Well guys, its been a long time coming (or at least, it felt like it), but Resume Forensics is now available. Before I tell you how to get it however, I want to say a few words. First and foremost, THANK YOU! THANK YOU! THANK YOU! (and again…) THANK YOU!
I have received so many emails, blog comments and phone calls about Resume Forensics than I have on… umm… anything I can think of. Your support is very much appreciated and genuinely touches my heart. As a matter of fact, it makes me want to share even more with youthan I had originally planned. Initially, I was sending a copy of Resume Forensics only to those on my email list. Well, some of my RSS subscribers had an issue with that. (I heard you.) Also, there were some who asked me questions (lots and lots of questions) about what specifically was in my book and what industries it will address and sundry other items. I am well aware that I can not please all of the people all of the time, but I do want to make my subscribers and future purchasers of Resume Forensics happy. Towards that end, I am amending my original offer with (I think) a much better offer.
I am (still) giving away Resume Forensics, but not selling it right away. I want you (and whomever you share it with) to read it thoroughly, let me know what you love and hate about it and make suggestions on how to improve it. Inside of the book and on the download page, is a link to a survey where you can add in your opinion of my work. This will help make the next version of Resume Forensics new, improved and ready for the “primetime” of being for sale at your local bookstore.
Also on the download page is a form for you to add your email address. This is separate from your subscription to The Recruiters Lounge and will be used (only) to advise you when Resume Forensics v2.0 will be on sale. Consider it a waiting list, as I am not sure how many books will be created in my first printingand I want to make sure that I have enough (and not too much). Cool? As an added incentive to joining the waiting list for Resume Forensics v2.0, someone will be chosen at random and awarded a special surprise. (I would tell you now, but then it would not be a surprise would it?)
Finally, if you have not already, connect with me onLinkedIn or (even better) Twitter.
Okay, so that’s it for now. To go to the special download page click here, or click the image below. And again, FILL OUT THE SURVEY AFTER YOU REVIEW THE MATERIAL. I really want version 2.0 to be far superior to the beta version and I need your feedback to accomplish that. Thanks in advance!
Oh, did I mention that I added a “Tip Jar” on the download page as well? (Buy me a round at Starbucks (or a new car) and I will be most grateful.
An anonymous source forwarded me the video below. There were no instructions with the email and when I replied, it bounced back. So, I assume that its okay to post. If not, sorry SourceCon!
On the hunt for resumes? Are you looking for candidates on an international scale? If so, you will like this trick. There is a site called “FindForward.” FindForward is a search engine that is actually powered by Google, but adds its own special functions. One of the functions I especially like is how you can perform a search on FindForward, but view the results on a map.
As an example, I search for resumes that have the keyword “C++” in it. I also add the word “education” because that is a term typcally found on resumes. (Go figure) I also want to limit the amount of junk results I get, so I add “-sample” and “-jobs” so I do not get a bunch of job descriptions or sample resumes. This is what the final search string looks like.
intitle:resume C++ education -sample -jobs
And this is how the results are displayed.
On the map are numbers indicating where a search result is. (see below)
To the right are search results and the corresponding numbers that were found on the map.
Now are these results perfect? No. not really. My assumption was that FindForward was simply checking the locations of the domain based on IP addresses and/or TLDs (top level domains), but it does not seem to be. (At least, not in every case.) In some cases, it seems to scan for location keywords in the resume. For example, Search Result #21 was cited as being in Singapore but when you download the resume you discover that they are actually in Canada. However, they did attend school in Singapore, so I guess that’s something.
Okay, so its not 100% accurate nevertheless, it is compelling. I recommend experimenting with it.
Do you ever wish that you could speak their language? (But were too busy or lazy to learn it?) Well, no worries my friend, I have another cool tool recommendation for you - Google Talk.
Okay, before you say, “I have Yahoo Instant Messenger, or Skype or AIM or (insert IM Chat client here). I don’t need another one.”
Well… maybe you don’t. If you are however looking to recruit cadidates overseas, here is a nifty little trick that will make you fluent in 10 languages in 10 seconds (or less).
2. This is what Google Talk looks like. (Well, minus the blurred out names. I added that in for the sake of privacy.)
3. Once you have your Google Talk client on your desktop, simply click the “Add” button.
4. A small window will appear. Add in “en2zh@bot.talk.google.com” as shown below. This is the email of a Googlebot that translates english to Chinese. Once you have the email address added, click the “Next” button.
5. Another window opens up to let you know that your friend has been invited. In this case, your “friend” is the Chinese speaking Googlebot.
6. Once you have added the Googlebot to your friends list, you will notice on your Google Talk that it is online (as indicated by the green light beside the name).
7. From this point, simply click on the Googlebot name and chat with it. It will automatically reply with the Chinese equivalent of what you typed.
“Clever Jim,” you say, “But how would I use it?”
“Well, duh,” I reply, “Use it like this…”
A. Find a resume of someone you want to talk to in China. Say they have a good resume (or at least an interesting one) and you want to connect with them right away. Send them an invite to join you on Google Talk by clicking the “Add Button” (as shown above).
Better yet, if their email is listed on their resume, contact them that way and ask them to connect with you via Google Talk for an informal chat about your opportunity. (Be sure to send them a link where they can download the IM Client.)
B. When they send you a chat message, reply back in English. If they do not speak English, send a quick message to the Chinese speaking Googlebot and cut and paste its translation to the person you are attempting to recruit. Get it? Good.
No machine translation is 100% accurate, so you might want your first message to them to be, “Please be patient with me. My Chinese is not very good.”
And when they reply in Chinese, filter their response through the Chinese speaking Googlebot. Simple.
The Googlebot speaks more than just Chinese! Here is a list of languages it translates as well as the corresponding email addresses that you may want to add to your Google Talk as well.
If you are a fan of Linkedin (and what Recruiter/Sourcer is not?), you have to check out this new tool from eGrabber. Its called Social Network Grabber for Excel (and you will love it). This is what the Social Network Grabber for Excel looks like.
And this is what it does. It takes search results like this (see below).
And turns them into this…
What I like about this (and I assume you would to) is how easy it is to use. All you do is search LinkedIn like you normally would then click the “Grab” button (shown below).
The rest is automatic! Social Network Grabber For Excel places the results in, well… yep (you guessed it) all the results go into an Excel sheet. (Click here to download a sample of Social Network Grabber results.) If you like what you see (and I think you will) download a copy, try it out and get one on your own.
Not only was I impressed by the product, but I also agreed to promote their product to my readers. So here is the deal, should you decide to purchase a copy of this awesome product, use the coupon code below to get $50.00 off your purchase. Feelin’ hesitant? No worries, you can download a trial copy to see it in action for yourself.
Hey guys! This is a quick update to let you know that my new book - Resume Forensics is very close to meeting the new subscriber quota I set. I am only 500+ subscribers away from my goal. (Stay with me people, we are in the home stretch.) To add a bit of fuel to the fire, I have done a couple of things. For one, I have added more content than what I mentioned before. Curious?
This is (some) of what I added:
* How to source passive candidates from blogs
* How to source passive candidates from online news resources
* How to source passive candidates from Podcasts and Online Video
* I also recommend a few tools to help you with your sourcing.
* And something else that I am not mentioning, just yet… (cryptic smile)
If this bit of knowledge causes your heart to flutter with anticipation, please tell a friend and get them to subscribe via email to The Recruiters Lounge so that they will get a courtesy copy of Resume Forensics before it goes on sale.
Also, I have decided to send review copies to bloggers who write about Recruiting and/or HR related issues. If you fit that description (or if you serve as a moderator on a popular forum), let me know and I will send you instructions on how and when a review copy will be sent to you. Sound good? Good.
Oh, in case you are late to what all this is about, here is some info from my original post to help you out.
*** My original post begins here ***
Its been awhile since I produced a new training guide, so I hope this one makes up for the delay. I call this one – “Resume Forensics.” (Cool title, yes?)
Here is the introductory page to my training guide.
INTRODUCTION
What is “Resume Forensics?”
Resume Forensics is the application of a research methodology for the purpose of gathering intelligence and leveraging it for recruitment advantage. The practice of Resume Forensics (or at least my spin on this form of online research) goes back as far as 1997. It was then that I was working for MCI on a plum assignment. You see, my client had open positions in areas that were not considered (by some) to be tourist attractions. My challenge was to source qualified people who were open to moving to those areas.
Fast forward a few years and I’m at Siemens sourcing engineers skilled in energy and automation. The challenge in this assignment was that the competition for the skill set I was hunting came from a small selection of companies. Indeed, hiring for these roles was like watching a game of musical chairs. I knew that there had to be a better way.
Jump ahead a year and I am a Googler seeking diversity candidates in a dwindling talent pool. It was pointed out to me then that Google had an interest in a certain company and its alumni. At the speed of mouse, I make like a Boolean Bandit and return a list of techies affiliated with said company. Unfortunately, the list was very small as it was a startup company.
Going further still, I am at Microsoft and working on finding software engineers for various locations around the world. Identifying talented individuals from countries of which I was unfamiliar with who spoke languages I did not know, was also very challenging, but certainly not impossible.
MCI, Siemens, Google and Microsoft are all very different organizations; needless to say. The projects I worked on were very diverse, yet I was able to use the same method to favorably resolve each matter to my client’s satisfaction. Is it my intent to detail how I performed each task? No. It is my aim however, to breakdown my methods step-by-step with the hope that you can apply my strategy to your particular need.
Please understand, Resume Forensics is not a magic bullet nor is it a quick fix. It is actually a major undertaking that takes time to implement, but has always proven worthwhile. (Smile) I dare say that if you master the basics outlined herein, you will be able to source any candidate, for any company, no matter the industry and at any time.
***
This is what you will learn in Resume Forensics:
How to search Google for free resumes
How to search Yahoo for free resumes
How to search Live for free resumes
How to find additional keywords for your resume searches
How to create search strings that work on Google, Yahoo and Live
How to take a job description and create multiple search strings from it. (As an example, I take one job description and create 56 pages of search strings from it.)
How to automate your resume searches so you can (literally) source resumes while you sleep.
Does this sound like a training guide you would like to own? If it does, you will like the price – FREE! Yes, I am giving this training guide away for free.
Why?
My site is free and has always been free. I would very much like to keep it that way. However, I would like this site to be profitable as well. As such, I am proposing the following scheme. I have people working in the background who will be selling advertising on The Recruiters Lounge in the very near future. The more traffic I have and the more subscribers I have, the easier it will be for them to do their job. As such, I want to build up the amount of readers who subscribe to this blog. So here is the deal…
Mention my giveaway in Recruiting Forums that you frequent (be sure to add a link to this blog post).
Give a heads up to people in your Linkedin Network (be sure to add a link to this blog post)
Mention my giveaway in your next Recruiter Association meeting (be sure to… you know).
If there is anything else you can think of, please leave a comment at the end of this blog post. And of course, if you do not already have an email subscription to The Recruiters Lounge, you can subscribe now by clicking here.
Climbing Mount Everest, Ballooning around the world, getting a Google employee to leave….They’re all pretty similar in my mind….While being a BINC Research Associate surely has its perks, nothing truly puts a smile on my face like the “call as many Google people as you can” days. Ah yes, the true love of getting hung up on, yelled at, ignored, given fake emails, given times to call back and getting flaked on or even the good ol’ fashioned “I’ll call you back later” - yes definitely nothing beats Google calls days. Of course there are always the couple nice guys (or gals) that hear me out, and I’ve even got a couple to consider leaving but for the most part it’s a rough day. But all of this got me thinking… why is Google so special?? And even more importantly, why should employees leave now before it’s too late??
Listen, don’t get me wrong I love Google, I use it all the time and they have hired some of the most brilliant minds in the industry, but hey, people are leaving and I’m here to make sure you know why. First off - Why is Google so special??
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5 reasons that I’ve compiled from talking to current as well as former Google employees.
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5. Great perks - Amazing free gourmet lunches and dinners, swimming spas, child daycare centers, laundry machines?!?, and the list just keeps on going
4.Brilliant minds at work - Not only are some of the smartest guys on the world employees of Google (Vint Cerf), but they have regular guest speakers (Hans Rosling, Barack Obama) and regular tutorial classes that help employees continue in their education, even when in the work world.
3.Innovative, creative, “paradigm-shifting” - Google Maps, Gmail, Google Docs, Google Images, and off course - Google Search. Each one of these services and the many others that Google offers to its users are all very cutting-edge, forward-thinking services that have literally shifted and changed the world that we live in… Wow, ok, let’s not get too carried away here, but they are definitely “front of the line” services.
2. Its fun, exciting, and energetic - Google employees love being around individuals as smart, or smarter, then they are. They feel that they can thrive in an environment and feel that they are truly changing the world. Plus, employees get 20 % time off to work on their own personal projects - letting them truly enjoy being at work.
We offer our engineers “20-percent time”so that they’re free to work on what they’re really passionate about. Google News, Google Suggest, AdSense for Content and Orkut are among the many products of this perk.
1. It’s the top search company in the world - and who doesn’t wanna work for #1.
That’s all great and exciting, but let’s be lets be honest, there’s always the “but…”
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5 reasons why Google employees are slowly (but surely) starting to leave.
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5.Commuting - When Google was doing great people had no problem commuting down south from San Francisco City or up north from San Jose. Now that Google isn’t as explosive as it once was, people aren’t as willing to commute as they once were. O ya, I guess the fact that gas is over $4 dollars a gallon could have something to do with it…
4. Stock troubles - Minus the bump that they recently saw due to their above-expected earnings report, the stock went from a high of 747.24 in November to a low of 412.11 only 5 months later in March. Their stock has received tremendous growth over the years (if only I bought their IPO at $85…), but we all know that tremendous stock growth doesn’t last forever (YHOO - 108 in 2000 to 4.67 in 2002, Sun - 253.88 in 2000 to 10.36 in 2002, etc. etc.)
3.Although Google is exciting, many Google employees that joined post-IPO missed out on their big hit - Many employees are leaving to either jump on board of a “hot” start-up before its too late, while others are creating their own. A few are listed in line below.
Facebook/MySpace - Social Networking has taken over the Internet and these two are at the forefront.
Ooyala - Founded by ex-Google employees - Bismarck Lepe, Sean Knapp, Belsasar
Lepe. They provide a distribution of high quality video content and they have currently raised 8.5 million in funding
FriendFeed - Wow! A whole company comprised of ex-Googlers!
PowerSet - Natural Language Search - This is just one of the many next-generation Semantic web companies that are starting to emerge. Web 3.0 anyone??
Rentbits - Founded by ex-Google employee Dan Daugherty.
It is a vertical search engine for real estate rental information.
2. Dare I say, Corporate Culture - Google has constantly prided themselves on their open, social environment but many people feel that Google has turned increasingly “corporate”. The environment in which engineers were able to create their own products and services is decreasing since it has to go through a full review process that can take months before the product is released to market. Although engineers enjoy being creative, they might as well create a product/service that they can monetize on their own.
Some examples of Google lacking process can be seen with Opensocial, Android, or just take a look at this list and see how many you’ve ever actually heard of.
1.Google not a dream job anymore - A couple years back people used to dream of working for Google. And sorry to say guys, but it’s just not like that anymore. There are so many great opportunities for people to get involved with that Google doesn’t have to be an option. When Google was the revolution, it was the most amazing thing on the market, but it’s not that anymore. It’s still good but the critics are slowly starting to come out in full force and the employees are listening. With such a plethora of options available, and issues around Google increasing -the flow of employees leaving Google that has been seen recently will continue to pick up.
The Recruiters Lounge is a blog that explores the wacky world of employment with articles, podcasts, comics, videos and more. It is written by Jim Stroud (and friends). Click here for more information
Climbing Mount Everest, Ballooning around the world, getting a Google employee to leave….They’re all pretty similar in my mind….While being a BINC Research Associate surely has its perks, nothing truly puts a smile on my face like the “call as many Google people as you can” days. Ah yes, the true love of getting hung up on, yelled at, ignored, given fake emails, given times to call back and getting flaked on or even the good ol’ fashioned “I’ll call you back later” - yes definitely nothing beats Google calls days. Of course there are always the couple nice guys (or gals) that hear me out, and I’ve even got a couple to consider leaving but for the most part it’s a rough day. But all of this got me thinking… why is Google so special?? And even more importantly, why should employees leave now before it’s too late??
2. Its fun, exciting, and energetic - Google employees love being around individuals as smart, or smarter, then they are. They feel that they can thrive in an environment and feel that they are truly changing the world. Plus, employees get 20 % time off to work on their own personal projects - letting them truly enjoy being at work.
