Finally, Boolean search keeps under-qualified applicants with the wrong skillset from reaching out. It's up to you.ģ) You avoid the wrong candidates. Or you can search more broadly if your criteria are flexible. You can narrow your list to people who have the right experience, job title, live in the right city, and are interested in finding a job soon. With the Boolean search, you can create searches that target the most important criteria in your candidate profile. You choose the database or social network.Ģ) You create targeted searches. That means you don't have an aggregator sharing the job with thousands of job seekers you aren't interested in. Let's look at how recruiting using Boolean searches solves those problems and offers relevant results.ġ) You control where you run the candidate search.
Instead, you'll have to filter through dozens of applications from people who aren't qualified (some poorly qualified candidates are bound to get through even with an applicant tracking system). Even if they do, there's no guarantee that they'll reach out to you. In the case of job board aggregators like Indeed or SimplyHired, you'll get in front of even more people.īut that doesn't mean the right people will see your job. This could be a small number of people on a specialized board or a huge number on more general ones. When you post a job, you get in front of a select group of people: those who use the job board you post on. But let's compare it to one of the standard recruitment methods: posting to a job board. That might not seem like such a big deal. For now, just know that it's a way to get more targeted search results from a database or social media site. We will get to the details of Boolean searching and Boolean search strings in a moment. How Boolean Search Recruiting Makes Your Life Easier
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