7 Responses to "Quick Tip for Sourcing Talent on Social Networks"
  1. Paul Jacobs says:

    Thanks Shannon for the tip – it will come in useful. Just out of interest, have you or any of your readers used tools like Pipl, Spock, or Wink for finding people on the social networks? Also, any thoughts on using these versus using Google?

  2. Shannon says:

    Hi Paul – thanks for the comment. I do like Spock and use that as well. But I tend to like to cast a wider net that I narrow myself through my search terms, so I prefer Google – but that is just me, and I am not a professional sourcer, and people that do this for a living might feel differently.

    Looking again at Linkedin – this string for Linkedin is also useful: site :http://www.linkedin.com/in

    Any other tips?

  3. Julie O'Reilly says:

    Hi Shannon,

    I am a member of recruiting blogs and found myself here on your page. Thanks for the tip. Curious of your thoughts regarding how receptive HR is in including social media strategy as part of their marketing and media mix. I think for many of us it is a no-brainer, and I believe Executives are beginning to understand the power of social media and the habits of their target, but from your experience, are you finding HR Execs receptive and willing to allocate appropriate portions of their budgets for this? Which business “verticals” are you finding more willing to jump ahead of the curve? What advice would you give to a recruitment marketing strategist making the business case for social media strategy to be included in the marketing budgets for HR?

    Thanks for your input and look forward to hearing more on the topic. Best!

    Julie

    Julie O’Reilly
    julie@marcomvillage.com
    Atlanta, GA

  4. The results count for things like
    site:www.facebook.com/people KEYWORD are far less than for (site:www.linkedin.com/in OR site:www.linkedin.com/pub) KEYWORD (and even if you apply all the filters on the LinkedIn searches to eliminate irrelevant results, it’s still a lot more than for Facebook. What this is telling me is that LinkedIn is being much looser in terms of what it allows the search engines to spider and/or Facebook users are much more cautious about what they’ll put on their public profiles.

  5. RecruiterGuy says:

    Excellent – I have these search strings in my personal toolkit and have been trying to think of a way to communicate these via my blog – you’ve done a terrific job with the screen caps.

    Thanks!

  6. Jim Boesel says:

    What about including location: in your search as in location:ca.

  7. No, Jim (at least not in that way). First, I don’t think the location: command per se is supported on regular Google search, but if you select your desired country (e.g., Canada) in Google’s Advanced Search form, it will be added to your search criteria. It is hidden under the “Date, usage rights, numeric range, and more” section – click the + sign to expose those field criteria.

    That won’t help in this case, however, since Google does not consider Facebook or LinkedIn to be Canadian sites (indeed, it can be hard to detect sites with domains other than .ca as Canadian, though Google is smart enough to know that workopolis.com is, etc.) and Google certainly won’t distinguish pages *within* those sites as being about Canadian individuals, so you won’t find Canadians that way. However, you can add Canadian metro area names (make sure you use LinkedIn’s nomenclature) in a boolean OR clause as part of the search string, which would be very effective in this case. Shally’s LinkedIn cheatsheet (which illustrated this method back in 2006) at http://www.jobmachine.net/products explains this in more detail.

Comments are closed.