Most people will use a keyword resume or cv in the name of the page or in the URL. You can also target other keywords, like the keywords typical for the local job market where you are trying to find candidates.
Example: (intitle:resume OR inurl:resume)
Example: (intitle:resume OR inurl:resume OR intitle:cv OR inurl:cv)
For the next examples, I will be using only a resume as a keyword together with intitle: and inurl: operators.
When you create the first part of your string, you should add the keywords for the job title and also for the location. My recommendation is to add to your search string keywords that you would like to exclude from the results. Below are a few keywords I want to exclude so I am not going to see any irrelevant results that include examples of the resume or templates.
Example: (intitle:resume OR inurl:resume) “UX designer” “San Francisco” -sample -example -template
Not all people use San Francisco as a location in their resume, but they could have an area code mention in their profile. And you can easily target it by adding an area code typical for that location. You can find an area code for any location just by Google “Area Code Name of the location” and you will get information about the area codes that you can add into your string.
In our case, the area codes for San Francisco is 415 and 628. I have OR operator there so my string targets 415 or 628 and I won’t be targeting both numbers and limit my results.
Example: (intitle:resume OR inurl:resume) “UX designer” (415 OR 628) -sample -example -template
Not everyone’s profile includes a phone number but could have a home address there. And you can use the zip code in your search string. You can find the zip code for any location just by asking Google for “Zip Code Name of the location.”
In the search string below, I will be targeting the San Francisco area by using the range operator and zip code.
Example: (intitle:resume OR inurl:resume) “UX designer” “94102..94188” -sample -example -template
You can combine the location with the zip code in your search by using the OR operator as you can see in the string below.
Example: (intitle:resume OR inurl:resume) “UX designer” (“San Francisco” OR “94102..94188”) -sample -example -template
In some cases, you don’t want to target specific cities or locations, but the whole state or country, for US locations you will use California and CA, for other countries you can use just the name of the country as you can see in examples below.
Example: (intitle:resume OR inurl:resume) “UX designer” (California OR CA) -sample -example -template)
Example: (intitle:resume OR inurl:resume) “UX designer” “United Kingdom” -sample -example -template)
This string will find sites with phrases “UX designer” and “United Kingdom” so you will also get many irrelevant results. That’s why you should add at least some other keywords that are connected with what people are usually are adding to their resumes.
One of the things that people have in their resumes is an email address, you can target it by adding that keyword to your search string.
Example: (intitle:resume OR inurl:resume) “UX designer” “94102..94188” “email” -sample -example -template
More Complex Strings
You can combine the search parameters together and create more complex strings. Keep in mind that there are limits to how many of words you can use in a Google search.
Example: (intitle:resume OR inurl:resume) “UX designer” (“San Francisco” OR California OR CA) (415 OR 628) -sample -example -template
Chapter 1. History of Sourcing and Recruitment
Discover the top skills that every Sourcer and Recruiter needs to have and about the history of Sourcing and Recruitment.
Chapter 2. Sourcing fundamentals
Learn sourcing fundamentals and how to build your first search strings with Boolean operators.
Chapter 3. Sourcing on Google
Learn about sourcing on Google and how to use other search engines to find exactly what you are looking for.
Chapter 4. Sourcing Tools, Chrome plugins
Learn about Sourcing Tools, internet browsers, and Chrome plugins you can use at work and how to protect your data on the internet.
Chapter 5. Source on social media websites
Discover how to source Talent via social media and network websites. How to find candidates on LinkedIn, GitHub, Stack Overflow and other websites.
Chapter 6 - 8. Find candidates’ emails, Sourcing Methods
Lear how to find candidates’ emails, Sourcing Methods, Google Dorks and other advanced tricks.
Chapter 9. How to the get maximum from your LinkedIn
Learn about LinkedIn, how to the get maximum from your LinkedIn profile and your LinkedIn inMails.
Chapter 10-11. Branding, Brand ambassadors and more.
Learn about personal and company branding, brand ambassadors and employee advocacy and how to use more to attract passive candidates.
Chapter 12-13. Storytelling, Candidate experience and Psychology
Learn more about storytelling, candidate experience, and how to use psychology in recruitment.
Chapter 14. How to influence your passive candidates
Learn more about how to influence your passive candidates, what approach you should use for Gen Y and Gen Z and why it’s important to give feedback.
Chapter 15-16. Interview methods, Talent mapping and more.
Learn more about interview methods, intake meetings, talent mapping, cold calling, diversity hiring and agile recruitment.
Chapter 17. How to improve your networking and your knowledge
Learn more about how to improve your networking and your knowledge through conferences and mentors.
The recruiting process is essential for every business as it helps in finding the right talents that are going to help the company grow and be more successful. And as all business owners know, finding these talents is not an easy task.
In fact, it is not easy at all, as this is a process that takes time and resources. If you are not a large and well-known company, it is quite difficult to attract and retain talents because you need to prove that you can offer an excellent working culture and opportunities for the future, besides just providing a decent paycheck. And even for companies with good reputations, the recruiting process can cost a lot of money.
How you treat your candidates is essential, not just to them, but also for the success of your business.
Candidate Experience Influences Your Business
As you already know, when searching for new talents, some will fit the job description better than others. But what will happen to those who are not right for the job or don’t have the relevant experience? Well, believe it or not, these candidates, in particular, can impact the development of your business.
How can an unhappy candidate have so much power over your company, in spite of not getting to work within the company? It is all connected to the way this person sees your company based on the experiences he or she had during the recruiting process. During the interview process, you present your company and your brand to candidates.
If a candidate has been disappointed by the way he or she was approached or treated, they will be less likely to purchase products or services provided by your company. The North American CandE Awards research conclusively demonstrates that 46% of candidates who believe they have had a “negative” overall experience say they will take their alliance, product purchases and relationship somewhere else.
An unhappy candidate could also make negative remarks about your company, chasing away potential talents and clients. In fact, 27% of candidates following a bad experience would “actively discourage others to apply.”
This is not a mere assumption; there are companies out there that felt their sales figures reflected the unhappiness of some recruits. A good example would be Virgin Media where they calculate how much the bad candidate experience costs them.
They came to this calculation: if there were 123,000 rejected candidates each year, and 6% canceled their monthly Virgin Media subscription, they would end up with about 7,500 cancellations. Multiply that by the £50 ($60) subscription fee and within 12 months, and Virgin Media was losing £4.4 million per year, the equivalent of $5.4 million.
Thus, if you didn’t consider candidate experience relevant to your business, you need to think twice and do your best to provide excellent experiences to all of your candidates.
You need to understand that not only do your employees act as ambassadors for your company but the candidates do as well. The experience they had during your recruiting process will make them talk and share on social media, so it would be recommended for this experience to be a positive one.
Candidates will start talking about their experience with their friends and family, and, believe it or not, they are more prone to sharing their negative experiences than the positive ones. If a candidate had a bad experience, there are high chances that he or she will not apply for a job in your company in the future and won’t recommend it to others either.
Considering the effect that can be created by sharing an opinion or experience on social media, you can tell that things could get very ugly for your company if one of your candidates had a bad experience.
What Leads to a Bad Candidate Experience
Communication is a highly valuable aspect for candidates. They complained about the quality of communication during the recruiting process. You need to make sure that this doesn’t happen by doing your best to communicate with your candidates as well as you can.
Even if a candidate is not ultimately recruited, most certainly he or she will appreciate your communication efforts. Also, providing follow-up at the end of the recruitment process counts a great deal when it comes to candidate experience. Approximately 65% of candidates say they never or rarely receive notice from employers.