In today’s super competitive hiring market, recruiters need to fight to find high quality candidates, which is why it’s more important than ever that you use all the resources you have to stay on top of the competition. One way to guarantee an awesome hire, is to proactively source candidates.


It’s extremely important that you are familiar with Boolean search techniques. It helps in order to receive the best candidate search results from a wide range of software. Despite their importance, fully constructed Boolean search strings can look confusing and complex, and can be challenging to write, but there are a lot of sources from other recruiters where you can find examples. Or, if you need help creating the entire thing, there are Boolean Search Generators available, such as TalentSonar’s.


By using Twitter's advanced search feature you are  able to search profiles and tweets for keywords related to your open positions. For example, if you're sourcing candidates for your sales team in New York, then you want to use the search fields to input specific keywords, location, language, and sentiment to search both profiles and tweets.

When you connect with your target talent pool on Twitter, the first thing he or she will see is your profile picture and your bio. Make sure you create these wisely. Although you only have 160 characters for your bio, make sure to include your profession, interests, and something that’ll make you stand out.


Employee referrals are one of the most effective ways to source and hire passive candidates. If your organization does not already have an employee referral program, now is the time to build one.  Employees who are hired via referrals tend to stay with the company longer than other candidates. This is a perfect way to specifically source passive candidates because employee referral programs provide access to a slew of passive job seekers.


If you are looking to maximize your job posting being seen and to build your candidate pool, creating an ad is one of the best ways to do it.   Also, don’t forget to check all the free places for your ad. Although there is no charge for the ad placement, the difficult part comes in filling out the application. It is a very long, very manual process. Another great place to advertise your job search is on social media sites, such as Facebook, Twitter, and LinkedIn. 

Dana Roth is Director of Marketing for Lusha. She has significant experience helping startups get off the ground. Dana graduated with a Bachelor of Journalism from the University of Missouri School of Journalism. Contact her at

Views: 725

Comment by Daniel Mccartney on March 3, 2017 at 7:30am

Hey Dana,


I would like to add few lines regarding boolean search, now a day's hiring process facing different challenges so it is necessary to search the candidate with boolean search (Advance Search) that makes hiring process faster and saves hiring process time.

I am using iSmartRecruit Best Applicant Tracking System that provides boolean search and other features i.e Robust and Multilingual.


Comment by Yana Ahahina on December 19, 2017 at 4:43am

Hi Dana, Thank you for the article. Would you mind to take a look at SignalHire? I think it can fasten and facilitate your recruiting process. It has a built-in ATS that gives a user an ability to send emails right from the system and track email opens and replies. With the help of our browser extension, you get 100% real-time verified emails addresses from LinkedIn, Facebook, Twitter, GitHub, MeetUp, Google+ and other social media.
Let me know your thoughts about it.
Thanks in advance.


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