Basics of Boolean Search

George Boole – Born on 2 November 1815 in England was known for his Boolean algebra. Now, let us see how Boolean Logic helps in our searches.
Boolean Operators
Search engines are great source for finding resumes. Using proper Boolean operators and searches, one can find the data faster. These Boolean Operators weed out irrelevant data by focusing your search results to find what you need. Please note, every search engine has it’s own uniqueness and it would return different search results.  
Boolean Key
AND – The AND operator provides results with the terms you input. For example, searching “Java” and “Architect” will return pages with both terms – Architect and Java 


 OR – The OR operator gives results with either of the terms you requested. For example, “Business Development Manager” OR “Account Manager” 
NOT – The NOT operator will not deliver show words in your search results. For example, Hunter NOT Farmer will deliever closer results for Hunter not farmer. 

( ) Parentheses – The ( ) operator allows you to group terms and build longer search strings. For example, Business Development Manager (Banking AND Finance) will deliever search results who are Business Development Manager in the Banking and Financial domain / who works for Banking / Finance organization. 
* – The * operator is a wild card. Adding a wild card will find words contain the wild card. For example admin* will help so you do not have to run separate searches for words similar like: Admin, Administration, Administrator 

I have created this handy guide which would help you to build better Boolean Search strings based on the common keywords and job titles. Copy and paste each one as a stand-alone, or use them in conjunction with other skills/requirements.

Boolean Strings by Keyword
(app or apps or application)
(“BA” or “business analyst” or “business analysis”)
(“BI” or “business intelligence”)
(“business analyst” or “business analysis”  or ba or ccba or cbap or “business systems analyst”)
(LAMP or (linux and apache and mysql and (perl or php or python)
(mobile or android or iphone or ios or blackberry)
(network or system or os or nos or “operating systems”)
(network or networking or system or systems or “operating systems” or “information systems”)
(“oo” or “object oriented” or object-oriented or “OOP”)
(“project manager” or “project management” or PMP)
(“ui” or user-interface or “user interface”)
(“ux” or user-experience or “user experience”)
(Storage or SAN or NAS ) 
Boolean Strings by Job Title
.Net Developer
.Net and (VS or “Visual Studio”) and (VB or “Visual Basic” or VB.net) and (ASP or ASP.net) and (C# or C#.net ) and “SQL Server”
Android Developer
Android and SDK and Java 
Automation Tester
(“qa” or “quality assurance” or “quality analyst” or “automation tester”) and (
“cast” or “cste” or “cmst” or certified or certification)
Business Intelligence Analyst
(“Business Intelligence” or “BI”) and SQL and (SSIS or SSRS or SSAS or “integration services” or “reporting services” or “Analysis Services”) and (“Business Analysis” or “Business Analyst” or “System Analysis” or “System Analyst” or “Business System Analyst”)
Database Administrator
(“database administration” or “database administrator” or “DB Admin” or DBA) and “database design” and (SQL or “SQL Server”) and (SSIS or SSMS or SSRS or SSAS or “Analysis Services” or “Reporting Services”)
Help Desk Support
(helpdesk or support or technician or “help desk” or “service desk”) and (OSX or JDE or iSeries or virtual or virtualization or vmware) and (“AD” or “Active Directory”) and DHCP and DNS and (network or networking) and (switches or switching or routers or routing) and (firewalls or security)
Information Security Manager

“Information Security” and (“Project Manager” or “Project Management” or Leadership or Manager or PMP) and (forensic* or Security+ or CISSP or “security Standards” or “Certified Information Systems Security Professional” ) 
Linux Systems Administrator
(Unix or Linux) and (RedHat or “Red Hat” or Centos or Debian) and (SMTP or DHCP or DNS or LDAP or NFS or SMTP or HTTP or SNMP) and (“Systems Administrator” or “System Administrator” or “Systems Administration” or “System Administration”)
Mobile Applications Architect
(ios or iphone or ipad or android) and (SDK or SDKs) and (Java or objective-c or “objective c” or C++) and (optimization or “web services” or UX or user-experience or “user experience” or “Mobile Applications” or “Mobile Developer”)
OBIEE Architect
(OBIEE or “Oracle Business Intelligence”) and (“DW” or “data warehouse” or “datat warehousing”) and (IBOTS or DAC or RPD or SME or OOTM or BIAPS or OBI or ETL or informatica)
PHP Developer
PHP and SQL and (PostgreSQL or “Pervasive SQL” or Intranet or Linux or Apache or Javascript or HTML or CSS)
Project Manager
(“project manager” or “project management” or PMP)
Python Developer
(programmer or developer or engineer) and python and (mysql or “my sql” or “my-sql”or postgresql) and (django or flask )
Senior PHP Developer
(programmer or developer or engineer) and “php” and “sql” and lamp and linux and apache and “javascript” and (jquery or memcache or “apc cache” or nosql or “no sql” or “no-sql” or analytical or analysis)
SharePoint Developer
(“SharePoint Designer” or “SharePoint Developer”) and (html or css or xsl or xslt or javascript or jquery or ajax) and .net and (asp.net or C# or vb.net) and (Silverlight or “SQL Server” or SSRS or SSAS or “reporting services” or “analysis services”)
SQL Data Analyst
(“dba” or “data analyst” or “database administrator”) and “sql server” and (“transact-sql” or “t-sql” or “tsql”) and (“stored procedures” or “ssis” or “ssas” or “ssrs” or analy or “data conversion” or query or queries or “data mining” or excel or pivot or vlookup or “v-lookup” or chart or graph or “ms office” or audit)
Sr. Data Warehouse Architect & Developer
(architect or develop* or program* or engineer) and “sql server” and “data warehousing” and perl and (microstrategy or profiler or “data hygiene” or “etl” or computations or aggregations or analy* or quer* or index or design or deploy or test)
Sr. Linux Administrator
(“dba” or “database administrator” or “linux administrator”) and linux and apache and (redhat or fedora or centos) and vmware and (tomcat or mysql)
Sr. Programmer – C++, Linux
(programmer or engineer or developer) and (linux or unix) and (redhat or centos or fedora) and (“c” or “c++”) and sql and (perl or “php” or shell) and (postgre or analy or test or design or deploy or execute)
User Experience Designer
(“User Experience” or User-Experience or UX or “Human-Computer Interaction” or “Human Computer Interaction” or HCI) and CSS and HTML and JavaScript and (jQuery or user-centered or “graphic design” or “visual design”)
Web Designer
html and javascript and css and (photoshop or illustrator or adobe) and (flash or actionscript or macromedia) and (“Java Server Pages” or JSP or Java or “Active Server Pages” or ASP or “Google Web Toolkit” or XML or Oracle or IIS) and SQL
Web Developer
(html or html5) and (css3 or css) and javascript and (“Web Developer” or “Web Design” or xml or jquery or ajax)
You may also use this tool to invent your Boolean Search String : Boolean Search Generator 

There are several tools available which would be useful for your sourcing:

RecruitEM : RecruitEM is a fantastic tool that makes it simple to build X-Ray Queries that target Google+, LinkedIn, GitHub. 

AIRS Free Resume Search : AIRS have created a new tool (Google Chrome Extension) which would be easier to search resumes from Google, LinkedIn and Indeed.

Happy Sourcing !!!

Posted in social recruiting

Recruitment tools

In my previous separate blogs, I have written about few recruitment tools that would be helpful for a recruiter to frame the boolean search strings and to source profiles using social media. 


Now, see what’s here for you
 


Happy Sourcing !!
Posted in Recruiting tools

New Hiring Strategy – The CEO who writes her employees’ parents

Indra Nooyi has been CEO of PepsiCo since 2006 and during her tenure has seen a remarkable amount of change. A big part of her strategy is intense focus on the employees. A favorite technique is to pen letters to employees’ parents and she says it really works for her.   Nooyi recently sat down with Fortune managing editor Andy Serwer at the World Economic Forum in Davos for an interview. Here are the excerpted highlights on the hiring strategy 



I thought about my kids and I said, “You know what?  If I ever got a report card on them, after they’re 18, I would love it, because in the U.S., once they turn 18, we don’t get report cards.  We pay their tuition, but we don’t get their report card, right?”

And I am just dying to get the report card. I would kill to get to the report card, okay?  We don’t get it.  But this is good news because they’re only going to get a good report card, right?  I’m not going to write anything bad because these guys are all C Suite candidates. So the first thing I did was, I wrote to the parents of all my direct reports and said —

You wrote to the parents of all your direct reports?

All my direct reports. I wrote to them and I told them the story of my going to India and what happened with my mother, and I said, “therefore I’m writing to thank you for the gift of your son, who is doing this at PepsiCo, and what a wonderful job this person is doing.”  I gave a — it was a personal letter for each family member.

And it opened up emotions of the kind I have never seen.  Parents wrote back to me, and all of a sudden, parents of my direct reports, who are all quite grown-up, and myself, we had our own communication.

And one executive, I remember, he went home and he said to his mom, “you know, my boss is really giving me a tough time.” And his mom told him, “Nuh-uh, not about her.  She’s my friend!”  (laughter)

You were working it!  (laughter)

So this is one thing.  And then I expanded it, and I said, okay, let’s identify the 200 people in PepsiCo, age 35 to the senior most people, who could be the future and the soul of the company. I break them into groups of 15 and then I take away for a couple of days, or 2-1/2 days.  And it’s just them and me, and we talk about who they are, their story, and I get to know each of them personally.

And then after they’re through, I write to their parents also.

We had an employee who we were trying to hire.  Absolute high-potential chap.  He had an offer from another company down the road from us, and I wanted him real bad….He was a tough guy to hire. So I said, okay, I’m going to call his mom.  (laughter)  So I call his mom, and she didn’t know who I was.  I introduced myself and I said, “Let me describe the situation,” and I said, “Let me tell you why coming to PepsiCo is going to be the right career decision for your son.”

So the son goes home — he has no clue I called his mom — and he says, “I’m looking at these two offers,  Mom, and I’m close to accepting the other one.”  And she goes, “No.  You’re accepting PepsiCo.”  He goes, “Since when did you know anything about PepsiCo?” And the mom said, “She called me, your CEO called me.”  And this boy goes, “I had no choice!”  (laughter)  Can you imagine going home every day after that and a mom goes, “but you should have accepted that offer!”

The full interview transcript can be read here : http://management.fortune.cnn.com/2014/01/28/say-wha-the-ceo-who-writes-her-employees-parents/

Posted in Hiring Strategy

The top #Social HR Pros to #Follow on #Twitter

Twitter is an important online tool in any recruiting, employee engagement and development. It is accessible by anyone and used digest content at the fast rates. 

This group Social HR Pros are a mix of tweeps in the areas of HR Technologies, Talent Acquisition, strategic talent development, learning and development, compensation and benefits. 

Here are the top Indian HR Twitter accounts to follow (in no particular order). 


Please note: I have included only individual twitter users

Social Media Maven| SP Jain alum| Speaker| Toastmaster| Nerd | Poetry| Cartoons| Blogger | Heisenberg’s Daemon| Co-founder| My views

Passionate talent sourcer, social media recruitment. Loves everything about and social recruiting. Food lover. Singing and travelling. Own views!

Happy to be Community Manager , Top 20 HR Influencer by , Top 100 Tech Influencer in India ,  Alum,

Works at . Interested in Social technology, Work, People, Careers. Organizations Talent Management, Learning, Online Communities

Author, Blogger, VP – HR & IT at a specialty retail company. Move process to IT and keep relations with Human.

Enabling Leader_shift.    TEDx speaker, Host . Biz school faculty

Social Recruiting Evangelist. Recruitment Product Consultant . Amateur Food Blogger at . Formerly. Views are my own.

HR | Talent Acquisition | Adventure Sports | Dramatics | Travelling | Baking | views my own

I love | Blogging | Conducting Workshops | Sourcing | Recruitment | PGCHRM  | Manchester United | Pune | AND My Family

Organisational Learning | Social Media | Long Distance running | Photography | Writing | Connecting ! All of this in perpetual Beta !

Chief Learning Officer of Wipro, author & enthusiastic enuf to try anything. Wrote: Don’t Hire The Best & the MBA series. Mail abhijitbhaduri@live.com

DriveThruHR Co-Host, Pro, Founder & Host  expert, love Facebook page:

Head of HR Business Transformation & Head of Global Learning . Husband, Dad, Blogger, Social Media. Create Magic with People & Witness Miracles

Blogger/Author.  Evangelist. Passionate about ,, Quality, ,.Social Media Influencer. Photographer.

General Manager – Talent Acquisition @ Philips. Keen observer of National & Int’l Politics. F1 & Football enthusiast. Let’s Go Green. Views are Personal.

Career Architect. Helping companies find best LOCAL talent GLOBALLY! Hiring of returning Indians for CXO roles. Nudging people to find their calling! Learning.

 | Work flex Mom @ plugHR | Hosting Cafes’ | Networking |Blogging | Thursday Tweetathon ()


I’m sure you will be excited and benefited by following this amazing group of HR Social Pros and you will have an opportunity to learn from them everyday. I might have missed some interesting HR Social Pros here.My sincere apologies for the same. Looking forward any recommended experts that should be on this list.

Posted in social recruiting

AIRS Free Resume Search

AIRS have created a new tool (Google Chrome Extension) which would be easier to search resumes from Google, LinkedIn and Indeed. AIRS can be reached at http://www.airsdirectory.com

Add the resume search Google chrome extension using http://bit.ly/AIRSChromeExt


Once you click on the added extension, the search box will open (screenshot below) . 



This new version is a pop-out window that allows users to continue to review results without closing the window. Every result clicked opens into a new Chrome browser tab, so users will not lose their search string.



All results reviewed still turn bright blue so that users know which results have already been reviewed.





Posted in Recruiting tools

Boolean Search Generator

Johnny Campbell  and his team (Social Talent) have created a fantastic tool that make it simple and easier to build the Boolean Search strings. Johnny can be reached at @socialtalent

How to use the tool:

1. Go to Social Talent tool ( labs.socialtalent.co ) 
2. Register yourself and next time login using your credentials
3. Check out the screenshot below

Step 1 : Add Keywords


Step 2 : Add Synonyms 


Step 3 : Remove keywords


Step 4 : Generate Code

Posted in Recruiting tools

RecruitEM. What is it?

RecruitEM is a fantastic tool that makes it simple to build X-Ray Queries that target Google+, LinkedIn, GitHub. It was developed by the Clever Biscuit team based in London, UK 

How effectively to use RecruitEM : 

1: Go to RecruitEm’s site here (http://recruitin.net/
2: Click on the tab where you can to search profiles (Here, I made search in LinkedIn) 
3: Put the Job title you are looking out for 
4: Click, “Find your people on LinkedIn.”
5: Click, “Open in Google.”

Recruitem searches public LinkedIn profiles on Google so you get more results.  Simply enter your search parameters and search!  

Note : RecruitEm has Xing and Viadeo going in beta.

Check out the screenshot:















Posted in Recruiting tools

A wish list for Linkedin

Just like the mosquito, which a cartoonist sardonically depicted as the national insect, many of us have probably grown immune to or learnt to live with those marketing text messages too. Not to forget those nocturnal beeps from your telephone service provider reminding you about a bill that you have already paid with a courteous disclaimer to ignore the message, if you have paid up; never mind the wake-up effect. Enter the new Linkedin brigade whose requests to join your professional network often flood your mail inbox (if you’ve subscribed to e-mail notifications) at odd hours. How I wish Linkedin — otherwise a boon to professionals, acts on this wish list.

Suggestion 1: Weave in a prominent ‘Do Not Disturb’ option that will hopefully work better than the Telecom Regulatory Authority of India (TRAI) answer to the tele-marketing menace. The icon to send a request to connect with someone by indicating that you are a friend is being misused by many users to touch base with perfect strangers. There are also programmed reminders to further get on your nerves! If you dig deeper into Linkedin’s features (I’m not sure how many would be inclined to do that in this fast-paced world) there are also advanced settings like adding your email address to its ‘Do Not Contact’ list for non members who don’t want to receive Linkedin invitations via your e-mail address. My point is: how visible are these options?
Suggestion 2: How about a more honest approach — ‘We haven’t interacted’ that could go out with a template message ‘but may I join your network?’ Right now, there is a confessional option ‘I don’t know xyz’. Click on that button and you get the rule book thrown at you! “Invitations should be sent only to people you know personally.” Fair enough. But why have that option in the first place?
Suggestion 3: As users are allowed to send up to 3,000 invitations, how about a count window on the page to monitor the limit? It would help if users can keep a regular track of invitations sent, accepted and pending. The number of connections too, seems frozen at 500+ in many cases. Why not the actual number, like the Twitter box score of tweets, following and followers.
Suggestion 4: I have always maintained that blocking people, unless absolutely essential, defeats the purpose of networking. Now, there may be folks who are not your friends, or colleagues or classmates or with whom you’ve never done business with, but you’ve bumped into them at some place or were introduced by a common friend. An option ‘We’ve met before’ with a provision for a footnote to fill in the blanks, will make sense. Business potential can never be wished away and can emanate from chance encounters.
Suggestion 5: In a country where most borrowers are known to sign promissory notes wherever an X mark is made without even filling in the amount, much less reading the fine print, or people writing their PIN behind ATM cards despite being warned not to, Linkedin must not assume that its users would take the trouble to browse through its exhaustive options. How many Linkedin users are aware of options to turn on\off their activity broadcasts, to select who can see their feeds, their connections to manage their recommendations and select the types of messages they are open to receiving? Let the site do a spot poll to find out. I reckon not more a quarter of its users would be adequately clued in. Why not have these features highlighted in blue at appropriate places on the home page itself?
Finding a way to communicate these features to its users, I feel, will benefit the site more than offers to upgrade to a premium account and teasers to unlock the whole list of people who viewed your profile. The logic is that if someone is really interested in it, they will find a way to reach you. Now go check your missed calls and unread mails!
Source : thehindu.com
Posted in LinkedIn

The 10 Keys of Excellent Customer Service

Words alone are very powerful and they have a big influence what your employees and customers think. If you don’t set both of these groups’ expectations up front, your company will never be able to excel in customer service. Focus on these 10 keys:
1. Belief: What customers think is true. Unfortunately, it may not be supported by the facts. Understand that they will hold on to this truth and do not fight to change their mind. Apologize and then try to come up with a satisfactory solution.

2. Complain: What a customer does when they are unhappy. They complain to friends, on social media, and even sometimes to you. Your business reputation is only as good as your customer’s last experience. Everyone that interacts with your customers should understand this.

3. My Manager: The person the customer is seemingly always getting passed to or who always gets blamed by the employee if something goes wrong. See empowerment.

4. Empowerment: Training employees to make decisions on their own to help a customer without talking to “the boss.” This needs to happen 95% of the time. The boss should only handle exceptions.

5. Feedback: Giving the customer the opportunity to tell you what they think in many ways at different stages the transaction. Follow the Three Times Rule—if you hear something about your business three times, whether you like it or not, pay serious attention. It is probably true. Take action.

6. Kick the Cat: What employees do when they take their frustrations out on the customer. Find another way for employees to vent by encouraging easy feedback directly to management.

7. Mistake: The hardest thing for the company to admit. Once you admit it, the customer will be happier.

8. Overpromise: Making a commitment to a customer that the company is not economically able to keep. This is not a solid base for sustained excellent customer service.

9.  Peer Reviews or Earned Media: Online references written by customers on the level of quality or service in your company. This is sometimes called an open reputation system.

10. Pest: A customer the company may need to fire to be more profitable. Be quick to identify and replace them.

Posted in Work etiquette

5 Secrets to Effective Recruiting

Recruiting great employees is very difficult and, often is more complex than people perceive it to be. Below, listed 5 of these secrets. They only work if the hiring manager is coming from a sincere place, is honest, and is trusted by the applicant.

1.       Don’t ask an employee their desired salary; ask them what they are making now and increase that amount by around 15 percent. When we ask a job applicant how much money they want, they will tend to over ask. When an applicant gives a number (regardless of how outlandish it may seem), they tend to stand firm. Ask about their current compensation package and increase that number accordingly. It’s not best to give the applicant an open forum.

2.      Have a sales pitch. Know why employees should want to work for your company. What’s in it for them? Speak in terms of the other person’s wants. For instance, will they have access to the CEO? Will they have room for career advancement? Does the company offer great benefits? Ask yourself why you like working at your current company and draw on that for realistic inspiration. Always remember to be honest. If you promise something (ex: potential bonus) and the numbers are not close, you will have hired a resentful employee which could prove to carry significant ramifications to your management ability.

3.      The recruiting process should not be too long nor should it be too short. Too long, and you’re going to lose applicants and time. Too quickly, you’re going to lose the ability to make a sound decision. For a typical position, the ideal time frame is three to five weeks.

4.      Learn to look at resumes differently. Learn to look at a resume as an entrepreneur. Each resume tells a story not only of what the applicant has done, but one could infer as to what the potential employee can do. Sometimes, the prettiest resumes are written by those who have been on the job market longest.  Forget about formatting. Focus on content and extract the proper inferences.

5.      Learn how to stretch a budget. Recruiting employees is like shopping for a car. The more options (or experience) you want, the more you have to pay. Therefore, someone who likely has everything you’re seeking may be out of your budget. To properly stretch expenditures, learn what you can and cannot train this person on, and what is absolutely necessary from day 1. After close analysis, you should find some places you can cut costs.

In the end, make sure you treat every applicant with respect, as you are representing your organization to the outside public. If someone is not right for the job, politely tell them in a kind manner. Set firm goals and believe that you deserve a great employee and recruiting one should not be too difficult.

Posted in recruitment