advanced search options.

The document discusses how natural language processing (NLP) can be used to improve and automate link building and public relations outreach processes. Specifically, it describes how NLP models can help with contact research and enrichment by classifying job titles and seniority, email filtering by analyzing intent and sentiment, and reactive PR by extracting information from requests on forums like HARO. The document advocates starting with tools like MonkeyLearn and Zapier for initial NLP capabilities before progressing to using native application programming interfaces. The overall goal is to use NLP to speed up data processing and allow human experts to focus on higher-level tasks.

The document provides tips and strategies for sourcing candidates on various platforms using custom searches and X-Ray techniques. It discusses how to leverage LinkedIn, Google, GitHub, Stack Overflow, AngelList and SlideShare for sourcing. Specific search strings and techniques are provided to find candidates based on skills, locations and other attributes across these platforms. The document also discusses how to build custom search engines for certain sites to improve sourcing results.

Once a company has more than 1 department developing code, a problem inevitably arises: How do you share source code that's mutually used? There are many different thoughts on the matter, but one that's starting to gain a significant amount of attention is "InnerSource". PayPal defines InnerSource as: "InnerSource takes the lessons learned from developing open source software and applies them to the way companies develop software internally. As developers have become accustomed to working on world class open source software, there is a strong desire to bring those practices back inside the firewall and apply them to software that companies may be reluctant to release. For companies building mostly closed source software, InnerSource can be a great tool to help break down silos, encourage internal collaboration, accelerate new engineer on-boarding, and identify opportunities to contribute software back to the open source world." In this talk I cover how to get from where you are ("Hey, we've got some source code that multiple people find useful!"), where you're going ("Look, we're more popular than ReactJS"), and some hurdles along the way ("Oh shoot, it looks like there is already a library to convert FLAC to MP3s..."). I give real-world examples of doing it right, and leave with some takeaways that people can immediately implement at their own companies.

Internal training class held in October 2010. Updated post-presentation with additional details for those unable to attend.