All Blog Posts Tagged 'script' - Boolean Strings Network2024-03-29T04:55:54Zhttps://booleanstrings.ning.com/profiles/blog/feed?tag=script&xn_auth=noEffective Strategies for Securing Cybersecurity Software Developmenttag:booleanstrings.ning.com,2023-04-17:2748775:BlogPost:5409102023-04-17T05:33:26.000Zrosalind desaihttps://booleanstrings.ning.com/profile/rosalinddesai
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/11029084265?profile=original" rel="noopener" target="_blank"><img class="align-center" src="https://storage.ning.com/topology/rest/1.0/file/get/11029084265?profile=RESIZE_710x" width="750"></img></a></p>
<p>In today's digital age, the demand for cybersecurity software development has increased exponentially. With the rise in cybercrime and data breaches, it is imperative that cybersecurity software is developed with utmost attention to security. However, developing secure software can be challenging, and even minor mistakes can lead to disastrous…</p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/11029084265?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/11029084265?profile=RESIZE_710x" width="750" class="align-center"/></a></p>
<p>In today's digital age, the demand for cybersecurity software development has increased exponentially. With the rise in cybercrime and data breaches, it is imperative that cybersecurity software is developed with utmost attention to security. However, developing secure software can be challenging, and even minor mistakes can lead to disastrous consequences. In this article, we will discuss<span> </span><a href="https://nybpost.com/secure-coding-in-cybersecurity-software-development/"><strong>effective strategies for securing cybersecurity software development</strong></a>.</p>
<h3>Conducting a Thorough Risk Assessment</h3>
<p>Before embarking on cybersecurity software development, it is essential to conduct a thorough risk assessment. This involves identifying potential security risks and evaluating their likelihood and impact. A risk assessment should consider all potential security threats, including data breaches, malware attacks, and insider threats.</p>
<p>Once risks have been identified, it is crucial to prioritize them based on their likelihood and impact. This allows developers to focus on the most critical risks and develop effective security controls.</p>
<h3>Implementing Secure Coding Practices</h3>
<p>Secure coding practices are critical to developing secure cybersecurity software. These practices involve coding techniques that prevent vulnerabilities from being introduced into the software. Examples of secure coding practices include input validation, error handling, and memory management.</p>
<p>Developers should also ensure that the code is free of common coding mistakes, such as buffer overflows and SQL injection attacks. This can be achieved by using code analysis tools that can detect these types of vulnerabilities.</p>
<h3>Conducting Regular Security Testing</h3>
<p>Regular security testing is essential to ensure that cybersecurity software is secure. Testing should be conducted at every stage of the software development lifecycle, from design to deployment.</p>
<p>Testing should include both manual and automated testing. Automated testing can help identify vulnerabilities that may be missed during manual testing. Regular testing can also help identify new security threats that may emerge over time.</p>
<h3>Maintaining Security Controls</h3>
<p>Maintaining security controls is critical to ensuring that cybersecurity software remains secure. This involves monitoring the software for new vulnerabilities and updating security controls as needed.</p>
<p>Developers should also ensure that the software is kept up to date with the latest security patches and updates. This can help prevent new vulnerabilities from being introduced into the software.</p>
<h2>Conclusion</h2>
<p>Securing cybersecurity software development is critical to ensuring that software is secure and can protect against potential security threats. By conducting a thorough risk assessment, implementing secure coding practices, conducting regular security testing, and maintaining security controls, developers can ensure that their software remains secure over time. With these strategies in place, developers can be confident that their cybersecurity software is secure and can protect against potential security threats.</p>
<p>Also read:<span> </span><a href="https://nboxoffice.com/cloud-security-trends-predictions-for-the-next-decade/">Cloud Security Trends & Predictions for the Next Decade</a></p>
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</div>Types of applications we can build using Node jstag:booleanstrings.ning.com,2022-11-28:2748775:BlogPost:5291822022-11-28T07:26:20.000Zrosalind desaihttps://booleanstrings.ning.com/profile/rosalinddesai
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<p>First of all many of us believe that Node js is a programming language or framework. However, that is not true at all. Node js is a JavaScript runtime environment. It means that it helps in executing the java scripts over the browsers with ease. Node js is more efficient in execution as compared with other programming languages. Business owners who…</p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/10893282258?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/10893282258?profile=RESIZE_710x" width="500" class="align-center"/></a></p>
<p>First of all many of us believe that Node js is a programming language or framework. However, that is not true at all. Node js is a JavaScript runtime environment. It means that it helps in executing the java scripts over the browsers with ease. Node js is more efficient in execution as compared with other programming languages. Business owners who need applications for their business can build various types of applications using Node js. Node js Development Company offers cost-effective solutions for application development. They offer a wide range of services to their clients. It includes node js web development, node js application development, node js consulting services, and node js support and maintenance services. In this blog, we will explore what we mean by Node js application development and what various types of applications can be built using Node js.</p>
<h2>What do we mean by Node js application development?</h2>
<p>Business needs an application that provides flexibility and mobility to their employees. They shall increase the efficiency and productivity of the company or organization. The application used by the company must be scalable and robust to facilitate business growth. Node js application development is an end-to-end service where node js developers write node js codes, compile them or execute them to build robust, scalable, and efficient applications for performing the specific activity in business. These applications help us to automate the business process and provide excellent flexibility and mobility to employees.</p>
<h3>Web-based applications</h3>
<p>Some companies want to display the same design, aesthetics, and features as their official website in the applications. That is why they build web-based applications which can be accessed on any device irrespective of the device or browser used by the users. Node js application developers can build commercial web-based applications that help in organizing and managing the business efficiently.</p>
<h3>Customized Mobile applications</h3>
<p>If the business owner wants their users to download and install the application on the device and get specific offers and discounts then they prefer to develop customized mobile applications. These mobile applications are scalable for a company of any size and composition.</p>
<h3>Standalone applications</h3>
<p>At times we might want to have a geo-target audience for specific products and services. For this, we develop standalone applications using node js. These applications can help us increase sales of products and services by displaying the products to the right audience who are more likely to purchase the products.</p>
<h3>Real-time applications</h3>
<p>We love to stream online videos and watch our favorite web series episodes. For this, we use real-time streaming applications. These applications need fast processing and computation on the cloud platform. That is why node js is considered while the development of real-time streaming applications. We can also build real-time chatbots that can answer the most frequently asked questions by the customers and help them get accurate information at the right time.</p>
<h2>Conclusion</h2>
<p>To sum up we can say that <a href="https://www.technoligent.com/node-js-application-development.html" target="_blank" rel="noopener">Node js application development</a> can help business owners in many ways. They can grow their business faster using node js applications. This is because node js applications have high performance in speed, and have no compatibility issues with the hardware device configuration, or operating system.</p>How Can AI Help In Increasing Productivity In Business?tag:booleanstrings.ning.com,2021-12-07:2748775:BlogPost:5145442021-12-07T06:26:43.000Zrosalind desaihttps://booleanstrings.ning.com/profile/rosalinddesai
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<p>Businesses, as they continue to integrate artificial intelligence technology into their operations, are beginning to see actual advantages, including financial improvements. The present generation of artificial intelligence, which is largely backed by big data and machine learning platforms, is beginning to worm its way into the typical employment…</p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/9887085693?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/9887085693?profile=RESIZE_710x" class="align-center"/></a></p>
<p>Businesses, as they continue to integrate artificial intelligence technology into their operations, are beginning to see actual advantages, including financial improvements. The present generation of artificial intelligence, which is largely backed by big data and machine learning platforms, is beginning to worm its way into the typical employment environment. Because it takes over many tedious and unwanted jobs, it has the ability to cut operating costs, enhance output and productivity, and increase employee happiness if deployed properly.</p>
<h2>A Look at the Big Picture</h2>
<p>The <strong>artificial intelligence</strong> revolution is already started, and its ramifications will be extensive. If your organization isn't prepared, it will fall behind its rivals that are deploying artificial intelligence (AI) technologies. For starters, here are a few suggestions to get you started:</p>
<ul>
<li>Use High-Quality Data: The performance of any artificial intelligence solution is dependent on the quality of the data that is used to train the solution. Ensure you are working with clean data that is correct, full, and relevant — and that you have a clear business objective in mind so you can develop a more effective model — before you begin designing your model.</li>
<li>Take A Proactive Approach To Models Servicing: When you begin constructing models, be sure to do it in a manner that makes retraining as simple as possible for your users. Nothing you design and test should be regarded as "disposable." Everything should be of the highest production-level standard.</li>
<li><a href="https://www.onfeetnation.com/profiles/blogs/8-important-benefits-of-robotic-process-automation-to-boost-your" target="_blank" rel="noopener">Replace Manual Processes with Automated Processes</a>: Look around your business and discover any time-consuming manual processes that may be improved by automation. Then pair that process with an artificial intelligence solution that is simple to deploy and maintain.</li>
</ul>
<h2>Let’s check below how AI can increase productivity:</h2>
<h3>1. Sales that are predicted</h3>
<p>Businesses may concentrate their efforts on leads that have the highest potential for success with the assistance of artificial intelligence. How?</p>
<p>In fact, the concept is straightforward, but it needs the assistance of modern algorithms and artificial intelligence-powered solutions in order to filter through huge information. A well-known fact is that the ordinary firm is accumulating enormous amounts of consumer and behavioral data. Put this knowledge to use, and you might make the difference between having an advantage in the market and continuing to fail.</p>
<p><strong>AI</strong> may be used to find patterns and trends in this data, as well as for picture and object recognition, all of which can be used to identify clients who would be more eager to support the company and its goods or services if they were identified earlier in the process. Imagine being able to predict whether or not a consumer would make a purchase before they ever set foot in a shop or log into an online site.</p>
<p>The systems examine information such as client and market data, past sales data, common behavioral patterns, and other relevant information. Then they create customer profiles that can be used to anticipate, with high accuracy, what a client or consumer will do in the foreseeable future.</p>
<h3>2. Monitoring has been improved</h3>
<p>Because of artificial intelligence's ability to handle huge volumes of data in real time, businesses may install near-instantaneous monitoring capabilities that can alert them to concerns, propose actions, and, in some situations, even trigger a reaction.</p>
<p>Using artificial intelligence, for example, factory equipment can identify problems and predict when maintenance will be required, thereby avoiding costly and disruptive breakdowns as well as the cost of maintenance work that is performed because it is scheduled rather than because it is clearly necessary.</p>
<p>The monitoring capabilities of artificial intelligence may be used in a variety of different fields, such as business cybersecurity operations, where massive volumes of data must be evaluated and interpreted quickly.</p>
<h3>3. In the Interest of Humanity and Society</h3>
<p>Artificial intelligence (AI) improves information flow and efficiency, allowing individuals to take advantage of new possibilities. We're talking about new sources of money production, savings, and employment opportunities.</p>
<p>Users' lifestyle choices are improved by <strong>artificial intelligence</strong> via the use of search engines that provide customized information to them. Artificial intelligence will take care of all the menial chores, such as data input and email response. Smart houses driven by artificial intelligence may reduce energy consumption while also improving security.</p>
<p>Throughout the history of mankind, advancements in technology have resulted in an improvement in the overall human situation. Consider the use of power in our houses and in our automobiles. Artificial intelligence (AI) has the potential to surpass these because robots will be able to assist humans in solving more serious and more complex societal issues. Innovation will rule supreme, and the overall quality of life will improve.</p>
<p>By automating repetitive jobs, artificial intelligence has the potential to dramatically increase human creativity and innovation. People will have more time to study, experiment, and explore as a result of this change.</p>
<h3>4. Deeper Data is evaluated</h3>
<p>With the use of big data and processing power, it has been feasible to construct a fraud detection system, which would have been almost impossible to develop only a few years ago. Deep learning models, which learn directly from the data, need a large amount of data to be trained. The greater the amount of data collected, the more accurate the results become.</p>
<p>Artificial intelligence will not be offered as a standalone product. Instead, things that you already use will be improved by incorporating artificial intelligence, such as Apple devices that made a stir with the Siri function. Chatbots, automation, and smart gadgets, when combined with vast amounts of data, have the potential to enhance a variety of technologies at home and at business.</p>
<h3>5. Increase Brand Loyalty</h3>
<p>More than 60% of customers demand a customized experience from businesses. Personalization is a difficult task for most organizations, particularly small firms, since it requires time, effort, and money. Creating specific customer journey maps and anticipating the moments and offers that will enhance engagement and drive sales are essential for businesses looking to create a personalized experience. It is necessary to anticipate the demands of each individual consumer in order to provide personalized service. This is a massive undertaking - one that artificial intelligence is capable of completing.</p>
<h2>Bottom Line</h2>
<p>Whatever your motivation for exploring artificial intelligence, the potential for technology to transform the way your company runs exists. An open mind and a readiness to welcome new chances whenever they present themselves are all that are required to get things going in the beginning.</p>
<p>Keep in mind, though, that artificial intelligence is a very new technology. Therefore, it is evolving at a rapid speed and may create some unanticipated difficulties.</p>
<h2>Author Biography</h2>
<p>Rosalind Desai is content marketing specialist in <a href="https://www.technoligent.com/software-product-engineering-services.html">Product Engineering Services Company</a>. She is also a tech blogger and writes on trending topics like Artificial intelligence, Cyber security & IoT.</p>
<p> </p>Technical Recruiter Lead at Mental Health Startuptag:booleanstrings.ning.com,2021-08-23:2748775:BlogPost:5090162021-08-23T21:25:40.000ZSasha Pineshttps://booleanstrings.ning.com/profile/SashaPines
<p>Grow Therapy is looking for an entrepreneurial Technical Recruiter to build and lead our recruiting pipeline from scratch. You’ll create and manage our full cycle recruitment, including sourcing, screening, interviewing, and closing candidates. This role is highly collaborative as you’ll work cross-functionally with hiring managers to set hiring plans and interview requirements. You’ll be hiring for our highest value positions, with engineering as top priority and also other functional…</p>
<p>Grow Therapy is looking for an entrepreneurial Technical Recruiter to build and lead our recruiting pipeline from scratch. You’ll create and manage our full cycle recruitment, including sourcing, screening, interviewing, and closing candidates. This role is highly collaborative as you’ll work cross-functionally with hiring managers to set hiring plans and interview requirements. You’ll be hiring for our highest value positions, with engineering as top priority and also other functional leadership roles.</p>
<p>Grow Therapy is at an exciting turning point in our growth story. As the first recruiting/HR hire, you’ll play a fundamental role in shaping the company's talent and culture!</p>
<p></p>
<p>Learn more here: <span><a href="https://apply.workable.com/j/E39838B777">https://apply.workable.com/j/E39838B777</a></span></p>Looking for HR Tech | Recruitment | MarTech influencers for Talenteriatag:booleanstrings.ning.com,2021-02-16:2748775:BlogPost:4855922021-02-16T18:26:08.000ZTaras Talimonchukhttps://booleanstrings.ning.com/profile/TarasTalimonchuk
<p>If you're into recruitment marketing, employer branding - let's have a chat (taras.talimonchuk@lanteria.net)</p>
<p></p>
<p><span style="font-weight: 400;">My name is Taras Talimonchuk from Lanteria an HR platform used by such companies as Sega, Lufthansa, Acronis, Warner Bros.</span></p>
<p></p>
<p><span style="font-weight: 400;">In March 2021, we’re going to launch…</span></p>
<p>If you're into recruitment marketing, employer branding - let's have a chat (taras.talimonchuk@lanteria.net)</p>
<p></p>
<p><span style="font-weight: 400;">My name is Taras Talimonchuk from Lanteria an HR platform used by such companies as Sega, Lufthansa, Acronis, Warner Bros.</span></p>
<p></p>
<p><span style="font-weight: 400;">In March 2021, we’re going to launch <a href="https://www.talenteria.com/?utm_source=signature&utm_medium=email&utm_campaign=Outbound_direct" target="_blank" rel="noopener">Talenteria</a>, an amazing r<a href="https://www.talenteria.com/" target="_blank" rel="noopener">ecruitment marketing platform</a>. <span>It makes clean and beautiful career sites with no coding and talks to various recruitment technologies (ATS, job boards, etc.) on the back end.</span></span></p>
<p></p>
<p><strong>What do we need from a marketing partner:</strong></p>
<ol>
<li><span>Honest product review and feedback that we can use on-site</span></li>
<li><span>Sharing promotion through the network (social accounts, blog, newsletter, etc.)</span></li>
</ol>
<p></p>
<p><strong>What do we offer instead:</strong></p>
<ol>
<li>early bird perks for your network is a $2000 valued career site design for free</li>
<li><span>influencer remuneration</span></li>
<li><span>promotion of your blog post through our owned and paid media</span></li>
<li><span>[special option] cross-promotion of your offer or content through our owned media: 8000+ newsletter subscribers, 10000+ monthly blog visitors, 4000+ LinkedIn followers</span></li>
</ol>
<p><span>If you feel like you are not an influencer for Talenteria but you're still curious about what is that - feel free to <a href="https://lanteria.us10.list-manage.com/subscribe?u=4c353413375633342f3d669ed&id=fbd5ee7fc0" target="_blank" rel="noopener">sign up for the waiting list</a></span></p>So I received "Find Anyone's Contact Info" notification on my email.tag:booleanstrings.ning.com,2018-06-06:2748775:BlogPost:3735882018-06-06T08:00:00.000ZStan Leehttps://booleanstrings.ning.com/profile/StanLee
<p>The other week, I was searching for my missing sister. She lives in the other city with her boyfriend, she changed her number and didn't say a word about it. She always been an introvert, so me and my parents got used to not to talk in days, but not in months. My parents called the police and they asked me to search for her new contacts online.</p>
<p>I already knew about contact search engines like Pipl.com and ReachOut by <a href="https://zoominfo.com">https://zoominfo.com</a> since I am…</p>
<p>The other week, I was searching for my missing sister. She lives in the other city with her boyfriend, she changed her number and didn't say a word about it. She always been an introvert, so me and my parents got used to not to talk in days, but not in months. My parents called the police and they asked me to search for her new contacts online.</p>
<p>I already knew about contact search engines like Pipl.com and ReachOut by <a href="https://zoominfo.com">https://zoominfo.com</a> since I am using them at work from times to times. ReachOut is a great plugin to unlock contacts and use them for business but it doesn’t work with Instagram. Pipl is a great contact search engine and it helped me a couple of years ago, but sometimes it gives a completely wrong info and now I didn’t find contacts at all.</p>
<p>So I started searching for other similar engines and by filtering tons of shitty scum services all by myself, I finally found a plugin that is powered by Pipl and other search engines: <a href="https://Idsharks.info">https://Idsharks.info</a> and <a href="https://Catchid.com">https://Catchid.com</a> . I didn’t access to the last one since it in development, I wrote to their creators and they said that it will be released in a couple of weeks from now. Idsharks has a free trial and it actually helped me to find my sister's new phone number. She actually moved to the other country with her bf.</p>
<p>I was then interested in finding more contacts by using this plugin. I believe that this is a best way to unlock a bunch of contacts on the fly. For example, here is the pipl search executed in one simple click via this freaking plugin:</p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1976904435?profile=original" target="_self"><img width="750" src="http://storage.ning.com/topology/rest/1.0/file/get/1976904435?profile=RESIZE_1024x1024" width="750" class="align-full"/></a></p>
<p>This is Idsharks service on the plugin and you can clearly see how much valid info you can get without breaking a sweat:</p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1976906161?profile=original" target="_self"><img width="750" src="http://storage.ning.com/topology/rest/1.0/file/get/1976906161?profile=RESIZE_1024x1024" width="750" class="align-full"/></a></p>
<p>I find ReachOut’s interface much more pleasant and comfortable, but it has much less contacts than info provided by the plugin that I found, here’s an example:</p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1976906364?profile=original" target="_self"><img width="750" src="http://storage.ning.com/topology/rest/1.0/file/get/1976906364?profile=RESIZE_1024x1024" width="750" class="align-full"/></a></p>
<p>By using Pipl you can get much more information about friends, previous locations and civil status while Idsharks has all of your contacts and ReachOut delivers detailed information about companies and work experience. So you might be intested in these websites since you have this theme today. Thanks for your attention!</p>
<p> </p>We are hiring a sourcing specialist: Auckland, New Zealandtag:booleanstrings.ning.com,2018-05-22:2748775:BlogPost:3706632018-05-22T05:17:40.000ZRachel Evanshttps://booleanstrings.ning.com/profile/RachelEvans
<p>See advert at: <a href="https://www.seek.co.nz/job/36238539%C2%A0">https://www.seek.co.nz/job/36238539 </a>;</p>
<p>See advert at: <a href="https://www.seek.co.nz/job/36238539%C2%A0">https://www.seek.co.nz/job/36238539 </a>;</p>Hiring BSA NetSuite| Palo Alto, CAtag:booleanstrings.ning.com,2018-04-17:2748775:BlogPost:3603862018-04-17T18:00:00.000ZWasim Qadrihttps://booleanstrings.ning.com/profile/WasimQadri
<p>● BA/BS degree or equivalent practical experience.<br></br> ● 3 years experience integrating 3rd party business applications.<br></br> ● Prior system development experience in one or more business domain: Payroll/Time & Attendance, Finance (Procure to<br></br> Pay, Order to Cash, Accounting), Logistics & Fulfillment, Reverse Logistics, EDI and System Integration, CRM, Treasury,<br></br> Human Resources, Marketing, M&A, Master Data Services, PLM/CAD.</p>
<p>● 5 years of relevant work…</p>
<p>● BA/BS degree or equivalent practical experience.<br/> ● 3 years experience integrating 3rd party business applications.<br/> ● Prior system development experience in one or more business domain: Payroll/Time & Attendance, Finance (Procure to<br/> Pay, Order to Cash, Accounting), Logistics & Fulfillment, Reverse Logistics, EDI and System Integration, CRM, Treasury,<br/> Human Resources, Marketing, M&A, Master Data Services, PLM/CAD.</p>
<p>● 5 years of relevant work experience<br/> ● Experience implementing solutions in NetSuite ERP, or similar.<br/> ● Strong hands-on skills using SQL and relational database management systems (Oracle, MySQL, Sybase, SQL Server).<br/> ● Successful track record in working with cross-functional engineering teams.<br/> ● Excellent interpersonal and communication skills, strong analytical skills, and ability to deal with ambiguity in a rapidly changing business environment.</p>
<p>Interested candidates can share profile at wasimconcept@gmail.com</p>Seeking DevOps(Docker) consultant in MNtag:booleanstrings.ning.com,2017-03-28:2748775:BlogPost:2559852017-03-28T15:40:22.000ZMohan Raohttps://booleanstrings.ning.com/profile/MohanRao
<p><font face="garamond, serif">Dev Ops engineer:</font></p>
<p><span style="font-family: garamond, serif;">Minneapoils, MN</span></p>
<p><font face="garamond, serif">6+Months contract</font><span style="font-family: garamond, serif;"> </span></p>
<p>No third parties !!</p>
<p><font face="garamond, serif"> </font></p>
<ul>
<li><font face="garamond, serif">Docker - ability to build docker images and monitor performance.</font></li>
<li><font face="garamond, serif">Linux - ability to administer…</font></li>
</ul>
<p><font face="garamond, serif">Dev Ops engineer:</font></p>
<p><span style="font-family: garamond, serif;">Minneapoils, MN</span></p>
<p><font face="garamond, serif">6+Months contract</font><span style="font-family: garamond, serif;"> </span></p>
<p>No third parties !!</p>
<p><font face="garamond, serif"> </font></p>
<ul>
<li><font face="garamond, serif">Docker - ability to build docker images and monitor performance.</font></li>
<li><font face="garamond, serif">Linux - ability to administer 100+ machines and proactively identify/resolve issues.</font></li>
<li><font face="garamond, serif">The Netflix OSS stack - familiar with the OSS stack's service architecture, scalability, ability to automate scalability of services.</font></li>
<li><font face="garamond, serif">Groovy - proficient in language to automate Jenkins builds.</font></li>
<li><font face="garamond, serif">Drone - ability to script deployments and builds.</font></li>
<li><font face="garamond, serif">Bash/Shell scripting - ability to take a set of actions and automate through scripting.</font></li>
<li><font face="garamond, serif">GitHub - must be proficient with Github enterprise.</font></li>
</ul>
<p><font face="garamond, serif"> </font></p>
<p><font face="garamond, serif">CODE SAMPLE REQUEST FOR SUBMITTED CANDIDATES</font></p>
<p><font face="garamond, serif">Provide a link to your Github repository where you have checked in the following code sample:</font></p>
<p><font face="garamond, serif">Docker build script with comments explaining each line and a Drone script to automate the build. Extra credit for any groovy samples</font></p>
<p></p>
<p><font face="garamond, serif">Thank you,</font></p>
<p><font face="garamond, serif">Mohan Rao</font></p>
<p><font face="garamond, serif">msr@kollasoft.com</font></p>Tech Hiring Is Slowing Downtag:booleanstrings.ning.com,2016-07-14:2748775:BlogPost:1969182016-07-14T15:00:00.000ZNinh Tranhttps://booleanstrings.ning.com/profile/NinhTran
<p><span><a href="https://media.licdn.com/mpr/mpr/AAEAAQAAAAAAAAkxAAAAJDQxZjM3ZTRhLTdlZDUtNDZjYi05MTVjLWM5MmU3NDFhMDNiZA.jpg" rel="nofollow" target="_blank"><img class="align-left" src="https://media.licdn.com/mpr/mpr/AAEAAQAAAAAAAAkxAAAAJDQxZjM3ZTRhLTdlZDUtNDZjYi05MTVjLWM5MmU3NDFhMDNiZA.jpg?width=300" width="300"></img></a> <strong>True or False - is tech hiring slowing down?</strong></span></p>
<p>I believe the answer is both, true and false. There is undeniably a slowdown in VC funding in the Bay Area as of late 2015 with all the unicorns and even giants falling in valuations due to “tech corrections”. Fundraising is not as easy as it was…</p>
<p><span><a rel="nofollow" href="https://media.licdn.com/mpr/mpr/AAEAAQAAAAAAAAkxAAAAJDQxZjM3ZTRhLTdlZDUtNDZjYi05MTVjLWM5MmU3NDFhMDNiZA.jpg" target="_blank"><img src="https://media.licdn.com/mpr/mpr/AAEAAQAAAAAAAAkxAAAAJDQxZjM3ZTRhLTdlZDUtNDZjYi05MTVjLWM5MmU3NDFhMDNiZA.jpg?width=300" width="300" class="align-left"/></a><strong>True or False - is tech hiring slowing down?</strong></span></p>
<p>I believe the answer is both, true and false. There is undeniably a slowdown in VC funding in the Bay Area as of late 2015 with all the unicorns and even giants falling in valuations due to “tech corrections”. Fundraising is not as easy as it was before because the bar has been set a bit higher for startups who are raising money. I know this because we fund raised our seed fund of $1.5M in late 2015 right before things started to slow down and right now we are gearing towards another fundraising round. The money is there, and investors are investing left and right even in the Valley, but we do see a slow down of seed money invested and more of latter rounds as indicated by <a rel="nofollow" href="https://www.crunchbase.com/funding-rounds" target="_blank">CrunchBase January 2016</a> and <a rel="nofollow" href="https://mattermark.com/early-q4-funding-data-indicates-20-slow-down-return-to-pre-2015-levels/" target="_blank">MatterMark</a>. It almost seems like as if investors suddenly got smarter with their investments (no pun intended). Good companies that performed well are still raising successfully especially with all the hundreds of millions invested just lateb January 2016.</p>
<p>How does this translate to hiring? Well, hiring is slowing down yes, but that’s mostly because open job positions that have been there for a while are now filled. Fewer jobs are being offered by seed stage companies and fewer new job positions overall, but what are we comparing this to? Is hiring now much worse than the .com boom in 2004? Is it much better than the bust in 2008? Let’s look at the data. Let’s observe <a rel="nofollow" href="https://www.google.com/trends/explore#q=recruiting,hiring&geo=US" target="_blank">Google Trends search</a> in the US which indicates what people search for that month and year signaling level of interest for hiring and recruiting?</p>
<p><img class="center" src="https://media.licdn.com/mpr/mpr/AAEAAQAAAAAAAAe0AAAAJGQ3MzNmM2Q2LTE1MTgtNDM3ZC04NGM0LWZmN2FkOTIyM2IxNw.png" alt="" width="640" height="345"/></p>
<p><span>The answer is it’s a lot better than 2008 bust, but about the same in 2004 boom. One interesting thing we can observe from this graph is that hiring is indeed in full swing but the acceleration slowing down, and recruiting is picking up exponentially. There are three reasons simple reasons why this is happening. First, we are running out of is left of unemployed or underemployed tech talent caused by the slower economy since the last regression. The active talent pool is smaller, and the passive talent pool is getting bigger, less responsive, and hiring managers are increasingly pickier. Second, the easy jobs got filled leaving the most challenging roles open. Third, the market has become so saturated and competitive for tech talent especially in the Valley.</span></p>
<p><img class="center" src="https://media.licdn.com/mpr/mpr/AAEAAQAAAAAAAAjPAAAAJDgyNjA0N2U4LTVjYjktNDU1Ni04MDY0LWU5ZDI3YzVhZTU3Mw.png" alt="" width="640" height="465"/></p>
<p><img class="center" src="https://media.licdn.com/mpr/mpr/AAEAAQAAAAAAAAegAAAAJGZjOGI2NTg4LTdmMjItNDkxMS04YjI5LWIzZTQzZmE3NDk5MQ.png" alt="" width="640" height="462"/></p>
<p><img class="center" src="https://media.licdn.com/mpr/mpr/AAEAAQAAAAAAAAfNAAAAJDQxMmUxODU2LTBiOTctNDFhMi1iNTFmLTRjNmMxMTk1ZGE5NQ.png" alt="" width="640" height="428"/></p>
<p>Comparing <a rel="nofollow" href="http://www.indeed.com/jobtrends/industry" target="_blank">this January 2016 to January 2015</a>, hiring is in full swing across all industries especially the +136% in transportation and +20% in IT compared to same time last year. However, looking at last quarter and month in IT sector, we can see zeroes or negative figures in growth. Anyone who took college Physics or Calculus can mathematically derive that although the quantity of hiring is very high and in full swing and yearly velocity/growth is amazing, monthly velocity is becoming negative, which means that the acceleration is slowing down, and we are near the peak of the hiring boom. <img class="left" src="https://media.licdn.com/mpr/mpr/AAEAAQAAAAAAAAloAAAAJDA4ZTk2MTJkLTkwNzktNGY4YS1hNjkyLTFmN2UzMWUwZTk3NA.jpg" alt="" width="230" height="124"/>We are in the early beginning of stage from <a rel="nofollow" href="http://claytonang.pbworks.com/f/s-t%20question1.JPG" target="_blank">points B to point C in the picture</a>. For example, the <a rel="nofollow" href="http://www.indeed.com/jobtrends/information-technology-industry" target="_blank">IT industry graph validates this</a> even to date (April 2016).</p>
<p><br/> <img class="center" src="https://media.licdn.com/mpr/mpr/AAEAAQAAAAAAAAjkAAAAJGU0NWFjMzI5LTlkODYtNDMxYS1iOWMwLWQ1ZGEyYjZlYWVlYg.png" alt="" width="640" height="227"/><img class="center" src="https://media.licdn.com/mpr/mpr/AAEAAQAAAAAAAAjUAAAAJDZiYWEwMTAyLWY0NDMtNGZhOS1iNjc1LWRhNGYyM2U5ZDEyMA.png" alt="" width="640" height="222"/></p>
<p>My advice for job seekers for the next few months is to act fast on any offers they get before the open jobs are gone and hiring slows down. If you are considering switching careers or change now, act fast. There is still a good window. Who knows things might pick up after a while, it’s the economy after all. One thing is for sure, when the economy goes up, it must go down eventually. Looking for a job in a recession is tough. From my personal experience, I graduated from Cal and fundraised for my previous venture during the recession in 2012, and it wasn’t easy to secure funding then. It is much easier even now after tighter VC funding. Many of my engineering friends who graduated in 2012 couldn’t find a job for more than one year. Don’t wait for that to happen.</p>
<p><span>If you enjoyed or found this article useful please like and share. Let me know your thoughts in the comments below.</span></p>
<p>This article was originally published <a rel="nofollow" href="https://goo.gl/0dDwmj" target="_blank">here</a>.</p>
<p><strong>ABOUT ME</strong></p>
<p><strong>Ninh Tran</strong>, CMO at Hiretual, a <a rel="nofollow" href="https://hiretual.com/">Recruiting Power Tool made by Recruiters for Recruiters</a>.</p>
<p><a rel="nofollow" href="https://www.linkedin.com/in/tranninh/" target="_blank">LinkedIn</a> <a rel="nofollow" href="https://twitter.com/ninhtran09/" target="_blank">Twitter</a> <a rel="nofollow" href="https://www.quora.com/profile/Ninh-Tran" target="_blank">Quora</a> <a rel="nofollow" href="https://www.facebook.com/ninhtran09/" target="_blank">Facebook</a></p>How To Recruit On LinkedIntag:booleanstrings.ning.com,2016-06-30:2748775:BlogPost:1970082016-06-30T15:00:00.000ZNinh Tranhttps://booleanstrings.ning.com/profile/NinhTran
<p class="center"><b><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557592520?profile=original" target="_self"><img class="align-center" src="http://storage.ning.com/topology/rest/1.0/file/get/1557592520?profile=RESIZE_1024x1024" width="750"></img></a></b></p>
<p class="center"><b>How To Recruit On LinkedIn, Fast, Without Breaking The Bank</b></p>
<p>Recently I discussed the <a href="https://www.linkedin.com/pulse/slowdown-bay-area-tech-hiring-true-false-ninh-tran" target="_blank">slowdown in tech hiring</a>, which is already reflected in today’s longer and more difficult hiring cycles as hiring managers…</p>
<p class="center"><b><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557592520?profile=original" target="_self"><img width="750" src="http://storage.ning.com/topology/rest/1.0/file/get/1557592520?profile=RESIZE_1024x1024" width="750" class="align-center"/></a></b></p>
<p class="center"><b>How To Recruit On LinkedIn, Fast, Without Breaking The Bank</b></p>
<p>Recently I discussed the <a href="https://www.linkedin.com/pulse/slowdown-bay-area-tech-hiring-true-false-ninh-tran" target="_blank">slowdown in tech hiring</a>, which is already reflected in today’s longer and more difficult hiring cycles as hiring managers are more selective with the quality of candidates. Recruiting and job seeking has become significantly more challenging as offers are given out only to candidates who meet all requirements without fail. Sahat Yalkabov, a software engineer at Yahoo, was rejected multiple times describes this trend in his post “<a href="https://medium.com/@evnowandforever/f-you-i-quit-hiring-is-broken-bb8f3a48d324#.95kssdrt8" target="_blank">F*** You, I Quit — Hiring Is Broken.</a>”</p>
<p>I empathize with Sahat and others out there who are struggling to get offers. The environment of hiring and talent acquisition had changed from two years ago when Sahat got the gig on Yahoo. Back then almost every company needed to fill tens, sometimes hundreds of positions.</p>
<p>Today, only pockets of the tech industry still enjoy significant growth and hiring volumes, for example, autonomous vehicles, augmented and virtual reality, artificial intelligence, and deep learning. To satisfy hiring teams, talent acquisition professionals must find better and more creative ways to reach premier talent and generate their interest for the right opportunity. Can LinkedIn be an excellent recruiting channel to connect the right people with the right roles?</p>
<p class="center"><img class="center align-center" src="https://media.licdn.com/mpr/mpr/AAEAAQAAAAAAAAdgAAAAJDZkMWEzZjRmLTFjMzgtNDA1OC04Zjk2LTNmZThjYjAyZjdlNQ.png" alt="" width="640" height="432"/></p>
<p class="center"><em><a href="http://b2b-assets.glassdoor.com/50-hr-and-recruiting-stats-for-2016.pdf" target="_blank">GlassDoor - HR and Recruiting Statistics for 2016</a></em></p>
<p class="left">LinkedIn is a professional network where people connect, exchange ideas and expertise, manage relationships, and look for jobs. There are, however, two essential problems with recruiting on LinkedIn. It takes way too much time to reach the right candidate, and the response rate from people is very low, a lot lower than it used to.ason Webster, the current Head of Strategic Accounts Program at Glassdoor and Ex-Co-Founder of</p>
<p class="left">ason Webster, the current Head of Strategic Accounts Program at Glassdoor and Ex-Co-Founder of Ongig said: "The majority of my industry contacts tell me that their [InMail] response rate is between 10-20 percent. By contrast, colleagues from big-name companies like Google have said that they fetch a response rate of 70 percent using InMail. That seems to be an anomaly compared to the norm" (<a href="http://blog.ongig.com/hiring/whats-your-linkedin-inmail-response-rate" target="_blank">OnGiG</a>). Why? Do Google recruiters have secret methodology or technology that gives them an unfair advantage? Is the Google brand so attractive in the minds of premier engineers?</p>
<p>No. With simple hacks, I had a 40 percent conversion for engineers currently working at Google and similar big-name companies to apply for jobs with sometimes unknown startups. So the answer must be in the recruiting, not the brand. I’ve cracked the code.</p>
<p>For the past couple of months, I have been recruiting top talent from Google, Apple, Cisco, Yahoo, LinkedIn, and successfully generating interest and applications for placements in early ventures. I achieved 41.3 percent response rate and 36.1 percent acceptance rate with 994 InMails in a month and a half which is 22 times the number of InMails for Recruiter Lite, while spending only $119.95/month for my subscription. What I am about to unveil is a working strategy with proven results to recruit premier candidates, both technical and non-technical, as an educational guide for talent acquisition professionals and hiring managers who compete for top talent with limited resources and limited time.</p>
<p>This LinkedIn sourcing strategy has been proven to work for front-end and back-end junior, iOS and Android, architects, DevOps, data scientists, full-stack, hardware and software engineers to senior engineers to staff engineers to CTOs, both general and highly specialized. It also works well for sales positions like corporate account executives, director-level product managers, junior and senior user experience and user interface designers. This strategy will work for any role except for those so specialized that only a few people in the world could do.</p>
<p><img class="center align-center" src="https://media.licdn.com/mpr/mpr/AAEAAQAAAAAAAAieAAAAJDNjZGM4OTk2LWJlMmUtNDQxMC04Mjg4LWQ2MjcxYzA3ZGM4NQ.png" alt="" width="640" height="572"/></p>
<p class="center"><em>Personal InMail Analytics from 3/11/2016 to 4/29/2016</em></p>
<p class="left">For a more accurate example beyond my InMail Analytics, I had a month to fill a tough role with a demanding hiring manager for a startup that only wanted to hire Googlers. To add to the challenge, after each of the first four onsite interviews, the hiring team changed the requirements for the role. Counting inbox responses (where responses are measured by those who willingly gave their contact information via LinkedIn message to further discuss the opportunity) confirms a response rate of 35.45 percent (39/110) from Googlers and Google-caliber engineering talent. Of those who responded, 59 percent applied for the position after the initial phone conversation.</p>
<p class="left">Within a month, I had 23 relevant and quality candidates solely from sourcing on LinkedIn (Note that this is a <a href="https://en.wikipedia.org/wiki/Upper_and_lower_bounds#Bounds_of_functions" target="_blank">lower bound</a> overall, considering the stringent demands of the role). The hiring manager appreciated the candidates and this sourcing strategy, saying, “Thank you for providing a constant stream of quality candidates week after week.”</p>
<p class="left">Other hiring managers' experience was similar, with several asking questions like “How do you find so many fantastic candidates?” or “Where do you get these guys?” - because speed and quality matters.</p>
<p class="left">For those not familiar with LinkedIn Recruiter products, Recruiter Lite accounts come with 30 InMails for $119.95/month. One can add 10 InMails for additional $100/month. LinkedIn Recruiter Corporate accounts come with 150 InMails for $899.95/month and for each 10 additional InMails it is $60/month.</p>
<p class="left">How is it possible to send so many InMails without a LinkedIn Recruiter Corporate account and spending over $10,000 each month for InMails? A lot of LinkedIn “Power” Recruiters just connect to the person first and wait for the connection or wait for the email read confirmation or look for a sign of online activity before sending an InMail ... a common best practice among Google and other top recruiters. Why? If the person does not want to connect with us in the first place, then the chances that they will respond favorably to a recruiter's InMail is next to zero, wasting all those expensive InMails credits. According to the <a href="https://business.linkedin.com/content/dam/business/talent-solutions/global/en_us/c/pdfs/global-talent-trends-report.pdf" target="_blank">LinkedIn 2015 Global Talent Report</a> about 51 percent of people on LinkedIn is somewhat interested or not interested to hear from a recruiter, whereas 43 percent are very interested.</p>
<p class="left">The report also states that “followers [and by deduction your connections] are 81 percent more likely to respond to your InMails than those who do not follow you.” Pro Tip: Create a short post about the opportunity on your LinkedIn before sending invitations to connect. </p>
<p><strong><img class="center align-center" src="https://media.licdn.com/mpr/mpr/AAEAAQAAAAAAAAd9AAAAJGZiYWI4YmM2LTIxYWYtNDk5Ny05ODMwLTliODk0NmIzNTI5NQ.png" alt="" width="640" height="345"/></strong></p>
<p>It is possible to grow anyone’s LinkedIn from 0 connections to 3,000+ connections under one month without getting restricted by LinkedIn. Be very careful not to come across as a connect spammer. Have a genuine reason to justify the invite to connect with anyone to respect the LinkedIn Community Guidelines. I advise against any automated LinkedIn connection tools. High-volume connection invites should be controlled and limited to at the very most 200-300 invites per day and 3,000-4,000 invitations per month. I have been enjoying about 60 percent acceptance rates. Sending a connection request works as a probing signal to see whether that person is open to communicating or not. Clean up any one-month-old invitations every week in the <a href="https://www.linkedin.com/people/invites?trk=connect_hub_manage_invitations_sent" target="_blank">LinkedIn Connect Hub</a>.</p>
<p>The beginning of all sourcing begins with cleaning up and completing your LinkedIn profile to look and feel like a professional recruiter, or better yet executive search recruiter. Most people connect and respond to executive search recruiters even if they are not executive level yet. Make your profile and profile picture likable. Second, get the Boolean search optimization process down cold. If the Boolean search is a tough nut to crack, use tools that have Boolean search recommendation as a good starting point. Take on a data-driven approach to perfect the Boolean search by testing results and counting the accuracy, experimenting with the Boolean string, re-testing, and optimizing again. Here is an example Boolean string to search for <a href="https://docs.google.com/document/d/1Izj39t5tG7KcFPWmy7JBq8e7kEQIYpQt0miTt_oLHoY" target="_blank">Java Web Application Engineer on Spring/Groovy/Grails</a> that shows 9 out of 10 relevant profiles.</p>
<p>Two pro tips: Bookmark the Boolean search to connect with more people another day. Use current title in the Boolean search to improve the results accuracy significantly. Do not use the default “current or past” parameter because combined with the negative keyword operator “NOT” it does not work as intended. For example, people with founder titles only in the present or only in the past will still show up in the search results. Beware of this small LinkedIn design flaw of not having “current and past” option.</p>
<p class="center"><strong><img class="center" src="https://media.licdn.com/mpr/mpr/AAEAAQAAAAAAAAh8AAAAJDMzMjQ1ZGIwLTE4MmQtNDBlZS1iYTNkLTA1OWQ5YzkzNWVlNA.png" alt="" width="640" height="601"/></strong></p>
<p class="center"><em><a href="https://hiretual.com" target="_blank">Augmented LinkedIn Boolean Search Results</a></em></p>
<p>While optimizing the Boolean search, you want to get 400 to at most 1,200 search results because LinkedIn results are capped at 10×100 results. Add more restrictions like zipcode-based location with radius or industry or current/past company or negative keywords when there are too many results. Relax restrictions or add relevant keywords if there are not that many results. LinkedIn's search accuracy is capped by its technology, so no matter how complete the Boolean string is, the search results are never going to be 100 percent accurate.</p>
<p>For this strategy to work, hit at least 80-90 percent accuracy in the search results. <a href="https://en.wikipedia.org/wiki/Six_degrees_of_separation#LinkedIn" target="_blank">Six degrees of separation</a> explains the difference between first, second, and third connection on LinkedIn. Note that LinkedIn always shows first connections in the first couple of pages even though first connections are unselected. To experiment and improve the Boolean search, quickly glance over the first page's results with second connections, then 10th and 20th-page results, and see if the titles are actually what you are looking for. If everything looks good, make a deeper check and review a couple of profiles randomly. Analytics speed up this whole process with domain expertise, years of experience, and peer ranking directly in the search results. Use negative keyword operator NOT (keyword1 OR keyword2) for not relevant titles or keywords that appear often.</p>
<p>To connect with people, use regular LinkedIn search. To reach out to the first connections go to “View in Recruiter” from the search results. Under relationship filter apply “Any” to clear out the settings and then select “1st Connections.” The first people who connect are likely going to be active seekers, but after a few days, there will be enough first connections to whom we can send a free InMail. Pro Tip: Save this search in a project to get notifications on people who just connected and we have not contacted yet. Another Pro tip: free InMails can be sent to second connections who have premium accounts. Review everyone’s profile before sending an InMail to make sure there is a good match. Use tools that augment profiles with further analytics for deeper review. To save time, craft an appealing and straightforward InMail template. Make sure it’s an upfront and killer message that encompasses all points that people care about.</p>
<p>Pro Tip: Save this search in a project to get notifications on people who just connected and we have not contacted yet. Another Pro tip: free InMails can be sent to second connections who have premium accounts. Review everyone’s profile before sending an InMail to make sure there is a good match. Use tools that augment profiles with further analytics for deeper review. To save time, craft an appealing and straightforward InMail template. Make sure it’s an upfront and killer message that encompasses all points that people care about.</p>
<p class="center"><img class="center align-center" src="https://media.licdn.com/mpr/mpr/AAEAAQAAAAAAAAe6AAAAJDQ3OTU1NDY2LWY2YzEtNGUxNS1iOTA3LWI4MzJmMzQ5ZjBjOQ.png" alt="" width="423" height="489"/></p>
<p><img class="center align-center" src="https://media.licdn.com/mpr/mpr/AAEAAQAAAAAAAAfdAAAAJGEwYzkzMWE5LWU0ZDctNDEyNS1iMzQ3LWVmZTVkZDhjYmMyYg.png" alt="" width="480" height="528"/></p>
<p><em><a href="https://www.jobvite.com/wp-content/uploads/2015/01/jobvite_jobseeker_nation_2015.pdf" target="_blank">Jobvite 2015 Job Seeker Nation: Inside the Mind of the Modern Job Seeker</a></em></p>
<p>Here is an example of a data-driven title that people appreciate: <em>$180K + Equity + Mountain View, CA + Principal Software Engineer + Full Benefits + VISA Sponsor</em></p>
<p>This message encompasses all of the decision-making aspects of a job seeker, whether active or passive in the order of importance, and leaves only work life balance, flexibility, culture, and leadership undetermined. People often make the first decision based on their three to four priorities. Get those cleared up with the first message. Individuals who decline giving thanks for reaching out providing a reason like “I am happy where I am” or “just got a job not ready to make a move” etc. 87 percent of people who accept the InMail are interested in discussing the role because it already satisfies their core requirements, which could be salary, could be location, title, benefits, visa sponsorship. There are going to be a couple of people who ask whether the opportunity can be remote because to them working from home is a core priority. Whether they accept or decline, mostly everyone will want to keep in touch with us, because we are approaching talent as a recruiter who is trying to help them find a better job. Some tools can contribute to estimating people’s compensation and avoid awkward messages whenever the current salary is higher than offered.</p>
<p>Start the body of the message with something personalized. Use templates, but personalized the first line(s) of the message. Here are some good introductions - recognize their skill and experience or tell the person that we have shown their profile to one of our colleagues or one of the team members or the hiring manager who liked it. In this way, we will answer the questions that half of job seekers want to hear: “Are they looking for someone like me?”</p>
<p class="center"><img class="center align-center" src="https://media.licdn.com/mpr/mpr/AAEAAQAAAAAAAAdBAAAAJDU3NDk1YWNmLTk1NTQtNGUwYy1hYTNmLTU4NTcyZTY1OGMzNQ.png" alt="" width="505" height="577"/></p>
<p><img class="center align-center" src="https://media.licdn.com/mpr/mpr/AAEAAQAAAAAAAAfWAAAAJGM3M2FjZTVlLWIwYTYtNDA2NC05NDZiLWNhNzcxNDQwMTA1ZA.png" alt="" width="503" height="522"/></p>
<p><em><a href="https://hiring-assets.careerbuilder.com/media/attachments/original-2184.pdf" target="_blank">CareerBuilder - Rethink the Candidate Experience and Make Better Hires</a></em></p>
<p>Crafting message content is the most important determinant of response rate from both premier candidates and passive seekers. It is the difference between 25 percent and 40+ percent positive response rate. Company branding matters. Just like candidate’s first impression matters to the interviewer, so does the company’s first impression in the minds of the candidate matter. What people read and feel from the message about a less-known business matter. Paint a picture of who the candidate would want to be, the best they can be, and how this opportunity will help them achieve it. Find something about our client’s company that we are excited and passionate about. Passion sells and the message should sell, hard. Anything and everything that is exceptional about the company should be briefly mentioned in the message. Is the team made of all Stanford Ph.D. data scientists? Is the CEO a very successful entrepreneur? Is the product meaningful? Does the company’s mission touch our hearts?</p>
<p>Find the reasons why we would want to accept the offer for the presented opportunity ourselves. Keep the message short and sweet, add a little mystery, and leave room for curiosity to do its work. Don’t ask for resumes and don’t give a job application link in the first message. Give people the company name regardless if it’s in stealth or not because it’s something people want to know. If funding is exceptional, mention it. We want to have the best introduction about the company as possible. If people respond, the next step is to ask for an email to send them more information and schedule the initial phone call. Even though we can find contact information easily, always ask first. Treat people like we would want them to treat us. Among all the spam, the human element and permission-based contact in all our interaction with others are so important. It will set us apart from every bot that just bombards candidates with non-relevant emails, and it sets up the initial call to be a success.</p>
<p>Example message:</p>
<p><em>My colleagues and I think that you would be a great fit for our role of Principal Software Engineer at XYZ-company, a $15M SEED-funded startup (99% of seed stage startups don’t raise more than $1M) located in Mountain View, CA and founded by very successful serial team of entrepreneurs and gurus in the analytics space. Our CEO was recently featured in Forbes’ 30 under 30: [Link to article without shortening]</em></p>
<p><em>$180K + Equity + Mountain View, CA + Principal Software Engineer + Full Benefits + VISA Sponsor</em></p>
<p><em>Take care,</em></p>
<p><img class="center align-center" src="https://media.licdn.com/mpr/mpr/AAEAAQAAAAAAAAjEAAAAJGRiNGIwMTQ0LWIyMTAtNDQ0Mi05YzQ2LTYzNzA3NWJhN2IxNQ.png" alt="" width="640" height="264"/></p>
<p class="center"><a href="https://business.linkedin.com/content/dam/business/talent-solutions/global/en_US/c/pdfs/eng-guide.pdf" target="_blank"><em>LinkedIn 2016 Guide to Modern Recruiter v2.0</em></a></p>
<p>Finally, remember that the whole process matters. We must have a solid #recruiting strategy and #hiring process. From the moment when we make contact with the initial message to the moment when the candidate gets an offer, through onboarding and beyond, treat the candidate as a person, with honesty and decency. Answer their questions, give constructive feedback, and follow up, and you will create a lasting relationship that goes beyond any one role.</p>
<p>If you enjoyed or found this article useful please like and share. Let me know your thoughts in the comments below.</p>
<p>This article was originally published <a href="https://www.linkedin.com/pulse/article/how-recruit-linkedin-fast-ninh-tran" target="_blank">here</a>.</p>
<p><strong>ABOUT ME</strong></p>
<p><strong>Ninh Tran</strong>, CMO at Hiretual, a <a href="https://hiretual.com">Recruiting Power Tool made by Recruiters for Recruiters</a>.</p>
<p><a href="https://www.linkedin.com/in/tranninh/" target="_blank">LinkedIn</a> <a href="https://twitter.com/ninhtran09/" target="_blank">Twitter</a> <a href="https://www.quora.com/profile/Ninh-Tran" target="_blank">Quora</a> <a href="https://www.facebook.com/ninhtran09/" target="_blank">Facebook</a></p>How Microsoft-LinkedIn Could Reboot Recruitingtag:booleanstrings.ning.com,2016-06-27:2748775:BlogPost:1970092016-06-27T15:00:00.000ZNinh Tranhttps://booleanstrings.ning.com/profile/NinhTran
<h2 align="center"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557594908?profile=original" target="_self"><img class="align-left" src="http://storage.ning.com/topology/rest/1.0/file/get/1557594908?profile=RESIZE_480x480" width="400"></img></a> <strong>What's the big deal?</strong></h2>
<p> </p>
<p>On June 13, 2016, three big brothers got together and spun the roulette. The Microsoft house took the gamble, and the LinkedIn players got their huge payout. Microsoft's CEO <a href="https://en.wikipedia.org/wiki/Satya_Nadella" target="_blank">Satya Nadella</a>, LinkedIn's CEO …</p>
<h2 align="center"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557594908?profile=original" target="_self"><img width="400" src="http://storage.ning.com/topology/rest/1.0/file/get/1557594908?profile=RESIZE_480x480" width="400" class="align-left"/></a><strong>What's the big deal?</strong></h2>
<p> </p>
<p>On June 13, 2016, three big brothers got together and spun the roulette. The Microsoft house took the gamble, and the LinkedIn players got their huge payout. Microsoft's CEO <a href="https://en.wikipedia.org/wiki/Satya_Nadella" target="_blank">Satya Nadella</a>, LinkedIn's CEO <a href="https://en.wikipedia.org/wiki/Jeff_Weiner" target="_blank">Jeff Weiner</a>, and LinkedIn's Co-founder <a href="https://en.wikipedia.org/wiki/Reid_Hoffman" target="_blank">Reid Hoffman</a> announced <a href="http://news.microsoft.com/2016/06/13/microsoft-to-acquire-linkedin/" target="_blank">$26.2B cash LinkedIn acquisition</a>. What is the financial impact for both of the companies? MSFT is trading at <a href="http://finance.yahoo.com/q?d=t&s=MSFT" target="_blank">$50.14 (-2.60%)</a> and still slowly dropping while LKND surged to <a href="http://finance.yahoo.com/q?s=LNKD" target="_blank">$192.21 (+46.64%)</a> and is still slowly rising. LinkedIn stockholders are having a field day and here's an <a href="http://dwc.cnbc.com/Sm2lg/" target="_blank">interactive graph of it</a>. This is a big win for LinkedIn, and I applaud them for getting acquired. Who in the world would think something like this would be possible for <a href="https://ourstory.linkedin.com/" target="_blank">a small startup found late 2002</a> to grow into a tech giant and eventually be devoured by a bigger tech giant?</p>
<p align="center"></p>
<p class="left">There is a good rule of thumb to company valuation in the finance world; it's the <a href="http://www.investopedia.com/terms/t/times-revenue-method.asp" target="_blank">times revenue valuation method</a>. Multipliers on average tend to range from three to seven of the yearly revenue where ten is exceptional. Before the acquisition, LinkedIn enjoyed a multiplier of 7.607 on the NYSE with solid 34 percent year over year revenue growth. Microsoft-LinkedIn deal is <strong>8.759 times</strong> the <a href="https://press.linkedin.com/site-resources/news-releases/2016/linkedin-announces-fourth-quarter-and-full-year-2015-results" target="_blank">$2.991B total revenue</a> of LinkedIn in 2015! That is unquestionably quite the achievement for LinkedIn and a big premium for Microsoft. Here's what Microsoft bought:</p>
<p>LinkedIn most valuable product is the users, "our" data, and the fact that we come on this platform to update "our" profiles. What Microsoft bought is "us" and when the acquisition is going to be done by the end of the year, we will all join hands in the Microsoft Dynamics database.</p>
<p>There are <a href="https://press.linkedin.com/about-linkedin" target="_blank">433 million LinkedIn</a> users and <a href="https://ncmedia.azureedge.net/ncmedia/2016/06/msft_announce_160613.pdf" target="_blank">2 million paid users</a>. That's <strong>4.6 percentile</strong> conversion rate of free versus premium which essentially makes any new users equal free users. Everyone who registers is worth about sixty bucks and some change. Everyone who pays a couple of bucks to LinkedIn is worth thousands. Microsoft paid $60.50 for each user or $13,100 for each paid user. Here's something that you might not know about how good of a deal this is for LinkedIn. Microsoft bought all the inactive, outdated, and fake users which amount to about 86.6 million profiles (twenty percent of 433M) as well as the 70.43 percent of users outside of US. Talk about inequality and the economics of abundance and creating value out of thin air. It's miraculous, and it happened at LinkedIn!</p>
<p class="center" align="center"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557598303?profile=original" target="_self"><img width="750" src="http://storage.ning.com/topology/rest/1.0/file/get/1557598303?profile=RESIZE_1024x1024" width="750" class="align-center"/></a></p>
<p class="center" align="center"><em>Microsoft + LinkedIn "The Professional World."</em></p>
<p><b><u>Two possible scenarios of what will happen to LinkedIn:</u></b></p>
<p>LinkedIn lunges in the stardom of professionals and productivity everywhere. This deal could be the next Microsoft-Minecraft that exponentially lunges an already viral game into the gaming stardom and special-ed classrooms (a very cool and honorable project). However, the founder of Minecraft, Markus "Notch" Persson regrets the decision to sell Minecraft to Microsoft quoting "Hanging out in Ibiza with a bunch of friends and partying with famous people, able to do whatever I want, and I've never felt more isolated" (<a href="http://www.cnet.com/news/billionaire-who-sold-minecraft-to-microsoft-is-sad-and-lonely/" target="_blank">CNET</a>).</p>
<p>Scenario two: Microsoft ruins LinkedIn, and this acquisition is the next in line Microsoft-Nokia kind of a deal. It's more like <a href="https://www.thurrott.com/cloud/social/67925/linkedin-purchase-microsoft-not-learning-lessons-past" target="_blank">four times the Nokia deal</a>. Here's the problem with Nokia today, you might have heard or know or even owned a Nokia phone in the past, I did, but you surely don't anymore. Now it's all about the Windows Phone whose market share fell <a href="http://www.theverge.com/2016/5/23/11743594/microsoft-windows-phone-market-share-below-1-percent" target="_blank">below one percent</a>. To be fair to Microsoft, Nokia wasn't doing exactly great before the acquisition. Was LinkedIn doing well before the acquisition?</p>
<p align="center"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557598449?profile=original" target="_self"><img width="750" src="http://storage.ning.com/topology/rest/1.0/file/get/1557598449?profile=RESIZE_1024x1024" width="750" class="align-center"/></a></p>
<p class="center" align="center"><em>LinkedIn Crash on 02/05/2016</em></p>
<p>It's hard to say what is going to happen, or is it? I am going to say what both Microsoft and LinkedIn won't say. The acquisition is a company-wide $26.2B <a href="https://en.wikipedia.org/wiki/Golden_parachute" target="_blank">golden parachute</a>. LinkedIn stock plunged to <a href="http://finance.yahoo.com/news/linkedin-crashing-weak-earnings-guidance-120700571.html" target="_blank">$108.38 (-43.63%)</a> only 4 months ago. Since then, LinkedIn only recovered to 68 percent of the pre-fall glory. LinkedIn generates $1495.50 per year per paying user and $46,400 per corporate customer (<a href="http://www.trefis.com/stock/lnkd/model/trefis?easyAccessToken=PROVIDER_b1ad1abbce1d06c047a15ed692f1b611f80448f0" target="_blank">Trefis</a>). There are about 43,000 Talent Solutions Corporate Recruiter seats powering over 65 percent of LinkedIn revenue in Q3 of 2015 (<a href="http://www.forbes.com/sites/greatspeculations/2015/11/04/why-talent-solutions-is-the-most-valuable-division-for-linkedin/#583966b14e67" target="_blank">Forbes</a>). The majority of LinkedIn's revenue is paid for by enterprises like the ones in direct competition with Microsoft. I can only imagine if our competition owned the database for our hiring. Things are going to change as companies are going to move away from LinkedIn to find talent elsewhere.</p>
<p>Beyond public information, my friends at LinkedIn told me about massive lays off where the Director of Engineering of Mobile was fired because the LinkedIn app earned 1-star rating across the board triggering a chain reaction of hundreds of top engineers quitting their jobs as people are leaving the company. <a href="https://business.linkedin.com/content/dam/me/business/en-us/talent-solutions/cx/2016/images/infographics/LI_IndustryReport_IT_US_FINAL.pdf" target="_blank">Internal reports</a> say that only 3.5 million IT professionals on the LinkedIn network are active beyond the average user. LinkedIn struggles with internal and product design challenges and big ones at that. To be fair to LinkedIn, their numbers are still very impressive. Growth rates tend to decrease as volume goes up, for example, first world GDP growth vs. the emerging economies GDP growth rates. Engineers tend to leave when stock plummet and people get fired when things go wrong. Microsoft acquisition is the saving grace for LinkedIn product and its early stage employees (<a href="https://www.quora.com/What-do-early-LinkedIn-employees-think-about-its-acquisition-by-Microsoft/answer/Leo-Polovets?srid=zgnH" target="_blank">Quora</a>).</p>
<p align="center"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557602912?profile=original" target="_self"><img width="750" src="http://storage.ning.com/topology/rest/1.0/file/get/1557602912?profile=RESIZE_1024x1024" width="750" class="align-center"/></a></p>
<p class="center" align="center"><a href="http://www.trefis.com/stock/lnkd/model/trefis?easyAccessToken=PROVIDER_b1ad1abbce1d06c047a15ed692f1b611f80448f0" target="_blank"><em>Trefis - LinkedIn Talent Solution Revenue Estimations</em></a></p>
<p>This acquisition is less about LinkedIn and more about the growth potential for Microsoft. Financials indicate a steep acquisition premium which makes this move a pretty controversial one from Microsoft. Of course, there is potential on both sides to do some good, but there is also a lot of potentials to do a lot of bad.</p>
<p>Despite LinkedIn's revenue growth stalling since Q1 of 2013 indicating a negative acceleration (<a href="http://www.bloomberg.com/news/articles/2016-02-04/linkedin-sales-outlook-trails-estimates-on-slowing-core-business" target="_blank">Bloomberg</a>), let's assume a steady revenue growth of 34 percent year over year for LinkedIn. Running the numbers with <a href="http://www.webmath.com/compinterest.html" target="_blank">logarithmic compound interest</a>, we find that the break-even point for Microsoft's investment is seven years and 142 days away. The real break-even point is more likely to be a decade away.</p>
<p>This acquisition is not a bad acquisition for Microsoft, although, the money in LinkedIn stock might never see the light of profit unless Microsoft pours all of its resources, namely the 1.2B office users, behind LinkedIn to help it grow or finds a buyer to hand over the ball. Microsoft is onto something. Strategically this acquisition accomplished for Microsoft what they failed to accomplish last year. Microsoft tried to acquire Salesforce and its database and customers for $55 billion, but Marc Benioff the CEO of Salesforce countered the offer with $70 billion and effectively outpriced Microsoft (<a href="http://www.businessinsider.com/salesforce-ceo-marc-benioff-responds-to-questions-about-a-microsoft-takeover-bid-2016-5" target="_blank">Business Insider</a>). Now the pressure is on Salesforce as well as Google and Facebook and all the other tech giants to respond to this very strategic move by Microsoft. Will Goole or maybe Apple acquire Salesforce?</p>
<p align="center"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557603260?profile=original" target="_self"><img width="750" src="http://storage.ning.com/topology/rest/1.0/file/get/1557603260?profile=RESIZE_1024x1024" width="750" class="align-center"/></a></p>
<p class="center" align="center"><em>LinkedIn Revenue Growth</em></p>
<p><b><u>Why did Microsoft buy LinkedIn? Three simple reasons:</u></b></p>
<p><strong>There's a clear mutual benefit.</strong> LinkedIn needed to be acquired. Otherwise, it would have died. Microsoft is <a href="http://www.vox.com/2016/6/13/11920856/linkedin-microsoft-deal-explained" target="_blank">reinventing itself as a business services company</a> and needed a social network to compete with Google for Work and potentially any professional features on Google Plus.</p>
<p><strong>Location, location, location.</strong> Microsoft is a not so hot Seattle tech giant who wants to break into the Silicon Valley to compete on a level field with Google, Facebook, Cisco, and Salesforce. LinkedIn, on the other hand, is a hot tech giant <a href="https://goo.gl/maps/h9ipRi1jgwE2" target="_blank">located right next to Google</a> in Mountain View and San Francisco, CA. There are natural relationships, intermingling, ideas being shared between people from Google, Intuit, and LinkedIn at Sports Page, the unofficial spot where everyone hangs out after work, which LinkedIn is <a href="http://www.bizjournals.com/sanjose/news/2015/04/02/exclusive-linkedin-to-buy-mountain-view-dive-bar.html" target="_blank">about to buy</a> for its new parent company.</p>
<p><strong>Technology war.</strong> More on that after a commercial break by the two CEOs who made this deal happen.</p>
<p align="center"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557603489?profile=original" target="_self"><img width="750" src="http://storage.ning.com/topology/rest/1.0/file/get/1557603489?profile=RESIZE_1024x1024" width="750" class="align-center"/></a></p>
<p class="center" align="center"><em>LinkedIn-Google Mountain View, CA Location</em></p>
<p>Going forward, I am excited to see where these two about to become one super giant take us with their product, innovation, and hopefully working solutions. Take it from the two CEOs who made this deal possible:</p>
<p>Nadella, the CEO of Microsoft, said: “Together we can accelerate the growth of LinkedIn, as well as Microsoft Office 365 and Dynamics as we seek to empower every person and organization on the planet.”</p>
<p>Jef Weiner, CEO of LinkedIn, recently discussed some of the synergies between Microsoft and LinkedIn and the future changes to LinkedIn platform in <a href="https://www.linkedin.com/pulse/linkedin-microsoft-changing-way-world-works-jeff-weiner" target="_blank">his article</a>:</p>
<ul>
<li>"Massively scaling the reach and engagement of LinkedIn by using the network to power the social and identity layers of Microsoft's ecosystem of over one billion customers. Think about things like LinkedIn's graph interwoven throughout Outlook, Calendar, Active Directory, Office, Windows, Skype, Dynamics, Cortana, Bing and more. </li>
<li>Accelerating our objective to transform learning and development by deeply integrating the Lynda.com/LinkedIn Learning solution in Office alongside some of the most popular productivity apps on the planet (note: 6 of the top 25 most popularLynda.com courses are related to Microsoft products).</li>
<li>Realizing LinkedIn’s full potential to truly change the way the world works by partnering with Microsoft to innovate on solutions within the enterprise that are ripest for disruption, e.g., the corporate directory, company news dissemination, collaboration, productivity tools, distribution of business intelligence and employee voice, etc.</li>
<li>Expanding beyond recruiting and learning & development to create value for any part of an organization involved with hiring, managing, motivating or leading employees. This human capital area is a massive business opportunity and an entirely new one for Microsoft.</li>
<li>Giving Sponsored Content customers the ability to reach Microsoft users anywhere across the Microsoft ecosystem, unlocking significant untapped inventory.</li>
<li>Redefining social selling through the combination of Sales Navigator and Dynamics.</li>
<li>Leveraging our subscription capabilities to provide opportunities to the massive number of freelancers and independent service providers that use Microsoft's apps to run their business on a daily basis."</li>
</ul>
<p class="center" align="center"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557603635?profile=original" target="_self"><img width="750" src="http://storage.ning.com/topology/rest/1.0/file/get/1557603635?profile=RESIZE_1024x1024" width="750" class="align-center"/></a></p>
<p class="center" align="center"><em>Microsoft-LinkedIn Acquisition Presentation</em></p>
<p class="left">I like LinkedIn. I do. It allows me to connect with people I wouldn't have otherwise and do my job better. I have even written a piece on <a href="https://www.linkedin.com/pulse/how-recruit-linkedin-fast-ninh-tran" target="_blank">how to recruit on LinkedIn</a>. However, there is something unsettling about what is happening post-acquisition. Shortly after LinkedIn Microsoft acquired Wand Labs, a messaging AI startup, "to add more natural language tech to messaging apps and bots" (<a href="https://techcrunch.com/2016/06/16/microsoft-buys-wand-labs-to-add-more-natural-language-tech-to-messaging-apps-and-bots/" target="_blank">TechCrunch</a>) and the "World's Most Connected People Have Disappeared From LinkedIn" (<a href="http://www.inc.com/candice-galek/the-worlds-most-connected-people-have-disappeared-from-linkedin.html" target="_blank">Inc.com</a>) published by <a href="https://www.linkedin.com/in/bikini" target="_blank">Candice Galek</a>, Founder of Bikini Luxe, wrote: "What I have found is that this could happen to anyone, for any reason. What we are led to believe to be our virtual property is not ours at all, and it can be taken away at any time". Suddenly, something sank in...</p>
<p class="left">This is a lot bigger than LinkedIn. Welcome to the search engine wars. Microsoft gave away Windows 10 for free which is a clear big-brother move because of its shiny new feature Cortana that monitors your every activity. Microsoft bought LinkedIn to give it's Artificial Intelligence a constant and a massive stream of live data on which it can feast and grow on. This is the real reason behind the acquisition -- to compete with Google Assistant, Amazon's Alexa, Apple's Siri, Viv and all the other AI (<a href="http://fortune.com/2015/09/14/technology-artificial-intelligence/" target="_blank">Fortune</a>). It's to teach the Cortana AI why, how, and when a professional makes a buying, hiring, or any other business decision, and then augment Bing, Dynamics, and all other Microsoft products with this AI just like Google embedded BrainRank in its Search (<a href="http://www.bloomberg.com/news/articles/2016-05-18/google-embeds-ai-in-new-products-to-make-search-ubiquitous" target="_blank">Bloomberg</a>). Microsoft is creating a powerful intent discovery engine based on all the messaging interactions between professionals on LinkedIn. Google, Baidu, Yahoo, Apple, IBM, and Microsoft, all these biggest players in Tech today have a single most important competing arena, and that is Artificial Intelligence. Welcome to the beginnings of <a href="https://en.wikipedia.org/wiki/Skynet_(Terminator)" target="_blank">SkyNet</a> ladies and gentleman! This stuff is happening.</p>
<p class="center" align="center"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557609484?profile=original" target="_self"><img src="http://storage.ning.com/topology/rest/1.0/file/get/1557609484?profile=original" width="630" class="align-center"/></a></p>
<p class="center" align="center"><em>Microsoft Artificial Intelligence - Cortana</em></p>
<p class="left">The recruiting industry is indeed waiting for the big great unveil which will come. If Microsoft plays the LinkedIn card well, they could make a super recruiter platform that integrates better LinkedIn-Bing Boolean search, save LinkedIn groups with Yammer, integrate Skype for real-time candidate outreach, Outlook/Exchange calendar scheduling as well as Excel or Dynamics CRM/ATS system. Of course, any of these integrations would take years just building the architecture for integration and serious commitment to accomplish given the speed of innovation of these giants. It would be truly LinkedIn version 2.0 for recruiting and perhaps a lot of recruiters might like it. AI powered by deep learning and quantum computing is pushing the boundaries of innovation, perhaps sooner or later Microsoft's Cortana will be our best recruiting assistant.</p>
<p class="left">Microsoft is playing a huge gamble where LinkedIn got the big payout, but the odds are always with the house. For the Xbox and PC gamers out there, Microsoft pulled the console out and typed "<a href="https://en.wikipedia.org/wiki/All_your_base_are_belong_to_us" target="_blank">allyourbasearebelongtous</a>" and won the game and its achievement is published on its Microsoft-LinkedIn company page. Imagine the risk. Imagine the possibilities.</p>
<p>If you enjoyed or found this article useful please like and share. Let me know your thoughts in the comments below.</p>
<p>This article was originally published <a href="https://www.linkedin.com/pulse/how-microsoft-linkedin-could-reboot-recruiting-ninh-tran" target="_blank">here</a>.</p>
<p><strong>ABOUT ME</strong></p>
<p>Ninh Tran, CMO at Hiretual, a <a href="https://hiretual.com/">Recruiting Power Tool made by Recruiters for Recruiters</a>.</p>
<p><a href="https://www.linkedin.com/in/tranninh/" target="_blank">LinkedIn</a> <a href="https://twitter.com/ninhtran09/" target="_blank">Twitter</a> <a href="https://www.quora.com/profile/Ninh-Tran" target="_blank">Quora</a> <a href="https://www.facebook.com/ninhtran09/" target="_blank">Facebook</a></p>Tempt The Talents To Join Your Start-Uptag:booleanstrings.ning.com,2016-06-01:2748775:BlogPost:1945322016-06-01T07:35:50.000ZAditi Sharmahttps://booleanstrings.ning.com/profile/AditiSharma
<p><a href="https://aditisharma26.wordpress.com/2016/05/31/tempt-the-talents-to-join-your-start-up/" target="_blank"></a></p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1976905349?profile=original" target="_self"><img class="align-center" src="http://storage.ning.com/topology/rest/1.0/file/get/1976905349?profile=RESIZE_1024x1024" width="750"></img></a> Hiring is a huge step for any start-up. To start a company, your biggest challenge is hiring amazing people. An essential thing for the start-up is to hire self-motivated people to make the working environment energetic and charged. And the most…</p>
<p><a href="https://aditisharma26.wordpress.com/2016/05/31/tempt-the-talents-to-join-your-start-up/" target="_blank"></a></p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1976905349?profile=original" target="_self"><img width="750" src="http://storage.ning.com/topology/rest/1.0/file/get/1976905349?profile=RESIZE_1024x1024" width="750" class="align-center"/></a>Hiring is a huge step for any start-up. To start a company, your biggest challenge is hiring amazing people. An essential thing for the start-up is to hire self-motivated people to make the working environment energetic and charged. And the most challenging part is to retain the talent you have hired.</p>
<p><a href="https://aditisharma26.wordpress.com/2016/05/31/tempt-the-talents-to-join-your-start-up/" target="_blank"></a></p>
<h3><strong>Hiring is the hardest part:</strong></h3>
<p><a href="https://aditisharma26.wordpress.com/2016/05/31/tempt-the-talents-to-join-your-start-up/" target="_blank"></a></p>
<p>The toughest challenges for new technology- based company is to hire best and highly skilled talents. As they are in its very first stage with limited funds. Big Brands and Service based companies can easily hire the candidates as they can offer them a handsome package with lavish perks, coupons, and other bonus.</p>
<p><a href="https://aditisharma26.wordpress.com/2016/05/31/tempt-the-talents-to-join-your-start-up/" target="_blank"></a></p>
<p>Now a day job seekers are very demanding than even before.</p>
<p><a href="https://aditisharma26.wordpress.com/2016/05/31/tempt-the-talents-to-join-your-start-up/" target="_blank"></a></p>
<h3><strong>Counteract for hiring at Start-ups:</strong></h3>
<p><a href="https://aditisharma26.wordpress.com/2016/05/31/tempt-the-talents-to-join-your-start-up/" target="_blank"></a></p>
<p><strong><em>Forecast you hiring</em></strong></p>
<p><a href="https://aditisharma26.wordpress.com/2016/05/31/tempt-the-talents-to-join-your-start-up/" target="_blank"></a></p>
<p>As per the research and survey was done by <a href="https://www.shrm.org/pages/default.aspx" target="_blank" rel="nofollow">The Society Of Human Resource Management</a>, Hiring is the largest investment done by employers. So when is come for hiring more talents company should determine what type and how much talents are needed.</p>
<p><a href="https://aditisharma26.wordpress.com/2016/05/31/tempt-the-talents-to-join-your-start-up/" target="_blank"></a></p>
<p>They should consider the following point while hire forecasting.</p>
<p><a href="https://aditisharma26.wordpress.com/2016/05/31/tempt-the-talents-to-join-your-start-up/" target="_blank"></a></p>
<ul>
<li>If a company is launching some new product.</li>
<li>If they are expanding their business in other cities or states.</li>
<li>If company is revising its goals</li>
</ul>
<p><a href="https://aditisharma26.wordpress.com/2016/05/31/tempt-the-talents-to-join-your-start-up/" target="_blank"></a></p>
<p>Bringing the right people on board a business can make all the difference, and it’s particularly important for start-ups to lure the best and brightest talent. Any mistake on this front would take a direct hit on their capability as a business and slow down their progress. Since resources (including talent) are scarce for any start-up, it is important that they perform optimally. Here, every person’s contribution counts and a wrong hire will only ruin the equation.</p>
<p><a href="https://aditisharma26.wordpress.com/2016/05/31/tempt-the-talents-to-join-your-start-up/" target="_blank"></a></p>
<h3><strong>Approaching Candidates:</strong></h3>
<p><a href="https://aditisharma26.wordpress.com/2016/05/31/tempt-the-talents-to-join-your-start-up/" target="_blank"></a></p>
<p>So as we know that start-ups are not a big brand. Large firms have a product and employer brand that can attract applicants. Start-ups don’t have any name recognition, big infrastructure , large clientele. We have to keep a different approach for attracting talent.</p>
<p><a href="https://aditisharma26.wordpress.com/2016/05/31/tempt-the-talents-to-join-your-start-up/" target="_blank"></a></p>
<p>As a start-up, you have to highlight your best side that big brands</p>
<p><a href="https://aditisharma26.wordpress.com/2016/05/31/tempt-the-talents-to-join-your-start-up/" target="_blank"></a></p>
<p><strong><em>Few of the best things about start-ups:</em></strong></p>
<p><a href="https://aditisharma26.wordpress.com/2016/05/31/tempt-the-talents-to-join-your-start-up/" target="_blank"></a></p>
<ul>
<li>The start-up doesn’t judge you on what you wear; they will judge you for your work.</li>
<li>They don’t have any time constraints, they work 24×7.</li>
<li>They know the value of time and money, not just there, but of employees as well. Payments are prompt and decisions are quick.</li>
<li>Start-ups are the expert analyst. They will observe your process and identify inefficiencies throwing up essential constructive feedback almost spontaneously</li>
</ul>
<p><a href="https://aditisharma26.wordpress.com/2016/05/31/tempt-the-talents-to-join-your-start-up/" target="_blank"></a></p>
<p>Let your prospects know about the benefits and learning experience that they can gain from working with start-ups</p>
<p><a href="https://aditisharma26.wordpress.com/2016/05/31/tempt-the-talents-to-join-your-start-up/" target="_blank"></a></p>
<p><span class="font-size-6" style="color: #ff0000;"><a href="https://aditisharma26.wordpress.com/2016/05/31/tempt-the-talents-to-join-your-start-up/" target="_blank" rel="nofollow"><span style="color: #ff0000;">Read More >></span></a></span></p>
<p><a href="https://aditisharma26.wordpress.com/2016/05/31/tempt-the-talents-to-join-your-start-up/" target="_blank"> </a></p>Is Blind Hiring A Perfect Practice?tag:booleanstrings.ning.com,2016-05-17:2748775:BlogPost:1941582016-05-17T04:50:25.000ZAditi Sharmahttps://booleanstrings.ning.com/profile/AditiSharma
<p><a href="https://aditisharma26.wordpress.com/2016/05/09/is-blind-hiring-a-perfect-pratice/" target="_blank">Is Blind Hiring A Perfect Practice?</a></p>
<p><a href="https://aditisharma26.wordpress.com/2016/05/09/is-blind-hiring-a-perfect-pratice/" target="_blank">Is Blind Hiring A Perfect Practice?</a></p>Google Plus One Time Contact Attempt---tag:booleanstrings.ning.com,2016-04-28:2748775:BlogPost:1915382016-04-28T18:41:21.000ZArron Z. Danielshttps://booleanstrings.ning.com/profile/ArronZDaniels
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1976905554?profile=original" target="_self"></a></p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1976905554?profile=original" target="_self"></a></p>
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<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1976905554?profile=original" target="_self"><img width="750" src="http://storage.ning.com/topology/rest/1.0/file/get/1976905554?profile=RESIZE_1024x1024" width="750" class="align-full"/></a></p>
<p></p>
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<p></p>
<p>1. Find the user on G+</p>
<p>2. Open Hangout in the extension or another screen</p>
<p>3. Search name</p>
<p>4. Delete the "Let's chat" and replace with a recruiting message</p>
<p></p>Tracking your client’s or competitor’s hiringtag:booleanstrings.ning.com,2016-03-14:2748775:BlogPost:1865212016-03-14T11:57:17.000ZAlex van Klaverenhttps://booleanstrings.ning.com/profile/AlexvanKlaveren
<p dir="ltr"><span><a href="http://storage.ning.com/topology/rest/1.0/file/get/1976905392?profile=original" target="_self"><img class="align-full" src="http://storage.ning.com/topology/rest/1.0/file/get/1976905392?profile=RESIZE_1024x1024" width="750"></img></a></span></p>
<p dir="ltr"></p>
<p dir="ltr"><span>I have been trialling different tools for tracking when a competitor or client posts a job, and the best one seems to be</span> <a href="http://www.versionista.com"><span>www.versionista.com</span></a> <span> It works by crawling a website’s pages and comparing differences every 24 hours (or hourly, if you…</span></p>
<p dir="ltr"><span><a href="http://storage.ning.com/topology/rest/1.0/file/get/1976905392?profile=original" target="_self"><img width="750" src="http://storage.ning.com/topology/rest/1.0/file/get/1976905392?profile=RESIZE_1024x1024" width="750" class="align-full"/></a></span></p>
<p dir="ltr"></p>
<p dir="ltr"><span>I have been trialling different tools for tracking when a competitor or client posts a job, and the best one seems to be</span> <a href="http://www.versionista.com"><span>www.versionista.com</span></a> <span> It works by crawling a website’s pages and comparing differences every 24 hours (or hourly, if you want). We always set the target to the careers page URL which is the relevant page for us. What’s nice is it emails you and shows you the changes and click-through to show a side-by-side comparison.</span></p>
<p><span><span> </span></span></p>
<p dir="ltr"><span>At Kandidate we now get notified when one of our clients has posted a new role. For candidates this could be useful when that company you love posts the role you’ve been looking for.</span></p>
<p><span><span> </span></span></p>
<p dir="ltr"><span>They offer a 30-day free trial and then free monitoring for up to 5 URLs or $19 per month for up to 20 URLs, which seems pretty fair. It offers hourly monitoring and instant email notification.</span></p>
<p><span><span> </span></span></p>
<p dir="ltr"><span><img src="https://lh5.googleusercontent.com/anJitRok-4XPpOmxWBxxd9Ijv0t6y6YsdVTdSHL_fUjNXcftYGMmB2FTS2oncy-pWBsh16XHoapV0CqoTB7VyUfMtirJQWpefhHIPSRv7Hj65P5WUu94bK5yPFJV40wYNatpt6ph" width="624" height="287" alt="Screen Shot 2016-03-12 at 12.52.30.png"/></span></p>
<p><span><span><br/> <br/></span></span></p>
<p dir="ltr"><span>Example above for one of our clients, showing the changes on the careers page over 24 hours. Send me your thoughts on other ways to use versionista @alexvank</span></p>5 Things Travel Nurses Aren't Telling Their Recruiter (..but should)tag:booleanstrings.ning.com,2016-03-07:2748775:BlogPost:1862582016-03-07T19:41:34.000ZAlisha Rourkhttps://booleanstrings.ning.com/profile/AlishaRourk
<p>I have never counted but I would guess I have somewhere around 40 conversations per day with prospective travelers. Whether it be via Facebook chat, email, text, Linked In messages, or an old fashioned phone call, if I'm at my desk I'm talking to somebody. Conducting these exchanges in an open and honest manner is something I'm pretty consistent with. So I would like you to set your deeply ingrained social etiquette to the side for a minute and talk about a few statements you might consider…</p>
<p>I have never counted but I would guess I have somewhere around 40 conversations per day with prospective travelers. Whether it be via Facebook chat, email, text, Linked In messages, or an old fashioned phone call, if I'm at my desk I'm talking to somebody. Conducting these exchanges in an open and honest manner is something I'm pretty consistent with. So I would like you to set your deeply ingrained social etiquette to the side for a minute and talk about a few statements you might consider "rude". When in actuality, I have a strong appreciation for this level of blatant transparency from my candidates. </p>
<p>1 - "<strong>There's someone else." </strong>So you're not working exclusively with me. No biggie. This opens up a whole dialogue which allows us to weigh options and gives me a better idea of what would make you happy. I appreciate when my candidates let me know someone is already pitching and my competition is hot. If nothing else, it lights a fire under me to work rigorously to propose enticing contracts and guess what? You just became #1 on my priority list. And we all like being number 1, don't we. </p>
<p>2 - <strong>"You're my</strong> <strong>Plan B." </strong>So we're going to bat for a preferred assignment and I'm feeling like all our eggs are in this one basket. Little do I know you're currently interviewing for a permanent position which, unbeknownst to me, is your first choice. Thus, our pending offer is only your back-up plan. Sharing your motives with your recruiter is simple, and very much appreciated. Not to mention this protects your proverbial bridges with the agency, recruiter, and the facility hiring manager. You never know when you may need to re approach that bridge one day. </p>
<p>3- <strong>The word "no". </strong>I'm not sure why, but this is a hard one for most of us. People have a natural urge to be helpful, especially when it comes to phone conversation etiquette. I want to give you permission to say no. For example: I email you some assignment details including the application instructions. If you don't plan on applying, just say so. Save us both the trouble of the follow-up email. And better yet, tell me what you'd like to see differently. Never underestimate my recruiting savvy. </p>
<p>4-"<strong>Multiple offers." </strong>Things are getting exciting. Your profile is fabulous. Because you're such a rock star nurse, we both know this will be a slam dunk. We chat and check in at least once a day. You're enthusiastic and asking for updates. We're shopping for housing together. The whole nine. And then it happens. I receive the offer and call you, busting with excitement, only to hit the brick wall of this dead end feat. "I'm sorry, I just signed another contract. Thank you for your help though." Well, rats. Also, it's important to share if you're already being considered at another facility. It's a fact that hospitals strongly dislike duplicate submissions and oftentimes will withdraw you from the candidate pool completely. And suddenly 2 prospects disintegrate in to a heap of ash. </p>
<p><strong>5- "I'm not calling back."</strong> Sounds harsh, right? Well I have no delusions that every single person I speak to is ready to travel or move forward with accepting a contract right now. Sure, my job would be a thousand times easier, but it's just not reality. If you saw my follow-up list on a daily basis, it would be clear as day why I can handle a simple "no thank you". That isn't to say we shouldn't stay in touch. Just try to tone down your enthusiasm with promises to complete an application if that's just not where you're at right now. It's just as easy as hitting "decline incoming call", only more polite. And we both know your mama raised you better than that. </p>
<p> <a href="https://www.linkedin.com/pulse/5-things-travel-nurses-arent-telling-recruiter-should-alisha-rourk?trk=prof-post" target="_blank">As seen on LinkedIn</a><a href="http://storage.ning.com/topology/rest/1.0/file/get/1976905457?profile=original" target="_self"><img src="http://storage.ning.com/topology/rest/1.0/file/get/1976905457?profile=original" width="231" class="align-center" height="224"/></a></p>
<p><a href="https://www.facebook.com/axisalisha" target="_blank">More about the author: Axis Alisha, Travel Nursing Jobs & Blogs</a></p>Why its hard to interview to interview American candidates for UK rolestag:booleanstrings.ning.com,2016-02-19:2748775:BlogPost:1832902016-02-19T05:45:28.000ZAlex van Klaverenhttps://booleanstrings.ning.com/profile/AlexvanKlaveren
<h3>I recently did a search for a Head of Marketing role for a London-based startup. When screening the candidates, one shone through above everyone else, although his CV was not as strong as some of the others. I was just about to put him forward on a shortlist when I caught myself and realised I had fallen for a superb sales pitch – I needed to go back and do more research. Gauging how good US candidates are is hard. Why? Because they are so damn good at selling themselves.</h3>
<h3>I…</h3>
<h3>I recently did a search for a Head of Marketing role for a London-based startup. When screening the candidates, one shone through above everyone else, although his CV was not as strong as some of the others. I was just about to put him forward on a shortlist when I caught myself and realised I had fallen for a superb sales pitch – I needed to go back and do more research. Gauging how good US candidates are is hard. Why? Because they are so damn good at selling themselves.</h3>
<h3>I heard Greg Marsh, CEO of onefinestay, speak on this subject once at Imperial College when he was describing hiring for his US offices. American candidates vs British are much better communicators. Their sentences are high energy, clipped and punchy, and they have an amazing ability to find the right expression to bring their point home. Brits can sometimes suffer from rambling oxbridge stammer (or a real one in my case) which impedes the tight, shotgun delivery of facts that our US friends can articulate.</h3>
<h3>I worked in New York for 8 years across 3 startups (and hired over 30 people) and I’ve developed a theory – Americans are naturally media trained from a young age to articulate points succinctly and with maximum effect. Blame cable news (compare Fox News to Channel 4 News for example) or infomercials. Americans intrinsically understand that communication is the essence of selling and, without even realising, they sell all the time in their everyday conversations. Want to test the theory? Ask any US friend to describe their apartment and you will see what I mean – you’ll get a neat overview, drilling into bullet-point features, and a close at the end. And crucially, the elevator pitch, or spoken slack message, is now the norm for communicating in tech.</h3>
<h3>My advice to any startup founder is to spend more time with the candidate than you otherwise would. If your process is a screening call and an in-depth interview, add another 2 interviews with other team members and test them live. Do a working, live case study and try and dig deeper into specifics. If you hire from skype conversations or ask them to do a pre-prepared presentation I fear you may fall for the sales pitch and not have the right information to compare against your other candidates.</h3>
<h3><a href="http://storage.ning.com/topology/rest/1.0/file/get/1976905439?profile=original" target="_self"><img width="750" src="http://storage.ning.com/topology/rest/1.0/file/get/1976905439?profile=RESIZE_1024x1024" width="750" class="align-full"/></a>Having American entrepreneurs / tech professionals from any of the US tech hubs is a very positive thing for the UK tech scene, and I hope it increases. I just don't want you to make the wrong hire because you listened to the pitch rather than gauge the person.</h3>
<h3>Have you had any similar experiences with US candidates? get in touch @alexvank</h3>
<p> </p>Sourcing on Facebooktag:booleanstrings.ning.com,2015-11-06:2748775:BlogPost:1719682015-11-06T15:01:17.000ZShane McCuskerhttps://booleanstrings.ning.com/profile/ShaneMcCusker
<p>It is a surprise to me that Sourcing on Facebook is not more common. It seems that most recruiters turn first to job boards or LinkedIn or maybe even their own database before venturing further into the many other internet resources available. Perhaps these traditional routes offer low hanging fruit but we all know that valuable (Passive) candidates can be found elsewhere and that means Facebook should be considered a primary resource. Facebook is important because of its size but,…</p>
<p>It is a surprise to me that Sourcing on Facebook is not more common. It seems that most recruiters turn first to job boards or LinkedIn or maybe even their own database before venturing further into the many other internet resources available. Perhaps these traditional routes offer low hanging fruit but we all know that valuable (Passive) candidates can be found elsewhere and that means Facebook should be considered a primary resource. Facebook is important because of its size but, considering the richness of data that its users record about themselves, it is hard to believe that it is not better utilized within the Recruitment Community.</p>
<p>Perhaps it is because a Facebook profile does not look like a resume or perhaps people often don't say what their job is that mean Facebook is often overlooked. However, for me, these are just excuses and the fact that it is not obvious how to source on Facebook is all the more reason that Sourcers should learn the skills and techniques to do so.
</p>
<p>When sourcing anywhere on the Internet, and particularly on Facebook, I first imagine the person I’m looking for and what it is that may lead me to them. Someone may mention a company name in their profile however it is perhaps more likely that their Facebook page will reflect their interaction with the company in lots of different ways. They may appear in photos of corporate events, they may have friends in the company, they may like the company Facebook page or they may be members of Facebook groups related to their job.
</p>
<p>Facebook users who have their Language setting set to English(US) have access to Facebook Graph Search. This is a massively powerful search engine of all the data within Facebook. People, companies, groups and even concepts are represented on Facebook by different types of Pages. Every time a user does something on Facebook it creates a relationship between that user and the other thing they have liked or friended or interacted with. All these pages and the relationships between them are searchable and provide a massive freely available resource to recruiters.
</p>
<p>As a demonstration, I’ve recorded a video explaining one technique to map the staff in a particular company. Initially I look for the people Facebook knows work there by their employment information but by running further searches for these peoples friends I am able to find many more staff and so build a talent map of the company. I use a <a href="http://www.intel-sw.com/blog/facebook-search/" title="Facebook Search" target="_blank">free Facebook Search tool that is available here</a>.
</p>
<p><iframe width="560" height="315" src="https://www.youtube.com/embed/ilJS4HYXbUw?wmode=opaque" frameborder="0"></iframe>
</p>
<p>Shane McCusker
<a href="http://www.intel-sw.com">Intelligence Software</a><br />
</p>Help with Broadlook Contact Capturetag:booleanstrings.ning.com,2015-03-19:2748775:BlogPost:1488452015-03-19T20:00:00.000ZAaron Lintz (@SC)https://booleanstrings.ning.com/profile/AaronLintz
<p>I know the program has been sunset, but I was hoping someone can walk me through the steps of adding custom field to grab twitter handles.</p>
<p></p>
<p>Currently it just ignores them altogether. Results are better than cut and paste, and I like the normalization settings, but it is really not designed to handle social links.</p>
<p></p>
<p>I found the documentation to connect custom fields using pre-processor actions. I will play around with this and see if I can get it to obey. I don't…</p>
<p>I know the program has been sunset, but I was hoping someone can walk me through the steps of adding custom field to grab twitter handles.</p>
<p></p>
<p>Currently it just ignores them altogether. Results are better than cut and paste, and I like the normalization settings, but it is really not designed to handle social links.</p>
<p></p>
<p>I found the documentation to connect custom fields using pre-processor actions. I will play around with this and see if I can get it to obey. I don't think it will work with non-standard data.</p>
<p><a href="http://support.broadlook.com/entries/24023498-Working-with-Custom-Fields-and-the-Preprocessor">http://support.broadlook.com/entries/24023498-Working-with-Custom-Fields-and-the-Preprocessor</a></p>
<p></p>Six Ready Responses for When Your Client Wants to Make the Offertag:booleanstrings.ning.com,2014-10-30:2748775:BlogPost:1312692014-10-30T21:28:03.000ZSybil Goldberghttps://booleanstrings.ning.com/profile/SybilGoldberg
<p><span class="font-size-4">I found this article to be short and sweet on 'what to say when your client wants to make an offer to your candidate'. Thanks to Gary Stauble's post on <abbr class="date time published" title="2014-10-28T08:00:46-0400">October 28, 2014</abbr> in <span style="color: #000000;"><a href="https://www.topechelon.com/blog/recruiter-training/" title="View all items in Recruiter Training"><span style="color: #000000;">Recruiter Training</span></a>.…</span></span></p>
<p></p>
<p><span class="font-size-4">I found this article to be short and sweet on 'what to say when your client wants to make an offer to your candidate'. Thanks to Gary Stauble's post on <abbr class="date time published" title="2014-10-28T08:00:46-0400">October 28, 2014</abbr> in <span style="color: #000000;"><a href="https://www.topechelon.com/blog/recruiter-training/" title="View all items in Recruiter Training"><span style="color: #000000;">Recruiter Training</span></a>.</span></span></p>
<p><span class="font-size-4"><a href="http://bit.ly/clientsmakingoffers" target="_blank">CLICK HERE FOR THE SIX TIPS</a>. </span></p>8 Ways to Guess and Verify Email Addressestag:booleanstrings.ning.com,2014-09-30:2748775:BlogPost:1295022014-09-30T03:11:23.000ZIrina Shamaevahttps://booleanstrings.ning.com/profile/IrinaShamaeva
<p><img alt="emails" class="aligncenter size-full wp-image-11392 align-center" height="177" src="http://booleanstrings.com/wp-content/uploads/2014/09/emails.png" width="224"></img></p>
<p> </p>
<p>Suppose you are determined to find someone’s email address. With the <a href="http://talent.linkedin.com/blog/index.php/2014/09/inmail-rewards-for-response">new LinkedIn InMail policy</a>, some say, this may happen in their practice more often. The post below outlines top eight ways to figure that email address out, <em>starting with a list of guesses</em>.</p>
<p>Before we go there: as the creator of one of the most popular email-finding techniques …</p>
<p><img class="aligncenter size-full wp-image-11392 align-center" src="http://booleanstrings.com/wp-content/uploads/2014/09/emails.png" alt="emails" width="224" height="177"/></p>
<p> </p>
<p>Suppose you are determined to find someone’s email address. With the <a href="http://talent.linkedin.com/blog/index.php/2014/09/inmail-rewards-for-response">new LinkedIn InMail policy</a>, some say, this may happen in their practice more often. The post below outlines top eight ways to figure that email address out, <em>starting with a list of guesses</em>.</p>
<p>Before we go there: as the creator of one of the most popular email-finding techniques <a href="https://www.distilled.net/about/people/rob-ousbey/">Rob Ousbey</a> says,</p>
<p><strong><em>With great power, comes great responsibility</em>.</strong></p>
<p>Let’s keep that in mind! (Don't spam anyone.)</p>
<p>To find someone’s email address, you can try to come up with a number of guesses, using “email permutators”, known email formats for employers, and, perhaps, your imagination. For larger companies, try this <a href="http://booleanstrings.com/email-formats/">custom search engine to find company email formats</a>.</p>
<p><em>Note #1:</em> Researching company email formats deserves a separate blog post; I am not covering it here in any detail.</p>
<p><span><em>Note #2:</em> </span>The eight verification techniques listed below can work with <em>whole lists</em> of guesses. Verifying just one or two email addresses can be done in some additional ways; that would be the subject of yet another blog post (coming soon).</p>
<p>Once you have a list of email address guesses, here are the eight ways to try and pinpoint the correct address. These eight methods all work in different ways, so if you are not successful with one, you can try another and you may succeed. Each of the 8 ways is quick to try; all are free except the last one.</p>
<ol>
<li><a href="https://www.distilled.net/blog/miscellaneous/find-almost-anybodys-email-address/">Find emails with Rapportive (by Rob Ousbey)</a>. <a href="http://help.linkedin.com/app/answers/detail/a_id/15004/~/rapportive-by-linkedin---frequently-asked-questions">LinkedIn recently changed Rapportive</a> , so this technique is less powerful now: it won’t cross-reference against any Social Networks, other than LinkedIn, any longer. But the technique still works, by finding the LinkedIn profile registered with the correct address, if the profile exists.</li>
<li><a href="http://booleanstrings.com/2013/08/14/find-almost-anybodys-email-address-with-linkedin/">Find Almost Anybody’s Email Address with #LinkedIn</a>: this, actually, works differently from Rob’s technique. This is <em>dynamic</em> cross-referencing; Rapportive provides cross-referencing against stored information, which can, in some cases, be incomplete or outdated. It’s pretty reliable and provides up-to-date information.</li>
<li><a href="https://www.google.com/url?sa=t&rct=j&q=&esrc=s&source=web&cd=2&ved=0CCcQFjAB&url=http%3A%2F%2Fbooleanstrings.com%2F2014%2F03%2F26%2Ffind-almost-anyones-email-using-ms-outlook%2F&ei=Hp0pVM_eJseGyASl24KwBw&usg=AFQjCNFtX-OG2fq2BtdC9_TS20Zum-oVlg&sig2=iATkx0Yd_WnbAC0Gn3uVhw">Find Almost Anyone's Email Using MS Outlook</a>: this technique will check email address guesses against LinkedIn, Facebook, and possibly XING, depending on your Outlook version.</li>
<li><a href="https://support.google.com/mail/answer/14024?hl=en">Uploading a list of emails to Gmail</a> will identify those with Google-plus accounts. Unfortunately, this is not 100% reliable in our experience, meaning, it may miss the correct profile even if it exists; it’s still worth a try, of course.</li>
<li>The post <a href="http://booleanstrings.com/2014/04/28/find-people-on-google-plus-by-emails/">Find People on Google-Plus by Emails </a> has a few more relevant hints.</li>
<li>Uploading a list of emails to Gmail will let you to <a href="https://twitter.com/who_to_follow/import">cross-reference them on Twitter</a>. This will not work with large lists, as our experience shows, but will work just fine with a few dozen email guesses.</li>
<li>You can verify a list of email guesses against Facebook. <em>This option is not easy to find!</em> On the page <a href="https://www.facebook.com/invite.php">Invite Your Friends</a> locate the link “Import your email addresses” and point to a text file with a list of emails. No worries, you can use it without inviting anyone. Cancel all the invites - and see which email address is right. Note that if you work with a larger volume of addresses to verify (say, for several people at once) and wanted to look at the imported list in detail, the page <a href="https://www.facebook.com/invite_history.php">Manage Contacts</a> is not that helpful, but exporting your Facebook data would be. In the exported data you will clearly see the addresses which have and have not been identified as belonging to members. (I guess there's another blog post this can be expanded into.) The downside to exporting is that you can’t select only <em>some</em> data to download, so you’ll have to get a complete archive.</li>
<li>Finally, tools like <a href="http://mailtester.com/">Mailtester.com</a> provide free email checking for one address at a time. They “ping” email servers without sending an actual email. We know that they only work with some email servers. Checking email lists using that technique is offered by a good number of vendors for a price; I have not used that, so my comments will be minimal. <a href="https://www.linkedin.com/in/aaronlintz">Aaron Lintz</a> has pointed me to <a href="http://verify-email.org/register/levels.html">this site</a> as a good one.</li>
</ol>
<p>Come to my <a href="http://sourcingcertification.com/generatelists/">Webinar on Generating Lists</a> on Thursday, October 2<sup>nd</sup>, 2014 to hear detailed coverage of these and many other productivity techniques, see examples, get one month of support to practice, and learn not to depend on InMails as much as before. Hurry, I am told there's not much space left.</p>How To Email Anyone with a Facebook Profiletag:booleanstrings.ning.com,2014-09-21:2748775:BlogPost:1293502014-09-21T08:30:00.000ZIrina Shamaevahttps://booleanstrings.ning.com/profile/IrinaShamaeva
<p><img alt="facebook_email" class="aligncenter wp-image-9164 align-full" height="103" src="http://booleanstrings.com/wp-content/uploads/2014/09/facebook_email.png" width="151"></img></p>
<p>Some recruiters <a href="https://www.facebook.com/help/326534794098501/" target="_blank">message</a> potential candidates on Facebook and find success in that. Perhaps it depends on the location and the type of a job, whether this would be seen as a good channel to strike a conversation on the receiving side; but it has never appealed to me. My own perception is that Facebook is a place for friends and not as much for business, with the exception of some business-related…</p>
<p><img class="aligncenter wp-image-9164 align-full" src="http://booleanstrings.com/wp-content/uploads/2014/09/facebook_email.png" alt="facebook_email" width="151" height="103"/></p>
<p>Some recruiters <a href="https://www.facebook.com/help/326534794098501/" target="_blank">message</a> potential candidates on Facebook and find success in that. Perhaps it depends on the location and the type of a job, whether this would be seen as a good channel to strike a conversation on the receiving side; but it has never appealed to me. My own perception is that Facebook is a place for friends and not as much for business, with the exception of some business-related groups, pages, and some professional connections who are also friends.</p>
<p>As an additional barrier, for non-friends the message will go to their <em><a href="https://www.facebook.com/help/188872764494245" target="_blank">Other</a> </em>folder and will probably be never seen. You <em>may</em> have <a href="https://www.facebook.com/help/320160428099000" target="_blank">the option of paying to send messages to the inbox</a> instead, but this option is not always available.</p>
<p>Due to the recent changes to the Facebook emailing system, there is now a way to <em>email (pretty much) everyone on Facebook. </em>There's no sure way to find the email <em>address,</em> registered with Facebook by a given user, but there's a way to send him/her an email.</p>
<p>It goes without saying that spamming is not cool; messages should be sent with respect and consideration. What seems attractive in the new way of emailing is that the business-related message lands in the person's email (and not<em> anywhere</em> on Facebook).</p>
<p>Sending an email to (almost any) Facebook user is pretty straightforward.</p>
<p><strong>How to Find a Facebook User's @facebook.com Email Address</strong></p>
<p>When you look at a user's profile, it will either have a custom URL</p>
<p><img class="aligncenter wp-image-9167" src="http://booleanstrings.com/wp-content/uploads/2014/09/martin-fb.jpg" alt="martin-lee-facebook" width="304" height="83"/></p>
<p>- in which case the email is going to be <the-custom-part>@ facebook.com (for the example above it's mrmartinle @ facebook.com) -</p>
<p>or, in case the custom URL was never set, it will look like this:</p>
<p><a href="https://www.facebook.com/profile.php?id=">https://www.facebook.com/profile.php?id=</a> <ID here></p>
<p><img class="aligncenter wp-image-9168" src="http://booleanstrings.com/wp-content/uploads/2014/09/fb-id-.jpg" alt="fb-id-" width="371" height="28"/></p>
<p> </p>
<p>- in which case the email is going to be <ID>@ facebook.com (for the example above it's 100008409428014@facebook.com).</p>
<p><strong>How to Send an Email to a Facebook User</strong></p>
<p>You simply send it to the @facebook address and <a href="https://www.facebook.com/help/224049364288051#How-do-I-use-my-@facebook.com-email-address?" target="_blank">it's forwarded to the email address that is registered with the account</a>. That's it!</p>
<p>The first time when that forwarding happens, the user will also receive a reminder about the @facebook email.</p>
<p>The @facebook email can be disabled in the preferences, in which case this technique will not work, but I imagine that very few people will do that. The majority of users never touch their default preferences.</p>LinkedIn US location codes and their texttag:booleanstrings.ning.com,2014-08-27:2748775:BlogPost:1278622014-08-27T07:00:00.000ZPaul Cooperhttps://booleanstrings.ning.com/profile/PaulCooper
<p>Following on from my comment on the Boolean Strings discussion 'List of LI geographical areas', further investigation seems to point to the fact that there are 272 active location codes between 16 and 950.</p>
<p></p>
<p>Here they are:</p>
<p></p>
<table border="0" cellspacing="0" width="456">
<colgroup><col width="76"></col><col width="170"></col><col width="210"></col></colgroup><tbody><tr><td class="xl66" height="20" width="76">16</td>
<td class="xl67" width="170">Albany…</td>
</tr>
</tbody>
</table>
<p>Following on from my comment on the Boolean Strings discussion 'List of LI geographical areas', further investigation seems to point to the fact that there are 272 active location codes between 16 and 950.</p>
<p></p>
<p>Here they are:</p>
<p></p>
<table border="0" cellspacing="0" width="456">
<colgroup><col width="76"></col><col width="170"></col><col width="210"></col></colgroup><tbody><tr><td height="20" class="xl66" width="76">16</td>
<td class="xl67" width="170">Albany</td>
<td class="xl68" width="210">New York Area</td>
</tr>
<tr><td height="20" class="xl66">20</td>
<td class="xl67">Albuquerque</td>
<td class="xl68">New Mexico Area</td>
</tr>
<tr><td height="20" class="xl66">21</td>
<td class="xl67"> </td>
<td class="xl68">Cincinnati Area</td>
</tr>
<tr><td height="20" class="xl66">22</td>
<td class="xl67">Alexandria</td>
<td class="xl68">Louisiana Area</td>
</tr>
<tr><td height="20" class="xl66">24</td>
<td class="xl67">Allentown</td>
<td class="xl68">Pennsylvania Area</td>
</tr>
<tr><td height="20" class="xl66">27</td>
<td class="xl67">Altoona</td>
<td class="xl68">Pennsylvania Area</td>
</tr>
<tr><td height="20" class="xl66">28</td>
<td class="xl67">Cleveland/Akron</td>
<td class="xl68">Ohio Area</td>
</tr>
<tr><td height="20" class="xl66">31</td>
<td class="xl67">Dalla</td>
<td class="xl68">Fort Worth Area</td>
</tr>
<tr><td height="20" class="xl66">32</td>
<td class="xl67">Amarillo</td>
<td class="xl68">Texas Area</td>
</tr>
<tr><td height="20" class="xl66">34</td>
<td class="xl67"> </td>
<td class="xl68">Greater Denver Area</td>
</tr>
<tr><td height="20" class="xl66">35</td>
<td class="xl67"> </td>
<td class="xl69">Greater Detroit Area</td>
</tr>
<tr><td height="20" class="xl66">38</td>
<td class="xl67">Anchorage</td>
<td class="xl68">Alaska Area</td>
</tr>
<tr><td height="20" class="xl66">42</td>
<td class="xl67">Houston</td>
<td class="xl68">Texas Area</td>
</tr>
<tr><td height="20" class="xl66">45</td>
<td class="xl67">Anniston</td>
<td class="xl68">Alabama Area</td>
</tr>
<tr><td height="20" class="xl66">46</td>
<td class="xl67">Oshkosh</td>
<td class="xl68">Wisconsin Area</td>
</tr>
<tr><td height="20" class="xl66">48</td>
<td class="xl67">Asheville</td>
<td class="xl68">North Carolina Area</td>
</tr>
<tr><td height="20" class="xl66">49</td>
<td class="xl67"> </td>
<td class="xl69">Greater Los Angeles Area</td>
</tr>
<tr><td height="20" class="xl66">50</td>
<td class="xl67">Athens</td>
<td class="xl68">Georgia Area</td>
</tr>
<tr><td height="20" class="xl66">51</td>
<td class="xl67">Orange County</td>
<td class="xl68">California Area</td>
</tr>
<tr><td height="20" class="xl66">52</td>
<td class="xl67"> </td>
<td class="xl69">Greater Atlanta Area</td>
</tr>
<tr><td height="20" class="xl66">56</td>
<td class="xl67">Miami</td>
<td class="xl68">Fort Lauderdale Area</td>
</tr>
<tr><td height="20" class="xl66">58</td>
<td class="xl67">Auburn</td>
<td class="xl68">Alabama Area</td>
</tr>
<tr><td height="20" class="xl66">60</td>
<td class="xl67">Augusta</td>
<td class="xl68">Georgia Area</td>
</tr>
<tr><td height="20" class="xl66">63</td>
<td class="xl67"> </td>
<td class="xl69">Greater Milwaukee Area</td>
</tr>
<tr><td height="20" class="xl66">64</td>
<td class="xl67">Austin</td>
<td class="xl68">Texas Area</td>
</tr>
<tr><td height="20" class="xl66">68</td>
<td class="xl67">Bakersfield</td>
<td class="xl68">California Area</td>
</tr>
<tr><td height="20" class="xl66">70</td>
<td class="xl67"> </td>
<td class="xl69">Greater New York City Area</td>
</tr>
<tr><td height="20" class="xl66">73</td>
<td class="xl67">Bangor</td>
<td class="xl68">Maine Area</td>
</tr>
<tr><td height="20" class="xl66">74</td>
<td class="xl67">Barnstable/Yarmouth</td>
<td class="xl68">Massachusetts Area</td>
</tr>
<tr><td height="20" class="xl66">76</td>
<td class="xl67">Baton Rouge</td>
<td class="xl68">Louisiana Area</td>
</tr>
<tr><td height="20" class="xl66">77</td>
<td class="xl67"> </td>
<td class="xl69">Greater Philadelphia Area</td>
</tr>
<tr><td height="20" class="xl66">79</td>
<td class="xl67">Portland</td>
<td class="xl68">Oregon Area</td>
</tr>
<tr><td height="20" class="xl66">82</td>
<td class="xl67">Sacramento</td>
<td class="xl68">California Area</td>
</tr>
<tr><td height="20" class="xl66">83</td>
<td class="xl67">Beaumont/Port Arthur</td>
<td class="xl68">Texas Area</td>
</tr>
<tr><td height="20" class="xl66">84</td>
<td class="xl67"> </td>
<td class="xl69">San Francisco Bay Area</td>
</tr>
<tr><td height="20" class="xl66">86</td>
<td class="xl67">Bellingham</td>
<td class="xl68">Washington Area</td>
</tr>
<tr><td height="20" class="xl66">87</td>
<td class="xl67">Benton Harbor</td>
<td class="xl68">Michigan Area</td>
</tr>
<tr><td height="20" class="xl66">88</td>
<td class="xl67">Billings</td>
<td class="xl68">Montana Area</td>
</tr>
<tr><td height="20" class="xl66">91</td>
<td class="xl67"> </td>
<td class="xl69">Greater Seattle Area</td>
</tr>
<tr><td height="20" class="xl66">92</td>
<td class="xl67">Biloxi</td>
<td class="xl68">Mississippi Area</td>
</tr>
<tr><td height="20" class="xl66">96</td>
<td class="xl67">Ithaca</td>
<td class="xl68">New York Area</td>
</tr>
<tr><td height="20" class="xl66">97</td>
<td class="xl67"> </td>
<td class="xl69">Washington D.C. Metro Area</td>
</tr>
<tr><td height="20" class="xl66">100</td>
<td class="xl67">Birmingham</td>
<td class="xl68">Alabama Area</td>
</tr>
<tr><td height="20" class="xl66">101</td>
<td class="xl67">Bismarck</td>
<td class="xl68">North Dakota Area</td>
</tr>
<tr><td height="20" class="xl66">102</td>
<td class="xl67">Bloomington</td>
<td class="xl68">Indiana Area</td>
</tr>
<tr><td height="20" class="xl66">104</td>
<td class="xl67">Bloomington/Normal</td>
<td class="xl68">Illinois Area</td>
</tr>
<tr><td height="20" class="xl66">108</td>
<td class="xl67">Boise</td>
<td class="xl68">Idaho Area</td>
</tr>
<tr><td height="20" class="xl66">124</td>
<td class="xl67">Brownsville</td>
<td class="xl68">Texas Area</td>
</tr>
<tr><td height="20" class="xl66">126</td>
<td class="xl67">Bryan/College Station</td>
<td class="xl68">Texas Area</td>
</tr>
<tr><td height="20" class="xl66">128</td>
<td class="xl67">Buffalo/Niagara</td>
<td class="xl68">New York Area</td>
</tr>
<tr><td height="20" class="xl66">130</td>
<td class="xl67">Burlington</td>
<td class="xl68">Vermont Area</td>
</tr>
<tr><td height="20" class="xl66">132</td>
<td class="xl67">Canton</td>
<td class="xl68">Ohio Area</td>
</tr>
<tr><td height="20" class="xl66">135</td>
<td class="xl67">Casper</td>
<td class="xl68">Wyoming Area</td>
</tr>
<tr><td height="20" class="xl66">136</td>
<td class="xl67">Cedar Rapids</td>
<td class="xl68">Iowa Area</td>
</tr>
<tr><td height="20" class="xl66">140</td>
<td class="xl67">Urbana Champaign</td>
<td class="xl68">Illinois Area</td>
</tr>
<tr><td height="20" class="xl66">144</td>
<td class="xl67">Charleston</td>
<td class="xl68">South Carolina Area</td>
</tr>
<tr><td height="20" class="xl66">148</td>
<td class="xl67">Charleston</td>
<td class="xl68">West Virginia Area</td>
</tr>
<tr><td height="20" class="xl66">152</td>
<td class="xl67">Charlotte</td>
<td class="xl68">North Carolina Area</td>
</tr>
<tr><td height="20" class="xl66">154</td>
<td class="xl67">Charlottesville</td>
<td class="xl68">Virginia Area</td>
</tr>
<tr><td height="20" class="xl66">156</td>
<td class="xl67">Chattanooga</td>
<td class="xl68">Tennessee Area</td>
</tr>
<tr><td height="20" class="xl66">158</td>
<td class="xl67">Cheyenne</td>
<td class="xl68">Wyoming Area</td>
</tr>
<tr><td height="20" class="xl66">162</td>
<td class="xl67">Chico</td>
<td class="xl68">California Area</td>
</tr>
<tr><td height="20" class="xl66">166</td>
<td class="xl67">Clarksville</td>
<td class="xl68">Tennessee Area</td>
</tr>
<tr><td height="20" class="xl66">172</td>
<td class="xl67">Colorado Springs</td>
<td class="xl68">Colorado Area</td>
</tr>
<tr><td height="20" class="xl66">174</td>
<td class="xl67">Columbia</td>
<td class="xl68">Missouri Area</td>
</tr>
<tr><td height="20" class="xl66">176</td>
<td class="xl67">Columbia</td>
<td class="xl68">South Carolina Area</td>
</tr>
<tr><td height="20" class="xl66">180</td>
<td class="xl67">Columbus</td>
<td class="xl68">Georgia Area</td>
</tr>
<tr><td height="20" class="xl66">184</td>
<td class="xl67">Columbus</td>
<td class="xl68">Ohio Area</td>
</tr>
<tr><td height="20" class="xl66">188</td>
<td class="xl67">Corpus Christi</td>
<td class="xl68">Texas Area</td>
</tr>
<tr><td height="20" class="xl66">189</td>
<td class="xl67">Corvallis</td>
<td class="xl68">Oregon Area</td>
</tr>
<tr><td height="20" class="xl66">190</td>
<td class="xl67">Cumberland</td>
<td class="xl68">Maryland Area</td>
</tr>
<tr><td height="20" class="xl66">195</td>
<td class="xl67">Danville</td>
<td class="xl68">Virginia Area</td>
</tr>
<tr><td height="20" class="xl66">196</td>
<td class="xl67">Davenport</td>
<td class="xl68">Iowa Area</td>
</tr>
<tr><td height="20" class="xl66">200</td>
<td class="xl67">Dayton</td>
<td class="xl68">Ohio Area</td>
</tr>
<tr><td height="20" class="xl66">202</td>
<td class="xl67">Daytona Beach</td>
<td class="xl68">Florida Area</td>
</tr>
<tr><td height="20" class="xl66">203</td>
<td class="xl67">Decatur</td>
<td class="xl68">Alabama Area</td>
</tr>
<tr><td height="20" class="xl66">204</td>
<td class="xl67">Decatur</td>
<td class="xl68">Illinois Area</td>
</tr>
<tr><td height="20" class="xl66">212</td>
<td class="xl67">Des Moines</td>
<td class="xl68">Iowa Area</td>
</tr>
<tr><td height="20" class="xl66">218</td>
<td class="xl67">Dothan</td>
<td class="xl68">Alabama Area</td>
</tr>
<tr><td height="20" class="xl66">219</td>
<td class="xl67">Dover</td>
<td class="xl68">Delaware Area</td>
</tr>
<tr><td height="20" class="xl66">220</td>
<td class="xl67">Dubuque</td>
<td class="xl68">Iowa Area</td>
</tr>
<tr><td height="20" class="xl66">224</td>
<td class="xl67">Duluth</td>
<td class="xl68">Minnesota Area</td>
</tr>
<tr><td height="20" class="xl66">229</td>
<td class="xl67">Eau Claire</td>
<td class="xl68">Wisconsin Area</td>
</tr>
<tr><td height="20" class="xl66">232</td>
<td class="xl67">El Paso</td>
<td class="xl68">Texas Area</td>
</tr>
<tr><td height="20" class="xl66">233</td>
<td class="xl67">Elkhart</td>
<td class="xl68">Indiana Area</td>
</tr>
<tr><td height="20" class="xl66">234</td>
<td class="xl67">Elmira</td>
<td class="xl68">New York Area</td>
</tr>
<tr><td height="20" class="xl66">235</td>
<td class="xl67">Enid</td>
<td class="xl68">Oklahoma Area</td>
</tr>
<tr><td height="20" class="xl66">236</td>
<td class="xl67">Erie</td>
<td class="xl68">Pennsylvania Area</td>
</tr>
<tr><td height="20" class="xl66">240</td>
<td class="xl67">Eugene</td>
<td class="xl68">Oregon Area</td>
</tr>
<tr><td height="20" class="xl66">244</td>
<td class="xl67">Evansville</td>
<td class="xl68">Indiana Area</td>
</tr>
<tr><td height="20" class="xl66">252</td>
<td class="xl67">Fargo</td>
<td class="xl68">North Dakota Area</td>
</tr>
<tr><td height="20" class="xl66">256</td>
<td class="xl67">Fayetteville</td>
<td class="xl68">North Carolina Area</td>
</tr>
<tr><td height="20" class="xl66">258</td>
<td class="xl67">Fayetteville</td>
<td class="xl68">Arkansas Area</td>
</tr>
<tr><td height="20" class="xl66">262</td>
<td class="xl67">Flagstaff</td>
<td class="xl68">Arizona Area</td>
</tr>
<tr><td height="20" class="xl66">265</td>
<td class="xl67">Florence</td>
<td class="xl68">Alabama Area</td>
</tr>
<tr><td height="20" class="xl66">266</td>
<td class="xl67">Florence</td>
<td class="xl68">South Carolina Area</td>
</tr>
<tr><td height="20" class="xl66">267</td>
<td class="xl67">Fort Collins</td>
<td class="xl68">Colorado Area</td>
</tr>
<tr><td height="20" class="xl66">270</td>
<td class="xl67">Fort Myers</td>
<td class="xl68">Florida Area</td>
</tr>
<tr><td height="20" class="xl66">271</td>
<td class="xl67">Fort Pierce</td>
<td class="xl68">Florida Area</td>
</tr>
<tr><td height="20" class="xl66">272</td>
<td class="xl67">Fort Smith</td>
<td class="xl68">Arkansas Area</td>
</tr>
<tr><td height="20" class="xl66">275</td>
<td class="xl67">Destin/Fort Walton Beach</td>
<td class="xl68">Florida Area</td>
</tr>
<tr><td height="20" class="xl66">276</td>
<td class="xl67">Fort Wayne</td>
<td class="xl68">Indiana Area</td>
</tr>
<tr><td height="20" class="xl66">284</td>
<td class="xl67">Fresno</td>
<td class="xl68">California Area</td>
</tr>
<tr><td height="20" class="xl66">288</td>
<td class="xl67">Gadsden</td>
<td class="xl68">Alabama Area</td>
</tr>
<tr><td height="20" class="xl66">290</td>
<td class="xl67">Gainesville</td>
<td class="xl68">Florida Area</td>
</tr>
<tr><td height="20" class="xl66">292</td>
<td class="xl67">Glens Falls</td>
<td class="xl68">New York Area</td>
</tr>
<tr><td height="20" class="xl66">294</td>
<td class="xl67">Goldsboro</td>
<td class="xl68">North Carolina Area</td>
</tr>
<tr><td height="20" class="xl66">296</td>
<td class="xl67">Grand Forks</td>
<td class="xl68">North Dakota Area</td>
</tr>
<tr><td height="20" class="xl66">298</td>
<td class="xl67">Grand Junction</td>
<td class="xl68">Colorado Area</td>
</tr>
<tr><td height="20" class="xl66">300</td>
<td class="xl67">Greater Grand Rapids</td>
<td class="xl68">Michigan Area</td>
</tr>
<tr><td height="20" class="xl66">308</td>
<td class="xl67">Green Bay</td>
<td class="xl68">Wisconsin Area</td>
</tr>
<tr><td height="20" class="xl66">312</td>
<td class="xl67">Greensboro/Winston Salem</td>
<td class="xl68">North Carolina Area</td>
</tr>
<tr><td height="20" class="xl66">315</td>
<td class="xl67">Greenville</td>
<td class="xl68">North Carolina Area</td>
</tr>
<tr><td height="20" class="xl66">316</td>
<td class="xl67">Greenville</td>
<td class="xl68">South Carolina Area</td>
</tr>
<tr><td height="20" class="xl66">324</td>
<td class="xl67">Harrisburg</td>
<td class="xl68">Pennsylvania Area</td>
</tr>
<tr><td height="20" class="xl66">327</td>
<td class="xl67">Hartford</td>
<td class="xl68">Connecticut Area</td>
</tr>
<tr><td height="20" class="xl66">328</td>
<td class="xl67">Hattiesburg</td>
<td class="xl68">Mississippi Area</td>
</tr>
<tr><td height="20" class="xl66">329</td>
<td class="xl67">Hickory/Lenoir</td>
<td class="xl68">North Carolina Area</td>
</tr>
<tr><td height="20" class="xl66">332</td>
<td class="xl67"> </td>
<td class="xl69">Hawaiian Islands</td>
</tr>
<tr><td height="20" class="xl66">335</td>
<td class="xl67">Houma</td>
<td class="xl68">Louisiana Area</td>
</tr>
<tr><td height="20" class="xl66">340</td>
<td class="xl67">Huntington</td>
<td class="xl68">West Virginia Area</td>
</tr>
<tr><td height="20" class="xl66">344</td>
<td class="xl67">Huntsville</td>
<td class="xl68">Alabama Area</td>
</tr>
<tr><td height="20" class="xl66">348</td>
<td class="xl67">Indianapolis</td>
<td class="xl68">Indiana Area</td>
</tr>
<tr><td height="20" class="xl66">350</td>
<td class="xl67">Iowa City</td>
<td class="xl68">Iowa Area</td>
</tr>
<tr><td height="20" class="xl66">352</td>
<td class="xl67">Jackson</td>
<td class="xl68">Michigan Area</td>
</tr>
<tr><td height="20" class="xl66">356</td>
<td class="xl67">Jackson</td>
<td class="xl68">Mississippi Area</td>
</tr>
<tr><td height="20" class="xl66">358</td>
<td class="xl67">Jackson</td>
<td class="xl68">Tennessee Area</td>
</tr>
<tr><td height="20" class="xl66">359</td>
<td class="xl67">Jacksonville</td>
<td class="xl68">Florida Area</td>
</tr>
<tr><td height="20" class="xl66">360</td>
<td class="xl67">Jacksonville</td>
<td class="xl68">North Carolina Area</td>
</tr>
<tr><td height="20" class="xl66">361</td>
<td class="xl67">Jamestown</td>
<td class="xl68">New York Area</td>
</tr>
<tr><td height="20" class="xl66">362</td>
<td class="xl67">Janesville/Beloit</td>
<td class="xl68">Wisconsin Area</td>
</tr>
<tr><td height="20" class="xl66">366</td>
<td class="xl67">Johnson City</td>
<td class="xl68">Tennessee Area</td>
</tr>
<tr><td height="20" class="xl66">368</td>
<td class="xl67">Johnstown</td>
<td class="xl68">Pennsylvania Area</td>
</tr>
<tr><td height="20" class="xl66">370</td>
<td class="xl67">Jonesboro</td>
<td class="xl68">Arkansas Area</td>
</tr>
<tr><td height="20" class="xl66">371</td>
<td class="xl67">Joplin</td>
<td class="xl68">Missouri Area</td>
</tr>
<tr><td height="20" class="xl66">372</td>
<td class="xl67">Kalamazoo</td>
<td class="xl68">Michigan Area</td>
</tr>
<tr><td height="20" class="xl66">376</td>
<td class="xl67">Kansas City</td>
<td class="xl68">Missouri Area</td>
</tr>
<tr><td height="20" class="xl66">381</td>
<td class="xl67">Killeen/Temple</td>
<td class="xl68">Texas Area</td>
</tr>
<tr><td height="20" class="xl66">384</td>
<td class="xl67">Knoxville</td>
<td class="xl68">Tennessee Area</td>
</tr>
<tr><td height="20" class="xl66">385</td>
<td class="xl67">Kokomo</td>
<td class="xl68">Indiana Area</td>
</tr>
<tr><td height="20" class="xl66">387</td>
<td class="xl67">La Crosse</td>
<td class="xl68">Wisconsin Area</td>
</tr>
<tr><td height="20" class="xl66">388</td>
<td class="xl67">Lafayette</td>
<td class="xl68">Louisiana Area</td>
</tr>
<tr><td height="20" class="xl66">392</td>
<td class="xl67">Lafayette</td>
<td class="xl68">Indiana Area</td>
</tr>
<tr><td height="20" class="xl66">396</td>
<td class="xl67">Lake Charles</td>
<td class="xl68">Louisiana Area</td>
</tr>
<tr><td height="20" class="xl66">398</td>
<td class="xl67">Lakeland</td>
<td class="xl68">Florida Area</td>
</tr>
<tr><td height="20" class="xl66">400</td>
<td class="xl67">Lancaster</td>
<td class="xl68">Pennsylvania Area</td>
</tr>
<tr><td height="20" class="xl66">404</td>
<td class="xl67">Lansing</td>
<td class="xl68">Michigan Area</td>
</tr>
<tr><td height="20" class="xl66">408</td>
<td class="xl67">Laredo</td>
<td class="xl68">Texas Area</td>
</tr>
<tr><td height="20" class="xl66">410</td>
<td class="xl67">Las Cruces</td>
<td class="xl68">New Mexico Area</td>
</tr>
<tr><td height="20" class="xl66">412</td>
<td class="xl67">Las Vegas</td>
<td class="xl68">Nevada Area</td>
</tr>
<tr><td height="20" class="xl66">415</td>
<td class="xl67">Lawrence</td>
<td class="xl68">Kansas Area</td>
</tr>
<tr><td height="20" class="xl66">420</td>
<td class="xl67">Lawton</td>
<td class="xl68">Oklahoma Area</td>
</tr>
<tr><td height="20" class="xl66">424</td>
<td class="xl67">Lewiston/Auburn</td>
<td class="xl68">Maine Area</td>
</tr>
<tr><td height="20" class="xl66">428</td>
<td class="xl67">Lexington</td>
<td class="xl68">Kentucky Area</td>
</tr>
<tr><td height="20" class="xl66">432</td>
<td class="xl67">Lima</td>
<td class="xl68">Ohio Area</td>
</tr>
<tr><td height="20" class="xl66">436</td>
<td class="xl67">Lincoln</td>
<td class="xl68">Nebraska Area</td>
</tr>
<tr><td height="20" class="xl66">440</td>
<td class="xl67">Little Rock</td>
<td class="xl68">Arkansas Area</td>
</tr>
<tr><td height="20" class="xl66">442</td>
<td class="xl67">Longview</td>
<td class="xl68">Texas Area</td>
</tr>
<tr><td height="20" class="xl66">452</td>
<td class="xl67">Louisville</td>
<td class="xl68">Kentucky Area</td>
</tr>
<tr><td height="20" class="xl66">460</td>
<td class="xl67">Lubbock</td>
<td class="xl68">Texas Area</td>
</tr>
<tr><td height="20" class="xl66">464</td>
<td class="xl67">Lynchburg</td>
<td class="xl68">Virginia Area</td>
</tr>
<tr><td height="20" class="xl66">468</td>
<td class="xl67">Macon</td>
<td class="xl68">Georgia Area</td>
</tr>
<tr><td height="20" class="xl66">472</td>
<td class="xl67">Madison</td>
<td class="xl68">Wisconsin Area</td>
</tr>
<tr><td height="20" class="xl66">480</td>
<td class="xl67">Mansfield</td>
<td class="xl68">Ohio Area</td>
</tr>
<tr><td height="20" class="xl66">488</td>
<td class="xl67">McAllen</td>
<td class="xl68">Texas Area</td>
</tr>
<tr><td height="20" class="xl66">489</td>
<td class="xl67">Medford</td>
<td class="xl68">Oregon Area</td>
</tr>
<tr><td height="20" class="xl66">490</td>
<td class="xl67">Melbourne</td>
<td class="xl68">Florida Area</td>
</tr>
<tr><td height="20" class="xl66">492</td>
<td class="xl67"> </td>
<td class="xl69">Greater Memphis Area</td>
</tr>
<tr><td height="20" class="xl66">494</td>
<td class="xl67">Merced</td>
<td class="xl68">California Area</td>
</tr>
<tr><td height="20" class="xl66">512</td>
<td class="xl67"> </td>
<td class="xl69">Greater Minneapolis St. Paul Area</td>
</tr>
<tr><td height="20" class="xl66">514</td>
<td class="xl67">Missoula</td>
<td class="xl68">Montana Area</td>
</tr>
<tr><td height="20" class="xl66">516</td>
<td class="xl67">Mobile</td>
<td class="xl68">Alabama Area</td>
</tr>
<tr><td height="20" class="xl66">517</td>
<td class="xl67">Modesto</td>
<td class="xl68">California Area</td>
</tr>
<tr><td height="20" class="xl66">520</td>
<td class="xl67">Monroe</td>
<td class="xl68">Louisiana Area</td>
</tr>
<tr><td height="20" class="xl66">524</td>
<td class="xl67">Montgomery</td>
<td class="xl68">Alabama Area</td>
</tr>
<tr><td height="20" class="xl66">528</td>
<td class="xl67">Muncie</td>
<td class="xl68">Indiana Area</td>
</tr>
<tr><td height="20" class="xl66">533</td>
<td class="xl67">Myrtle Beach</td>
<td class="xl68">South Carolina Area</td>
</tr>
<tr><td height="20" class="xl66">534</td>
<td class="xl67">Naples</td>
<td class="xl68">Florida Area</td>
</tr>
<tr><td height="20" class="xl66">536</td>
<td class="xl67"> </td>
<td class="xl69">Greater Nashville Area</td>
</tr>
<tr><td height="20" class="xl66">552</td>
<td class="xl67">New London/Norwich</td>
<td class="xl68">Connecticut Area</td>
</tr>
<tr><td height="20" class="xl66">556</td>
<td class="xl67"> </td>
<td class="xl69">Greater New Orleans Area</td>
</tr>
<tr><td height="20" class="xl66">572</td>
<td class="xl67">Norfolk</td>
<td class="xl68">Virginia Area</td>
</tr>
<tr><td height="20" class="xl66">579</td>
<td class="xl67">Ocala</td>
<td class="xl68">Florida Area</td>
</tr>
<tr><td height="20" class="xl66">580</td>
<td class="xl67">Odessa/Midland</td>
<td class="xl68">Texas Area</td>
</tr>
<tr><td height="20" class="xl66">588</td>
<td class="xl67">Oklahoma City</td>
<td class="xl68">Oklahoma Area</td>
</tr>
<tr><td height="20" class="xl66">592</td>
<td class="xl67"> </td>
<td class="xl69">Greater Omaha Area</td>
</tr>
<tr><td height="20" class="xl66">596</td>
<td class="xl67">Orlando</td>
<td class="xl68">Florida Area</td>
</tr>
<tr><td height="20" class="xl66">599</td>
<td class="xl67">Owensboro</td>
<td class="xl68">Kentucky Area</td>
</tr>
<tr><td height="20" class="xl66">601</td>
<td class="xl67">Panama City</td>
<td class="xl68">Florida Area</td>
</tr>
<tr><td height="20" class="xl66">602</td>
<td class="xl67">Parkersburg</td>
<td class="xl68">West Virginia Area</td>
</tr>
<tr><td height="20" class="xl66">608</td>
<td class="xl67">Pensacola</td>
<td class="xl68">Florida Area</td>
</tr>
<tr><td height="20" class="xl66">612</td>
<td class="xl67">Peoria</td>
<td class="xl68">Illinois Area</td>
</tr>
<tr><td height="20" class="xl66">620</td>
<td class="xl67">Phoenix</td>
<td class="xl68">Arizona Area</td>
</tr>
<tr><td height="20" class="xl66">624</td>
<td class="xl67">Pine Bluff</td>
<td class="xl68">Arkansas Area</td>
</tr>
<tr><td height="20" class="xl66">628</td>
<td class="xl67"> </td>
<td class="xl69">Greater Pittsburgh Area</td>
</tr>
<tr><td height="20" class="xl66">632</td>
<td class="xl67">Pittsfield</td>
<td class="xl68">Massachusetts Area</td>
</tr>
<tr><td height="20" class="xl66">634</td>
<td class="xl67">Pocatello</td>
<td class="xl68">Idaho Area</td>
</tr>
<tr><td height="20" class="xl66">640</td>
<td class="xl67">Portland</td>
<td class="xl68">Maine Area</td>
</tr>
<tr><td height="20" class="xl66">648</td>
<td class="xl67">Providence</td>
<td class="xl68">Rhode Island Area</td>
</tr>
<tr><td height="20" class="xl66">652</td>
<td class="xl67">Provo</td>
<td class="xl68">Utah Area</td>
</tr>
<tr><td height="20" class="xl66">656</td>
<td class="xl67">Pueblo</td>
<td class="xl68">Colorado Area</td>
</tr>
<tr><td height="20" class="xl66">658</td>
<td class="xl67">Punta Gorda</td>
<td class="xl68">Florida Area</td>
</tr>
<tr><td height="20" class="xl66">664</td>
<td class="xl67">Raleigh Durham</td>
<td class="xl68">North Carolina Area</td>
</tr>
<tr><td height="20" class="xl66">666</td>
<td class="xl67">Rapid City</td>
<td class="xl68">South Dakota Area</td>
</tr>
<tr><td height="20" class="xl66">668</td>
<td class="xl67">Reading</td>
<td class="xl68">Pennsylvania Area</td>
</tr>
<tr><td height="20" class="xl66">669</td>
<td class="xl67">Redding</td>
<td class="xl68">California Area</td>
</tr>
<tr><td height="20" class="xl66">672</td>
<td class="xl67">Reno</td>
<td class="xl68">Nevada Area</td>
</tr>
<tr><td height="20" class="xl66">674</td>
<td class="xl67">Richland/Kennewick/Pasco</td>
<td class="xl68">Washington Area</td>
</tr>
<tr><td height="20" class="xl66">676</td>
<td class="xl67">Richmond</td>
<td class="xl68">Virginia Area</td>
</tr>
<tr><td height="20" class="xl66">680</td>
<td class="xl67">Roanoke</td>
<td class="xl68">Virginia Area</td>
</tr>
<tr><td height="20" class="xl66">682</td>
<td class="xl67">Rochester</td>
<td class="xl68">Minnesota Area</td>
</tr>
<tr><td height="20" class="xl66">684</td>
<td class="xl67">Rochester</td>
<td class="xl68">New York Area</td>
</tr>
<tr><td height="20" class="xl66">688</td>
<td class="xl67">Rockford</td>
<td class="xl68">Illinois Area</td>
</tr>
<tr><td height="20" class="xl66">689</td>
<td class="xl67">Rocky Mount</td>
<td class="xl68">North Carolina Area</td>
</tr>
<tr><td height="20" class="xl66">696</td>
<td class="xl67">Saginaw</td>
<td class="xl68">Michigan Area</td>
</tr>
<tr><td height="20" class="xl66">698</td>
<td class="xl67">St. Cloud</td>
<td class="xl68">Minnesota Area</td>
</tr>
<tr><td height="20" class="xl66">700</td>
<td class="xl67">St. Joseph</td>
<td class="xl68">Missouri Area</td>
</tr>
<tr><td height="20" class="xl66">704</td>
<td class="xl67"> </td>
<td class="xl69">Greater St. Louis Area</td>
</tr>
<tr><td height="20" class="xl66">712</td>
<td class="xl67">Salinas</td>
<td class="xl68">California Area</td>
</tr>
<tr><td height="20" class="xl66">716</td>
<td class="xl67"> </td>
<td class="xl69">Greater Salt Lake City Area</td>
</tr>
<tr><td height="20" class="xl66">720</td>
<td class="xl67">San Angelo</td>
<td class="xl68">Texas Area</td>
</tr>
<tr><td height="20" class="xl66">724</td>
<td class="xl67">San Antonio</td>
<td class="xl68">Texas Area</td>
</tr>
<tr><td height="20" class="xl66">732</td>
<td class="xl67"> </td>
<td class="xl69">Greater San Diego Area</td>
</tr>
<tr><td height="20" class="xl66">746</td>
<td class="xl67">San Luis Obispo</td>
<td class="xl68">California Area</td>
</tr>
<tr><td height="20" class="xl66">748</td>
<td class="xl67">Santa Barbara</td>
<td class="xl68">California Area</td>
</tr>
<tr><td height="20" class="xl66">749</td>
<td class="xl67">Santa Fe</td>
<td class="xl68">New Mexico Area</td>
</tr>
<tr><td height="20" class="xl66">751</td>
<td class="xl67">Sarasota</td>
<td class="xl68">Florida Area</td>
</tr>
<tr><td height="20" class="xl66">752</td>
<td class="xl67">Savannah</td>
<td class="xl68">Georgia Area</td>
</tr>
<tr><td height="20" class="xl66">756</td>
<td class="xl67">Scranton</td>
<td class="xl68">Pennsylvania Area</td>
</tr>
<tr><td height="20" class="xl66">761</td>
<td class="xl67">Sharon</td>
<td class="xl68">Pennsylvania Area</td>
</tr>
<tr><td height="20" class="xl66">762</td>
<td class="xl67">Sheboygan</td>
<td class="xl68">Wisconsin Area</td>
</tr>
<tr><td height="20" class="xl66">764</td>
<td class="xl67">Sherman/Denison</td>
<td class="xl68">Texas Area</td>
</tr>
<tr><td height="20" class="xl66">768</td>
<td class="xl67">Shreveport</td>
<td class="xl68">Louisiana Area</td>
</tr>
<tr><td height="20" class="xl66">772</td>
<td class="xl67">Sioux City</td>
<td class="xl68">Iowa Area</td>
</tr>
<tr><td height="20" class="xl66">776</td>
<td class="xl67">Sioux Falls</td>
<td class="xl68">South Dakota Area</td>
</tr>
<tr><td height="20" class="xl66">780</td>
<td class="xl67">South Bend</td>
<td class="xl68">Indiana Area</td>
</tr>
<tr><td height="20" class="xl66">784</td>
<td class="xl67">Spokane</td>
<td class="xl68">Washington Area</td>
</tr>
<tr><td height="20" class="xl66">788</td>
<td class="xl67">Springfield</td>
<td class="xl68">Illinois Area</td>
</tr>
<tr><td height="20" class="xl66">792</td>
<td class="xl67">Springfield</td>
<td class="xl68">Missouri Area</td>
</tr>
<tr><td height="20" class="xl66">800</td>
<td class="xl67">Springfield</td>
<td class="xl68">Massachusetts Area</td>
</tr>
<tr><td height="20" class="xl66">805</td>
<td class="xl67">State College</td>
<td class="xl68">Pennsylvania Area</td>
</tr>
<tr><td height="20" class="xl66">808</td>
<td class="xl67">Steubenville</td>
<td class="xl68">Ohio Area</td>
</tr>
<tr><td height="20" class="xl66">812</td>
<td class="xl67">Stockton</td>
<td class="xl68">California Area</td>
</tr>
<tr><td height="20" class="xl66">814</td>
<td class="xl67">Sumter</td>
<td class="xl68">South Carolina Area</td>
</tr>
<tr><td height="20" class="xl66">816</td>
<td class="xl67">Syracuse</td>
<td class="xl68">New York Area</td>
</tr>
<tr><td height="20" class="xl66">824</td>
<td class="xl67">Tallahassee</td>
<td class="xl68">Florida Area</td>
</tr>
<tr><td height="20" class="xl66">828</td>
<td class="xl67">Tampa/St. Petersburg</td>
<td class="xl68">Florida Area</td>
</tr>
<tr><td height="20" class="xl66">832</td>
<td class="xl67">Terre Haute</td>
<td class="xl68">Indiana Area</td>
</tr>
<tr><td height="20" class="xl66">836</td>
<td class="xl67">Texarkana</td>
<td class="xl68">Texas Area</td>
</tr>
<tr><td height="20" class="xl66">840</td>
<td class="xl67">Toledo</td>
<td class="xl68">Ohio Area</td>
</tr>
<tr><td height="20" class="xl66">844</td>
<td class="xl67">Topeka</td>
<td class="xl68">Kansas Area</td>
</tr>
<tr><td height="20" class="xl66">852</td>
<td class="xl67">Tucson</td>
<td class="xl68">Arizona Area</td>
</tr>
<tr><td height="20" class="xl66">856</td>
<td class="xl67">Tulsa</td>
<td class="xl68">Oklahoma Area</td>
</tr>
<tr><td height="20" class="xl66">860</td>
<td class="xl67">Tuscaloosa</td>
<td class="xl68">Alabama Area</td>
</tr>
<tr><td height="20" class="xl66">864</td>
<td class="xl67">Tyler</td>
<td class="xl68">Texas Area</td>
</tr>
<tr><td height="20" class="xl66">868</td>
<td class="xl67">Utica</td>
<td class="xl68">New York Area</td>
</tr>
<tr><td height="20" class="xl66">875</td>
<td class="xl67">Victoria</td>
<td class="xl68">Texas Area</td>
</tr>
<tr><td height="20" class="xl66">878</td>
<td class="xl67">Visalia</td>
<td class="xl68">California Area</td>
</tr>
<tr><td height="20" class="xl66">880</td>
<td class="xl67">Waco</td>
<td class="xl68">Texas Area</td>
</tr>
<tr><td height="20" class="xl66">892</td>
<td class="xl67">Waterloo</td>
<td class="xl68">Iowa Area</td>
</tr>
<tr><td height="20" class="xl66">894</td>
<td class="xl67">Wausau</td>
<td class="xl68">Wisconsin Area</td>
</tr>
<tr><td height="20" class="xl66">896</td>
<td class="xl67">West Palm Beach</td>
<td class="xl68">Florida Area</td>
</tr>
<tr><td height="20" class="xl66">900</td>
<td class="xl67">Wheeling</td>
<td class="xl68">West Virginia Area</td>
</tr>
<tr><td height="20" class="xl66">904</td>
<td class="xl67">Wichita</td>
<td class="xl68">Kansas Area</td>
</tr>
<tr><td height="20" class="xl66">908</td>
<td class="xl67">Wichita Falls</td>
<td class="xl68">Texas Area</td>
</tr>
<tr><td height="20" class="xl66">914</td>
<td class="xl67">Williamsport</td>
<td class="xl68">Pennsylvania Area</td>
</tr>
<tr><td height="20" class="xl66">920</td>
<td class="xl67">Wilmington</td>
<td class="xl68">North Carolina Area</td>
</tr>
<tr><td height="20" class="xl66">926</td>
<td class="xl67">Yakima</td>
<td class="xl68">Washington Area</td>
</tr>
<tr><td height="20" class="xl66">928</td>
<td class="xl67">York</td>
<td class="xl68">Pennsylvania Area</td>
</tr>
<tr><td height="20" class="xl66">932</td>
<td class="xl67">Youngstown</td>
<td class="xl68">Ohio Area</td>
</tr>
<tr><td height="20" class="xl66">934</td>
<td class="xl67">Yuba City</td>
<td class="xl68">California Area</td>
</tr>
<tr><td height="20" class="xl66">936</td>
<td class="xl67">Yuma</td>
<td class="xl68">Arizona Area</td>
</tr>
</tbody>
</table>Finding Anyone's Contact Detailstag:booleanstrings.ning.com,2014-07-17:2748775:BlogPost:1268612014-07-17T14:30:00.000ZShane McCuskerhttps://booleanstrings.ning.com/profile/ShaneMcCusker
<iframe frameborder="0" height="315" src="www.youtube.com/embed/luGWERgewic?wmode=opaque" width="560"></iframe>
<p>It is typically the case that a recruiter will find a good potential candidate on the internet but struggles to find any way of making direct contact with them. This is often the case when finding someone on LinkedIn where their contact details are not available.</p>
<p>In this video I talk about a number of different ways to make contact including how to message on LinkedIn for…</p>
<iframe width="560" height="315" src="//www.youtube.com/embed/luGWERgewic?wmode=opaque" frameborder="0"></iframe>
<p>It is typically the case that a recruiter will find a good potential candidate on the internet but struggles to find any way of making direct contact with them. This is often the case when finding someone on LinkedIn where their contact details are not available.</p>
<p>In this video I talk about a number of different ways to make contact including how to message on LinkedIn for free, email validation and searching on Skype.</p>
<p>If you like this video, please please share it. You are welcome to connect to me on <a href="http://uk.linkedin.com/in/shanemccusker/" target="_blank">LinkedIn</a> or follow me on Twitter <a href="http://www.twitter.com/1ntelligence" target="_blank">@1ntelligence</a></p>Changes to LinkedIn Public Profilestag:booleanstrings.ning.com,2014-07-16:2748775:BlogPost:1265732014-07-16T16:03:36.000ZShane McCuskerhttps://booleanstrings.ning.com/profile/ShaneMcCusker
<p><iframe frameborder="0" height="315" src="www.youtube.com/embed/2sCtvoySgf8?wmode=opaque" width="560"></iframe>
</p>
<p>Linkedin seem to be making changes to the Public Profiles. They have recently released paid for Premium profiles however it seems that for may profiles, free and paid for, there is now a new format being rolled out. This has implications for Recruiters who use Google x-ray search to find profiles as the information and format is changing.</p>
<p>The new format is more…</p>
<p><iframe width="560" height="315" src="//www.youtube.com/embed/2sCtvoySgf8?wmode=opaque" frameborder="0"></iframe>
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<p>Linkedin seem to be making changes to the Public Profiles. They have recently released paid for Premium profiles however it seems that for may profiles, free and paid for, there is now a new format being rolled out. This has implications for Recruiters who use Google x-ray search to find profiles as the information and format is changing.</p>
<p>The new format is more than just a stylistic change, it contains different information to the old format and is laid out differently with different labels. For example, with the old format the past employment details followed the word Past. With the new format the keyword has changed to Present.</p>
<p>It seems that this new format is being rolled out for the Premium profiles but also many other free profiles. I found this a few weeks ago and strangely some of the changed profiles I found then are now back to the old format.</p>
<p>I have not found any examples of Google caching the new format however. For many LinkedIn profiles, old and new, Google does not provide a link to its cached page, ie. the page that Google actually indexes. In circumstances where Google does links to this cache it appears that it is the old format that is available. I have seen this for both old and new style formats although given the short time this new format has been around it may simply be due to the Google having a old index of the page.</p>
<p>If anyone can explain more about what is happening here, I'd be interested to know more. If your public profile has changed, did you do anything to make this happen?</p>
<p></p>
<p>Shane</p>
<p>Intelligence Software<br/><a href="http://www.intel-sw.com">www.intel-sw.com</a><br/>@1ntelligence</p>Evolution of Recruitment – The People Industrytag:booleanstrings.ning.com,2014-06-09:2748775:BlogPost:1239422014-06-09T14:52:12.000ZSatya Reddyhttps://booleanstrings.ning.com/profile/SatyaReddy
<p align="center"></p>
<p align="center"><b><i><u>Evolution of Recruitment – The People Industry</u></i></b></p>
<p><b> </b></p>
<p>Recruitment is a process of attracting, selecting and placing the right candidate for the right job at the given time and economy. It is highly admiring that a process has been successfully transforming for several decades and will continue to do so. While researching about recruitment for more than a decade, I discovered that there is strong belief about…</p>
<p align="center"></p>
<p align="center"><b><i><u>Evolution of Recruitment – The People Industry</u></i></b></p>
<p><b> </b></p>
<p>Recruitment is a process of attracting, selecting and placing the right candidate for the right job at the given time and economy. It is highly admiring that a process has been successfully transforming for several decades and will continue to do so. While researching about recruitment for more than a decade, I discovered that there is strong belief about recruitment being existent since the day people formed/gathered in groups to perform any task – you may date this back to the stone-age or time of emperors or the industrial revolutions or pre-post World Wars to today! I see this as an evolution of task to a process and to an industry<b>.</b> May be a Transformation! #respect #admire</p>
<p></p>
<p><b><a target="_self" href="http://storage.ning.com/topology/rest/1.0/file/get/1976905442?profile=original"><img width="170" class="align-right" src="http://storage.ning.com/topology/rest/1.0/file/get/1976905442?profile=RESIZE_180x180" width="170"/></a>The Old-age</b> (Days of Emperors)<b>:</b> when a baby was born, he/she was believed to be the soldier and was taught the arts of war to join the Army. This was said to be ‘Self Recruitment’. Later, there were protests against the emperors for farms/fields and for the right to sell the goods directly to the public for a better price. As they progressed, entrepreneurs started recruiting the labor. Is this an assumption or just a belief that recruitment is old as saga of kingdoms? May be! BTW, the world's <a href="http://ancienthistory.about.com/od/sumer/f/122610FirstEmpire.htm">first empire</a> was formed about 2250 B.C. </p>
<p><b> </b></p>
<p><b><a target="_self" href="http://storage.ning.com/topology/rest/1.0/file/get/1976905775?profile=original"><img width="170" class="align-left" src="http://storage.ning.com/topology/rest/1.0/file/get/1976905775?profile=RESIZE_180x180" width="170"/></a>Industrial Revolutions</b> (1760>1840): With the rapid increase of industries across nations was the need for more manpower. But, the working conditions were uncertain like - child labor, less wages, poor-living conditions and long working hours. Workers started forming unions to protest against this which led to first & second revolutions resulting in urbanization, decreased child labor, better wage and benefits. This encouraged people to migrate to urban cities. Agencies played a major role planning and recruiting the manpower. This had led many small & mid-sized agencies to scale-up and look at recruitment as the future. Walk-ins, references and standing on the roads advertizing their skills written on boards were the primary job searching avenues; Agencies advertised jobs through bulletin boards, newspapers, announcements & flyers in public places, theaters, town halls, etc,.</p>
<p> </p>
<p><b><a target="_self" href="http://storage.ning.com/topology/rest/1.0/file/get/1976905885?profile=original"><img width="180" class="align-right" src="http://storage.ning.com/topology/rest/1.0/file/get/1976905885?profile=RESIZE_320x320" width="180"/></a>Pre & post World Wars – WWI/WWII (</b>1914>1945>later)<b>:</b> As the army was in the battle, many positions were open. Companies and the government approached the agencies to recruit manpower. Agencies began to advertise for members of society who were not called into military service. Once the war ended, the agencies remained with the purpose of finding the returning war veterans (with their new skills) a job. Distributing the CV/resume (self-written, hire type-writers, take the help of agencies) was the new job searching avenue during this time. Agencies had ownership of candidates CVs’ written by them.</p>
<p>The management/storage of information was quite challenging as the agencies needed to store files and archives of masses of CVs, This problem was solved in 1983 (launch of MS Word) and with the rise of internet and technology between late 1980s and early 1990s.</p>
<p><b> </b></p>
<p><b><a target="_self" href="http://storage.ning.com/topology/rest/1.0/file/get/1976907463?profile=original"><img width="180" class="align-left" src="http://storage.ning.com/topology/rest/1.0/file/get/1976907463?profile=RESIZE_320x320" width="180"/></a>Birth of Public agencies:</b> First proposal to establish a public agency ("Office of Addresses and Encounters") was in 1650 by Henry Robinson which was rejected by The British Parliament.</p>
<p>Since the beginning of the 20<sup>th</sup> century, every developed country has created a public recruitment agency as a way to combat unemployment and help people find work.</p>
<p>In the UK (also ruling the <a href="Europe,%20Middle%20East,%20Africa,%20India">EMEAI</a>), the first agency began in <a href="http://en.wikipedia.org/wiki/London" title="London">London</a>, through the <a href="http://en.wikipedia.org/wiki/Labour_Bureau_%28London%29_Act_1902" title="Labour Bureau (London) Act 1902">Labour Bureau (London) Act 1902</a>; amended in 1909 as <a href="http://en.wikipedia.org/wiki/Labour_Exchanges_Act_1909" title="Labour Exchanges Act 1909">Labour Exchanges Act 1909</a>. In the USA, The initial legislation was <a href="http://en.wikipedia.org/w/index.php?title=Wagner-Peyser_Act&action=edit&redlink=1" title="Wagner-Peyser Act (page does not exist)">Wagner-Peyser Act</a> of 1933 which was amended as <a href="http://en.wikipedia.org/wiki/Workforce_Investment_Act" title="Workforce Investment Act">Workforce Investment Act</a> of 1998.</p>
<p> </p>
<p><b><a target="_self" href="http://storage.ning.com/topology/rest/1.0/file/get/1976907611?profile=original"><img width="190" class="align-right" src="http://storage.ning.com/topology/rest/1.0/file/get/1976907611?profile=RESIZE_320x320" width="190"/></a>Birth of Private/for-profit agencies:</b> The first private recruitment agency ‘Engineering Agency’ in the USA was formed by ‘Fred Winslow’ in 1893. It later became part of General Employment Enterprises who also owned Businessmen's Clearing House (est. 1902). In 1906, Katharine Felton had started a recruitment agency as a response to the problems brought on by the San Francisco earthquake and fire.</p>
<p> </p>
<p><b><a target="_self" href="http://storage.ning.com/topology/rest/1.0/file/get/1976909683?profile=original"><img width="180" class="align-left" src="http://storage.ning.com/topology/rest/1.0/file/get/1976909683?profile=RESIZE_320x320" width="180"/></a>Regulation of the Recruitment Agencies: </b> In 1919, International Labour Organization of US recommended for the abolition of fee-charging agencies. After 14 years of discussions by the government and agency unions about this convention a bill was passed in 1933 that resulted in abolition of for-profit agencies if the agencies were not licensed and a fee scale was not agreed in advance. In most countries, agencies are regulated. Like, UK - Recruitment agencies Act 1973; Germany - Employee Hiring Law of 1972, etc. By 1970s along with the booming economy, there was a shift in focus. Recruiters began to work for the client as an increasing amount of corporate and expanding businesses began to outsource their hiring needs to recruitment agencies.</p>
<p><b> </b></p>
<p><b>The Internet age > Today:</b> Though Internet/www was launched in 1982, Commercial Internet service providers (ISPs) began to emerge in the late 1980s and early 1990s; fully commercialized in the U.S. by 1995. With the emerging technology/ internet, was the birth of <b>e-recruitment.</b> Recruiters started using web based Applicant Tracking Systems, databases, jobs, advertisements. The first job portal was launched in 1994 by Monster followed by Netstart which is now CareerBuilder. Today, we have numerous job portals and ATSs’ available. A lot of them.</p>
<p> </p>
<p><a target="_self" href="http://storage.ning.com/topology/rest/1.0/file/get/1976909776?profile=original"><img width="200" class="align-right" src="http://storage.ning.com/topology/rest/1.0/file/get/1976909776?profile=RESIZE_320x320" width="200"/></a>In 2000s, Web 1.0 and its sequel Web 2.0 have highly influenced recruitment industry by letting recruiters leverage <b>Social Media</b>. The concept of "head-hunting" became ever popular while Mobile based recruitment was popping in the market. With several sources available and the need for niche talent, recruitment/sourcing has transformed from being a task to a Research Function. Agencies started forming exclusive sourcing teams and research functions. Today, web based self-branding has become a necessity that most of the applicants, recruiters and agencies have online presence. Be it LinkedIn, Facebook, Twitter, Google+, wordpress, etc. This is an ever-ending list. Few recruiters/candidates own blogs, websites, online portfolios/resumes making web/internet ‘One World Database’ and the trend of ‘Cloud Sourcing’. This new technique includes sourcing the resumes/e-profiles of applicants from web (including but not limited to) search engines, social/professional portals, blogs, e-directories, etc – to keep it short, everywhere!</p>
<p> </p>
<p>Recruitment has been one of the ancient yet prominent industries. Throughout this evolution, one aspect has remained the same – ‘Change is the trend’. We will see continued transformation in future as well, especially in methodical and technical approach of recruiters. Data analysis/intelligence is expected to be a critical area of focus for the recruiters/agencies. Agencies, recruiters, candidates/applicants have high visibility in the internet world. So, everyone should be unique & innovative to offer a competitive-edge. In addition to your processes, tools, methodologies – your willingness to change for better will help secure the position in the competition.</p>
<p> </p>
<p>Recruitment is ever-changing, ever-challenging and ever-transforming industry.</p>
<p> </p>
<p>Happy Recruiting!</p>
<p>--</p>
<p><a href="http://www.linkedin.com/in/reddysatya"><b>Satya Reddy</b></a> <b>| Recruitment Evangelist</b> <b>&</b> <b>Speaker</b> <b>|</b></p>
<p><span class="font-size-1" style="color: #c0c0c0;">References: A decade+ experience as a recruitment consultant / Wikipedia / Google. </span></p>
<p><span class="font-size-1" style="color: #c0c0c0;">Disclaimer: All content is to express my individual opinions for informational purposes only and will not be liable for any errors or omissions in this information nor for the availability of this information.</span></p>
<p><em><strong><span style="color: #c0c0c0;"><a target="_self" href="http://storage.ning.com/topology/rest/1.0/file/get/1976909816?profile=original">Evolution%20of%20Recruitment%20%E2%80%93%20The%20People%20Industry.pdf</a></span></strong></em></p>LinkedIn Alertstag:booleanstrings.ning.com,2014-04-09:2748775:BlogPost:1203192014-04-09T08:05:46.000ZShane McCuskerhttps://booleanstrings.ning.com/profile/ShaneMcCusker
<p>I've created a new sourcing tools to help recruiters keep their finger on the pulse and find new vacancies and new client. It is on the home page of the Boolean Strings site. I've recorded a short video to show it off. Please try it out and let me know what you think.</p>
<p>Shane</p>
<p><iframe width="560" height="315" src="//www.youtube.com/embed/h1syaC1ZJAg?wmode=opaque" frameborder="0"></iframe>
</p>
<p>I've created a new sourcing tools to help recruiters keep their finger on the pulse and find new vacancies and new client. It is on the home page of the Boolean Strings site. I've recorded a short video to show it off. Please try it out and let me know what you think.</p>
<p>Shane</p>
<p><iframe width="560" height="315" src="//www.youtube.com/embed/h1syaC1ZJAg?wmode=opaque" frameborder="0"></iframe>
</p>Zero Fee Recruiter Automates Passive Candidate Recruitingtag:booleanstrings.ning.com,2014-03-20:2748775:BlogPost:1196952014-03-20T01:22:18.000ZJohn Prestonhttps://booleanstrings.ning.com/profile/JohnPreston
<p></p>
<div class="pitch-text"><p><strong>Zero Fee Recruiter is the ONLY company that provides Interactive Job Postings for companies looking to hire passive candidates.</strong></p>
<p>I firmly believe that candidate identification is the most critical step in the talent <a href="http://www.zerofeerecruiter.com/#_l_1b" target="_blank">acquisition/recruiting</a> life cycle – you can’t build a relationship with, receive a referral from, network with, or hire someone you haven’t found in the…</p>
</div>
<p></p>
<div class="pitch-text"><p><strong>Zero Fee Recruiter is the ONLY company that provides Interactive Job Postings for companies looking to hire passive candidates.</strong></p>
<p>I firmly believe that candidate identification is the most critical step in the talent <a href="http://www.zerofeerecruiter.com/#_l_1b" target="_blank">acquisition/recruiting</a> life cycle – you can’t build a relationship with, receive a referral from, network with, or hire someone you haven’t found in the first place.</p>
<p>So whether you’re searching LinkedIn, Twitter, Facebook, Monster, your ATS/CRM, or you’re Googling for candidate leads on the Internet – following and integrating these search best practices into your candidate sourcing routine can dramatically increase your ability to more quickly find more of the right people.</p>
<p><strong><a href="http://www.zerofeerecruiter.com/#_l_1b" target="_blank">Zero Fee Recruiter</a></strong> has solved the biggest problem in recruiting, connecting with passive candidates.</p>
<p>Sourcing, Contacting, Qualifying and Delivering only <strong><a href="http://www.zerofeerecruiter.com/#_l_1b" target="_blank">INTERESTED CANDIDATES.</a></strong></p>
<p><strong><a href="http://www.zerofeerecruiter.com/#_l_1b" target="_blank">ZFR</a></strong> focuses on passive candidates that we source through our proprietary system "Reach Out" and this enables our team to reach the candidates that are not actively looking...</p>
<p>We are confident you will agree and please try it for yourself with our <strong><a href="http://www.zerofeerecruiter.com/#_l_1b" target="_blank">7-Day Free Trial</a></strong></p>
<p>There really is a better way!</p>
</div>Candidate Sourcing, Are You Fishing In The Right Pond? – Zero Fee Recruitertag:booleanstrings.ning.com,2014-03-10:2748775:BlogPost:1192972014-03-10T15:01:53.000ZJohn Prestonhttps://booleanstrings.ning.com/profile/JohnPreston
<p>If you go fishing in the ocean and don’t catch the particular species of fish you were hoping to, would you be able to assume that there were no fish of that type in the ocean that day? Of course not. Just because YOU didn’t catch the fish you were looking for, it doesn’t mean they weren’t there to be caught.</p>
<p>I firmly believe that candidate identification is the most critical step in the talent acquisition/recruiting life cycle – you can’t build a relationship with, receive a referral…</p>
<p>If you go fishing in the ocean and don’t catch the particular species of fish you were hoping to, would you be able to assume that there were no fish of that type in the ocean that day? Of course not. Just because YOU didn’t catch the fish you were looking for, it doesn’t mean they weren’t there to be caught.</p>
<p>I firmly believe that candidate identification is the most critical step in the talent acquisition/recruiting life cycle – you can’t build a relationship with, receive a referral from, network with, or hire someone you haven’t found in the first place.</p>
<p>From the <a href="http://zerofeerecruiter.com/" target="_blank">very beginning of my recruiting career</a>, I’ve leveraged technology for talent identification. I’ve learned that searching databases, the Internet, and social media offers <a href="http://zerofeerecruiter.com/" target="_blank">intrinsic advantages over other methods of candidate sourcing</a>, and I’ve compiled a list of what I believe are the top 10 best practices for searching for candidates.</p>
<p>So whether you’re searching LinkedIn, Twitter, Facebook, Monster, your ATS/CRM, or you’re Googling for candidate leads on the Internet – following and integrating these search best practices into your candidate sourcing routine can dramatically increase your ability to more quickly find more of the right people.</p>
<p>You should always take time to analyze your search criteria to assess the possibility that your search terms may not find all qualified candidates, and in fact might actually be eliminating viable candidates. I have found that the more time I spend on the front-end of a search, the more relevant my results become, which in turn increases my productivity by enabling me to find more and better candidates more quickly. Imagine that!</p>
<p></p>
<p>The Answer;</p>
<p><a href="http://zerofeerecruiter.com/" target="_blank">We help you find great talent.</a></p>
<p><a href="http://zerofeerecruiter.com/" target="_blank">Zero Fee Recruiter</a> is a new and better way to recruit.</p>
<p>We provide you with qualified professionals that we have contacted and vetted for each position you are looking to fill. We deliver only interested candidates that are available in your location and your salary range.</p>
<p><a href="http://zerofeerecruiter.com/" target="_blank">We Source – We Contact – We Qualify – We Deliver – You Hire, It’s That Easy…</a></p>
<p>ZFR focuses on passive candidates that we source through our proprietary system "Reach Out" and this enables our team to reach the candidates that are not actively looking...</p>
<p>Yes, Our Team Is USA Based!</p>
<p><a href="http://zerofeerecruiter.com/" target="_blank">There really is a better way!</a></p>
<p>To try Zero Fee Recruiter out for yourself, just fill out the form to the right. We'll use your information to get in touch and get you set-up with our <a href="http://zerofeerecruiter.com/" target="_blank">7-Day Free Trial</a></p>
<p><a href="http://zerofeerecruiter.com/" target="_blank">ZeroFeeRecruiter.com</a></p>