Issue link: https://insights.randstadsourceright.com/i/605367
where my center focuses on, this is certainly an issue. Most local job boards have a huge number of CVs in local languages but may also include English CVs. By including the relevant languages in your query, you won't miss out on potential candidates. • Know when to use a wildcard. On most job boards, you can use the wildcard operator (*) to represent all possible word endings (e.g., admin*). Unfortunately, sites such as LinkedIn typically don't support wildcards. In Eastern Europe, job boards are also making it increasingly difficult to use wildcards. It's therefore important to know what operators are supported. • Use all synonyms, writing forms, abbreviations, and spelling mistakes. If you are looking for a production engineer, also include manufacturing engineer. In the iteration process, you may come across useful synonyms. For some words or concepts, there are several writing forms (i.e., "presales," "pre-sales," and "pre sales." Also account for misspellings; "manager" is notorious, for example. • Strengthen links. Any weak keywords in your string will lead to a weak link and irrelevant results. Weak keywords are those too general, such as "test*," "project," and "plan*." If you get irrelevant results, remove or replace weak keywords. Some of these may be relevant, though, so don't be overzealous. Removing the weak link from just one bracket may be enough to get the results you desire. • Don't over-specify. The results you get are based on all the search brackets you use. If one of the brackets is too general or too specific, you won't get the results you want. Being overly specific will screen out most of the CVs you are looking for. Irrespective of how specific your other brackets may be, one over-specified bracket can ruin your query. Creating amazing Boolean strings is within the reach of everyone who adheres to best practices. However, optimizing your sourcing strategy requires constant investments in knowledge and training. This checklist is just part of the methodologies that today's most effective recruiting organizations follow. As new approaches and tools are made available, consider whether your company is better off making these internal investments or partnering with an organization that already has these resources in place. about the author Vince Szymczak is the sourcing subject matter expert of Randstad Sourceright's EMEA Recruitment Delivery Center in Budapest, where he is responsible for all technological and methodological questions of sourcing and recruitment. He is identifying and creating best practices and strategies to enhance the sourcing delivery engine within a wide range of areas such as sourcing process and efficiency improvements, toolkits, knowledge sharing and defining best-in-class sourcing methodologies, hence he is always hunting for new tips, tricks, and solutions to acquire better talent more quickly. He is running the blog http://sourcingrecruitment.info/ to share his findings with the sourcing and recruitment community. Effective recruitment organizations understand the need to keep the skills of their sourcers sharp and up to date. For instance, at Randstad Sourceright, we train our sourcers in our Total Talent Sourcing Methodology (TTSM), an agile reiterative methodology that is constantly updated to get the best results for our clients.