Top 10 Boolean Operators for Recruiters | G S Kumar posted on the topic | LinkedIn (2024)

Having AI automate your applications to apply for 'hundreds or thousands of applications simultaneously' as mentioned in the article, may seem like a good idea but this isn't a time when automation is required. I also don't think automation should ever come in as a tool to help recruiters with high volume applications - recruitment isn't black and white and unfortunately not that simple.Job hunting can be one of the most stressful and tedious things, especially with how things have been over the past 12 months and something like this may seem attractive but in reality, for the most part, it will only increase the amount of 'rejection emails' that you will get (which will become very demotivating).The automation, you would imagine, will be done by keywords, meaning that the software will put your profile forward for a lot of roles which may match a keyword or 2 but the role itself may not be the level you want or even the kind of role you are a fit for. Your expertise may be as an Angular frontend developer for example but the job description for the role you have been put forward for may be looking for a backend Java developer who has had 'exposure' to Angular, only requiring the foundational experience and ultimately will only be a small part of the role - realistically this won't be a fit for you or for the company.My advice is to focus more so on what is right for you. As a colleague of mine, Paul McGinn mentioned in his post about this - 'quality over quantity'. Tailor your CV for a role, highlight why you are a fit for a position, how does your experience match the role? Don't just mention the tech you have used. Anyone can say they have used the tech, so give some insight into your experience with it, flex your muscles on the CV and separate yourself from the other applicants. You don't need to tick 100% of the boxes, very rarely will this happen, sometimes it may only be 70-80% but at least you know if you have applied, its because YOU have seen it as a suitable role with a good company and not because automation has picked up a few keywords with a company you have no interest in. It may take more time but like most things that do, it's worth it. Forbes#Recruitment #JobSearch #Automation #RecruiterLife

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#learningwithhemant #hr #recruitment Boolean search notes for recruiters-Boolean Operators: Boolean operators such as "AND," "OR," and "NOT" are used to combine or exclude terms in a search."AND" narrows down the search and retrieves results that include all the specified terms. For example: (java AND aws) will retrieve results that mention both "java" and "aws"."OR" broadens the search and retrieves results that include any of the specified terms. For example: (java OR python) will retrieve results that mention either "java" or "python"."NOT" excludes specific terms from the search results. For example: (java NOT javascript) will retrieve results that mention "java" but exclude any mention of "javascript".Parentheses: Parentheses are used to group terms and specify the order of evaluation. For example: (java AND (aws OR azure)) will retrieve results that mention "java" and either "aws" or "azure".Quotation Marks: Quotation marks are used to search for an exact phrase. For example: "software engineer" will retrieve results that include the exact phrase "software engineer".Wildcards: Some search engines allow the use of wildcards such as asterisks () or question marks (?) to represent unknown parts of a word. For example: programm will retrieve results that include words like "programmer," "programming," or "programmatic".Field-specific searches: On certain platforms or databases, you can specify the search terms to be found in specific fields, such as job titles or company names. For example: title:(java developer) will retrieve results where "java developer" appears in the job title.Remember to experiment with different combinations of operators, terms, and parentheses to fine-tune your search and retrieve the most relevant results. Each platform or search engine may have slight variations in syntax, so it's always good to refer to their documentation for specific guidelines.I hope these notes help you construct effective boolean searches for your recruitment needs! 😀#learning

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When it comes to sourcing the perfect #candidates for a role, #recruiters often find themselves wading through a sea of #resumes and profiles, and it's not uncommon to encounter frustration when #Boolean #searches fail to yield the expected results. Fear not! Embracing the art of Boolean searching can be a game-changer in your quest for the ideal candidates.As someone deeply passionate about the #recruitment process, I understand the importance of efficient and effective candidate #sourcing. Boolean searching might seem like a daunting task, but with the right techniques, it becomes a powerful tool in your arsenal. Here are my 10 top tips for mastering Boolean searching:1. Combine Skills with OR Operator:- Use the OR operator to broaden your candidate search by combining related skills. For example, "Java OR Python" will help you find candidates proficient in either programming language.2. Include Synonyms for Job Titles:- Incorporate synonyms for job titles using the OR operator. For instance, "software engineer OR developer" will yield candidates with either title.3. Utilise Quotation Marks for Exact Matches:- Enclose specific phrases, such as "project manager" or "data analyst," in double quotation marks for precise results.4. Exclude Unwanted Skills or Keywords:- Use the NOT operator to exclude skills or keywords that are not relevant to the position. For example, "Java developer" NOT "entry-level" can filter out junior candidates.5. Combine AND for Specific Skill Sets:- Use the AND operator to narrow down candidates with specific skill sets. For instance, "UX designer AND wireframing" will help identify candidates with expertise in both areas.6. Include Location in Your Search:- Specify the location of the job using the AND operator. For example, "software engineer AND San Francisco" will focus your search on candidates in that location.7. Use Wildcards for Flexibility:- Employ wildcard symbols (*, ?) to capture variations of skills or titles. For instance, "Java * developer" will encompass terms like "Java software developer" or "Java web developer."8. Explore Boolean Search Strings Online:- Leverage online resources and examples of Boolean search strings specific to recruiting. These resources can provide inspiration for crafting effective queries.9. Leverage LinkedIn and Social Media Platforms:- Familiarise yourself with the Boolean search capabilities of platforms like LinkedIn. Use site-specific operators to enhance your sourcing efforts on professional networks.10. Stay Updated on Industry Terminology:- Keep abreast of evolving industry terminology and emerging skills. Regularly update your Boolean search strings to reflect the latest trends in the field.#TalentPool #HiringManagers #DecisionMakers

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Preparing effective search strings is crucial for successful candidate sourcing, especially when using platforms like LinkedIn or job boards. Here's a step-by-step guide on how to prepare search strings:1) 𝑫𝒆𝒇𝒊𝒏𝒆 𝑰𝒅𝒆𝒂𝒍 𝑪𝒂𝒏𝒅𝒊𝒅𝒂𝒕𝒆 𝑷𝒓𝒐𝒇𝒊𝒍𝒆: Clearly outline the qualifications, skills, and attributes you want in a candidate. This forms the basis of your search.2) 𝑼𝒔𝒆 𝑩𝒐𝒐𝒍𝒆𝒂𝒏 𝑶𝒑𝒆𝒓𝒂𝒕𝒐𝒓𝒔: Employ AND to narrow results (e.g., "Java AND Python"), OR to broaden results (e.g., "Java OR Python"), and NOT to exclude specific terms (e.g., "Java NOT Python").3) 𝑹𝒆𝒍𝒆𝒗𝒂𝒏𝒕 𝑲𝒆𝒚𝒘𝒐𝒓𝒅𝒔: Identify the most crucial keywords representing skills and qualifications your ideal candidate should have.4) 𝑸𝒖𝒐𝒕𝒂𝒕𝒊𝒐𝒏 𝑴𝒂𝒓𝒌𝒔 𝒇𝒐𝒓 𝑬𝒙𝒂𝒄𝒕 𝑴𝒂𝒕𝒄𝒉𝒆𝒔: Use quotation marks for an exact match (e.g., "software engineer" will find that specific job title).5) 𝑮𝒓𝒐𝒖𝒑 𝑻𝒆𝒓𝒎𝒔 𝒘𝒊𝒕𝒉 𝑷𝒂𝒓𝒆𝒏𝒕𝒉𝒆𝒔𝒆𝒔: Group related terms with parentheses to control the logic of your search (e.g., "Java AND (Python OR C++)").6) 𝑾𝒊𝒍𝒅𝒄𝒂𝒓𝒅 𝒂𝒏𝒅 𝑷𝒓𝒐𝒙𝒊𝒎𝒊𝒕𝒚: Use wildcards for word variations (e.g., "program*") and proximity operators to find words within a specific distance (e.g., "Java NEAR/5 Python").7) 𝑬𝒙𝒄𝒍𝒖𝒅𝒆 𝑼𝒏𝒘𝒂𝒏𝒕𝒆𝒅 𝑻𝒆𝒓𝒎𝒔:Employ "NOT" or "-" before a keyword to exclude irrelevant results (e.g., "sales NOT retail").8) 𝑳𝒐𝒄𝒂𝒕𝒊𝒐𝒏 𝑺𝒑𝒆𝒄𝒊𝒇𝒊𝒄𝒔: Add location terms if relevant (e.g., "software engineer Bangalore" for candidates in Bangalore).9) 𝑺𝒑𝒆𝒄𝒊𝒇𝒚 𝑺𝒌𝒊𝒍𝒍𝒔, 𝑪𝒆𝒓𝒕𝒊𝒇𝒊𝒄𝒂𝒕𝒊𝒐𝒏𝒔, 𝑬𝒅𝒖𝒄𝒂𝒕𝒊𝒐𝒏: Include specific skills or qualifications (e.g., "PMP certification") to find candidates with those attributes.10) 𝑪𝒓𝒆𝒂𝒕𝒆 𝑽𝒂𝒓𝒊𝒂𝒕𝒊𝒐𝒏𝒔: Develop different search strings for variations of the same role or skills to capture a broader range of candidates.11) 𝑻𝒆𝒔𝒕, 𝑹𝒆𝒇𝒊𝒏𝒆, 𝒂𝒏𝒅 𝑺𝒂𝒗𝒆: Execute your search strings, review results, and adjust them as needed to improve accuracy. Save effective strings for future use and track their performance.#viewsofmyown #mythoughts #recruitment #sourcing #hiringtips #techhiring #hrcommunity #booleansearch

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Hello jobseekers,Let's explore the world of ATS (Applicant Tracking System) today! **What is ATS?**ATS stores vital job candidate information such as resumes, cover letters, references, and other relevant data. It efficiently tracks candidates and their application status throughout the hiring pipeline. Additionally, ATS automates tedious tasks like screening applicants, reading resumes, scheduling interviews, and sending out notifications.**How does it work?**Recruiters, in search of a Python developer skilled in web development, typically utilize keywords like Flask, Django, SQL, and Azure. ATS then scans the resume database and presents applications that match the recruiter's specified keywords. Resumes lacking these keywords may stay hidden or be prioritized lower.**What is a resume score?**Maintaining result-oriented resume points with numerical metrics can significantly boost your score. For instance:❌ "Adept in utilizing Microsoft Office 365 tools for efficient productivity and collaboration."✅ "Proficient in Microsoft Office 365 suite, including Word, Excel, PowerPoint, Outlook, and OneNote."📈 **Making it result-oriented:**"Increased efficiency by 20% using Excel macros to automate data entry for 5,000+ client records, reducing processing time by 15 hours per week.""Created 150+ professional documents in Word, maintaining consistent formatting and branding standards, resulting in a 98% client satisfaction rate for proposal clarity."**Tools for optimization:**Consider using tools like #resumeworded and Jobscan for scanning your resume and aligning your resume with job descriptions.📌 **Key tip:**Stick to one ATS-friendly resume and tailor it for each potential application based on the specific job description. It's about quality, not quantity! ⚖️Happy job hunting! 🌟#JobSearch #ResumeTips #ATS #JobApplication #CareerAdvice #JobHunt #JobSeekers #ProfessionalDevelopment #CareerTips #InterviewPrep #CareerSuccess #JobScan #ResumeWorded

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Boolean search helps recruiters and talent acquisition professionals to be more precise and efficient in their candidate searches, ultimately leading to better matches for job openings.lot of our talent Aqusition Managers are using this technique to find right candidate for the vacancy/ job opening , I thought of sharing my understanding on this …..Boolean search is a search method that allows users to combine keywords with operators such as AND, OR, NOT to produce more relevant results. This type of search is commonly used in recruitment and talent acquisition to refine and narrow down search queries when looking for potential candidates. By using Boolean operators, recruiters can create more specific and targeted searches to find candidates with the desired skills and qualifications.Here's a brief overview of Boolean operators in the context of talent acquisition:1.AND: Narrows the search by requiring both terms to be present. For example, "Java AND Python" will find candidates who have skills in both Java and Python.2.OR: Broadens the search by including either of the terms. For example, "Java OR Python" will find candidates who have skills in either Java or Python.3.NOT: Excludes specific terms from the search. For example, "Java NOT Python" will find candidates with Java skills but exclude those with Python skills.4.Quotation Marks (" "): Searches for an exact phrase. For example, "software engineer" will find candidates with that exact job title.5.Parentheses (()): Defines the order of operations. For example, "Java AND (Python OR C++)" will find candidates with Java skills and either Python or C++ skills.Please share your opinion by commenting on the post for better knowledge sharing …#ta#hrm#talentaquisition#HR

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The discussion of context in recruiting and project staffing has come up a few times with me in the last few days.It got me thinking as I’ve talked and answered some questions, does context matter for a standard fair IT staffing job.I don’t mean this in any derogatory way at all.Look, we’ve all had clients or hiring managers who ask for a standard fair candidate (for me I always remember the Angular, HTML5, CSS3, Java Developer working in 2 week Agile sprints that was all the rage years back).So back to my question, does searching using context matter and does understanding the context of your client matter in this situation?I wrestle with this.For me, it matters a lot for the candidate.If I’m worth my salt, I better be able to listen to the candidate genuinely about the context of their work.For my own credibility it helps if I can speak to the context of the work the company does.These two have been bread and butter for my philosophy on our craft for a long time.But what about using it for search?Well, the answer I’ve settled on really goes back to how many candidates you want at the top of your funnel, how much your client cares about the context alignment, and how much you or your search platform have the ability to use contextual searching.That and how savvy you can be in its application.Context is a wonderful way to filter down, or expand out the size of your top funnel….if you use it well.Inferential searching has been a thing for a while that many of us use to greater or lesser extent.Inferential search AI is here and only going to grow.This will make the context game all the more relevant for sure, so if your search platform can do it, I think it behooves you to understand what it looks like and sounds like for your candidates, prospects and their profiles.

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#recruiting #jobdescription #professionalism OK guys, it's time we have a chat about recruiting. There are a lot of recruiters, I mean A LOT, who have no idea how recruiting works. I get lots of recruiting messages that I have to spend my time combing through (and yes, I do read every single message that comes through my inbox) that are total wastes of time. So, here's Recruiting 101 for recruiters who don't know what they're doing:--- Before you contact the candidate --It's of paramount importance that a candidate who is applying for a position actually have a shot at getting that job. No candidate wants to be contacted by a recruiter, apply for the job hoping they get it, and then the recruiter comes back and says "no, their team says you're not right for the position". Why did you, as a recruiter, even contact this person? So:1) Clarify with the hiring team exactly what they're looking for. I mean EXACTLY. Skill set, technical background, types of jobs they have held previously, technologies, all the way down to frameworks and libraries, everything.2) Read candidate profiles. This should be obvious. If the client said they want NodeJS using ExpressJS and MongoDB, don't just search "NodeJS" in your search bar and blast every person on the list. Take the time to actually make sure the skill set lines up with what the client wants.3) Do your research. I get it; as a recruiter you probably have some kind of Arts degree and are not well-versed in the intricate differences between Java and Javascript (by the way, they are not AT ALL the same). That's fine. That doesn't mean you can't learn it. You don't need to be a SE professional to know that those 2 are not the same thing; read a tech blog, or heck just read Wikipedia. It'll take an hour of your time to have some base knowledge on the things your client is asking you for, and it'll make you 100x better at your job. And if you don't know, ask. Your client, I'm sure, will be plenty happy to provide you with resources to learn about their tech stack, particularly if they use something weird or unusual.I have more thoughts, but I've reached the character limit. Let me know if you want to hear more thoughts and I'll post the next set of advice, about contacting and dealing with candidates.

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Expression of Interest: Full-Stack Developerhttps://lnkd.in/g2j5jYvdNew Content:We're reaching out to professionals in rapidly developing sectors who are contemplating their next career step or seeking fresh opportunities to become part of our growing talent network. The F4S Talent Network is an innovative initiative aimed at: Assisting job hunters to be noticed by our partners based on their projected recruitment requirements. Offering optional assistance and resources for job seekers in their career journey. Facilitating individuals to comprehend and maximize their potential and collaborative skills. The F4S Talent Network procedure: Once you show your interest, you'll be required to take the F4S work style test that evaluates 48 crucial attitudes and motivations related to work. After completion, you'll be automatically incorporated into our expanding talent network and will be notified when new opportunities emerge. About Fingerprint For Success (F4S): With over 20 years of research backing us, F4S's groundbreaking predictive analytics have achieved more than 90% reliability in predicting individual and team motivations, behaviors, and performance. Our ultimate goal is to help people find purpose and satisfaction in their work and to assist in building and growing high-performing teams. Please note, becoming part of our talent network does not assure a job offer. We strive to align your technical abilities with the outcomes of your F4S work style test to meet the recruitment needs of our partners. We value your feedback! Reach out to us at to help shape the future of recruitment, together.GetaJob.aiNew Content: We’re reaching out to professionals in rapidly developing sectors who are contemplating their next career step or seeking fresh opportunities to become part of our growing talent network. The F4S Talent Network is an innovative initiative aimed at: Assisting job hunters to be noticed by our partners based on their projected recruitment requirements. […]New Content:We're reaching out to professionals in rapidly developing sectors who are contemplating their next career step or seeking fresh opportunities to become part of our growing talent network. The F4S Talent Network is an innovative initiative aimed at: Assisting job hunters to be noticed by our partners based on their projected recruitment requirements. Offering optional assistance and resources for job seekers in their career journey. Facilitating individuals to comprehend and maximize their potential and collaborative skills. The F4S Talent Network procedure: Once you show your interest, you'll be required to take the F4S work style test that evaluates 48 crucial attitudes and motivations related to work. After completion, you'll be automatically incorporated into our expanding talent network and will be notified when new opportunities emerge. About Fingerprint For Success (F4S): With over 20 years of research backing us, F4S's gr

Still filtering through endless online resumes to hunt the perfect candidates?You don't need to!It's time to use Google X-Ray Search.You know Boolean search – using "AND," "OR," and "NOT" to filter results. 🚀 But X-Ray?It delves deeper into specific sites (like LinkedIn) using advanced operators for more targeted findings.👉 Combine keywords with Boolean logic. Use "AND" for must-haves, "OR" for alternatives, and "NOT" to exclude.👉 Site-Specific Searches: Use "site:" to focus your search. Hunting on LinkedIn? Try "site:linkedin.com."👉 Title and URL Tricks: "intitle:" pinpoints words in page titles. "inurl:" does the same for URLs. Perfect for finding portfolios or CVs.👉 Filetype Focus: After PDF resumes? Add "filetype:pdf" to your query.👉 The Asterisk: Not sure of the exact term? Asterisk (*) is your saviour. It fills in the blanks.👉 Utilize Advanced Commands: Combine different operators and keywords for comprehensive search strings.Easy?Now, let's find a Java developer in San Francisco. → Start with the basics: "Java developer AND San Francisco."→ Now, focus on resumes: add "(resume OR CV)."→ Finally, target LinkedIn: "site:linkedin.com." 💡 Your search string looks like this:"site:linkedin.com (Java developer AND 'San Francisco') (resume OR CV)."✔️ Get creative with your queries.✔️ The more specific, the better. Tailor your searches to the platforms where your ideal candidates hang out.🚀 When will you bid farewell to filtering endless resumes and start using X-Ray search?🚀 PS: For more insights, actionable tips, and industry updates follow me ➡️ Dinesh Agarwal. If you are a company looking at scaling or expanding your hiring requirements, let's connect and we will make it work.#recruitmentteam #hiringteam #recruiters #talentacquisitionspecialist #google #booleanstring

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