UPDATE: My book, Resume Forensics, is almost ready to launch
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…
- Everyone who subscribes to my blog by email (sorry RSS readers) will get a copy of Resume Forensics.
- Once I have 5,000 new email subscribers, I will email a copy of Resume Forensics to everyone on my email list.
- Shortly thereafter, Resume Forensics will be for sale and will no longer be given away. (Only the early birds will get this one.)
So how can help each other? Here are a few ways.
- Tell your co-workers about my new training guide - Resume Forensics, my giveaway promotion and ask them to subscribe to The Recruiters Lounge via email.
- 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.
.
Nothing says "Thanks for posting this Jim!" like Starbucks Coffee. Click here to buy me a cup (or two).If you enjoyed this post, please consider to leave a comment or subscribe to the feed and get future articles delivered to your feed reader.
Comments
Hey Jim,
I always look forward to your blog every day and am excited about your new book. I would love to review your book and “plug” it whenever I can.
I work in higher ed where the competition for candidates with the better academic credentials is fairly stiff. The prospect of improving how we mine resumes off the internet is pretty compelling.
Count me in.
Glenn
Jim,
Saw your message on Twitter but I am not able to send you a direct message.
May 9th we have our Minnesota Recruiters event with 220+ Recruiter and HR professionals.
I am doing a presentation, a “101″ on developing passive candidate and talent pools.
Would be willing to promote your book. Send me a paragraph or two that I can use during my presentation.
paul@mnheadhunter.com