Tag Archives: Banner-b

The color of your keywords

What color are of your keywords?

Pink Keywords

The color of your keywords

Do you know that keywords have colors? Yeah!! they absolutely do! The thing is, we color the keywords ourselves. We color them by our experience, by our assumptions of what the word means, the assumptions how they relate to the skill they represent, the assumptions of why they performed the way they did, etc… Every keyword that we use is neatly wrapped and colored with this framework of assumptions.

You might not be aware of it but the coloring becomes apparent the first time you search using a keyword. When you enter a keyword into a search engine or database and get irrelevant results and accordingly proceed to discard those keywords, you’ve formed an image. By abandoning those keywords in favor of an alternate word, they show that you have come to believe that the keyword is not worth pursuing any further. Continue Reading →

The key to unraveling your search results

Proper understanding of keyword elements is the key to unraveling search results.

Proper understanding of keyword elements is the key to unraveling search results.

Many recruiters seem to think that keywords are individual words that describe the skills of candidates. While that may be true for them, to a database keywords are quite different. Databases don’t recognize them as either abilities nor do they match them to the specific skills you ascribe to them.

Databases update, modify, and retrieve keywords amazingly fast but they have their limits.  Keywords are neither seen nor read by databases and search engines in the same that way we see or read them. To databases a keyword is just a string of characters. Databases can’t distinguish between a string of symbols, numbers, or actual letters. To a search engine a keyword is just a string of characters. Using something like “@#$#&)”, or “7364639”, or “keyword” are all the same to it. A database doesn’t recognize that when you enter a word like “kids” that a good result might also be “children”. To a database “kids” is just a string of characters. It only matches each character in your keyword to bring only those results that include the letters “k”, “i”, “d”, “s”.

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Cloaked keywords

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A strong search strategy is simply a product of good keyword choices fueled by the understanding of your search tools. Keywords are one of the most crucial aspects of a successful search and/or sourcing campaign. They are important to us as recruiters as we depend on them to be able to find candidates within our databases. They are important as they can provide a steady flow of candidates for recruitment success.

Using keywords to search ought to be simple. It can be, as long as you get the principles right. Of the many search tools available today, there is none better than the simple ones. While most search tools offered today have a lot of bells and whistles, they can either be expensive or take a long time to master. It doesn’t have to be that way. Searching for candidates doesn’t have to be difficult, as long as you keep it simple.

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The rules have changed

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The searching rules have changed.

Any recruiter can attest to the fact that searching for candidates and finding the right candidates are two very different things. Keyword searching at its core requires a reshuffling of the sourcing mindset. It requires a certain way of looking at keywords.

The information age has awoken to find us with the largest of indexes being searched with the tiniest of devices. Today, we live in a world of data, huge numbers of files go into our applicant tracking databases and search engines. The more information that goes into them the level of skill required to find information also goes up. In spite of the increased skill required, the way recruiters search database has not changed at all in years.

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How to screw up your sourcing – 101

Barriers to Sourcing

Barriers to Sourcing

I decided to change the name of the current series of journal entries. It just seemed more appropriate. Anyway, continuing the thought of the barriers to sourcing success or “how to screw up your sourcing efforts – 101″.

Your prospective candidates are all about their job or career, they aren’t bad people, to get their interest in what you have to say you don’t have to watch your words as much as the assumptions behind them. It’s the assumptions that undermine what you are doing.

Let me explain… I love the miracle of telephones. I love talking to anyone, anytime and anywhere. I love the feeling of being connected, of being able to connect with people in the other end of the world in just seconds without having to leave home. I love negotiating and closing deals on the phone. I also love the interaction between technology and people exploring it and taking it to the limits. Like I said, I am fully appreciative of the joys of modern technology but then again technology can invade our private space unlike nothing else.

I have come to tolerate telemarketing calls to a degree but there is nothing worse that being called in the middle of a meeting or even worse finally finding a moment to focus on the task at hand only to hear it the shriek of a telephone ring piercing through your quiet time like finger nails on a chalk board. Just yesterday, after a day of meetings and all the other stuff we are faced with; as I began to work on my spreadsheets (being a people person I really need to focus on number crunches, so I save it for a time when I can focus). Enough said the phone rings, okay, I pick it up, setting aside my work – already annoyed because I lost my concentration. When I pick up the phone, there is this person trying to “warm up” the call with chit chat. I tried to listen but I felt a burning sensation working up my spine and my face reddening. What does this person want – I began to wonder – can’t he get to the point. After a couple of minutes I understand it is a recruitment call. I make any excuse and quickly hang up.

The first thing this recruiter did wrong was he spent far too much time in conversation about trivial matters, like sports, the weather etc.. you get the picture. He assumed that because I answered the phone I was interested in what he was saying. The other crucial thing this recruiter did wrong (and what many recruiters do when they call prospects at work) was that he launched right into his spiel without thinking that I might be in the middle of something important. He assumed that because I answered the phone I had the time to talk. You have to understand that If your call is taking your prospect away from something they’re involved in, whether it’s important or not, they will not give you their attention, even if they stay on the line.

Do let let your assumptions control your call. Show respect for your prospects time; always remember when you call at their place of employment that they are in the middle of doing a job that feeds their family and are expected to produce results. Good business relationships develop slowly based upon mutual respect. Keep initial sourcing calls cordial but professional. Instead of going straight to the point try asking for permission to speak; being attentive to a prospects needs so that they see you as a dependable problem solver is one of the best ways to develop a long term business relationship. Nothing will derail your sourcing efforts quicker than perceived disrespect by your prospective candidate. The third barrier to sourcing success it disrespect to your prospective candidate.