Sourcing 101 – Where Do I Go After Monster and CareerBuilder?

Several times within the last few days, I have seen Forum postings on various recruiting websites that start with “I’ve posted to Monster, CareerBuilder and ….what do I do now?” Wow. I checked myself – as I started falling into sourcing snobbery, because quite honestly, there are always companies just taking to the ‘net as a source for finding candidates. And many of them haven’t been entrenched in the massive debate of passive vs active candidates that so many recruiting professionals have listened to over the last couple of years.

According to the US Census Bureau, there are more than 22 million employers in the US. And I bet if youMonster were to gather some of them up in a random way, you’d have those that set the bar for the next best thing in online sourcing, like Sodexo. You’d also have those that rely exclusively on TPR’s and have no internal recruiting department. And then, you’d have those that were 1 person recruiting departments and multi-tasking dynamos, and you’ll have some companies that split the difference, not extremely small and not extremely large.

I really enjoy introducing recruiting professionals to the world of online search. Showing the basics of Boolean and the moment a recruiter realizes the untapped potential of “free” candidates is wickedly rewarding. So, when I see the question, “I’ve posted to Monster, Careerbuilder and… what do I do now?” My take is – start with Boolean search. In fact, start right here with this formula:

(inurl:resume OR intitle:resume OR inurl:cv OR intitle:cv OR inurl:vitae OR intitle:vitae)

Run that in Google or Yahoo or Exalead and you’ll get a ton of results. Next, add on your keywords. So, if you’re looking for an RN with pediatric oncology experience, add that information on like this:

(inurl:resume OR intitle:resume OR inurl:cv OR intitle:cv OR inurl:vitae OR intitle:vitae) (RN OR “registered nurse”) pediatric oncology

Would I type all of that out every single time? No, I’d use bookmarks to store my strings and re-run them. Or another method is to create alerts (you can definitely do this in Google) and have the updated results sent to you on a basis of your choosing. Or you can save all your search strings in a Google doc. Now some people prefer Word. I prefer Google, because I can access it anywhere, anytime. I work from multiple pc’s including a laptop, and portability is key.

But also key is editing and updating your search and going beyond the basics. Think about your candidates and all the keywords they would use to describe themselves and their professions. Include every acronym for every association they might be a part of. Edit and modify those searches and run them on different engines. Even though I’m partial to Google, I run searches everywhere because my top results change.

I use to work for a physician, and when he encountered any problem, he’d say, “This is only the tip of the iceberg” and for sourcing, what I showed you above is really just the tip of the iceberg. You can go so much further. Join me for my next post and see where it’s going next.

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Kelly Dingee
Kelly Dingee is a Senior Manager, Global Talent Acquisition for Marriott International. She has extensive sourcing experience having worked for Staffing Advisors (retained search), AIRS (training!) and Thales Communications, Inc., (cleared/telecom) and got her start in the profession while a full life cycle recruiter at Acterna (now known as Viavi). Lucky for Kelly, she had a boss who could see the potential of sourcing candidates from the web, and in 1998, she stepped into a newly created sourcing role. No truth to the rumor that she has a side business to help you push your resume to the top of Google search results…


  1. GreenHR says:

    Kelly – Thank you for this informative post. I am one of those small HR departments that has recruiting responsibilities on top of everything else and appreciate the info. I’ve already saved my search in a new Google doc.

  2. Erin says:

    That was magic! I recruit for a small nonprofit and rely on free job postings. This is the best thing I’ve learned all year for recruiting!

  3. RecruiterGuy says:

    Great post, Kelly. One of the ways I sometimes help people to understand how to build more complex boolean searches (at least in Google) is to take them to Google Advanced Search.
    For example – your terrific search above would be as follows:
    For those that aren’t ‘old school’ boolean like some of us might be, I think this can help quite a bit.
    Another great tip that can help to get you out of the word doc and bookmark biz might be setting up your favorite results in a Google Alert ( so that you can receive updates at chosen intervals right in your mailbox.
    Always fun to read your blog – thanks for sharing and helping to fight the “Post and Pray” problem many new recruiters suffer from! 🙂
    aka: Chris

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