Diversity Identifiers

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multiple identities

Due to the last few months’ global events, diversity hiring and diversity recruiting training are the two topics getting a lot – if not most – Social Media attention within our industry.

If your search includes a preference for reaching out to diverse candidates, expect it to take twice as long, unless you have built a diversity sourcing part of your toolbox. However, as you save some search templates, your job will become easier. Here is how to address the challenge of building up the necessary search templates library. (No paid tools are required.)

Diversity Sourcing is not Rocket Science. Nobody gets surprised any longer by seeing the “face” option in the image search applied to diversity sourcing. There are lots of Boolean Strings, and example image searches shared in blogs and Facebook Groups. However, covering all aspects of diversity sourcing for a given job opening – or across a company – can be a daunting task.

To fulfill it, you need to be methodical, creative, organized, and fluent in Excel. (It is quite a unique combination of personal traits!)

Coincidentally, three of our clients have just requested us to source for specific kinds of diversity (plus, of course, some location and experience requirements). Two Bay Area companies have chosen to target only two or three types of diversity out of dozens. The project of interest I want to tell you about is the third.

Navajo Nation | Visit Arizona

The third project is a search that requires candidates to:

  1. be well-connected in the American Indian community – preferably Navajo (!)
  2. work at a for-profit
  3. have been on multiple boards
  4. live in AZ.

(I am always grateful for unique projects!)

I do not know whether our Navajo Project can be called a “diversity search” (what would you say?). But sourcing techniques based on any aspects shown on the top image above, including ethnicity search, are quite similar. So is sourcing for this project.

I will write another post sharing some details of the third project as well as some reflections on the sourcing process structure. Please sign up at the text box on the right to be notified of future posts.

The good news is, you can set up your sourcing process and sometimes, even search templates, once, and later maintain, grow, and reuse the saved lists of queries no matter what you search for. (Also, these diversity searches are perhaps the only use case for keeping, sharing, and “saving” Boolean Strings.)

To help you start generating your custom search string library, I want to share a list of the latest diversity-related posts on my blog. Feel free to bookmark any of them.

Unsure how to get a list of association names to plug in? The best strategy is simply to Google various diversity types-serving organizations within the area and a relevant industry focus for at least a sizable part of employees. For that, you will be using Googling just like everyone else – looking at the first couple of results if at all.

You can usually expect to get a large volume of potential candidate matches while using the discovered memberships as keywords in an OR string. If that is the case, you might want to weed out any suspicious or unverified records (however you define them.) Then, upload results to Google docs, and you are done – unless you are responsible for messaging prospects as well. The latter would be an optional last step, depending on your sourcing agreement.

Please join me at our always-popular class, “Sourcing for Diversity,” on Tuesday, July 28th. Seating is limited. Support for all attendees is unlimited for one month. Take advantage of that!

Nice! #opentowork is Public

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Good news! We woke up to #opentowork LinkedIn members becoming visible in Google:

I am pretty sure Google picks the hashtag from shares, so results will miss many, but – it will find many too!

Here is a CSE to find the profiles: https://bit.ly/Opentowork

By the way, I am open to work. 🙂 I am looking for new clients for sourcing and training projects. Please feel free to reach out!

Sixteen Techniques of Interest

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I want to share sixteen tools and techniques that have impressed me in the last few months. They should be of interest to recruiters as well as OSINT people, I hope. Consider them to be techniques that you did not know you should use.

  1. Outwit Hub is a veteran tool. And it is the only way to scrape your first-level connections along with email addresses without the need to script. Just scroll down your connections list and tell OH to get contacts under all links. It will manage about 7K records before slowing to a crawl; more if you have a large computer memory. Phantombuster will die much sooner on a free account. (No tool will “get” my 30K!)
    The latest OH version (8.0) has an auto-scroll feature as well. Be prepared for a bit of a rough UI though. The full lifetime version is under $100 – buy it. (I am not affiliated.)
  2. Face recognition and search – https://pimeyes.com/. Works pretty well! Google’s reverse image search has become ridiculous, so we have been in need of a working replacement. (Google recruiters in the Image division: if you need help sourcing skilled Developers, I will do it for free. Please PM.)
    Yandex, however, as well as Pimeyes, does an excellent job since it recognizes faces. On both Pimeye and Yandex, you can take a selfie and they will find your online traces. You will be impressed. Pimeye, by the way, has removed image uploading, so you’d have to hold a photo close to the computer camera if it is not you.
    What is amusing with these tools is that they find people who look just like you, who you did not know existed! What was their life story?
  3. Social List now has a Slideshare Agent! Anyone who has ever uploaded a document to LinkedIn has a Slideshare profile. Since Googlebot and LinkedIn public profiles are still at odds, this Agent gives you excellent filters. We use the Social List’s Contact Finder when we source.
  4. chartloop.com builds org charts based on LinkedIn profiles. It is a cool, unique idea. The tool has ways to go. There is a lot more intelligence to be derived from LinkedIn’s Big Data. I think contact-finding should not be their priority but they need to market, so.
  5. Ally from Include.ai (in Beta) has become my favorite scraper. (I rarely praise any tools that creators ask me to review.) But my feelings about the tool are ambivalent. I have wasted hours because of losing information without a way to return to it. If they improve the UX flow and error-handling, I will declare Ally the greatest tool of all time.
    No need to know HTML, out-of-the-box scrapers, easy way to set your own, dig into pages if you like. Sweet. It combines the best of Instant Data Scraper and DataMiner, plus adds power. (Funny, the founders were not aware of either.)
  6. My friend Balazs has made the community happy by explaining how to source on Facebook again. (I just recommend putting “a” in the keywords, nothing else, to get maximum results. Try it and see if there is a difference.)
  7. Phantombuster is very alive, “automating everything” as promised. You will not, however, get any significant volume of data for free.
  8. ScrollBuddy – configurable autoscrolling.
  9. https://webresolver.nl/tools/skype_to_email https://webresolver.nl/tools/email_to_skype – have not tested much but sound promising.
  10. xlek.com – public records search.
  11. Github email finder – finally!
  12. Amazon advanced book search – do your candidates write books?
  13. bearsofficialsstore.com – detailed scrapable lists of staff for a bunch of companies.
  14. Translate text from images on the search results page with Yandex
  15. Search for podcasts – Google does not have links for every specialized search on the home page.
  16. Clustrmaps is a scrapable database of people info including email addresses. Make sure you verify the data though since it is far from perfect. (Which is to be expected from such a tool.)

How about you? Anything new and remarkable that you can share?

Sourcing Essential Workers

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Our webinar this week is Sourcing Essential Workers. We will share some new material that you have never heard of before. We are going to summarize our recent successful experience in recruiting Registered Nurses and other healthcare professionals.

We have realized that the method that we have developed will work for any job that does not call for “purple squirrels” or “the best” but simply requires candidates to match the requirements. Candidates should have easy-to-identify skills and experience, e.g. bedside Registered Nurses with two years of experience and a valid license in TX (compare with a Full-Stack Developer assessment!)

They often work for large organizations like hospitals and universities.

There are thousands of them. Yet they have little online presence or none.

The challenge is to contact them via a channel that they check.

And we made a discovery. Since the initial volume is high, we did not mind if we let go of many candidates. We narrowed the target company list down to “E100” companies, ones that follow an email format 100% of the time. RocketReach is a helpful site that gave us a way to collect E100 companies in the target sector. (As an example, from Fortune 500 companies, 72 are E100.)

The rest was just running an excel formula. Two, actually – for jane.doe and jdoe. In a few hours, most of which was spent on cleaning up data, we had a solid list of thousands of prospects with emails. We ran them through some verifiers to double-check.

I have not seen our method described before. Yet it is reasonably quick and costs nothing.

Please join me at Sourcing Essential Workers. Mass-email-identification is of interest to any Sourcer. You will be able to get up in running in minutes following the webinar. Pretty high ROI! 🙂

 

 

My Best Diversity Strings

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Due to the need for OR searches, Custom Search Engines (CSEs) is a handy tool to use in diversity sourcing projects.

From my tests, this Diversity CSE performs better than any other I authored, but please try it and let me know, OK? Like any other CSE, it needs to be tested using diverse searches to see how well it works.

This Custom Search Engine – https://bit.ly/best-diversity – reliably searches for several types of Diversity implemented as refinements on top of LinkedIn X-Ray:

The CSE also provides image search for the same refinements, allowing you to verify whether your search was successful visually.

If you are satisfied with results, bookmark it for future use. If not satisfied, please PM me.

The CSE relies on X-Raying LinkedIn for phrases like “image for women.”

Unlike other CSEs (or canned Google strings, which I have no habit of creating), this CSE provides a reliable way to narrow to each diversity type. Please try it out using a variety of professional keywords and tell me what you think.

The never-boring Custom Search Engines will be the topic of one of my three talks at the upcoming epic Sourcing Summit Virtual, July 6-9, 2020.

I would be glad to connect 1-on-1 there.

Please reserve your seat a.s.a.p. at

https://bit.ly/sosuv-ticket

and share the link with others. I especially recommend the full four-day event to US-based Recruiters who have not had the live #sosu experience.

In case an unavoidable distraction is preventing you from attending #sosuv, check out an online 90-minute class recording that we are making yesterday and today – Become a Custom Search Engines Expert. The advantage of our class is that attendees are eligible for support for one month following the class purchase.

 

Three New Custom Search Engines

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I admire the evolving technology of Google Custom Search Engines (CSEs). By guessing some clever terms and operator combinations, over time, we have been able to un-dig (for example) loads of contact lists of passive candidates within every industry we get sourcing requests in.

The best part of CSEs is that they make the web structured. In a sense, CSEs support searching parts of the web as if they were structured databases. You can search for values like the employer of a person. It is free, of course. (See some examples below.) This fact is still little-known, and we want to promote it since it is free and beneficial.

There is no other tool capable of doing so at scale.

The material below covers three slides of my 90-slide CSE webinar coming up shortly (this Wednesday).

Here are three new CSEs along with example searches and 40 previously published ones.

#1. CSE SpeakerHub  – find speakers

Examples:

#2. CSE RocketReach – find corporate email formats

Examples:

#3. CSE Women Issues– find online content

Please do not miss the fully updated lecture I am giving on Wednesday, July 1st, “How to Become a Custom Search Engines Expert”.

I will also be presenting a workshop at Sourcing Summit Global – July 6-9. I am giving two other talks as well.

Your comments are welcome!

Custom Search Boolean Formula

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I have run across Boolean Cookies (the ones you eat). Going to order some!

Discoveries await you if you study Google Custom Search Engines. Very interestingly, as I have determined bases on tests, Custom Search Engine more: operators support a different order of Boolean operators compared to Google.

  • On Google, ORs have the highest priority
  • On CSEs, ANDs have the highest priority.

Consider an example:

more:p:person-jobtitle:microsoft*developer,google*lead,amazon*manager

It is a search for people with a job title containing:

(microsoft AND developer) OR (google AND lead) OR (amazon AND manager).

In most practical cases, Google’s order of Boolean operations suits us. However, there are some instances where you want ANDs to be a priority. For example, if you know job titles specific to companies, you can be searching for:

  • Associate Partner at IBM OR Senior Manager at Accenture
  • Vice President at Wells Fargo Bank OR Senior Developer at LinkedIn

I will be running a Custom Search Engine at Sourcing Summit Virtual – coming up soon. You must join us!

Tickets: https://bit.ly/sosuv-ticket

How to Visually Find Certified Professionals

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In Platonic philosophy, Anamnesis is the idea that humans possess innate knowledge (perhaps acquired before birth) and that learning consists of rediscovering that knowledge from within.

Sometimes, when I run into seemingly new sourcing methods, it seems like I knew them before and now remembered. Of course, part of it could be recalling a clever blog post in relation to the current challenge. 🙂

This just came up for me, in response to someone’s question about searching for AWS certification holders. Here is an approach that works great now, but didn’t 8-10 years ago (when I likely read about it) because fewer of certification logos were displayed anywhere.

Reverse-image-search using someone’s certification logo and find others:

Make sure to try Yandex reverse image search – it’s the top one currently.

If you still didn’t get the OLSD Digital Pass – stop procrastinating and make your work life easier and more fun! We had shared a zillion hacks like the above, the seven of us.

And if you are looking to attend a live event – there has never been an event better that Sourcing Summit Virtual, taking place July 6-9, 2020. (Trust me!) I will be presenting there.
Get your ticket at https://bit.ly/sosuv-ticket and please share with your colleagues!

 

Massive Discovery of Work Emails

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Here is how to get hundreds of target email addresses in a short time without spending anything.

First, identify, by X-Raying the contact database https://rocketreach.co, companies with a 100% format use. In my case, it is Healthcare companies in NYC. After I scrape a list from a Google search, it looks like this:

Now, if I know that someone with the right job title who lives in NYC, has over two years of experience, and works for one of these employers, I need to only have their name to be sure that I can reach them by email.

I search on LinkedIn for a Boolean OR of employers, which in my case looks like this:

I combine it with my target job titles = “registered nurse” OR “clinical research coordinator”, the NYC location, two-plus years of experience, and one-plus years at the current employer. For all these people, I am confident that they have a high chance to match and that I can reach them.

Here is one such search:

I have spent about two hours finding employers, scraping names, cleaning and manipulating data in Excel, built my string in our LinkedIn String Builder, scraped it for names and employers, and got 874 potential candidates I can reach with a close to 100% certainty. (Where else can you get that sort of ROI?) Now I can decide to either work outside of LinkedIn and email them or upload them to Recruiter and message from there. Note that I do not need to be on LinkedIn to email them.

Lesson learned, corporate recruiters: messing up your company email formats is an excellent way to retain employees! 😉 I haven’t seen this methodology mentioned before.

Get a recording of our workshop How to Find Anyone’s Contact Info for multiple demos addressing real-life requirements, including ways to reach out, and one month of online support on all your sourcing questions.