Archive for June, 2016

How To X-Ray Search Linkedin

Tuesday, June 28th, 2016

Using Google to perform an “x-ray search” of LinkedIn is one of the best ways to find the profiles of people that are outside of your network. X-Ray searches work for any website, but we’ll focus on LinkedIn for now. To perform an x-ray search, you simply start your search with the following search criteria: I will use an example of a recent search I did in an effort to find individuals with software security experience. Here is an example of one of the search strings I used in Google: “greater seattle area” security (intrusion OR authentication OR firewall) support network* CISSP –profiles

When examining this Boolean search string you will probably notice a couple of things. For one, I did not use “AND” in between several of the words. The reason for this is two-fold: one, Google recognizes spaces as the “AND” operator and, secondly, since Google limits the number of words you can use in a search (I believe it is 25), you don’t want to waste valuable “real estate” with the “AND” operator if you don’t need it. You will probably also notice that I included “-profiles” at the end of my search. Why did I do this? The reason is to eliminate results that will show up for a list of profiles that are sometimes unrelated to what you are looking for and only clutter your search results. Try taking it out of your search string and you will see what I am talking about. Any time you add a minus sign (-) in front of a word it will filter and not show results with that word, also known as a “negative” keyword. Another thing you may have noticed was the asterisk (*) after the word “network.” In case some of you are unfamiliar with this Boolean operator, it is the “wild card” operator, meaning it will show any word that has “network” as its root. For example, this search will provide results that include the words “network,” “networking” and “networked” among others.

Good luck and happy hunting! – Travis Scott

Build a Custom Recruiting Team on FeeTrader!

Monday, June 27th, 2016

Employers and Agency Recruiters: you can easily build your own custom recruiting team (unique to you only) and seamlessly communicate new requirements to your team with FeeTrader’s “Preferred Recruiters” functionality. Here’s how it works:

Employers: Simply add Preferred Recruiters (PRs) to your account which will automatically place job requirements (for bid) onto your PR’s “Job Invites” page. When your PR logs in each day and checks their “Job Invites” page, they can immediately take action and bid on your jobs.  You’ll still need to accept their bid as usual.  This process just gets immediate attention of those Agency Recruiters that you’re interested in hearing from.

Agency Recruiters: Simply add Preferred Recruiters (PRs) to your account which will automatically place your split-fee job posts onto your PR’s “Job Invites” page. When your PR logs in each day and checks their “Job Invites” page, they can immediately take action and submit candidates. You’ll still get split inquiries like always from those outside of your PR list for your review and can add or remove new PRs anytime. Of course, the same will happen with you when others place you on their unique Preferred Recruiters list! Job Invites serves as your personal streaming jobs feed from both Employers and Recruiters so you can get to them quickly and make more placements!

There is no more an efficient way to increase placement opportunities than FeeTrader!  Just login and go!  Register here:

Get Candidate Callbacks – Voicemail Tips

Sunday, June 19th, 2016

It happens to all of us nearly every day, in both our personal and professional lives. We need to ask someone a question or offer up our services. We dial the phone, and after a few rings, we hear Hi! This is _________. I’m so sorry I can’t take your call…. At this point, the calmest person among us can instantly turn into Yosemite Sam: Rasta-friggin-tarnation-consar-ned voicemail! Now, if you let your anger and frustration rule you, your instant reaction is to hang up and try again later—that is, if you remember. In a business situation, there’s just too much going on to maintain a constant hit-and (mostly) miss method of reaching people. It’s been estimated that 80% of all incoming business calls wind up in voice mail. Unless you’re confident that the people you’ve called will diligently search and call back numbers in their caller ID, you have little choice but to leave a message.

So, how do you make the best out of a voicemail message? The first thing to realize is—no matter your initial reason for your call—as soon as the outgoing message picks up, your goal has instantly changed to one thing: getting a call back. So, start with the obvious: your name and number (repeated at the beginning and end of the message) and an e-mail address as an alternative method of reaching you. If you know the times that you’ll be in the office and available to take their call, include that information.

Ideally, contact details should take up half of your message, meaning that you shouldn’t weigh down the rest of the message with a mountain of information about why you called (unless the caller can respond with a straight-forward, non-negotiable answer and doesn’t need to speak to you directly). Instead, leave a hook. It can be as simple as “I need to talk to you about such-and-such”, but you’ll have a better chance for a call back if you make it sound important (has anyone ever felt compelled to call someone who was “just checking in”?) and you make it sound personal (because we all just love being considered another number on the calling list). Now, if you’re calling a client to ask about doing new placements, or calling up an applicant to offer them an opportunity, this should be simple—you have a working relationship and you draw from that experience. But you can use the same approach when calling someone whom hasn’t spoken to your company in a few years. Simply reference the name of your employee who made the last contact with them (even if that person is no longer with the company) and explain that you’re now following up because you have an opportunity that is a good fit for them (and don’t just say “a good fit”—be specific!)

Most of the voicemails you leave will fall under a few general categories, so you should have a basic script for each type of call. Writing it out will help you focus your message, and reading it will lead to less hesitation and vocal filler (um, ah, and the like). Finally, make a conscious effort to speak slower. We all have a tendency to rush saying something we know verbatim, but a speedy talker will turn off a recipient rather than make them want to call you back.

Of course, there are no absolutes here. Deleting a message is a one-button maneuver, and the slightest misstep can trigger that one-finger reflex. Don’t expect a call back from every call, but be hopeful that a professional, concise and important message will elicit a prompt call back. Done properly, it will lead to success. Happy Hunting.

How To Find Resumes on Google and Bing

Tuesday, June 14th, 2016


find resumes on google

By Travis Scott

A few years ago I wrote a blog post about this topic and decided to do some research and find out if things have changed since then. Although things have mostly remained the same, there are a few new concepts that can improve your results. (Plus, since I’m in digital advertising now, I did some keyword research and found that at least 20 people per month or about 250 people per year search for this on Google, so people remain interested in learning how to do this).

Searching for resumes on Google or Bing may not be applicable for every type of search you’re doing (i.e., non-technical roles like accountants and administrative assistants) but, what I’ve found, is that it’s really good for finding creative people – UX/UI and design folks, graphic artists – and anyone else that would benefit from having an online portfolio.

Usually designers and, oftentimes, software engineers, will create a website for their portfolio and throw up a copy of their resume. It’s also a great way to find consultants and freelancers who typically have a website promoting themselves, which usually includes a resume.

However, it is sometimes difficult to know when the resumes were last updated or, depending how narrow your search criteria is, may not yield a lot of results, but I think it’s always a good idea to do a quick Google and/or Bing search for resumes. You never know, it might turn up someone that your competitors haven’t found and the old resume you found still has contact info, right? Now they’re a “passive” candidate. Depending on the last dates shown, you may have to make an educated guess as to where that person may be in their career now and what type of role they would likely be interested in, given the amount of time that has passed.

To save time, you can save a search string and just copy and paste it into Google or Bing, changing only the required skills/experience that may be different.

The Basics

When it comes to the basics of search, Bing and Google are very similar and most of the symbols and operators used in Google will also work in Bing, however there are a few things that Bing isn’t able to do- one big one being the ability to search for a range of numbers.


SymbolsHow They're Used
*The * is used as a wild card.
Example: cheese* will return results for cheese sticks AND cheese curds AND cheese bagels
" "Use “ “ when you want to include a specific phrase, with the words in a specific order.
Example: “blue shoes” will show blue shoes for sale OR buy blue shoes but will not show for shoes that are blue.

(Google Only)
Using two periods ( .. ) will include numbers within a range.
Example: If you are searching for something within a specific zip code, you could search 98007 .. 98123 and it will include any number between 98007 and 98123.
|The | symbol can be used in place of the operator OR.
Example: photoshop | dreamweaver will return results that include the term photoshop OR dreamweaver.
-Use the – to exclude a word, phrase or website.
Example: -cheeseburgers, –“bacon cheeseburger”. I’m not sure why you would want to exclude either of these items from a search, but these searches would exclude the terms cheeseburger and bacon cheeseburger from your search.


Operators*How They're Used
inurl:Use to find sites in which a term or phrase is included in the site’s URL.
Example: inurl:resume
This will only produce sites with the term “resume” in the URL.
intitle:Use to find sites in which a term or phrase is included in the site’s title.
Example: intitle:resume
This will only produce sites with the term “resume” in the title.
site:Use this operator to search a specific website.
This will only produce results that are on LinkedIn.
ORAn outdated operator for specifying and “OR” function. Can be replaced by using the | symbol.
Example: dogs OR cats
This will produce results that include dogs or cats
filetype:This allows you to search by specific file types that may be on a website, including Word docs, Excel spreadsheets, PDF doc, PowerPoint slides or more.
Example: filetype:doc
This will produce results that are Word docs only. Other common file types include pdf, txt, xls and ppt.

(Google Only)
This only works in Google and allows you to search for terms or phrases that are within a certain number of words from each other.
Example: hummingbirds AROUND(3) flowers
This will only produce results in which the term “flowers” is within three words of the term hummingbird. (e.g., “hummingbirds are attracted to flowers” & “hummingbirds like red tubular flowers”

*Do not include a space after the operator. (e.g., inurl:resume NOT inurl: resume)


Google Resume Search in Action

So let’s take a look at an example. To make it more realistic, I did a quick search for a UX Designer job opening here in the Seattle area. I found the following Amazon job that was recently posted (you’re welcome Amazon Recruiter).

After reviewing the job description, here are some of the key skills/experience I took away:

  • HTML, JavaScript, JQuery or equivalent, and CSS
  • Visio, Axure, Illustrator, Photoshop, Fireworks, InDesign and Dreamweaver
  • HTML5
  • User experience, UX
  • GUI
  • Mobile
  • Designer

There are quite a few terms there and, once we start adding our search operators, the search string could get pretty long. Google used to have a max number of terms you could use in a search string and everything beyond that limit would not be considered. That magic number used to be 32.

Since the only information I could find on this maximum was a decade old, I decided to test this and try to perform a search that included every key skill/term I pulled from the job description.

Here’s what I used to search for the desired skills:

designer (“user experience” | UX) GUI HTML5 mobile (HTML | JavaScript | JQuery | CSS) (Visio | Axure | Illustrator | Photoshop | Fireworks | InDesign | Dreamweaver)

If I were to just use this search string it would turn up over 508,000 results, a number of which are not resumes.

FeeTrader Blog Pic 1

So, let’s try to narrow this down to resumes. To do this, we’ll use the inurl: and intitle: operators. This will restrict our search results to only those that include the term “resume” in the website’s URL or title.

Here’s what that search string looks like:

designer (“user experience” | UX) GUI HTML5 mobile (HTML | JavaScript | JQuery | CSS) (Visio | Axure | Illustrator | Photoshop | Fireworks | InDesign | Dreamweaver) (inurl:resume | intitle:resume)

As you can see in the results below, this got us a little closer to the mark but still resulted in more results than we can get through (111,000) and included some off-target results for job posting sites and sample resumes. Still not what we’re looking for.

FeeTrader Blog Pic 2

Now, an old school technique of trying to eliminate some of the false positives we received in our last search was to exclude certain terms such as –jobs, -job, etc. This would, in theory, get rid of the job posting sites. However, this can be cumbersome and lead to possibly excluding results we want to see (i.e., if someone used the term job or jobs in their resume). A short cut to pare down the results would be just search for sites in which people have included an actual copy of their resume in one of the following file types: Word doc, PDF or txt file.

Here’s what I will add to our search string to narrow our results even further:

(filetype:doc | filetype:pdf | filetype:txt)

When I add this, here are the results I get:

FeeTrader Blog Pic 3


Much better. We’ve gone from over 111,000 to 1,650. But it’s still a bit unwieldy and, we can’t forget that these results are showing people not just in the U.S., but also all over the world. Even though Amazon has no problem relocating the right people for the job, let’s simplify things a bit and just search for people in the Seattle area.

I know what you’re thinking. Are we going to have to include every possible city we can think of in the surrounding area? That could be a real time killer and would likely push our search string over what could still be Google’s maximum search term limit.

Fear not, there’s a workaround for this. Remember, Google has an operator for searching a range of numbers. This is great for searching a range of zip codes. Unfortunately, this doesn’t work in Bing and I was unable to find anything that was equivalent to this feature.

The first step is to find all of the zip codes within a specified radius of your location. I used the website for this but there are a number of others you can use.

Since I wasn’t sure what Amazon’s zip code was, I just used the zip code where my office is located – Bellevue, WA – which is 98007. I also narrowed it to a 10-mile radius.

Here are the results:

FeeTrader Blog Pic 4

There were a total of 62 zip codes within a 10-mile radius of Bellevue. That would be a lot of zip codes to add to the search. In order to see the range, from smallest to largest, I simply clicked the “Zip” column to sort these numbers. Now that I have the smallest (98004) and the largest (98195) I can now include the range in my search string.

Here’s what that looks like:


That really narrowed things down, cutting our results from over 1,600 to only 8. That’s not a lot of results and it would have been great to get more, but there’s a high likelihood that those 8 will be very relevant to my search.

Here are the results:

FeeTrader Blog Pic 5

There’s still one thing to test. When it’s all said and done, this search string consists of 37 words. That’s more than the 32 that I was able to find when searching for a max. Since that information was over a decade old, let’s test it.

To do this, I’m going to use the excluding operator “-“, since we haven’t used that in our search yet. Instead of excluding a term like “java” I’ll exclude one of their names. If 32 is still the max, then nothing will happen to the results and the exclusion will be ignored. If it is now larger than 32, then we’ll see a decrease in our results from 8 to 7.

Let’s test this using “–Ewald”. Here’s what happened:

FeeTrader Blog Pic 6

Look at that! Only 7 results! Granted, we only have determined that we can at least use 37 terms, but we now know that 32 is no longer the max and I would assume it’s quite a bit larger now.

Since it could potentially take me an hour or more to test this further, I’ll just be content knowing that the maximum is now greater than 32. If you end up creating a really long search string, it wouldn’t hurt to do a test similar to what I did today.

In closing, Google and Bing can be a good resource to utilize when searching for resumes and trying to tap into potential candidates your competitors may be overlooking. Even if they were using these search engines, there are number of variations that can change the results and find overlooked resumes. In the example I provided, we only came up 8 resumes, but that can be easily changed by doing things like excluding the area code radius and using the  zip codes of other cities where you know this kind of talent lives-that is, if you’re company as a relocation budget. You can also add or subtract keywords to broaden the search.

Happy hunting!



About the Author: Travis Scott is the Managing Partner and Founder of RainierDigital, a Bellevue, WA-based advertising agency specializing in B2B, B2C and recruitment digital advertising. He has over 6 years of advertising/marketing experience and over 11 years of recruiting experience, most recently at Microsoft in Redmond, WA. He has a BS from Indiana University and a MBA in Marketing from the University of Colorado.


Recruiters – 3 Easy Tips To Increase Placements in 2016!

Monday, June 13th, 2016

The mid year is a good time for reflection and self-improvement and to see how our recruiting resolutions are faring. We all ask ourselves how we can make ourselves better in our personal and professional lives. All too often, our grandiose plans for self-improvement fall by the wayside with seemingly more pressing life tasks, but here are a few ideas to get back on track that can be accomplished whenever you have a few minutes to spare.


Too often, Recruiters grossly underestimate the need to write well.  Clear, concise writing is an integral skill to recruiting and often determines whether one can get the candidate (and their respect) or not.  A focused job description will help to ensure that your post will generate quality candidates, and well-written office memos will clarify your policies and eliminate unnecessary confusion among your colleagues. The key to writing well is writing often. Try to make time to write something every day. The subject is irrelevant. Even taking ten minutes to compose a descriptive paragraph about the view from your window or your impressions of last night’s dinner will keep you in practice. Simple exercises like this will turn the mechanics of writing into second nature, and the next time you have to write a proposal, the words will flow easier. If you need inspiration and/or assistance writing about unfamiliar topics, pick up a copy of William Zinsser’s superb book “On Writing Well”; it has discussions and examples of a variety of topics, and Zinsser’s writing style is perfect for a quick read when you have a few moments between appointments.


Just like improving our writing skills, asking our clients and candidates for referrals is something we know we should do, but we seem to overlook it. Remember that referrals can expand your business exponentially, so it’s important to ask on every call. Sometimes a reminder is all you need, so write yourself one, on as big or as small of a piece of paper as necessary. Now think about the places your eyes travel when you’re on a call. Find the place where you always look (computer, office wall, calendar, desk) and place your reminder where you will always see it. Need something more substantial? Try outlining your basic calls from opening to close (with referrals tucked in near the end of the call), then follow it until asking for referrals becomes a natural part of the call.


As everyone in recruiting knows, social media networks like Facebook, Twitter and LinkedIn have revolutionized the business. Be sure that your company has an effective presence on all of the major platforms, and don’t stop working on it after you’ve done the initial setup. Take a few minutes to read over the pages—even if you wrote the original yourself. Are there ways to improve the grammar or to sharpen a point? Can you find ways to engage your audience by posting questions on your wall? (Facebook’s “talking about this” statistic continues to carry more importance than the simple “like”.) Write up your suggestions and encourage your fellow employees to follow suit. It truly takes a village to proofread and define a website, and with the importance of social media in recruiting, it is a necessary effort.

None of these techniques will take up much of your time (much less than the frequently procrastinated trip to the gym!), but with a concerted effort, you can make these small changes a permanent—and pleasurable—part of your daily routine.