Different Internet Recruiting Techniques

Different Internet Techniques Internet Technique that a recruiter must know:-

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X-Raying, Flipping, Peeling Back, Search Engine, Free Sites, Boolean Operators, Job Portals, Blog Directories Networking Site

X-RAYING:

A method of looking inside a specific web site to find what's there. Using this technique, recruiters can find documents and web pages that aren't directly accessible via links on the main public home page. When you 'x-ray' a website, you effectively get to examine every document that resides there so long as they are not behind firewalls or password protected. Example: To find any “software engineer” - could be a document/file or a word/phrase within a document that resides within the website Oracle.com. In Altavista search - host:oracle.com AND software engineer In Google search - site:www.oracle.com AND software engineer FLIPPING:

Flipping is an effective method used to find the relationships between web pages based on how they are hyperlinked together. This search is especially useful for finding people who have links to the company or have worked for a specific company. Flip searching may pull up company directories, email lists, and other company related information. Flip Searching is a powerful tool that can uncover many hidden resumes and candidates. Example: To find any “software engineer” – could be a document/file or word/phrase that links back to Oracle.com.

In Altavista search - link:oracle.com AND software engineer In Google search - link:www.oracle.com AND software engineer PEELING BACK:

As the name suggest Peeling back is the process of “retracing the path” of the url especially when one gets an Error 404 (File not found). This process is engage so as to locate the information elsewhere on the site or locate the specific “root” folder where one can find similar or additional data specific or related to the search. Internet Recruiters tend to give as much weight to URLs as we do to page descriptions. When we see something interesting in the path of a URL like "people" or "staff" or "meet the staff", etc., we "peel back" the URL to see that page. If we are blocked from viewing the page, we x-ray the page to find the keyword in the URL that will lead us to the page we are seeking. Example: By peeling back or keying backspace starting from the point where the url ends we can then access the people link from the ce.uta.edu homepage and find the names of all the faculty members. url: http://www-ce.uta.edu/people/faculty/hoyos/research.html

OR

http://people.ee.ethz.ch/~oetiker/webtools/mrtg/ We "peel back the URL by highlighting and deleting the right portion of the URL. In this example, we are peeling back to look at a homepage. These are easy to identify, as homepages almost always have a ~ or / in their URL. Peel back till you get home page- http://people.ee.ethz.ch. You will find a link which shows all the names of students and staff members HARVESTING OR MINING:

Harvesting involves reviewing a document, such as a resume or home page, and finding key words, links, references and locations that assist with subsequent searches. SEARCH ENGINE

Some recommended search engines on the Web are:

http://www.Google.com, http://www.Atlavista.com, HotBot.com, InfoSeek.com, http://www.Yahoo.com, http://www.Dogpile.com, msn FREE POSTINGS

www.Todays-Classifieds.com,

www.Job-Ad-venture.com

www.GoFreeLance.com, , www.HireNet.net, www.TheJobBox.com, www.TheJobSpider.com, www.CareerFile.com, www.JobAhoy.com, www.JobAdsUsa.com, www.GetJob.us, www.JobKabob.com, www.Work-At-Home-Jobs.us, FREE RESUME BANKS/SITES

siliconindia.com, jobdhundo.com,

Telecommute-Jobs.com

Passive-Candidates.com (Foreign Countries), Resumezapper.com (Foreign Countries),

ProgrammerBlaster.com,

findaresume.com,

scguild.com, Jobvertise.com, DevBistro.com, TheJobSpider.com ResumeWahoo.com, jobfront.com, SiteExperts.com, contractengineering.com Jobs.net, ifebp.org, javajobs.com, as400network.com, areajobs.com, naukri 2000.com

BOOLEAN OPERATORS Boolean search operators can drill down and find the information we are looking for faster. These operators are used to weed out irrelevant pages thereby narrowing our search results to find exactly what we are looking for. Boolean keys should be in Capital letters. But these Boolean operators are different for different search engines. Boolean Key AND - The AND operator delivers results with the terms you requested. For example, searching resume and oracle will return pages with both terms - resume and oracle. OR - The OR operator delivers results with either of the terms you requested. For example, MCSE OR M.C.S.E.

NOT - The NOT operator will not deliver certain words in your search results. For example, Java NOT coffee will deliver closer results for JAVA Programmers and not Java Coffee. NEAR - The NEAR operator locates words that are located in close proximity to other words. For example, Java NEAR Programmer. Not every search engine supports this operator. It finds words within 10 words of each other. But, not every search engine supports this operator. ( ) Parentheses - The ( ) operator allows you to group terms and build longer search strings. For example, NOT (submit AND employer) will avoid pages with both names. Wild Card - The * operator is a wild card. Adding a wild card will find words contain the wild card. For example program* will help so you do not have to run separate searches for words similar like: programmer, programming, program URL Search - searches for pages that have specific word in the URL or web address. Example url:resume Page Title - searches for pages that have specific words in page title. Example - title:resume

“

“- Exact phase.

Example of Complex Search String resume AND (java or JavaScript) AND program* AND (New York or NY or 212) AND NOT (coffee or submit) * In some case we recommend to go to the advanced search option within the search engine.

Search Engine Quick Guide .

AltaVista

HotBot

InfoSeek

Northern Light Snap

AND

resume AND oracle

resume AND oracle

+resume +oracle

resume AND oracle

+resume +oracle

resume AND oracle

+resume +oracle

OR

resume OR oracle

resume OR oracle

Default is resume OR OR oracle automaticall y

resume OR oracle

NOT

resume NOT submit

resume AND NOT submit

+resume -submit

resume NOT submit

resume AND NOT submit

+resume – submit

Select “Must not contain”

+resume -submit

Select “Must not contain”

NEAR

oracle NEAR programming

Not Supported

Not Supported

Not Supported Not Supported

(finds words within 10 words of each other)

""

“sales manager” Select “Exact Phrase” “Document “sales must contain manager” exact phrase”

Select “Exact Phrase”

()

resume AND resume AND (sales (sales OR “sales OR “sales manager”) manager”)

Not Supported

resume AND (sales OR “sales manager”)

resume AND (sales OR “sales manager”)

* (Wild Card)

develop* (finds Not Supported develop or developer or any other word starting with develop)

Not Supported

* replaces multiple characters, % replaces one character

Not Supported

.

.

.

. Field Searche s

.

X-Ray

host:website.co domain:website.com m

“url must “words in url” contain” website.com website.com

domain:website.com

Flip Search

link:website.com “links to this url” “hyperlink link:anysite.co http://www.website.co must contain m m the words” website.com

“links to this url” http://www.website.com

Page Title Search

title:resume

“words in the page title” resume

“title must contain” resume

“words in the title” resume

“words in the page title” resume

URL Search

url:resume

Not Supported

“url must contain the words” resume

“words in url” resume

Not Supported

JOB PORTALS Today many of the leading job sites offer their database at a cost. Some of the leading sites are – monster.com, dice.com, naukri.com, jobstreet.com. If your company subscribed to these sites, you must search their database. BLOG DIRECTORIES

We all know talent is scarce and it definitely makes sense to think out of the box, especially when we are talking about sourcing strategies. That is where blogs come into the picture. Now what are blogs? They are nothing but personal or semi-personal online diaries where comments are made about various issues. It is popular mainly because blogs give an insight into the person and his personality. It gives recruiters interesting facts about the blogger and his mental make-up besides some information about. certain personal characteristics, level of intelligence, communication skills, sharpness in terms of reactions, level of information inputs and sometimes even the degree of humanness in the blogger. However remember, blogs alone by themselves cannot be used for recruitments. It should be used to supplement other techniques and to arrive at more accurate assessment-TO RECRUIT OR NOT TO RECRUIT.

Here are the lists of the top recruitment blogs in alphabetical order (from top 100 HR bloggers by Laura Milligan).

1. Amitai Givertz’s Recruitomatic Blog: This recruiting professional reveals some of her best tools for attracting talent.

2. AmyBeth Hale: Research Goddess!: This fun to read blog is a great resource for connecting you with other HR sites and blogs across the Web.

3. A Recruiter Diary: Author Joe Neitham shares “the ups and downs, lessons learnt, success stories,” and more in his recruiting blog.

4. Ask the Recruiter: Post your questions or just browse through other readers’ inquiries to learn more about the recruiting industry.

5. Cheezhead: Cheezhead is an attractive, popular blog about recruitment trends, with special attention paid to issues unique to working on the Internet.

6. Cyber Sleuthing: Use this blog to learn the sneakiest tips for using the Web as your main recruitment tool.

7. Director of Recruiting: Catch up on all the latest “news and views” you need to know as a recruiter.

8. Expert Recruiter Resource: Don’t miss this blog. Use it to discover a wealth of advice and tips that will help boost your career.

9. Hire Strategies: Learn about the power of e-recruitment, especially within the retail industry.

10. IT Recruiting Diary: On this blog, you can read inspirational stories and valuable tips about recruiting.

11. The Asia Pacific Headhunter: This blog discusses trends in recruiting, and is a great resource for professionals and job searchers alike. Blog Directories Below is a list of blog directories to find blogs of interest. blogsearchengine.com, blogwise.com, blogarama.com, bloogz.com , search4blogs.com NETWORKING SITE

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LinkedIn

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Jibberjobber

-

konnects

-

Orkut

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Face Book, Bigadda

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Plaxo

-

Xing- most commonly used in China

STEPS:Step 1: Understand the requirement and identify the search keywords. One of the key attributes a good recruiter must acquire and developed is the knack for understanding what the client wants (give an apple if the client wants and apple and not guava or pear). And if you can understand what the client requires then you can also easily identify the search keywords from the requirement. Step 2: Search Internal database Most of the established companies have a sizeable database (infact we are also started building it) and chances are that you might find someone with the skills that you are looking for in your own database. Here 2 things are very important:1) How well you organized your internal database

2) How good you are in mining your database either manually or using external search applications. One very efficient search application is call X1. If your organization decides to use X1, you then do not have to spend too much time in organizing your email folders or your internal database. It acts like a local Google.com for your hard-drive. You can also use Copernic Desktop Search OR Google

Desktop (GDS). But they have there own advantages and disadvantages like- GDS is fast but you’ll miss the file preview feature as well as when you move your Outlook emails in another folder it would never update its index. But u will not face these problems with X1 n Copernic. X1 has a unique feature – that is if the desktop search software finds a PDF file containing your search keyword, you need not open the PDF in bulky Adobe Reader, X1 will automatically show the contents of the file highlighting words/phrases that match your search – a big time saver. The software supports real time indexing – if a new email arrives in your inbox, if you download a new resume or transfer it, it will show up almost immediately in X1 search results. X1 comes as a 30-day trial software but it will work just perfect even after the trial, though the network indexing features will be disabled. The only drawback X1 has is its inability to search for symbols such as #/+ etc. Imagine how frustrating it can be if you were to search for VC++ or C# resumes. But my personal favorite desktop search program is Copernic Desktop Search –In this search results are arranged in categories (like Files, Music, email, etc), it suggests alternatives to misspelled words (“did you mean?”). And if you are a lazy typist, Copernic will auto-complete your search queries – just type the first few characters. You can save your frequently used or long search queries to “My Searches” in Copernic Desktop Search. Step 3: Broadcast the job The first step must be to post the job on your company website and to the subscribed paid sites (Eg; Monster, Jobsdb, Naukri, etc) and how you design and word your post will matter on the responses. The second step will be to post it to the free sites like: -

todays-classifieds.com, Job-Ad-

venture.com, jobvertise, etc. The third step will be mass mailing using bcc on your email application to those candidates whose contacts are already in your databank. The forth step involves posting the job in all the online groups that you have a membership and if not get registered and start posting (Eg; yahoogroups – teamsite, ezlink, etc). It helps build your networking channel, image of your company, building your databank, etc.

Step 4: Search Resume boards Today many of the leading job sites offer their database at a cost. Some of the leading sites are – monster.com, shine.com, naukri.com, jobstreet, dice.com. If your company subscribed to these sites, you must search their database. Step 5: Identify and locate competitors

The most likely place where we can find our target candidates will be with the competitors. Therefore, one must identify who are the competitors and locate them. Eg: our client is Turbomach and they require process or mechanical engineers who have experience of BOP and detail engineering in combined cycle and cogeneration power plants. So, the most likely place where we can find such candidates will be– Siemens Power Engineering, Alstom, Thermax, FICHTNER Consulting etc Step 6: Search for candidates from Competitors Now that we know who are the competitors and where they are located we can start the search for candidates in these companies. The best approach is get hold to a junior person and then map from them. Once you identify the candidate start calling, however if you fail to identify anyone with the required skills/experience, it might be prudent to anyway call and ask for reference or leads. If you cannot reach or they refuse to talk to you or give you any references, drop them a nice sounding mail and thank them for their time and share with them on what you are looking for. Who knows they might have a heart change and decide to forward the mail to their friends/contacts. The key here is not to give up but be persistent and keep trying and keep ‘scratching your brain’ for innovative approach or methods to source the right candidate. Step 7: Search for resumes on the web The web is one vast hunting ground for any recruiter. However you need to know certain techniques to be master in internet search. To increase the effectiveness of recruitment activities, we recommend everyone to use all recruitment techniques.