#BOOLEAN SEARCH TRAINING FOR RECRUITERS HOW TO#

On most of ATS and search engines, LinkedIn You can use the minus (-) sign as the NOT operator Net AND NOT (Java OR JSP OR J2EE) – that search will not return any results with any mention of Java, JSP, and/or J2EE. Note: On all of the major job board resume databases, some ATS’s and LinkedIn, you can use the NOT operator in conjunction with an OR statement.Įxample. This will retrieve CVs containing the keyword sales, but NOT marketing NOT This also narrows the search, but by exclusion some search engines recognise the subtract symbol (-) as NOT.Įxample: Sales NOT Marketing. On Google and Monster Jobs, you can use the pipe symbol (|) for the OR operator. Note: It is strongly advised to always use parentheses Brackets () around OR statements as a matter of good search syntaxĮxample: Java AND Oracle AND SQL AND AJAX AND (apache OR weblogic OR websphere) OR This broadens the search, and the results will contain either of the keywords you are searching forĮxample:Presales OR sales This will retrieve any CVs containing the keywords Presales OR sales In Monster Jobs You can use the (&) as the AND operator. Note: On most Internet search engines and LinkedIn, every space is an “implied AND,” and you don’t have to type it, as every blank space is interpreted as an AND operator. I don’t want to bore you with all the specific Boolean elements definition, I reckon there are plenty of articles on the web giving an elaborate description.ĪND This element narrows down the search, by combining two words or phrases and only showing results with both.Įxample: Marketing ANDManager This will retrieve any CVs containing the keywords sales and marketing.

Speed of qualified candidate identification.Īdmittedly, the basic Boolean operators are easy to learn – after all, there’s only 6 of them!.Now I would like to show you precisely Why Boolean search is such a big deal in recruiting.

#BOOLEAN SEARCH TRAINING FOR RECRUITERS HOW TO#

You need to know what your own requirements are, and what attributes a candidate must have to fill that gap.īoolean search is a perfect tool for the job, and all you need is the knowledge of how to use it. Recruiters can use Boolean search to refine search results in their platform of choice to narrow in on only the candidates who fit their criteria.Īs you probably know, the first step in hiring the perfect fit for a given position is targeting and sourcing the right candidates.

Often, though, these candidates can be incredibly difficult to find, especially if they’re not actively looking for new work. When sourcing candidates, you will always have a list of required skills and qualifications that constitute an “ideal” candidate. It’s a massive time-saver, and it’s a powerful tool for finding exactly the candidate profiles you’re looking for. Using Boolean search in recruitment lets you leverage large databases like CRMs, LinkedIn, Indeed, Google, or your own ATS, to perform searches that find relevant candidates quickly. I can vouch that Boolean Search is the real “secret” behind the art and science of leveraging information systems for talent identification and acquisition. In a nutshell, Boolean search is a structured search process that uses keywords, or operators, to limit, broaden, or define the desired search results. While your less experienced recruiters focus on developing their Boolean strings skills, there are other alternatives, such as Semantic Suggestions, to help them to continue expanding their search criteria and making the most of their sourcing efforts and time.Identifying qualified candidates is the most critical part of the recruitment process and besides from Internal and external reference, Boolean sourcing is the single most effective way for recruiters to get more refined results when searching for the candidate information from all over the web platforms such as LinkedIn, Google, GitHub, Stack Overflow, etc.

For more tricks and tips, check out our dedicated stakeholder collaboration page. This is a great example of how to drive collaboration within your team.

Dropdown Candidate Experience & Engagementīecoming a Boolean master takes time – something you don’t tend to have when it comes to high-volume recruiting! To get less experienced sourcers up and running quickly, you should tap into the knowledge and expertise of your more senior recruiters by getting them to share their most effective search terms for sourcing candidates.Īs well as on-the-job mentoring and training, by creating an easily accessible library of powerful Boolean search strings, junior colleagues can get ahead in the hunt for ideal candidates and elevate your team output through effective strategic sourcing.

Dropdown How to Boost Your Talent Acquisition Practices.

Boolean search training for recruiters