CAREERBUILDER BOOLEAN SEARCH HOW TO
CAREERBUILDER BOOLEAN SEARCH UPDATE
CAREERBUILDER BOOLEAN SEARCH PROFESSIONAL

The platform tracks job posting performance and candidate engagement, allowing us to optimise our recruitment efforts and improve our chances of finding suitable candidates. The Platform provides valuable data and analytics to help us make informed decisions about our recruitment strategy. We can post job openings, review resumes and communicate with candidates from one central location.

Discriminatory comments related to race, religion, gender, etc.Comentarios: This platform's advanced search filters enable us to narrow the candidate pool to those who meet our requirements.

Information about candidate drinking or using drugs.

Provocative or inappropriate photographs, videos or information.

It should be pretty obvious to most people that you shouldn’t post this kind of stuff online. These are the reasons 49% of employers decided not to go with a certain candidate.

Candidate had great communication skills.

Candidate was well-rounded, showed a wide range of interests.

Candidate’s personality came across as a good fit with company culture.

CAREERBUILDER BOOLEAN SEARCH PROFESSIONAL

Candidate’s site conveyed a professional image.

Candidate’s background information supported job qualifications.

But here are the things employers found online that tipped the scales to favor the candidates they hired. You will have to pass the interview process before anyone offers you a job. Can I Really Get Hired Using Social Networks 32% of employers found a reason to hire someone based on the candidates’ presence on social networks.

CAREERBUILDER BOOLEAN SEARCH HOW TO

Give employers what they are looking for! Here’s how to improve your online visibility.īefore you jump the gun and say, “see, I knew they were looking for a reason NOT to hire people”, know this. Over half of hiring managers want to see if the candidate has a professional online persona, 30% want to see what other people are posting about the candidate, and 21% admit they’re looking for reasons not to hire the candidate. What Are Employers Looking For When Researching Candidates via Social Networks For some occupations, this could include a professional portfolio.ĭo you have an online portfolio or personal website? They are simple to create and often free. Six in ten employers who currently use social networking sites to research job candidates (60 percent) are “looking for information that supports their qualifications for the job,” according to the survey.

Most hiring managers aren’t intentionally looking for negatives. How Employers Use Social Networks To Research CandidatesĪccording to CareerBuilder’s social recruiting study: Here’s what you need to know about how employers use social networks. You now have more ways to show your work experience, skills, personality and successes! As you can imagine, picking up the phone and calling people takes time, some recruiters just didn’t make the time. And if the employer had any question about you, they would either call you or move on to the next candidate. Year’s ago, the only way you would ever be considered for a job was because you submitted a resume.

Rosemary Haefner, chief human resources officer of CareerBuilder “Tools such as Facebook and Twitter enable employers to get a glimpse of who candidates are outside the confines of a resume or cover letter.”

CAREERBUILDER BOOLEAN SEARCH UPDATE

Ready to update your job search strategy and rely a little less on job advertisements posted on job boards? Employers Are Checking You Out OnlineĦ0% of employers are researching people online (according to CareerBuilder’s 2016 Social Media Recruitment Survey)!Īnd other sources ( Jobvite & SilkRoad) report even higher percentages of employers using social networking sites to source and vet candidates. Not only are employers sourcing candidates online, they are also researching them online. Some companies are getting proactive in their recruiting and are building talent communities which serve as a pipeline of potential candidates. They are going to look where they know they can find the right talent. They can search within forums, social networks and across the internet. Recruiters also use Xray and Boolean searches to search for very specific candidates by using complex search criteria. Recruiters turn to Facebook, Twitter, Instagram, SnapChat and various other niche networks. LinkedIn is one of the social networks recruiters use but believe it or not, not all candidates are on LinkedIn. Using job boards and resume databases is costly and doesn’t always have the most up-to-date information on a candidate. Social recruiting is the act of sourcing and researching candidates through social media and online profiles. You can control what they find, if you understand how they are using the information. How and where employers look for new employees has changed.

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