Hi RT:

Thanks for stopping by. Unfortunately job postings on the Internet outnumber resumes by a large amount. To make matters worse, resumes and job postings often use the very same keywords, so, if we don't take steps to remove unwanted pages we are deluged with them.

The solution to your problem is easy. Simply add the following to the end of your search string:

-inurl:jobs -inurl:careers

Those are minus signs before the commands. I am not saying you will get what you are looking for but you will see the job postings in your results will be near zero.

Mark 

Mark E. Berger, CPC, CIR
Swat Recruiting

Rashmi, it's good that you are geting requisitions that force you to go beyond job boards.  That is how sourcers get good at their work and it makes you a more valuable talent.  Even though it's not for sales candidates, I did a blogpost that's very relevant to your question (click here) in terms of methodology.

Also think in terms of the language of presales and sales people in this space.  What unique words do they use in a professional conversation?  Searching on those may not find you resumes, but great salespeople don't necessarily have resumes floating around.  But you will find bios, press releases, discussion list posts, etc., that have enough info for you to find their contact details.  In terms of finding email and contact details, there are plenty of lookup tools (e.g., Argali is worth the free download for USA home and work phone numbers), but a way that requires nothing special is to determine the email address format for the person's company overall (the corporate website's News/Press section usually lists some people with emails) and then you'll know the email for your target (most of the time it's firstname.lastname@company.com or flast@company.com).

Glenn Gutmacher
VP JobMachine, ACES
www.jobmachine.net 

glenn@jobmachine.net

Thank you Mark and Shally!! Appreciate the tweaks and fixing.

Ruth

This is an interesting question. While a SharePoint administrator is more senior than a developer, it is likely that qualified candidates would have been SharePoint developers first. Therefore, a search that eliminates developers would likely eliminate good results, too. So, instead, you will need to add terms that that find such people, and realize you may have to sift through some less-qualified results.

Ideally, we want some sample ideal resumes to benchmark against, because the language that candidates use to describe themselves is more valuable than the language in your job requisition. (One of many concepts covered in more detail in JobMachine's Managing the Sourcing Desk workshop.)

So let's start with a simple Google CV synonym resume search (one of the many search string templates you see on Shally's Google Sourcing CheatSheet) like

~cv sharepoint moss ~administrator -example -job -jobs -sample -samples -send -submit -template -you -your

Among the on-target results are Kris Wagner and Scott McCullock.  Let's look at the unique language characterizing the more senior administrator skills/duties in these resumes, such as:

• "Played key role in defining SharePoint architecture to implement an intranet/extranet portal"
• "SharePoint rollout included deployment of a large nine-server farm"
• "Lead the design, architecture and implementation of SharePoint in enterprise and medium-sized corporations"

After doing this for several resumes, we can add the unique terms to our job requisition-based search string to narrow results further. You can also search blogs by these people's names (see JobMachine's new Blog CheatSheet for many methods and sites) to find their often-equally qualified peers, and likewise dig into the user groups and other more formal professional associations that these people belong to (all part of the Peer Regression Search methodology in JobMachine's advanced sourcing workshops).

For example, Kris says he's a member of the Chicago SharePoint Users group, and searching for that organization uncovers valuable lists of many SharePoint user groups like this and this, which are obviously helpful if your search is limited geographically.

You could also search user groups' posts and other archived mailist discussions where these people communicate with their peers. One obvious starting point is Google Groups. I first look for replies to posts (typically more expert contributors) and added the unique term farm (you could add others, of course) and eliminated various keywords that typically turn up job postings:  insubject:re moss administrator farm -immediate -req -jobs -resumes 

Now you can see various routes to relevant active and passive talent -- there are others, but the above seems to point to enough to generate a sufficient pipeline!

Glenn Gutmacher
VP JobMachine, ACES
www.jobmachine.net 

glenn@jobmachine.net

1. Not sure how much of "French" you've covered, but if you're searching for profiles (e.g., in blogs, on social networks, etc.) as well as for resumes, then make sure you have natural language phrases like ("speak French fluently" OR "fluent in French" OR "french fluency" OR "French language" OR "language * French") etc. as part of your search strings.
2. There may be some tech support associations based in places known to have large proportions of French speakers (e.g., look for a Montreal, QC chapter of various professional associations as well as more informal user groups).
3. Search for people who have lived in France or a French-speaking country - you can create a substring of those (France OR "Cote d'Ivoire" OR Haiti) etc., as well as using phone country codes in combination with city names.
4. Search for someone who's attended a French school.  Rather than include a list of schools, you can take a shortcut like (ecole OR universite) to get most of those results.
5. Also consider searching for your desired tech support terminology in French - better to pull from a French language job posting than using a free Web translation tool, but the latter should work if it's just a short phrase.

Obviously, some results from the above methods will include overseas candidates, which will require you to filter a bit.  However, if your support person works remotely, that may not be a big issue.

Glenn Gutmacher
VP JobMachine, ACES
www.jobmachine.net 

glenn@jobmachine.net

This is likely because your precedessor was underperforming, and you've inherited that baggage.  But you can prove you're different.  If you are both an Internet and phone sourcer, then you bring more to the table than the average sourcer.  In any case, you just need opportunities to show what you can do.

Find out what reqs have been sitting open the longest or are deemed hard to fill (your group manager or ATS should reveal that) and ask the assigned recruiter for the info that fills the knowledge gaps around what's stated in the req (what does a candidate *really* need to be successful in the position?). Then come back with a list of 10-15 sourced leads (make sure they're not already in the queue) and ask the recruiter if these seem on target.  If you're not on target, ask specifically what's wrong with your submissions.  Offer to do an initial screen if you only have profiles but not a resume, to save the recruiter some time.

When you start to deliver candidates who match a priority need, you're adding value and making the recruiter look good.  The word will get around and you'll soon have more internal customers than you can service, and then *you* can start prioritizing the work!

glenn@jobmachine.net

Yes, naturally, the quality candidates are going to be more hesitant to make a job change in this economy. Why should they give up the good job they have for an unknown? Why take the risk? Even if it is for a increase in pay.

One suggestion is for you to have a more compelling reason for them to make the switch. Learn more about their current situation/learn more about the opportunity you are presenting to them. It takes a higher level of recruiting skills in this economy achieve the same level of success as in a better economy.

The other more obvious suggestion is to simply recruit more candidates. Generally, one will have to talk to many more people these days to get one that will say yes. Especially those A+ profile types. Learn more about passive candidate recruitment methods in the JobMachine webinar series. We have two upcoming events, one centering on resumes and the other all about lead generation. 

Mark E. Berger, CPC, CIR
Swat Recruiting