Full Stack Recruiter
The Ultimate Edition

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What will you learn
from this book?

It is a great guide for both beginners and experienced recruiters/sourcers.
  • 1
    Fundamentals

    Learn more about basic Boolean fundamentals and how to build effective sourcing strings.

  • 2
    Advanced Methods

    Discover new LinkedIn hacks, sourcing tools, and methods for finding contact details.

  • 3
    Recruitment

    Learn more about the best recruitment methods and effective tips for engaging passive candidates.

  • 4
    Various topics

    Find more about OSINT, Candidates’ Experience, Talent Mapping, Recruitment Reporting and more.

Sourcing Chapters

Simple Search

 

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

 

Area Code

 

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

 

Zip Code

 

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

 

State

 

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.

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.

And there is more!

The second part of the book is about specific recruitment techniques. You’ll find out how to excel in recruitment marketing, candidate engagement, cold calling, and so many more tricks of the trade.

Recruitment Chapters

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 Power and Importance of Storytelling

Since the beginning of time, we’ve told stories to share our ideas, events, and knowledge. Storytelling is one of the oldest ways to bring people together. Back in the days when there was no TV, internet or other perks specific to our modern society, people used to gather to tell stories of what they saw, heard or experienced. Every culture has used stories as a means to connect, inform, and entertain.

Things haven’t changed much; we still enjoy listening to a good story, and this fact helps when looking to retain talent and hire the people you want in your company. For any company brand, storytelling is the most authentic and relevant way to communicate who you are and what you offer.

The job advertisements that you are creating are small stories that you are sharing with potential candidates. A story can inspire you and make you excited about things you’ve never been excited about before. Using storytelling methods can turn your boring ads into ads that will be tempting to candidates and make them excited about learning more.

 

Storytelling skills also give recruiters the ability to effectively capture the attention of candidates and sell the opportunity they are offering to them. The best storytellers have an unfair competitive advantage because they are going to recruit much better than others.

 

Storytelling

 

Who doesn’t enjoy a good story? We all enjoy most of the stories we hear. That’s why you should focus on improving your storytelling skills.

 

Stories help people remember things more naturally. So, if you want to make an impact and make sure that a person retains as much as possible of the information you are providing, then a story is the best way to do it. Statistics show that a story helps people to remember more.

 

In 1969, Stanford professors carried out a series of tests. Students were asked to memorize and recall ten sets of unrelated words. One group retrieved the words in any order they wanted, while the second group constructed a story that contained all the words. When both groups were asked to recall the words, the students who created stories were able to remember six to seven times more words than the first group.

 

Besides this, people tend to make a connection between the person and what they hear in the story, which can turn the content into a more personal experience. It is easy to understand that graphs and numbers won’t trigger the same results.

 

A good story, on the other hand, will provoke their thinking process, will stir their interest, and, above all, it will make them care about what they are hearing. Thus, storytelling can be an easy and powerful way to create new connections with people and attract them to your company.

 

How Can You Create a Good Story?

 

Good stories can’t be found just anywhere. You need to keep particular aspects in mind if you want to ensure that your audience will be captivated. After all, you want to transmit information but not in a dull and uninteresting manner. Believe it or not, even if you mix statistics with a story, most people will manage to remember those numbers.

 

Another thing you need to remember about storytelling is the importance of having a clear structure for the story in your mind. Forget about ambiguous and foggy beginnings as they will turn off the interest of whoever may be listening to your story. Instead, try to find that one thing that will make the story exciting and reach for it right from the start. If you do so, you will certainly notice that the attention of the person in front of you will shift immediately.

 

Every time I speak about storytelling, I like to use the example of SpaceX and Tesla. They are both successful companies, and one of the reasons for that is the compelling story behind them. We have all heard how Tesla and SpaceX sent a Tesla Roadster car and mannequin called Starman into space, and we’ve all heard stories about Elon and his plans. A good story will connect and emotionally engage people with any brand. Moreover, it also has the power to continue to be responsive to their changing awareness, interests, and needs over time.

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