- #BOOLEAN SEARCH LOGIC LINKEDIN HOW TO#
- #BOOLEAN SEARCH LOGIC LINKEDIN FULL#
- #BOOLEAN SEARCH LOGIC LINKEDIN SERIES#
Another common, and useless, result is site directories. If you see a ton of templates come up, add “-template*” to your search. If you’re noticing a lot of a particular type of page come up, use the minus key to remove them in one go. The power of the dash (or minus sign) is very important. “inurl:pdf “attendee”” will keep all your results to pdfs with the word “attendee” in the title. You can even limit the type of document you are looking for. If you want to find people who went to a conference, putting the word “attendee” or “delegate” in this search will increase your chances. For instance, “resume” or “cv” will help you find anyone who has uploaded an online resume or CV. This can be used to select only those webpages that have a specific word in the url. “inurl:”Ī powerful and little-known Boolean search term is the “inurl” function. To search solely within a document site like Scribd, use “site:”. For instance, to access only Linkedin profiles of people in Germany use the search term “site:de./pub”. Use the word site: to limit your search to one particular domain. These parameters & tips will help you narrow down your search so that you don’t end up buried under tons of useless info. That is why it’s important to know some methods of excluding unwanted information: Receiving results that are not about people or that are simply templates or presentations can be frustrating. However, the wealth of Google’s information is both a curse and a blessing. They could be Excel documents or PDFs with lists of conference attendees’ names. The results may be articles or webpages or reports. Using Boolean in Google is different from using Boolean in job site search engines like LinkedIn because it returns results that are not necessarily people profiles.
#BOOLEAN SEARCH LOGIC LINKEDIN FULL#
When you use Google, you have full access to the range of profiles. For example, when you use the advanced search feature in LinkedIn, the results are prioritized by profiles in your specific network. There are many good reasons to use Google instead of a job profile site’s advanced search feature. With the right Boolean search, an engine can cut through the profiles and websites you don’t wish to see and bring to surface that information which will be helpful in your search for your next candidate. Operator word examples are AND, NOT, and OR.
#BOOLEAN SEARCH LOGIC LINKEDIN HOW TO#
A great Boolean search requires knowing the right keywords to use and then how to separate them out with the operators.īoolean methods can be used on any search engine: Google, LinkedIn, or even Facebook.īoolean is a term used to define the process of combining keywords with words called “operators.” These operators tell the search engine how to use the keywords in the search. Your brain naturally works this way, probably also using the terms in a Boolean search.įor example, “ I want a candidate with experience in design AND management but NOT graphic design.” However, there are a couple of tricks that can exponentially improve the results a search returns.
#BOOLEAN SEARCH LOGIC LINKEDIN SERIES#
The word Boolean comes from the inventor of the method, George Boole, who proposed that most outcomes could be arrived at through a series of logical choices. Effectively using Boolean search and knowing how to navigate Google can separate finding good talent from being lost and floundering in the midst of search engine results.
While using keywords to find the right person seems straightforward, the reality is quite different. You have the opportunity to discover – literally – almost anyone, anywhere simply by typing. On the other side of typing the right words into a box on a screen is that rare undiscovered talent: the purple squirrel or four near-perfect candidates. In most cases, how you search massively influences the results you get. Searching Google can be a bit intimidating sometimes, however. But skipping the power of the top search engine when you’re looking for candidates would be a big mistake. We’re not saying you should use this instead of LinkedIn, GitHub, or a good recruiter. The flip side of this is that companies can (and should!) also use Google do the detective work to find top talent. If you’ve read some of our “ think like an online marketer” series recently, you might have noticed that we encourage companies to use marketing SEO and SEM tactics to attract candidates to their job postings and ads. Post A Job For Free, Promote It For A Fee
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