8/15/2023 0 Comments Careerbuilder boolean search![]() Six in ten employers who currently use social networking sites to research job candidates (60 percent) are “looking for information that supports their qualifications for the job,” according to the survey. ![]() Most hiring managers aren’t intentionally looking for negatives. How Employers Use Social Networks To Research CandidatesĪccording to CareerBuilder’s social recruiting study: ![]() Here’s what you need to know about how employers use social networks. You now have more ways to show your work experience, skills, personality and successes! As you can imagine, picking up the phone and calling people takes time, some recruiters just didn’t make the time. And if the employer had any question about you, they would either call you or move on to the next candidate. Year’s ago, the only way you would ever be considered for a job was because you submitted a resume. Rosemary Haefner, chief human resources officer of CareerBuilder “Tools such as Facebook and Twitter enable employers to get a glimpse of who candidates are outside the confines of a resume or cover letter.” Ready to update your job search strategy and rely a little less on job advertisements posted on job boards? Employers Are Checking You Out OnlineĦ0% of employers are researching people online (according to CareerBuilder’s 2016 Social Media Recruitment Survey)!Īnd other sources ( Jobvite & SilkRoad) report even higher percentages of employers using social networking sites to source and vet candidates. Not only are employers sourcing candidates online, they are also researching them online. Some companies are getting proactive in their recruiting and are building talent communities which serve as a pipeline of potential candidates. They are going to look where they know they can find the right talent. They can search within forums, social networks and across the internet. Recruiters also use Xray and Boolean searches to search for very specific candidates by using complex search criteria. Recruiters turn to Facebook, Twitter, Instagram, SnapChat and various other niche networks. ![]() LinkedIn is one of the social networks recruiters use but believe it or not, not all candidates are on LinkedIn. Using job boards and resume databases is costly and doesn’t always have the most up-to-date information on a candidate. Social recruiting is the act of sourcing and researching candidates through social media and online profiles. You can control what they find, if you understand how they are using the information. Ready to learn more? Get tips on how to use Boolean and semantic searches separately – and together.How and where employers look for new employees has changed. The semantic search technology recently added to CareerBuilder’s Resume Database allows both Boolean and semantic to coexist, so both can be used simultaneously during a search to deliver more relevant candidate results. When semantic search is layered on top of a Boolean search string, related keywords are applied to all of the terms used in your search, ensuring all relevant candidates associated with your search terms are being captured. You don’t want to accidently filter out candidates because you aren’t using the right mix of keywords. When you’re beginning a candidate search, the goal is to be exposed to as many potentially relevant candidates as possible. Limited time needed to research related job titles or create long strings.īoolean and Semantic: How They Work Together Takes time to learn and construct extended Boolean strings. Intermediate to expert you have knowledge of the industries related to the open requisitions.Įntry-level to intermediate best for positions you know little about. Seeks to understand the searcher’s intent and the contextual meaning of terms to generate more relevant results.Ĭan narrow or expand results depending on the operator used. Uses operators to adjust a search by combining or limiting terms. Here’s a side-by-side comparison of how they differ: What many recruiters and sourcers may not know is that Boolean and semantic can be used together to further maximize your results and expand your pool of relevant talent.īefore learning the benefits of using Boolean and semantic together, it’s important to first understand the basics of each technique. Both techniques can be used effectively to deliver relevant candidate results, and there are situations where one may be preferred over the other. Two search methodologies that are often talked about but are still somewhat of a mystery to many recruiters and sourcers are Boolean and semantic. But sometimes it’s hard to know which search method will work best at quickly finding the pool of candidates you need for the specific position you’re trying to fill. When starting to look for candidates, there are a variety of ways you can search in your internal and external databases – from entering keywords to using filters.
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