Two-and-a-half years ago I joined Randstad Sourceright to build a world-class sourcing centre to cover the Europe, Middle East and Africa region. That time, early 2013, we had nothing yet in place but a strong ambition to build a brand new, unique and highly value-add service line, the so-called Centre of EMEA Sourcing Expertise (aka #rsrsrc), and to bring in and spread the love of all things of sourcing within Randstad and its clientele.
Facebook is changing the graph and introducing a new, keyword-based search engine. This may result a way to run more complex Boolean syntaxes in the future, however, as an immediate effect, has blocked the old-way graph search possibilities. Remember the story when we asked questions like ‘people who studied at xyz’? Yep, that has totally gone with the new search engine…
This change has created the need to summarize the old-way graph search method as that is still running – but in the back-end. You though have to memorize and use the below commands to retrieve the results but hey! that is not a rocket science just bear with me for some time.Continue reading “The Facebook #Sourcing Tutorial Part 2.”
Nothing shows better the infancy of a profession (professional field or domain) than the lack of in-depth discussion and argument around its basics. Think about all the new recruiting sciences such as big data, candidate experience or so: thousands of practitioners are echoing each others’ thoughts without providing less than little value and real expertise on the bottom line.
This is of course the case with sourcing, still, today. Too few experts really understand what and what not sourcing is.
A giant though, Glen Cathey, has recently proposed a new universal definition of sourcing, and while sourcing is certainly a big mess in the minds, no one took the time (or got the inspiration?) to argue with that. Is it because we all think Glen is ultimately right? There is nothing to add to that? Does that definition describe what you (yes, you, Sourcer-Reader) do day by day? Are you happy with that? Are you happy with the limitations of that definition? Does that make you successful? You feel good? Nothing else you want to achieve?Continue reading “What Is Sourcing? My Reply To @GlenCathey”
Dedicated to my old/new friends, Irina, Stacy and Jimwho inspired me to complete this tutorial
START HERE!Boy, this is a little bit advanced stuff on how to crack Facebook Graph Search. If you are a newbie in leveraging Graph Search please first go watch Johnny Campbell’s video or read Glen’s posts or these posts on SourceCon. Once you have got the go and love into it I bet you will so much enjoy my tutorial.
(NB1: If you still do not have Graph Search please give a read toJames’ recent post. That is a simple and genius way to get the access.) (NB2: To see most of the sample links added to this post you have to sign into Facebook first.)
I wanted to see which company had the most LinkedIn members in Poland (Hungary or Czech) so I used these location filters and went to ‘All companies’.
In Poland, it is a company called ‘Zakład optyczny’ with more than 12K employees and that – as I do not speak Polish – sounded like such a nice, large and decent local firm.
The first strange finding, however, was seeing one of my colleagues’ profile listed under this firm… Marta surely works for Randstad so I checked this company in Google and realized these words were not referring to any company but simply to the word ‘optician’. Certainly, Marta is not an optician and it is even more certain that there are no 12K Polish optician users on LinkedIn today. What is going on??Continue reading “Something strange with #LinkedIn – Zakład optyczny and other fake companies”
Facebook has got a ‘See friendship’ function which is meant to show your mutual friends with any of your friends. You can easily find it on a friend’s timeline.
The scary thing is that this feature (its URL) can be applied for any of the Facebook users so it can be a rather powerful sourcing tool when looking for colleagues, peers and other employees of a company! Facebook, we love you! 😛
Let’s say we are after support engineers at Microsoft in Netherlands…
The only thing that makes a sourcer optimistic is the belief that people make mistakes.
I have been trying to source from Facebook for quite a long time and it has always seemed to be a mission impossible for me. However, the hope that one day we will be able to identify candidates from that 800m+ Talent Pool made me simply too hungry and desperate to not give it up.
Here I share a few new tricks – which I believe have not yet been discovered before – how to retrieve the publicly available data on Facebook.
(While it is nice to imagine we are dealing with secret intelligence here it would be way too ambitious to say we are doing any hacking on Facebook.)
But can a Talent Scout/Sourcer be fully responsible for the hire if the recruiting mix contains more channels than only the traditional direct (‘passive candidate’) sourcing? Certainly not!
If it is not necessary the hire that makes a Sourcer successful (recognized?) what is the measurement of their success? And vica versa: if a Sourcer seems to be not efficient enough what is the measurement that will tell you why your Sourcer has got stuck?
With my ever first INFOGRAPHIC I present some new measurements that you can apply. I have been working with them for a while and if you are comfortable with this data-driven approach it can be a rather helpful tool to quickly understand where your colleagues are.
It is not a game changer trick but a rather helpful one if you directly want to search within your #in connections’ connections.
Why do I think it is worth for sharing?
Often, #in profiles remain hidden from us as they do not contain the keywords we are using in a search. With this trick our search can more rely on someone’s network (aka current and former colleagues) and bring all the profiles who we may have missed when using a string.
By having a basic #in account (which I do so) we usually much narrow the search to get not more than 100 profiles. With this trick we can work from a higher-quality candidate pool so that the narrowing will be easier and more precise.
For agency recruiters, it is a very smart way to see which other agencies an HR person has been already connected with… Ouch! 🙂
For corporate recruiters, it is helpful to see and search for someone’s network from the competition.