Table of Contents - Self-paced Online Version
Advanced Online Recruiting Techniques course

To avoid travel and higher live seminar costs, you can purchase the entire course on its own in a self-paced online format. In fact, it's our most popular format, with even more resources than anyone could pack into a day-long (or even multiday) seminar! It's accessible 24x7 from home or work, and only requires a standard Web browser. Learn more or register now.

If you have a login: Click any link below to go directly to that part of the course (section numbers correspond to the tabbed sections in the course binder notebook), or use the black-and-white arrows at the bottom to scroll through page-by-page (left-pointing arrow at bottom left corner on any page takes you to previous page; right-pointing arrow at bottom right corner takes you to next page).

Introduction - Goals and Value of This Course

Section 1 - Sourcing & Competitive Intelligence

  • Planning Your Sourcing
  • The Research Form template (to save search strings and track relative effectiveness, collect relevant competitor sites, industry portals, conferences, discussion forums, etc.)
  • Using CI resources to help sourcing
  • Applied examples using advanced search, etc.
  • Lookups

    Section 2 - Forums, Groups & Lists

  • Newsgroups, Listservs, User Groups and Forums within Virtual Communities
  • How to datamine them for people and competitive intelligence

    Section 3 - Advanced Search & Networking

  • Boolean techniques and search engine-specific special commands to datamine for relevant resumes outside of the job boards, for any combination of skillset, job function, level, industry, location, etc.
  • Passive prospect search techniques (name-gen and profiles) to find relevant conferences, associations, discussion lists, blogs and other online footprints of people who do not necessarily have resumes/CVs floating around
  • Deep Web search
  • Patent search
  • How to find and use keyword synonyms (including our own special synonym string generator Excel template!)
  • Blog (weblogs) search - text and podcast (audio/video) based
  • Custom search engines
  • International and language search
  • FTP Gopher IRC search
  • Bookmarklets (if you're not using these, you're shooting yourself in the foot re: productivity big-time!)
  • CI Out of the Box
  • Email methodologies
  • Social networks - Building your candidate networks (through LinkedIn, Facebook, MySpace, etc.) and peer networks (ERE, RecruitingBlogs, etc.)

    Section 4 - Employment Web Sites and Other Web 2.0 Branding Enhancements

  • Types of career job/resume/CV sites and how to evaluate them
  • Writing job titles and descriptions for the Internet that get results
  • Free job posting & resume database sites (also see Appendix)
  • Virtual communities: how to datamine them for resumes and people
  • Web rings: how to use them
  • Tools: Broadcast job posting, Spiders/Robots, Meta resume search

    Section 5 - Phone Sourcing

  • Communication Styles
  • Scripts & Role Playing
  • Voice mail methodologies
  • Direct contact methodologies

    Section 6 - Designing/Revising Your Company Web Site's Recruitment Section

  • Statistics
  • Six-step process
  • Pay per click recruitment advertising
  • Corporate blogging as a recruiting tool
  • Creating new, and utilizing existing, groups within social networks
  • Examples of good sites

    Section 7 - Managing the Applicant Process

  • Applicant tracking and assessment systems
  • Recruitment advertising agencies
  • Videoconferencing systems (for remote candidate interviewing, etc.)
  • Tips to Streamline the Online Recruiting Process & Future Trends

    Section 8 - Appendix (the big one!)

  • Dozens of resource lists for recruiters/sourcers (social networking portals, college recruiting, recruiter networks, books, industry associations, certifications, user groups, etc.) - some of these lists are publicly viewable
  • Tools of the Trade: select third-party sourcing and productivity tools (e.g., Broadlook suite, InfoGIST, Jigsaw, ZoomInfo, lookups, mass email, desktop search, bookmarklets, etc.)
  • Candidate sources by industry (pharma, finance, ex-military, construction, etc.), function/level niches (diversity, executive, MBA, project management, etc.) and location (Canada, UK, etc.)
  • Maximizing the value of autoresponders through customization
  • Developing email newsletters to maintain widespread candidate contact
  • ...and much more! (selected items printed in course binder, but you can view the Appendix table of contents)