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.
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.
Hey guys! As I get closer and closer to the release of Resume Forensics, I keep thinking of things that I should have added. (So frustrating!) Well, one Google trick I forgot to add was, how to sort search results by date. Imagine you are doing a Google search for resumes and the results look good, just a bit dated for your purposes. All you really want are resumes that are a few months (or a year) old, or at least resumes that Google thinks fit that time frame. Well, here is a nifty little Google hack that you might think is cool to use. (You can also use it to impress your co-workers as well.)
To start off, you have to do a search for something. In the example below, I am looking for a Programmer with a background in C+ and C#. I use the following search string: intitle:resume programmer C++ | C# -jobs (as shown below).
With that done (and of course, I like the results), I point my attention to the URL of the search results. (See arrow below). I find my way to the end of the address.
I then add a bit of code to the end of the URL &as_qdr=d.
For the sake of clarity, check out the next 2 pictures. This is a picture of the URL of the search results, actually the last few letters in the URL. (Notice that it ends with “Search.”)
And this is the URL with the extra code added in.
With that done I hit the “Enter” key on my keyboard.
And then, abracadabra! An extra search option is added enabling me to refine my results to search results added into Google within the the past 24 hours, past week, past 2 months, past 3 months, past 6 months of the past year. Pretty cool, huh?
If you like this kind of thing, be sure to subscribe to my site! More goodness like this coming soon.
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.
Have you ever come across a resume and the only contact information you found was an email address? If so, you may find this information useful. (And if you have not subscribed to my blog via email already, please do so now so you can get a free copy of my new book- Resume Forensics. Click here for details)
Anyways, check out my latest Sourcing tip and leave your comments below. I am anxious to hear them.
***
Below is the resume of… let’s call him “Mister X.” (I have blurred out certain data in the screenshots below to protect his privacy.)
I found Mister X online while doing a routine search for Software Developers with a background in C++. The skills were in line with what I want which is great, but the only contact information on the resume is an email address and (what if) I need to get them on the phone. I need to get them on the phone - NOW! So what do I do? Hmmm… I got it.
The first thing I will do is look at the homepage URL he has cited on his resume. I go there (as shown below) and I see an online version of his resume. But still, no phone number… bummer.
Okay, time to be clever. I go over to Google and type in “whois” and the domain name of the homepage cited on the resume. In other words, if the homepage of the resume was myresume.com, my Google search string would be:
whois myresume.com
At the top of the search results is the “whois” record for that domain. (Just in case you are saying to yourself, “Who is record? What’s that?” Let me explain… Whenever somebody buys a domain name, they register themselves as the owner of that domain name and (usually) list their contact information as well. (To see it, click the link at the top of the search results where the arrow is pointing in the picture below.)
Clicking that link takes you to a “Domain Tools” page (shown below)
Scrolling down to the end of the page, I see the “whois” information he created when he bought his internet domain.
And this is a closeup of that information, although its still blurred out. If it were not, you would see this person’s name, phone number, fax number, email address and home address. (Interesting, yes?)
If you are a long time reader, you know that every blue moon I collect a sampling of free resumes for all to enjoy. This go-around I am listing a series of Chemistry Science Resumes. However, I have never really asked my readers the type of free resumes they would like to see posted here. (Forgive me)
If you would, please leave a comment on the types of free resumes you would like posted here. As a heads up, here are links to other types of resumes I have already posted in the past:
Andrew B. Ryzhkov, CV - With experience in theoretical modelling of chemical systems and quantum chemical investigation of reaction mechanisms.
Bhalchandra Bhanage - Publications and papers by researcher, in Homogeneous Catalysis, Catalyst product separation techniques.
Chemical Engineer - French chemical engineer specializing in batch process equipment design (fine chemicals, pharmaceutical active chemicals).
Clemens Schwarzinger - CV of Clemens Schwarzinger. Pyrolysis GC/MS and thermally assisted hydrolysis and methylation (THM) of cellulose and cellulose derivatives.
Kumar, Majeti N. V. Ravi - Applied polymer science and controlled drug delivery research. Contacts and E-mail listing of some eminent scientists.
Nail Shavaleev - CV, list of publications, and a bibliography on lanthanide luminescence and chemiluminescence.
Peter Lillehei’s CV - Ph.D. in Analytical Chemistry specializing in Scanning Probe Microscopy.
Puthusserickal Hassan - Education and experience background. Materials and structural chemistry. Research interests are with colloidal and supramolecular assemblies. Lists awards received, facilities handled, publications and photo album.
Wright, James F. - Ph.D. Qualified and experienced as a chemical project manager, systems analyst and computational, experimental, chemical, and nuclear consultant.
COMPUTATIONAL CHEMISTS
Agrafiotis, Dimitris K. - Personal web site including references on computer-assisted combinatorial chemistry, diversity analysis and structure-based drug design.
Bayat, Hanif - PhD candidate in the area of theoretical chemical physics at University of Toronto. Includes previous and current academical projects and works.
Case, Fiona - Molecular modeling of surfactants and polymers with an industrial focus.
Chihaia, Viorel - Atomic scale simulation through Hartree-Fock and density functional theories. Curriculum vitae, projects, publications, and software.
Constans, Pere - Molecular similarity theory, quantum chemistry, and numerical algorithms.
McCoy, Anne B. - Theoretical studies of weakly bound clusters and of reaction dynamics in clusters and in solution.
Naidoo, Kevin J. - Studies of macromolecular structure in condensed phases and in solution (University of Cape Town).
Nonella, Marco - Density functional and ab initio studies of biologically relevant chromophores.
Patchkovskii, Serguei - Theoretical and physical chemistry, semiempirical molecular orbital methods.
Pyykkö, Pekka - Ab initio quantum chemistry with a particular focus on relativistic calculations; nuclear quadrupole moments.
Ryzhkov, Andrew - Theoretical modeling of chemical systems and quantum chemical investigation of reaction mechanisms. Simulation of complex non-linear chemical reactions. Curriculum vitae an software.
Stone, Anthony - Adsorption on ionic crystal surfaces, the Orient program for calculating structures and properties of weakly-bound systems, and the development of simple but accurate methods for describing intermolecular forces.
Zapalowski, Michal - Computer research of ionic solutions, radicals and biologically important molecules by classical and quantum mechanical modeling.
Znamenskiy, Vasiliy S. - Molecular dynamics simulations of condensed phases, with an emphasis on ionic liquids.
Znamenskiy, Vasily S - Postdoctoral researcher specializing in simulations and quantum mechanical calculations on ionic liquids. Includes CV, publication list, and figures from his research.
RESEARCH GROUPS
Agmon, Noam - Molecular reaction dynamics in condensed phases; simulations of biomolecules (Hebrew University, Jerusalem).
Allinger, Norman - Molecular mechanics, particularly the MM2, MM3, and MM4 force fields. (University of Georgia)
Aspuru-Guzik, Alan - Studies the connections between quantum computation and chemistry, theoretical studies of renewable energy materials, and method development for density functional theory and quantum Monte Carlo (Harvard University).
Baik, Mookie - Areas of research include reaction mechanisms and the electronic structure of molecules (Indiana University).
Ben-Shaul, Avinoam - Theoretical studies of biomolecules (The Hebrew University of Jerusalem).
Buch, Victoria - Quantum mechanics of highly anharmonic, weakly bound systems; theoretical studies of adsorbates on ice surfaces (Hebrew University, Jerusalem).
Case, David A. - Computer modeling of the structure and dynamics of proteins and nucleic acids. (Scripps Research Institute).
CCC - The Center for Computational Chemistry - Led by Prof. Henry F. Schaefer III. Develops theoretical and computational methods for describing and understanding the movement and function of electrons in molecules and applies them problems of broad chemical interest (University of Georgia, Athens).
Center for Superfunctional Materials - Design of novel functional molecular and nano systems based on principles of quantum chemistry (Pohang University of Science and Technology, Korea).
Clark, Tim - Development and application of molecular orbital methods, particularly semiempirical methods and the VAMP program. (Erlangen University)
Cramer, Christopher J. - Ab initio and density functional quantum chemistry with a particular focus on biomolecules, solvation phenomena, and atomic partial charges.
Elber, Ron - Theoretical studies of biomolecular structure and dynamics (Hebrew University Jerusalem).
Essex, Jonathan - Molecular mechanics simulations of biologically relevant systems using Monte Carlo and molecular dynamics techniques (Southampton University).
First Principles Research - Ab initio quantum chemistry and computational studies of superconductors.
Gao, Jiali - Structure and dynamics of organic molecules and biomolecules in solution; hybrid quantum mechanics/molecular mechanics methods. (University of Minnesota)
Gasteiger Group - Computer-representation of chemical structures and reactions. Simulation of chemical reactions and synthesis design. Calculation of fundamental physicochemical effects. Methods for the discovery and optimization of lead structures. Simulation and analysis of spectra. (University of Erlangen-Nürnberg)
Gilson, M. K. - Our work focuses on the application of theory, computer models, and informatics to noncovalent binding and molecular recognition. (University of Maryland)
Handy, Nicholas - Ab initio and density functional quantum chemistry with an emphasis on development of new density functionals (Cambridge University).
Houk, Kendall N - Quantum mechanical methods to study organic reactions, organic catalysts, host-guest systems and reactive intermediates (University of California, Los Angeles).
Jemmis, E. D - Applied theoretical chemistry, structure and reactivity of organic and organometallic molecules and clusters using electronic structure methods (University of Hyderabad, India).
Jorgensen, William L. - Studies of organic reactions in solution and in enzymes using Monte Carlo and semiempirical QM/MM simulations. (Yale University)
Jurs, Peters C. - Computer-assisted methods for investigating relationships linking molecular structures of organic compounds with their physicochemical properties or biological activities. (Penn State University)
Kosloff, Ronnie - Quantum molecular dynamics with a particular focus on coherent control and photochemistry in condensed phases (Hebrew University, Jerusalem).
McCammon, J. Andrew - Simulations of biochemical reactions in solution, in proteins, and at membrane interfaces through statistical and quantum mechanics (University of California at San Diego).
Merz, Jr., Kenneth M. - Theoretical studies of biomolecules. The Merz group is a member of the AMBER development team (University of Florida).
NIH Center for Molecular Modeling - Supplier of molecular modeling resources and expertise to the NIH research community. Development and application of theoretical and computational methodologies, from ab initio calculations of small organic molecules to molecular mechanics simulations of macromolecular systems.
Rubio Group - Density functional theory: DFT and TDDFT, nanotubes, clusters, biological molecules (photoreceptors), electronic structure calculation, molecular dynamics, phonons and Raman spectra as well as transport in molecular devices.
Thiel, Walter - Ab initio, density functional and semiempirical methods; QM/MM simulations. (Max Planck Institute for Bioinorganic Chemistry)
Tidor, Bruce - Structure and properties of proteins, nucleic acids, and their complexes. Investigations probe the sources of stability and specificity that drive folding and binding events of macromolecules. (Massachusetts Institute of Technology)
Truhlar, Donald G. - Potential energy surfaces for chemical reaction dynamics; transition state theory with an emphasis on isotope effects and tunneling corrections.
van Gunsteren, Wilfred F. - Molecular dynamics simulations of biomolecular systems. (ETH Hönggerberg)
York, Darrin M. - Studies of nucleic acid chemistry using linear scaling quantum chemistry and hybrid quantum mechanics + molecular mechanics approaches.
CHEMICAL ENGINEERING
Palaparthi, Ravi - Ph.D in Chemical Engineering with specialization in Interfacial Sciences and Fluid Mechanics. Experienced in experimental and computational aspects of these areas.
Travessa, Pedro - Provides Curriculum Vitae as PDF for download.
If you like the idea of free resumes posted for your use, leave me a comment on the types of resumes you would like me to post (in the future) in the comments section below.
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.
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
