Category: Sourcing Tools and Tutorials

How to Source a CEO

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I received an interesting update recently. Well, “interesting” from a sourcing perspective. A new dotcom debuted recently for CEOs. Its called dotCEO. Details below.

San Francisco – Friday 28 March, 2014 – PeopleBrowsr, owner of the registry operator for new Top Level Domain dotCEO, has announced General Availability. dotCEO domain addresses and identities will be available for purchase at Noon (ET) on Friday, March 28 2014.

dotCEO (www.home.CEO) is positioned as the only TLD to convey authority and power. Over the last few weeks 100 of the Fortune 500 registered their dotCEO domains. 3,000 individual CEOs are on the wait list. More than 45,000 premium dotCEO domains will be released.

Jodee Rich (www.PeopleBrowsr.CEO), CEO of PeopleBrowsr said, “dotCEO is the powerful new domain Identity that defines your personal brand online. It is an address for leaders and entrepreneurs who want to control their brand and reputation.”

Top influencers across a broad scope of industries have requested their personal dotCEO domain identity. These leading CEOs include:

Hollywood Celebrity CatherineOxenberg.CEO – Former Dynasty actress and CEO of production company Holy Cow

LinkedIn Guru NealSchaffer.CEO – President of Maximize Your Social and featured in Forbes as one of the Top 5 Social Salespeople in the world

Top LinkedIn Influencer NaomiSimson.CEO – Blogger and Founder of online gift experience retailer, RedBalloon

Social Business Influencer AndrewGrill.CEO – Former Kred CEO and Global Partner at IBM Interactive Experience

PR and Marketing Leader Jennie-Marie.CEO – Founder of the first dedicated international marketing consultancy for Top Level Domain registries

Politician ChristineJones.CEO – Candidate for the Governor of Arizona and Former Executive Vice President at GoDaddy

Primetime TV Host JeffreyHayzlett.CEO – International marketing & public relations leader and current CEO of The Hayzlett Group

Domain Investor and Industry Guru MonteCahn.CEO – Co-Founder and President of Right of the Dot, LLC

Radio host DannahLewis.CEO – Speaker on Creation in Action and owner of Delicious LifeStyled

Leading Social Media Influencer BrianSolis.CEO – Founder and Executive Chairman of The Confidante

Agency CEO and Entrepreneur MattSingley.CEO – social media and advertising CEO of Singley + Mackie

Marketing Guru JeremySchoemaker.CEO – Co-founder of AuctionAds Service and Founder of and ShoeMoney Media

Leading Global Accounting Professional GlendaNixon.CEO – International Chairman and Managing Partner at Accru Felsers

New TLD Guru Ray King Portland.CEO – CEO of new TLD applicant Top Level Designs

dotCEO domains can be purchased through participating registrar partners including and (See below for list of other featured registrar partners.)

About PeopleBrowsr

dotCEO TLD is owned by PeopleBrowsr, the registry for dotBest and dotKred. Over the last 5 years, PeopleBrowsr has developed cloud and application based social analytics and social network technology, as well as a social datamine which includes a global database of Social conversations and profiles. The Datamine is one of the largest in the world and contains one trillion conversations and over 500 million social media profiles.


Could this be the start of a new trend? From a recruiting perspective, I hope so. it certainly would make it easier to find people based on a job title. Well, for free anyways. When I performed a site search on the dotCEO domain, not much was there. However, I suspect that will change in the near future.

how to boolean search for CEOs


Click here to see the latest search results. Imagine now if there were dotVP domains or dotAdmins or dotAccountant domains? Just a thought…

So, what do you think of this? Is it cool? Or, is it meh? Your thoughts?


P.S. Did you know that content is the new sourcing?


How To Find Clients For Your Recruiting Business (Part 1)

HR and Recruiters: Be a part of history & take our behavioral survey to help us understand "Who is HR?" clicking here.

Jim Stroud - Director of Sourcing and Social Strategy and author of Resume ForensicsDo you own a contingency search firm? Do you develop business for a search firm? If so, this long blog post is meant for you. However, if you are tasked with finding new business leads in any industry, the advice herein may still be of use. So, no matter the industry or enterprise you serve, please continue on.

In a nutshell, this is my advice:

1. Look for what’s hot.
2. See if you got it.
3. If you don’t have it, go get it.
4. Once you have it, look for who wants it.
5. Pitch it to them and hope for the best.

Everything else I am saying from this point will point back to this point, just so you know. Still interested? Okay, let’s move forward.


I imagine that you already know what’s popular in your industry, or do you? Depending on the enterprise, a new niche could be trending on the horizon of which you are unaware. One way to be sure that you are not missing the boat, so to speak, is to track articles that purport to detail what is up and coming. Check out what happens when I search Google in the following way: trends in healthcare industry 2012..2013

These are some of the page one results I get back:

How to find leads for your recruiting business

Hmm… Just in case you don’t get my search, let me explain a bit. My search on “trends in healthcare industry” is pretty self-explanatory but what might not be, is the search for “2012..2013.”

When I added that to my search, I was using Google’s “numrange” command. Essentially, I asked Google to return only those results that have the number 2012 in them, on up to 2013. In this way, I hope to find articles that were published currently or last year. And honestly, I searched it that way out of habit. Google has a search option built into its search bar that does the same thing. Here is another way to search as I previously demonstrated.

How To Find Clients for your Recruiting Business

Take note that I clicked the “Search tools” button (A) beneath the Google Search bar, moused over “Any time” and then clicked the “Past year” option (B). I scan through a few of the links and discover this quote from MedCity News.

“Massive amounts of data is being generated but in healthcare what has changed is the availability of tools to translate that data into relevant information. What is also new in healthcare is how much demand there is from consumers to access that data. Big data is what will separate winners from losers in healthcare.” Source:

I find that quote very interesting. Armed with that bit of… umm… data, I do the next logical step.


As big data is a hot trend in healthcare, I do a search for candidates in my company database (ATS or CRM or EXCEL, whatever the case may be) to see I have anyone with a background in big data technologies related to the healthcare sector. In a perfect world, I find several that I have spoken to recently that are open to new possibilities. (Yay!) And just in case I do not have such candidates readily available, I look around for some, maybe build a pipeline for such. Why? For the sake of argument, let’s say that I am a business developer for a search firm that places tech professionals in the healthcare industry. Since there is a present and growing need for big data people in healthcare, I know that if I do not place said professionals today, I will in the near future. Make sense?


Now, what if you do not have people in your database that fit this particular need and you need to find them fast but, do not want to subscribe to a job board service? (At least, not yet.) Well, in that case, I humbly suggest that you check out my book — ”Resume Forensics: How To Find Free Resumes and Passive Candidates on Google” and use discount code – 8LLZ6UG5. Its also available on the Kindle. FYI: Click here to read the reviews.

Resume Forensics- How to Find Free Resumes and Passive Candidates on Google


Okay, this is an easy one. Research the job boards. Why? They are full of opportunities that need to be filled. And while that may be old news to you in the staffing industry, keep reading as I might be able to put a new spin on this tactic that you can appreciate.

All job boards are easily searchable since they are designed for the general public to peruse their job listings with ease and not professional researchers. I do a search on for a data scientist job in the healthcare industry. (See below.)

How to find leads for your recruiting business

I click on one of the links and visit the careerpage where there is more info about the position. It points to an opening at Health Care Data Works. I scan the job description and see that whomever lands this gig, will (most likely) be reporting to someone in the Product Development department (as shown in the image below).

How to find leads for your recruiting business

I go to the company page to see if I am lucky enough to find a Product Developer featured on their homepage. No luck. Although, there were bios of other members of their executive team. Hmm… I wonder if there is a mention of product managers on their site? As luck would have it, there is a Product Director cited on their page. Cool beans! Or rather, good luck, as I might not be so lucky when researching other companies. Let me show you another way to find this information in case it is not easily found on its site. “product manager”

Not only do I find product managers that work for HCD, but also a product manager working elsewhere – Jon Hardenbrook.

How to find leads for your recruiting business

Just in case that last search is lost on you, what I was doing was asking Google to search only the Heath Care Data Work website ( for the phrase “product manager.”

Okay, so I have a name and a job title. Now, I need an email address. To figure out the email format for reaching out to Pat Bickley is How do I know that? I am basing it on the email of another employee who works there. Check out my search below. In it, I am looking for the term email and using Google’s wildcard command to fill in the blank on my search and complete the email address I am searching for. Check out one of the search results I found!

How to find leads for your recruiting business

Wow! This post is getting kind of long. I will break this into two parts. Look for part two soon. In the interim, happy hunting! Part two is posted! Click here to read it.

Jim Stroud

P.S. Are we connected on LinkedIn? If not, why not? Let’s network!

How To Recruit People on Facebook

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Did you know that you could blog on Facebook? I (somewhat) knew that but, never really focused on that part of Facebook’s functionality. I guess its because I tend not to think of Facebook that way. And just in case you are scratching your head with a confused Scooby Doo look on your face, I am speaking of Facebook Notes.

According to Facebook…

Notes is a feature that lets you publish what’s on your mind in a full rich format.

This is an example of a Facebook Note in case you are not clear on what one looks like.

Facebook notes

To get to Facebook Notes, click on the Notes app in the Facebook lefthand sidebar.

Facebook Notes

In typical Facebook fashion, you will see all the notes your friends have made in a newsfeed format.

Facebook notes in a feed

What I like about Facebook Notes is that they can be searched. Of course, said Notes must be made public in order for you to find them. (With Facebook Notes you have the option of making your Notes private or available to a select audience.) Ironically, I did not have much luck searching Facebook Notes on Facebook and had to turn to Google. Check out my search string below. cloud.computing

Among the results, I found a link to this:


If I scroll down to the bottom, I see comments that people have made on the note, who liked the note and who shared the note. Since this note is focused on Cloud Computing, there is a reasonable assumption that these are potential leads that I might want to recruit should I be looking for passive candidates with an interest in Cloud Computing. Make sense?

Facebook Notes

What I also like about this is that when I look at the profiles of people who have commented, I do not always see where someone works. However, based on a comment, a like or a share, I know they have the potential of being someone I want to recruit and I have a way of reaching out to them. Although, I would most likely seek them out on LinkedIn and connect with them that way. Why? If you send a message to someone on Facebook and you are not connected to them, then it will go the “Other” mailbox which is often overlooked and typically (in my case) filled with spam. (As shown below.) I could of course, pay $1.00 for my message to get in someone’s Facebook inbox, but that can get expensive really quick.

Facebook email

So, what do you think of this approach to Facebook recruiting? Please leave your thoughts in the comments below. Thanks!


How To Hire a Sourcer (Worth Hiring)

HR and Recruiters: Be a part of history & take our behavioral survey to help us understand "Who is HR?" clicking here.

Someone asked me an interesting question today. Well, interesting from the standpoint that it made me think. This is what they asked me:

I have a friend and colleague that is considering hiring an apprentice sourcer / researcher for her small boutique recruiting firm.

She asked me if I could develop, or obtain, a DRAFT Job Description for a Sourcer / Researcher.

Do you have a Job Description that fits that request or do you have any suggestions that I could get one? THANKS!

“Sorry,” I said to that certain someone. “I do not have one. But in all honesty, I probably would not use one.”

And then I laid out this (very rough) plan:

  1. Create an announcement / press release that they are hiring a Sourcer and that experience is not necessary. Instead of a job application, all they have to do is win a contest to be interviewed and possibly hired. Set the deadline for January 1st (or, whenever the recruiting firm needs them to start).
  2. Create a landing page detailing the contest rules and purpose. Also, set up a mechanism for collecting emails of those who want to be kept in the loop about the contest.
  3. Make sure the goal of the contest is challenging. For some inspiration, consider some of the sourcing challenges created by SourceCon. As part of the rules, have contestants keep a diary of everything they did to solve the challenge. The notes they send you will help you evaluate their search process and give insight into how skilled they are.
  4. Give $100 gift cards to the first 10 people who solve the puzzle. Among those 10, hire one. //  $1,000.00 to fill a position is a lot cheaper than the fees a firm would charge for a search. (wink)
  5. Promote the contest via online forums focused on sourcing and recruiting. (LinkedIn Groups, Google Plus Communities, etc.) You can also ask bloggers who write about sourcing to help spread the word. For extra credit, Thunderclap it!
  6. Encourage people to submit an entry into the contest, even if they do not solve your riddle or locate the person you want them to find. They may be a good source of referrals later.

Just a thought! What do you think? Would it work? Leave a comment below…


P.S.  Whomever you hire, give them a copy of  Resume Forensics. It might prove useful.

How To Find Free Resumes and
Passive Candidates on Google

A Cool Google Hack – How To Find Free Resumes and New Keywords

How to Create a Talent Pipeline That Gets Results 2/18 at at 1 PM EST by clicking here.

In this episode of “The Jim Stroud Show,” Jim shares a cool google hack for finding new search terms. If you ever run out of keywords to use when looking for resumes online, this is a trick you will appreciate. Not only that, but you will also learn a couple of search strategies for finding free resumes. (Don’t blink or you’ll miss them.) Plus, Jim gets an offer he cannot refuse. Tune in now to learn something new and get a smile in the process.

Related links:

Resume Forensics: How To Find Free Resumes and Passive Candidates On Google


How to Find Resumes on Google Your Competition Has Overlooked

Check out our Workology Podcast powered by Blogging4jobs. Click here to check out all our episodes.

It is a well known fact that humans are an imperfect creation. Should you ever doubt it, consider the popularity of the crucial software function commonly known as spellcheck. Should you ever mistype a word or phrase, more often than not, that word will be underlined in red and suggestions will be given as to how to spell it correctly. I am used to seeing this in Microsoft Word, but its also common for me to view this in my browser as well. Be that as it is, I want to share a tactic that has worked well for me in the past. In a nutshell, I want to show you how to source passive candidates based on words that they have misspelled.

Now right away, someone may say that if a candidate misspells a word that automatically they are disqualified from their consideration. My response is that is people are imperfect. Sure, if their resume is riddled with errors, that may be a cause for concern. However, stuff happens and if you want to find a true needle in a haystack, this is the way to go. Case in point…

I was doing a resume search for a manager and misspelled the word manager by dropping the “e.” As I was doing my search on Google, Google jumps in with the default spellcheck by asking me “Did you mean…” and suggesting the correct spelling of the word. It even goes so far as to run my search with the correct spelling of the word.

How to boolean search resumes for free

More often than not, my reflex would be to continue my search based on Google’s suggestion. However, this time I did not.  Being somewhat curious, I tried another misspelled variation of manager by adding in quotes –  “managr.”

How to boolean search free resumes
At this writing, there were 246 search results. I began to wonder what else was out there in terms of misspelled job titles. So I experimented a bit.

There are so many ways to misspell a word, so making an exhaustive list of misspelled job titles to cite for examples would be counterproductive for me.  However, I would suggest that you experiment, experiment, experiment with various job titles. Its quite possible that you might come across an acronym for a term that you might not have considered before.  (For example, engg or engr when looking for Engineers.)

Finally, if you like the direction of this strategy, click here for alphabetized table of words that are commonly misspelled on resumes, cover letters, application forms, tests and various other documents.

Happy Hunting!


How To Find Free Resumes and
Passive Candidates on Google

P.S. If you like this type of thing, you will love my book – Resume Forensics. Just sayin’…

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