Around the time when Facebook started to modify graph search they also limited the possibility to see who have liked a certain page. The 1m fan in case of the below IBM Facebook page is not anymore clickable/searchable. What a loss for marketing and recruiting professionals! In the last few months though I started to
I was running a webinar with AmazingHiring yesterday about the topic: Building a Sourcing Function. Beside running my content about Sourcing Values, Models and Metrics I also wanted to understand what the audience thinks and does today. Therefore, I was using an interactive tool to get real-time replies on some critical sourcing questions. There were
To these great folks: Szandra, Louisa, Tünde, Tomi and Joele We were having a superb Sourcing Masterclass* today where I was explaining how to x-ray Instagram to find candidates. Well, Instagram is not like LinkedIn but it can occasionally be helpful if you are running out of candidates. The search part is tricky as users
AmazingHiring started their free IT & Tech sourcing training yesterday (which you can still sign up to if interested). There were more than 3,000 participants (wow!) joining us and the chat panel was on fire. 🔥 People were greeting each other from all around the planet and also sharing their LinkedIn links for easy connection.
Sourcing on Facebook is not like sourcing on LinkedIn… you cannot run complex Boolean searches (with tens of synonyms in your string) and cannot find people via skills or competencies. Facebook sourcing is quite limited. There are only three (plus one*) major requirements that you can apply in your search: 1) location, 2) employer and
Here is the thing… if you don’t have LinkedIn Recruiter (LIR) you cannot really run regular Boolean queries on LinkedIn. Not even with a paid account. Well yeah… you can still x-ray LinkedIn on Google or by leveraging one of the x-raying tools like Recruit’em or SourceHub – but x-raying always seemed to me like
You’ve got to search where your candidates hang out… this evergreen sourcing advice cannot be more true if you need to find foreign language speaker agents or operators in a small city or village. The challenge with these assignments usually is that these folks are either not present (or not active enough) on LinkedIn (or
Before we start TL;DR. Why would we even invest any effort into searching conference attendees? Well… we don’t always have to. But there are some critical cases when it can be super helpful. This is my top three reasons: Sometimes you search LinkedIn and get too many results. Understanding who has attended a certain conference
A good friend of mine, a senior Talent Acquisition Leader, hired two great sourcers to work on hard-to-fill reqs. The sourcers were doing a proper job delivering qualified and interested passive candidates, and one or two candidates always made the very final stage. But at the end of the year, when reviewing the results, my
Great companies starting their journey of building an in-house sourcing function are usually aiming for cost saving in the first place. This is the most regular answer they give when interviewing them: become less dependent of 3rd party agencies and thus to save cost on agency fees. This is an obvious drive behind such a
Balazs is a globally recognized Sourcing Leader, Keynote Speaker and Talent Acquisition Strategist. Over the last fifteen years, Balazs has been engaged with various global organizations helping them set up best-in-class sourcing functions and organization-wide sourcing capabilities. Balazs uses his experience helping Talent Acquisition teams improve their core sourcing and recruiting abilities to identify, attract and engage with critical talent.
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