This could be correct, when you’re restricting the location for example, but could also mean that you’ve made a typo and are now no longer finding many different relevant profiles.Īnother thing to keep in mind is the popularity of a job title per country. For example, when you see the total number of results plummet. Starting broadly also helps to decide whether or not your search string includes a mistake. Assess your results and go deeper or take a step back and try something else. Therefore, implement a feedback loop for every round that you go deeper. If you deep-dive into a detailed string from the start, you’re taking a huge risk to miss other relevant profiles. By critically analyzing the results of your broader search strings, you’ll find profiles that you wouldn’t have thought about yourself. From that first string, narrow down your search to only find your most ideal candidates.
Some of these will fit your search well, others are not applicable at all. This way, your first strings will find many candidates. To end with a strong, detailed string, the best way to start is with a broad search string. Stay committed when it takes a lot of energy because only then you’ll be able to find the best. Only by utilizing the other 80% of your time, you’ll find the best candidate for your organisation. Instead, you’ll have to deep-dive to find the most ideal candidate with specific boolean search strings. You’ll be able to find them quickly with generic boolean search strings, but so will your competition. This means that your first 80% won’t make the difference. The problem is that your competition can find the same profiles. This sounds great, but you’re operating in an extremely competitive market. In recruitment, this means that 80% of the candidates will be found in your first 20% of your efforts. The same is true in business, where 80% of the profit often comes from 20% of the clients. Have you ever heard of Pareto’s law? It states that for many events 80% of the effects come from 20% of the causes. Before starting your search, make sure that you have an excellent answer to all the questions stated above. These and other questions support you in getting a clear image of the perfect candidate. Who are you looking for exactly? In what region? What skills are required for the job? Are there multiple job titles that represent the same job? etc.
To be sure you are finding the right professionals, it’s crucial for you to know exactly what the ideal profile of your candidate is.
#Boolean search string full#
Using this technique will help you search through databases full of profiles such as LinkedIn in order to find the best candidates.Īs a recruiter, you’re using boolean search to find your perfect candidates. You can use these to extend or limit your search in order to find more or fewer profiles that fit your requirements. If you’ve never used boolean search before, here is a short overview of the boolean operators that help you create a search. Read more about 5 reasons to automate your sourcing in 2019 If you are reading this blog because you simply want a faster way to find relevant candidates, then be aware that there are alternatives to sourcing yourself. In this blog, we’re covering the basics of boolean search and provide you with four tips that you can use instantly to find your candidates with boolean search. Our generation with platforms such as LinkedIn and Google might be a bit spoiled, but even with these platforms finding the right candidate can be a real struggle. However, hunting for professionals is yourself is time-consuming and often seems easier on paper than it is in reality. Active sourcing is crucial to find the employees required to grow a business. In the current candidate market, most recruiters cannot afford not to actively search for qualified candidates. The basics of boolean search and 4 tips to get the best results 18 March 2019īoolean search brings great power to skilled recruiters, but in order to use it effectively, you need to understand the basics.
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