I am overwhelmed with joy for all of the interest in my new book - Resume Forensics. Thank you so much for your comments and subscribing to my site. As of now, I am just over halfway to the goal of 5,000 new subscribers and I really appreciate it. At this rate, I will be releasing my new book on Friday. (Fingers crossed) To make that happen (for sure), I ask that each of my present subscribers, simply get at least one more co-worker, fellow recruiter or HR professional to subscribe to my site.
I would also like to thank those individuals who wanted to buy my book now, rather than wait. I REALLY appreciate that, but I want to be fair to my original deal. Rest assured, the sooner I hit my goal, the sooner I release my work. Okay? (Don’t hate me.)
Finally, for those who may be unaware of my original post that promoted my new book, I am enclosing a slightly edited version of it below. (It is just after after the video.) I hope you check out the video however, I made it (just now) with the help of 2 little girls that love to drive me crazy. Enjoy…
***
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.
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).
You can also send emails directly from the site by using the Share This function. This is how it works:
Click the Share This link at the bottom of this post.
Click the Send/Email link and send a message to whomever would have an interest in this book.
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.
I don’t get out as often as I could (or as I should) I suppose, so when I do venture my head out of my laptop, I like to make a show of it. (I think those who attended SourceCon2007 know what I am talking about.) Well, I was invited by Debbie Rodkin to chat to a group of jobseekers and offer them tips on how to better position themselves online so recruiters (and sourcers) can find them. Well, I gave a few tips that I thought were common knowledge. Judging by the reaction of the crowd not everyone was hip to my jive, which made for a most interesting session.
The biggest takeaways from my session were:
If you want Recruiters to find you online, placing your resume on Monster is a good start, but not the finish. Use free web hosting sites (like Geocities, plus I gave them a list) to put your resume online for free. (And if you can get a domain name related to what you do, that would be even better.) Here are a few people that took my advice and did just that: Atlanta Brand Consultant, Ellen Miller and Landa Flowers
Use Google Adwords to promote your resume online. Its cheap to join, you set your own budget and its HIGHLY effective.
If you have your resume in Monster, Careerbuilder, HotJobs and others, edit your resume once a week (or more). It does not matter if you change a comma or a paragraph; editing it will convince the system that your resume is “fresh” and as a result, it will bring your resume higher in the search results. (wink)
Debbie “paid” me for my time with a delicious cake that I took great pleasure in. (Smile) Yummy! Below are a few pictures from the event. Please ignore my growing gut, I will be working out more this week. (Especially since Debbie’s cake is gone.)
This is Debbie and I flexing our muscles.
And these are our “Supermodel” poses. (I think they need work.)
This is me explaining the Google AdWords thing and how it could benefit them.
Here is another one of me saying… something. (I don’t know.)
This is me smiling for the camera. (I’m such a ham sometimes.) You would think I was running for office.
Oh! Almost forgot (embarrassed face), I want to give a shout-out to my friend David Wright who was also there. David has written a VERY good book called - “The Get A Job Book” and was gracious enough to give a copy away as a door prize. Although I created a blog called - The Job Search Strategist, David does most (pretty much all) of the writing for it. Click here to check it out!
Just in case you are reading this in a RSS feed or in email, I just redirected my domain and every blog post to TheRecruitersLounge.com. (Please check it out.) The decision to move everything here was something I have been going back in forth in my mind for some time now, but I believe it was the right way to go.
If you have bookmarked any of my posts from before, no worries, they will simply redirect to that same post as it resides on this domain. In other words, if you bookmarked www.jimstroud.com/whatever, it will simply redirect to www.therecruiterslounge.com/whatever. I hope this proves convenient for you.
Well, if you would, please leave me a comment or two on the new look and perhaps guess the direction this whole thing is going towards. (Could be good for a giggle or two.) That’s it for now!
It is with mixed emotions that I leave the house of Microsoft, but I feel compelled to follow my heart. Sometimes you can stay in a role too long and burn yourself out; should you ever find yourself in that position, my advice is to follow your passion. As you may have guessed from the content on this site, I have a passion for new media and how it can be applied in various ways (least of all, recruiting).
Well… (drumroll please) I recently accepted a position as a Social Media Development Manager. I will be working for an established company based in Silicon Valley, CA that has made a ton of money in the B2B space. I will be assisting them in promoting their B2C offering. I will continue to work from my home office. (Does that rock, or what?!!) I can’t go into detail now because the company has not yet announced their new startup division, but I will as soon as I am able. (Hope I can count on your support when the time comes?)
So what does this mean for this blog? Not entirely sure; at the moment I am considering several options. I mean, my career is shifting, so the stuff that I want to blog about will no doubt change as well. Will I continue this as an Recruiting/Employment blog? Will it morph into more of a Social Media twist on recruiting? Will I sell out? Will I merge my content with a certain site? All very interesting questions, that I have no answers for at this writing. I will however, keep you in the loop as things develop. For now, expect more of the same. (Smile)
The SourceCon2008 GrandMaster Sourcing Challenge is up and like I said in my last video post - its a doozy. The trick this time is to find “The Moose.” Somehow I don’t think they are describing BullWinkle. (Smile)
Click on the image below to get more details about the hunt.
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
