LinkedIn Groups Upcoming Decline

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LinkedIn has announced some major – negative – changes coming up for LinkedIn Groups.

The announcement sounds rather odd to me. While LinkedIn will add a few new additions to Groups, they are taking away the two main features that make Groups useful for members.

  1. Moderation queues will be “temporarily” unavailable. — I expect groups to get spammy posts, diminishing Groups’ value.
  2. Admin and auto-generated group emails (including digests, automated templates, and announcements) will be unavailable “as we build better and more robust notification and communication channels.” — As a Group moderator, I expect it to be harder to stay in touch with members and share relevant news and training classes. This, too, sounds like they are taking a significant feature away, without providing anything to substitute it.

Why release a Groups update without keeping these two features? I guess it’s a rhetorical question…

You can read the full announcement, which they have sent to Group moderators, here.

LinkedIn Groups have already been on the decline since LinkedIn made some functionality changes about two years ago. Groups have already become less engaging and less interactive.

Are you a member of our LinkedIn Group Boolean Strings – The Internet Sourcing Community? Let’s stay in touch! Consider joining our fast-growing Facebook Group Boolean Strings, the Internet Sourcing Community – FB and the Boolean Ning Network.

Cross-Referencing Individuals

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Cross-referencing is a major sourcing method. Everyone should be using it as part of a sourcing process.

“Cross-Reference”: starting from incomplete initial data, build up professional profiles by locating and assembling the professional bio details.

Let’s take a look at some cross-referencing techniques.

We start from incomplete – but promising – professional data. Our goal is to find additional information that would pre-qualify a professional as a potential candidate or prospect – or exclude the professional from further consideration.

Of course, a straightforward way to find that extra information is Googling. We can Google by the person’s name, adding his or her area code, employer name, employer email domain, job title, location, or skills. As soon as we find new information, we can include that in further searches, and find more.

Here is an example. Starting from a LinkedIn profile, I have Googled the person’s name along with area codes – and found the person’s resume, along with the contact information:

An excellent cross-referencing tool is the LinkedIn-owned Connectifier Social Links. It works on profiles on many Social Networks, including LinkedIn, and shows clickable icons that take us to the person’s other profiles:


If the info we already have includes the person’s email address, we are in luck! We can find quite a bit of professional information using some of these techniques:

… and more.

Would you be interested in digging deeper and mastering the art of cross-referencing? We will cover it in-depth, along with multiple examples, as part of the class “Sourcing Methodologies” coming up on Wednesday, September 5th. Check it out!








Two Interesting Sourcing Tools

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I want to share two Chrome extensions that I have started using recently – and I like them!

ZAPinfo (formerly WebClipDrop) is a unique combination of a web scraper combined with data enrichment software. ZAPinfo:

  • Collects and parses profiles or resumes from Social Networks, Job Boards, and other sites
  • Enriches the records with contact and social info – I use this functionality as a back-up to contact-finding tools like ContactOut
  • Exports to CSV; it can also fill out forms for you

You can find a (substantial) list of sites that ZAPinfo works with here.

Here is a screenshot of a ZAPinfo window with enriched information from a LinkedIn profile of my friend Jim Stroud (hope he doesn’t mind):


Instant Data Scraper by is a scraper that works amazingly well out-of-the-box. It crawls “listing type” data from multiple pages. The tool uses AI to detect tabular or listing type data on web pages. All you have to do to start scraping is point it to the “Next” button. You can export the results in Excel format.

Here is a screenshot of a site and the Instant Data Scraper export:

You can find videos on both tools on the excellent UnTECH Youtube channel by Bret Feig.

Are you interested in an updated review and comparison of all the top Sourcing Tools available? Check out the webinar “Sourcing Productivity Tools” in our Training Library.


Eight Strings To Find Code Authors

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One of my favorite ways to source for Software Developers is in the “authors” files.

Software code repositories often have text-formatted “authors” files which list contributors, usually along with their contact email addresses.

Here are some Boolean Strings that find lists of code authors.

Search on

Search on other sites:

Are you well-versed in sourcing basics and interested in learning more sourcing hacks? Join me for a repeat of the previously sold-out webinar Sourcing Hacks, coming up on Wednesday, August 8th. In the presentation, I will cover twenty hacks that you can add to your Sourcing Toolkit. (See the webinar description for more detail). Seating is limited, and the class is already filling out – sign up now!


Finding Facebook IDs for Companies Hack

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To search for a company employees on Facebook, we need to know the company ID (a long number). Here is how to obtain the ID for a company.

I will be using Google as an example; the hack will work for any company if you replace “google” with your company name in the following steps.

First, let’s look for the page corresponding to our company by searching for Employers named “Google” with this Graph Search link:

Here is what it looks like. The arrow in the screenshot points to the most popular result – that is the page for Google. We need to find that pages’ ID.

The URL for the Google company page is; the ID is not part of it, but we will find it shortly.

To find the ID, let’s go to the company page Right-mouse-click on the logo and copy the link for the logo:

The copied link looks like this: The middle number on the link (104958162837 in this case) is the company ID! That’s it.

Now we can search for Google employees using the ID, like this:

Interested in more sourcing hacks? The webinar “Sourcing Hacks” was sold out in July and we are repeating it soon. Check it out at


Common Sense Sourcing

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We have just announced a brand-new webinar and workshop “Common Sense Sourcing,” that I would like to tell you about.

I have recently posted two polls with suggestions of webinars that our colleagues would be interested in – on Facebook, in the Boolean Strings Group, and on LinkedIn. This topic described as “Common Sense Sourcing” workshop. Explaining hands-on techniques that would allow you to productively source on Google, Social Networks, and professional sites, with multiple examples got the largest number of votes. (Please feel free to add your comment about the choices of future webinars).

We have created the “Common Sense Sourcing” webinar material based on years of communicating with our webinars’ attendees, talking with recruiters at events, and reading sourcing-related blog posts. We have seen Recruiters failing to get the results they want because of the wrong assumptions, incorrect search syntax, or using only limited techniques and platforms. We want to help Recruiters to overcome the difficulties; lots can be improved without using advanced techniques or tools.

Sourcing is not just for nerds! It’s not rocket science! Everyone can learn to source productively, following some simple techniques that we will demonstrate, understanding why they work, and having the right expectations about sourcing on various platforms. By following the tips that we will show, you will start getting results (that your competition wouldn’t), raise your productivity – and have fun sourcing!

Here is what we will discuss, and we will provide multiple examples as well as ready-to-use search templates:

  • The Main Search Principle and how it works in search engines and databases
  • What you can and cannot find online
  • How to expand and narrow the search
  • Differences in search syntax on Google vs. LinkedIn and other platforms
  • Locating associations, conferences and social sites where your potential candidates “hang out”
  • Finding more leads once you have a matching profile
  • How to create X-Ray templates, including Meetup, Crunchbase, Github, StackOverflow, and niche association sites from various industries
  • X-Raying sites for professional bios and lists of leads with contact info
  • “Implicit” search

… and more.

The webinar will be useful for beginner and experienced Recruiters alike, and for anyone who searches for professionals on the web as part of their job.

You can get a recording of the webinar in our Training Library at this link: “Common Sense Sourcing“.

How to View Resumes with Names on Indeed for Free

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This is a guest post from Jonathan Kidder.

This hack was discovered by Trish Wyderka from the “Talent Sourcers Group” on Facebook. Recently, Indeed has blocked users from viewing resumes with the applicant’s name listed on the resume anymore. The reason for this change was because mainly there are so many extension tools that allow Talent Sourcers to find contact information. So, they blocked free users from viewing the applicant name info. This change was not taken well by Sourcers in our industry. I used to search indeed for resumes because they included additional keywords that most LinkedIn profiles did not have. So, in the past, it was a great place to cross reference for more leads. But since they blocked access to all free users, you couldn’t do that anymore. Thankfully, our community found a flaw that has been overlooked by Indeed!

Let me explain how it works. First, search indeed resumes, for example, for “SAP WM” in the job title. Next, click (get new resumes for this search by email) in the middle section by the search bar:

Finally, you will receive a list of recently posted resumes with the names included:

This hack is based on a minor flaw that Indeed has overlooked. If you have any questions, please ask them in the comment section below.

About the Author:
Jonathan Kidder has seven years of recruiting experience and has worked with startups and small businesses alike on their talent sourcing and recruiting efforts. He started WizardSourcer to share the latest insights, tool reviews, recruiting startups, and interviews with industry leaders – check it out!

A LinkedIn Recruiter Flaw You Should Know About

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I have a European client who keeps coming back with the same request, to source for a particular job opening. They are growing and are looking for multiple people who match the same requirement. By now, the number of profiles I have sourced for them is getting close to 1,000. As I repeat the search, ideally, I would like to skip the profiles that I have already viewed and either submitted to the client or rejected, and review the ones I have not seen.

LIR (LinkedIn Recruiter) offers a seemingly convenient option to “hide previously viewed” (in the last 3 or 6 months) profiles. You do a search, pick that option and do not see the previously viewed candidates. I have been using the option and have found out that it doesn’t do what I expect it to do.

You’d think you select “hide previously viewed,” do a search, go through the pages of the search results and find all you haven’t viewed. Wrong.

The way Recruiter has implemented this feature can deprive you of viewing profiles that you haven’t seen. Here is why. You look at the profiles on the first search results page, view some of them, then move to the second page. At this point, LIR recalculates the search anew. Now, the first page has some results you haven’t seen! Not only does LIR shift the results up – the order of the results in the new search that LIR executes as you move to the second page may change – LIR sometimes reshuffles the results.

So, when you select not to see previously viewed profiles and do a search, you shouldn’t go to the next page. Instead, refresh the first page of the results, and you will see new profiles. Continue refreshing the first page until you haven’t viewed any profiles on it. Only then you should move to page 2. Then, continue refreshing page 2, until you no longer open any results on it, then go to page 3, and so forth.

The same is true if you set the filter to not show the profiles that you have added to a project. If you search using this option, then add any profiles to a project on the first page, you need to continue redrawing the page, and you will see profiles you haven’t seen before.

Please check out our online class Mastering LinkedIn Recruiter in the Sourcing Training Library. You will learn many other useful tips and techniques. One month of support is included with all presentations.

How to Find Facebook Graph IDs for Job Titles

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To find potential candidates or prospects on Facebook with the help of the Graph Search, which I covered in the previous post, we need to use Facebook IDs (long numbers) for Job Titles. These IDs are not always easy to identify.

For a particular job title, the ID in question is the ID of the page corresponding to the job title. I.e. it needs to be the page with the appropriate name (such as “Software Engineer”) that is the most popular. We can search for those pages like this:

However, in many cases, the choices presented by the search above do not point to “the” page we need to use. I recommend to use a search for a Work Position instead: 

(replace Sofware+Engineer with your term) – it will likely show the page you are looking for. The long number “117968858296276” in this search is not a Facebook ID; rather, it tells Facebook that we are looking for a Work Position.

So, the correct page for the “Software Engineer” is and the ID to use is 110265725662722. Now we can search for Software Engineers like this:

This helpful post shares quite a few IDs corresponding to job titles across industries. You can also find many IDs using the tool Search Is Back, by selecting a job title from the drop-down menu.

Here are some examples of searches for the IT industry using job title IDs. You can combine these with additional search filers, such as locations:

Happy Facebook Graph searching!

Facebook Graph Search Important Changes

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Many people have noticed that tools that provide access to Facebook Graph searches, such as Shane McCusker’s Chrome extension or Searchisback, sometimes don’t produce results any longer. Using the Graph search directly, via URLs, we now also see some searches leading to empty pages. I want to bring some clarity to what has changed in the searches we have been using for sourcing and suggest some fixes.

As we know, we can search “by a string,” with the URLs including a) “/str/” b) Facebook IDs. For example, people who like pages named “Python” can be expressed as or

Here is the summary of changes:

1.  The “/str/” searches that include either “employees” or “students” no longer work. I.e., we can’t search “by a string” for employers, job titles, schools, and majors. (Example of a search that no longer produces results, only shows an empty page:

2. Searching by IDs, we need to replace:

  • /major/students by /students
  • /job/employees by /employees

– then the searches involving those will start working again.

(Tools that will update the searches that they run in the background will also produce results, except for the searches outlined in “1.”, above).

Here is a variety of searches on Facebook that work.


There is one additional change I am aware of: “groups of a user” was – now (oddly) needs to be

Please check out our fully updated online class Facebook Sourcing Mastery.