Who Else Wants to Overcome the Invite Limit of 100?

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Invitations from recruiters have become a standard practice on LinkedIn. So have invitations related to potentially doing any business together. If an invitation is accepted, a conversation starts.

However, LinkedIn notifications have poor deliverability, and “passive” candidates often miss our messages and invitations. It helps to invite a larger volume of potential matches and follow-up by email.

The following method meets the goal: it does not have the limit of 100 invitations per week and provides you with emails. It has somewhat changed since the UX lost the uploading a file button.

Start with a list of promising email addresses. They may come from your ATS, other social sites, X-Raying for lists, enriching LinkedIn X-Ray with SalesQL, and other sources.

STEP 1. Upload the list of emails to a Gmail account (make sure to clear out the existing list before uploading).

As a bonus, you will see non-generic pictures by the valid emails:

STEP 2. Remove existing LinkedIn Contacts.

STEP 3. Sync with Gmail Contacts.

See the identified non-connections:

You can start connecting here, but only with a limited number of members.

STEP 4. Connect to any number of members (one by one; it helps to review the profiles) from Contacts. You cannot customize the initial message, but this way is scalable.

STEP 5. You have their emails as well for follow-ups, and can personalize your outreach. (You can InMail them also.)

This technique will work for lists of thousands if desired.

STEP 6. Join me on Wednesday, September 21st, for a new webinar How to Find Hidden LinkedIn Profiles! David Galley follows with an optional practice on Thursday.

 

 

 

 

Shaping Snippets for Scraping

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In a recent post, How we’re improving search results when you use quotes, Google informed us that it would force the terms in quotation marks into snippets – as many as possible. It is a significant improvement for research; take note of it.

(Even before the announcement, repeating keywords and putting them in quotes helped.)

I am finding that in daily sourcing, as well as training, I have been increasing the number of search strings with quoted and repeated search terms. Here is an example.

Compare site:hu.linkedin.com/in “me at * * com OR hu” developer:

and site:hu.linkedin.com/in “me at” “me at * * com OR hu” developer:

While asterisks (*) and Boolean operators within quotation marks do not always help to alter snippets, a few words in quotes (“me at”) do.

In the second search, the snippets look reaffirming, displaying the desired info and the wording around it. But more importantly, you can scrape the emails into a list without visiting any result URLs; I recommend Julia’s Email Extractor.

Here is another example of manipulating snippets. Compare recruiter site:linkedin.com/in inanchor:opentowork -intitle:opentowork and “opentowork” recruiter site:linkedin.com/in inanchor:opentowork -intitle:opentowork.

While snippets are described as “the first piece of information that influences people’s decisions on what results to click or read,” we are here for not clicking results and being productive.

 

Sadly, 8 Months Later, LinkedIn.com Search Remains Broken

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We so much depend on the platform. But LinkedIn.com people search remains broken for everyone with a premium, job seeker, or a basic account. LinkedIn does not find members by keywords in the “About” section and job description. It has been over eight months. 🙁

Here are just a few examples. You will not find David Galley by the phrase in About – “blending cutting edge technology”:

Nor will you find him by the phrase in the job description – “a series of training courses” (or series of training courses david galley).

We see no rhyme or reason for what the LinkedIn.com search algorithm does, or what LinkedIn Software Developers do.

Please tweet this to @LinkedInHelp; thanks!

Invisible Developers

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No matter how long and complex Boolean you write, it will miss a significant percentage of qualified Software Developer candidates. Search on – or X-Ray – LinkedIn, Github, Gitlab, dev.to,  Stackoverflow, HackerRank, Reddit, Slack, Discord, or Twitter – and you will still miss them.

Consider this. You can search by (“preferred”) programming language and location on Github. But many Github members do not write code for a living – they are students, professors, retirees, managers who miss coding, and so on. Staying on Github, you won’t know that; user profiles do not even have a field for the job title. Meanwhile, you can search by the job title on LinkedIn, but a significant percentage of professionals with the requested programming language skills (who are popular on Github) have barely mentioned the language name on LinkedIn.

Combining knowledge and data from several sources uncovers “invisible” talent.

My followers know I have been obsessed with cross-referencing profiles, in particular, in technical recruiting, Github and LinkedIn (only because it works!). It finds prospects who did not fully reveal their professional background on any one platform. But that is not the only way to tap into that hidden talent pool.

Here is a complementary approach. Do your research and find which companies or teams use the required technology. There is a good chance all Developers on the team use it, whether they have been vocal about it or not.

As a simple example, running a recent sourcing project, I saw many North-American Developers at Shopify write in Ruby. It looked like it was the language of choice for the team. So, if I search on LinkedIn and find Developers at Shopify with no summaries and no recent job descriptions (a turn-off for Recruiters!) but Ruby in the skills or past job experience, I can safely assume that they currently use Ruby. I would also have a good guess at the years of experience with the language if they used it at past jobs. It is like reading between the lines. 😀

If you think you would benefit from sourcing ideas and practical advice on how to uncover untapped technical talent, join Master Sourcer David Galley  for a unique free webinar

10 Essential Steps for Sourcing “Invisible” IT Talent

Wednesday, August 31st at 17:00 CEST / 8 a.m. PDT

Incidentally, the webinar’s sponsor is AmazingHiring, a tool that helps to uncover technical talent based on multiple sources. If you are hiring IT talent, give it a try.

 

People Aggregators, Unique Names, and X-Ray

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When assessing a people aggregator like SeekOut, Entelo, AmazingHiring, HireEZ, and others, or even the general-purpose Zoominfo, two points are critical:

  1. How complete is the coverage (for your target audience)?
  2. How up-to-date is the data?

My idea is to run searches for unique names. If a combination <first, last> is unique (or even unique only in a given industry and location), then searching by the full name within an aggregator will reveal:

  1. No results? The person is not in the database.
  2. A match? Compare the rest of the data to see if the companies and titles match those on LinkedIn or whether they are outdated in the aggregator.

Hopefully, the aggregator will allow to mass-search for these professionals. Enter a long OR string of the names (use a copy of LinkedIn Boolean Builder; also, try the resulting search string on LinkedIn itself to verify that each name finds just one profile). Running a few sample sets will test the aggregator.

How do you find unique names? Since LinkedIn has the phrasing “see others named” on public profiles if other profiles with the same name exist, I first thought that this X-Ray would bring up unique names:

site:linkedin.com/in -“see others named”

(I came up with the search first, considered it fun but perfectly useless, and then thought of its application I am describing.)

However, there is a subtlety that may lead you to finding non-unique names with the string. The “see others named” links appear on public profiles when there is a /pub/dir directory. These directories are different if there is an addition to the last name, like a certification or degree abbreviation. For example, these are two separate directories:

  • https://www.linkedin.com/pub/dir/Jim/Smith%2C+Mba
  • https://www.linkedin.com/pub/dir/Jim/Smith

Having that in mind, by manipulating additional keywords in the above X-Ray string, you can land on lists of “truly” unique names in the locations and industries of interest. (I would be curious to hear what your strategies might be; maybe there will be another post.) Then, collect the names and proceed to test.

There is a wealth of ways to X-Ray LinkedIn! Please join Mike Santoro and me this Thursday for

The Complete LinkedIn X-Ray Masterclass (A Benefit for Ukraine)

We promise not to disappoint you.

7 LinkedIn X-Ray Strings You May Not Know About

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Here are seven sample X-Ray searches which may give you additional ideas on X-Raying LinkedIn:

  1. Unemployed or Recent Job Changes: site:linkedin.com/in inanchor:walmart business analyst –intitle:walmart
  2. Recommended members: site:linkedin.com/in “recommendations received”
  3. People with no current job (at the crawl time) or those who hide the employment section on public profiles: site:linkedin.com/in -present
  4. Recent jobs with little competition: site:linkedin.com/jobs/view sourcer “be among the first 25 applicants” -“no longer”
  5. Articles written in 2020: site:linkedin.com/pulse inanchor:2020 -intitle:2020
  6. Companies by location and industry: site:linkedin.com/company inanchor:chicago inanchor:”Technology, Information and Internet”
  7. People with unique names 🙂 site:linkedin.com/in -“see others named”

Over the past few weeks, Mike Santoro and I have enjoyed exchange of ideas and search strings in a Messenger chat, discovering new X-Ray opportunities, particularly, with inanchor:  By now, we have a little Encyclopedia of LinkedIn X-Ray knowledge. We want to share it with all of you at the upcoming class,

The Complete LinkedIn X-Ray Masterclass (A Benefit for Ukraine)

Come on a pay-what-you-can basis, with three options. Please sign up and also share with others. We count on your support! 100% of the profits will go to Humanitarian Aid in Ukraine. 🇺🇦

 

Search for Physicians on NPINO plus a Diversity Tip

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The National Provider Identifier (NPI) is an identification number for covered Healthcare providers – doctors, dentists, chiropractors, nurses, and other medical staff. Many sites duplicate this info (Google for any concrete NPI number to find them). The primary site to use for search is npino.com. In Healthcare sourcing, it can complement utilizing Healthcare registries.

View available lists of Physicians on npino.com, like Surgery NPI Lookup, and run our friend Instant Data Scraper. The tool will supply you with the Physicians’ names and some extra info.

Here is a Diversity searching tip. Take a close look at the output –

and you will notice different scraped image URLs for men and women. You can filter away!

Having a list of names, assemble a long OR search for first and last names using our LinkedIn Boolean Builder (optionally, add their specialty and other parameters) and search on LinkedIn. This way, you will likely discover some promising profiles that lack the “right” keywords. You won’t find them by LinkedIn search alone – but they are your prospects, based on NPINO data combined with LinkedIn’s. Finding their (even not very informative) LinkedIn profile opens up possibilities to reach out: InMail, invite, and run contact-finding extensions.

Please join me for a brand-new two-part webinar, Practical Healthcare Sourcing, on August 10-11 2022. The first part covers NPINO, various sources like license verification sites, sites to look up Nurses and Therapists, search sites for Healthcare professionals like Doximity (and more), Indeed, and a brief overview of the (paid) aggregators HeartBeat.ai and SeekOut. The second is LinkedIn and Google tips, finding and verifying contacts, and sourcing scenarios, including messaging. I promise it will be informative 🙂.

Diversity enthusiasts, please join us for Certified Diversity Sourcing Professional (CDSP) Program – September 2022!

Utilize Healthcare License Verification Sites

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In a previous post, Creating Real-Time Mini-People-Aggregators, I described a Healthcare-related use case of sourcing in license registries.

In the US, the majority of Healthcare professionals (except for some entry-level job holders) must be licensed to practice in the state where they do. License verification sites vary by state and profession, but you will often locate all Healthcare license types on one state-related site.

Sites that have license verification (link: License Lookups by State, or Google for them)  dialogs wildly vary in search functionally they provide. On some, pressing the ENTER key leads to a display of everyone, ready to be scraped. On others, you need to enter at least a few letters in the first and last name – here is an example – WV Board of Nursing. Others demand the license number or charge for requests (like LPC – Licensed Professional Counselor – License in WV) and are the hardest to source from. (That said, the latter link has a couple of “presents” for Sourcers.) License verification sites may also implement anti-scraping techniques, making collecting lists challenging.

If you are in luck, the relevant site will allow you to collect at least a full list of first and last names for a given license type. Looking them up one by one is an impossibly long task. But you can create an OR string of names with LinkedIn Boolean Builder and paste it into the LinkedIn people search, leading to finding multiple profiles.

Note that people may be licensed in more than one state and do not necessarily live in the state that interests you. You can usually collect locations as well and filter results to the state (or even city) before constructing the search string.

False positives will occur on LinkedIn if an included name is common. You can narrow the search down by adding filters such as the state and industry. You would be surprised how many profiles have a matching background but lack the basic information, like the license type, making them invisible in a LinkedIn search.

The other two ways to collect similar lists are the NPI database (npino.com) and certifications, where applicable.

We will dive into these topics in the first session of my brand-new two-part class

Practical Healthcare Sourcing

on Wednesday and Thursday, August 10-11, 2022. In the second session, we will go over Healthcare-related Google, LinkedIn tips, and messaging practices.

Will you join me?

The Complete LinkedIn X-Ray – August 18, 2022

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Manipulating X-Ray results with operators such as inanchor:, AROUND(X), and others allows anyone to run precise Google-based searches.

You can use Google X-Ray Search to find LinkedIn profiles (for free) in remarkable ways! Search for:

Headlines
– Work locations
– Correct latest company (when multiple “current” companies exist on a profile)
– Correct latest job title (when multiple “current” job titles exist on a profile)
– Past Companies
– Past Job Titles
– Latest attended school
– “True” years of experience at current company
Grades at school
– Recommendations and Quantity of Recommendations
– Certifications
– Recently Unemployed
Hiring Managers
– and more.

Some X-Ray opportunities, like searching for headlines or work locations, are not offered at any cost on LinkedIn. And any paid LinkedIn account is infinitely more expensive than X-Ray, because it costs nothing!

Please join Mike Santoro and me for a fast-paced webinar for Recruiters dedicated to X-Raying LinkedIn on August 18th,

The Complete LinkedIn X-Ray

Learn how to use templates for various values, advanced operators, search parameters, and utilize collected results. We will include some live demos.

100% of your payments for the webinar (pay-what-you-can) will go to humanitarian help for Ukraine. 🇺🇦 Please help us spread the word about the class! We promise to deliver some cool sourcing content that will benefit any intermediate-to-advanced Recruiter.

 

How to X-Ray for Hiring Managers

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Job hunting or looking for clients? Here is how to locate LinkedIn members who have open positions, for networking.

It is common for people who are hiring to put in their headlines the word “hiring” (or “looking for”) along with the role(s) open.

Google’s operator inanchor: searches in Headlines.

So, here is, as an example, how to find Hiring Managers for Accountants:

accountant site:linkedin.com/in inanchor:hiring inanchor:accountant.

You can state your preferences of whom to find, like

Replace accountant with any job title, and see the profiles of hiring authorities for the jobs of interest.

As a bonus, you can collect lists of profile URLs from X-Ray with Instant Data Scraper, bulk-upload to SalesQL, copy the list of email addresses, and mass-invite them to connect. When they accept, review their timeline, which may include the details of the opening, and send a follow-up message or two. Networking is an excellent way to utilize LinkedIn.

We have added a new Agent to Social List that collects and exports lists of Hiring Managers.

Check out our recently updated Sourcing Hacks, 4th Edition ebook, where you will find various other tips to make sourcing easier.