Boolean Search in Recruitment: A Practical Guide for 2024
Boolean search in recruitment helps you become more efficient at identifying potential best-fit candidates, find the talent your organization needs, and enhance your recruitment process. This is especially important in today’s business landscape, where 77% of global employers are struggling to find the talent they need to succeed.
In this article, you will learn what Boolean search in recruitment is, best practices to optimize your sourcing process, how Boolean search works on different recruitment platforms, and sample Boolean search strings for different roles. Let’s get started!
Contents
What is Boolean search in recruitment?
6 best practices to use Boolean search in recruitment
Advanced Boolean search in recruitment
Platforms to use Boolean search in recruitment
Sample Boolean search strings for recruiters
What is Boolean search in recruitment?
Boolean search uses logical operators (like AND, OR, and NOT) to combine keywords and phrases to refine your search results. When using Boolean operators, you can include multiple keywords, expand the search, and exclude specific terms.
As a sourcer, recruiter, or talent acquisition specialist, you will be able to use Boolean on the majority of platforms you use to find your candidates. This includes Google, LinkedIn, Indeed, or your ATS.
Basic Boolean search operators
| Boolean operator | Function | Example |
|---|---|---|
| AND | Combines keywords or search terms to generate results containing all the words you included. | Developer AND Python: This would give you results that contain both the word ‘developer’ and ‘Python’. |
| OR | Widens your search by including results containing any of the keywords you mentioned rather than all of them. | Developer OR Programmer: This would give you results containing either ‘developer’ or ‘programmer’. |
| NOT | Excludes specific keywords or phrases from your search results. Note: Google doesn’t recognize NOT as a search operator. Use the minus sign (-) instead when searching on Google. | Developer NOT Java: This would give you profiles of developers who don’t have ‘Java’ listed in their skills. |
| Parentheses () | Group keywords, phrases, or other Boolean operators together to narrow down your search results to candidates who match all or some of your desired qualifications. | Develop AND (Python OR Java): This would give you profiles of developers who either have ‘Python’ or ‘Java’ listed in their skills. |
| Quotation marks “” | Searches for an exact phrase or string of words to return results matching the exact phrase you entered, in the exact order you entered it. | “Software engineer” AND “Master’s degree”: This would give you profiles of software engineers who mention ‘Master’s degree’. |
6 best practices to use Boolean search in recruitment
Boolean search can help you transform a time-consuming sourcing task into an efficient, targeted search for the best potential candidates.
Here are a few best practices to get you started.
1. Master the basics
It’s crucial to understand the underlying logic of Boolean search. Get comfortable with the basic operators (AND, OR, NOT) and how they function in various combinations. This foundational knowledge will help you greatly improve your sourcing skills.
Here are several tips to help you master the basics of Boolean search for recruiters:
- Make use of educational resources: Follow online tutorials, webinars, and courses that explain the basics of Boolean search. Websites like LinkedIn Learning, Coursera, and even specific recruitment training platforms offer specialized courses tailored to various levels of expertise.
- Utilize search guides: Many search engines and databases have their own search guides. Reading these can provide insights into how Boolean operators are implemented on specific platforms. These guides often include examples that you can use as a practical reference. Here are some examples:
- Learn operator limitations: Familiarize yourself with any limitations that specific platforms may have on the use of operators. For instance, some job boards or search engines might not support certain operators or may have unique alternatives.
2. Test and refine your search strings
Constructing effective Boolean search strings is often a process of trial and error.
Start with a precise search to capture the most relevant candidates. You can use all the requirements you gathered during the intake with the hiring manager. You might get lucky and hit the right group of perfect candidates the first time around!
Even if you don’t, then you still have a better understanding of the search results and what requirements you need to remove or rephrase to expand the pool of potential candidates.
Start by analyzing the profiles of the candidates your initial search yielded. Let’s say your original Boolean search string is ‘Java AND (Developer OR Programmer) AND SQL NOT Entry-Level.’ After running this search, you might find that it yields too few candidates, and they might be too senior for your role.
Based on this analysis, you can add, remove, or alter keywords and operators. To refine this specific search to also include more junior candidates, you could modify the string to ‘Java AND (Developer OR Programmer) AND SQL,’ removing the ‘NOT Entry-Level’ to expand your candidate pool.
Remember: There is no one-size-fits-all approach to creating the perfect Boolean search string. Don’t be afraid to experiment, iterate, and refine your strings over time to improve your results. The best recruiters are those who can adapt their search strategies to meet the needs of the constantly changing job market.
3. Combine operators and platforms
Don’t hesitate to combine different operators to create complex search strings. This approach allows you to pinpoint the exact type of candidate you are looking for.
You can make use of a Boolean search builder. There are a few tools that can help you build Boolean search strings, such as hireEZ, SourcingLab, or Recruit’em. Generative AI tools like ChatGPT can also help you streamline your search process by generating effective strings tailored to your needs.
“Create a Boolean search string to find profiles of Software Developers skilled in C#. Candidates should have a Master’s degree in Software Engineering and at least 3 years of professional experience. They should be adept in Scrum methodologies and have competencies in both JavaScript and Azure. Exclude candidates who have exclusive expertise in Ruby or who are based in Canada.”
Result:
(“Software Developer” OR “Software Engineer”) AND “C#” AND “Master’s degree in Software Engineering” AND (“3 years” OR “three years”) AND “Scrum” AND (JavaScript AND Azure) NOT (Ruby) NOT “based in Canada”
It’s also a good idea to use more than one platform to search for candidates. This will give you access to a wider range of potential employees. Each engine has its own strengths and may give you different results due to its unique algorithms. You can find a comparison between Google, LinkedIn, and Indeed in the following section.
4. Select specific and relevant keywords
Keyword choice is as important as the operators you use. Select terms that are highly relevant to the job role and consider all the various titles and skills that a suitable candidate might list on their profile. If you’re looking for a UX designer, you might need to also include keywords like “UI designer”, “user experience designer” or “interactional designer”. The OR operator is very useful for this.
HR tip
Think like your target audience. Use the language, terminology, and keywords that candidates use in their profiles. You should find candidates based on how they describe themselves, not how you or your organization describe them.
Take note of new keywords in the profiles you screen. Google Trends is also a really useful tool to help you assess how often a specific keyword is used, especially in comparison with other terms.
5. Practice your search skill
Make it a habit to regularly use and refine your Boolean search techniques. The more you use it, the better you will be able to generate precise results and find higher-quality candidates. A good way to practice is to simulate searches. You can take a hypothetical job opening and brainstorm the different skills, titles, and qualifications required. Then, you can construct Boolean search strings based on these criteria.
You can also find a mentor or peer who is proficient in Boolean search. Review your search strings with them and get feedback. If no one in your team is familiar with Boolean, or if you’re working in a one-person team, you can also join communities of recruiters on platforms like Reddit, LinkedIn, or specialized recruiting forums. These communities often share tips, best practices, and Boolean strings that can help you understand how to apply Boolean logic in your searches.
6. Review and document
Take the time to review which of your search strings were most effective and why. This can help you uncover more insights into how Boolean operators work in various contexts.
Make sure to also keep a record of your most successful search strings. This repository can save you time in the future and serve as a reference to develop new strings for similar roles.
Advanced Boolean search in recruitment
Beyond basic Boolean operators, there are also several advanced operators that you can use to further refine and increase the precision of your search.
Advanced operators like filetype:, asterisk (*), or NEAR allow you to build complex search strings that can take into account various attributes of a candidate’s profile simultaneously, such as their experience, skills, location, and education.
You will also be able to cut down on the amount of time you spend sourcing and eliminate several rounds of repetitive searches.
We’ll show some examples of combinations of search strings with basic and advanced operators below.
If you want to know more about which advanced Boolean operators you can use, how they work, and even more Boolean string samples for common roles to source for, download the Boolean Search Cheat Sheet for Recruiters and start sourcing for the best candidates right away!
Platforms to use Boolean search in recruitment
Each search engine and platform has unique algorithms and search capabilities that can impact the results you get. Here’s a quick breakdown of the benefits of the three most popular sourcing platforms:
- Google is perfect for a broad, unrestricted search, especially when you want to look for passive candidates with a specific skill set or those who have a strong online presence.
- LinkedIn is ideal for leveraging professional networks. You will benefit from searching within a platform specifically designed for professional activities and recruitment.
- Indeed is excellent when you need to connect with active job seekers. You have access to tools tailored for the recruitment process, including resume searches and job alerts.
Let’s go into details about each platform, including their strengths, disadvantages you need to consider, and sample Boolean strings.
Google Boolean search
Google search capabilities are unparalleled. It’s a powerful tool if you want to search the broad expanses of the internet to find potential candidates’ resumes, professional documents, profiles, and more.
Here’s how Google can benefit your search:
- Vast index: Google’s search algorithm has access to a vast array of online information, including public profiles, personal websites, and forums. This will give you a broader talent pool.
- Advanced search operators: You can use a wide array of advanced search operators to refine your search to a high degree of specificity. This includes operators like ‘site:’, ‘filetype:’, and ‘intitle:’
- Passive candidate reach: Google allows you to find candidates who may not be actively looking for a job or present on job boards.
However, keep in mind that because Google has such a vast index, you might get too many irrelevant results. This means you will need to spend extra time to refine your search.
(filetype:pdf OR filetype:doc) “software engineer” AND “java developer” AND inurl:resume -jobs -sample -template
LinkedIn Boolean search
LinkedIn is the go-to professional network where you can tap into a rich database of active job seekers and passive candidates. When you use Boolean search on LinkedIn, you will be able to sift through detailed professional profiles and work histories.
LinkedIn brings many benefits for sourcing candidates:
- Professional focus: LinkedIn is a professional networking site, so profiles tend to be quite detailed with employment history, skills, endorsements, and recommendations.
- Networking capabilities: You can make use of your network for referrals and intros. The LinkedIn algorithm also prioritizes connections when you search for profiles.
- Up-to-date information: Users tend to keep their LinkedIn profiles updated. This means you can access more accurate information regarding their job status, experience, and skills.
- Built-in search filters: Linkedin provides a variety of filters that you can use to narrow down your search, such as location, industry, current company, past experience, education, and skill sets, allowing for more precise and targeted results.
However, because of the way LinkedIn algorithm works, your search may be limited by connections and LinkedIn’s restrictions on visibility for those outside of your network.
The algorithm also prioritizes profiles based on activity and completeness, which might not always align with your search criteria.
Want to know more about how LinkedIn algorithm works to optimize your search? Download the Boolean Search Cheat Sheet for Recruiters here.
(“project manager” OR “program manager”) AND (PMP OR “project management professional”) AND NOT (“entry-level” OR intern)
Indeed Boolean search
Indeed is a resume-focused database that gives you a concentrated pool of candidates who are actively showing their interest in new opportunities.
Indeed can benefit your search in several key ways:
- Job search concentration: Indeed is a job search engine that combines listings from many sources. This means you get access to a wide variety of candidates actively looking for jobs.
- Targeted candidate search: Indeed allows you to do precise targeting. This is useful when you want to find candidates with specific past job titles or educational backgrounds.
- Structured queries: Indeed supports structured queries with its own search operators for a more targeted search.
Keep in mind that the quality of resumes you find on Indeed can vary greatly. There are resumes that might also be out of date.
Another consideration is that Indeed is mostly a space for active job seekers. This means you might miss out on passive candidates who might be a good fit.
title:”Program Manager” AND anycompany:Cisco AND school:Stanford
Sample Boolean search strings for recruiters
Let’s take a look at some sample Boolean search strings for different roles that you might need to source for.
Boolean strings to search for UI designers
| Purpose | Sample string |
|---|---|
| Find UI designers’ resumes in different file formats on Google | (UI designer OR “UI designer” OR “user interface designer”) (resume OR CV OR vitae) filetype:pdf OR filetype:doc OR filetype:docx |
| Find UI designers’ portfolios from Behance on Google | site:behance.net “UI designer” OR “user interface designer” |
| Find UI designers with Illustrator experience on LinkedIn | “UI designer” AND Illustrator |
| Find UI designers in senior-level positions | On LinkedIn: (“senior UI designer” OR “lead UI designer” OR “UI design manager”) On Google: (intitle:resume OR inurl:resume) “senior UI designer” -jobs -sample -template |
| Find UI designers by location (replace *area* or *city* with the specific location you’re targeting) | On LinkedIn: “UI designer” AND “location *area*” On Google: (UI designer OR “UI designer”) AND “based in *city*” filetype:pdf OR filetype:doc OR filetype:docxOn |
Boolean strings to search for Sales Managers
| Purpose | Sample string |
|---|---|
| Find Sales Managers’ resumes in different file formats on Google | (sales manager OR “sales manager” OR “sales leadership”) (resume OR CV OR vitae) filetype:pdf OR filetype:doc OR filetype:docx -sample -example -template |
| Find Sales Managers experienced with small or medium-sized businesses | On LinkedIn: “sales manager” AND (“SMB” OR “small business” OR “medium-sized business” OR “SME”) On Google: (sales manager OR “sales manager”) AND (SMB OR “small business” OR “medium-sized business” OR “SME”) (resume OR CV OR vitae) -job -jobs -sample -template |
| Find Sales Managers with mentoring experience on LinkedIn | “sales manager” AND (mentor OR mentoring OR “leadership development”) |
| Find Sales Managers using various job titles | On LinkedIn: (“sales manager” OR “sales leader” OR “sales director” OR “regional sales manager” OR “sales executive”) On Google: (“sales manager” OR “sales leader” OR “sales director” OR “regional sales manager” OR “sales executive”) (resume OR CV OR vitae) filetype:pdf OR filetype:doc OR filetype:docx -sample -example -template |
| Find Sales Managers by location (replace *area* or *city* with the specific location you’re targeting) | On LinkedIn: “sales manager” AND “location *city*” On Google: (sales manager OR “sales manager”) AND “located in *city*” (resume OR CV OR vitae) filetype:pdf OR filetype:doc OR filetype:docx -job -jobs -sample -example -template |
Boolean strings to search for Social Media Specialists
| Purpose | Sample string |
|---|---|
| Find Social Media Specialists’ resumes in different file formats on Google | (“social media specialist” OR “social media expert” OR “social media coordinator”) (resume OR CV OR vitae) filetype:pdf OR filetype:doc OR filetype:docx -job -jobs -sample -example -template |
| Find Social Media Specialists experienced with data analytics | (“social media specialist” OR “social media analyst”) AND (“data analytics” OR “social media metrics” OR “performance analysis”) -job -sample -template |
| Find Social Media Specialists with Illustrator experience | (“social media specialist” OR “social media designer”) AND (“Adobe Illustrator” OR “graphic design”) -job -sample -template |
| Find Social Media Specialists using various job titles | On LinkedIn: (“social media specialist” OR “social media manager” OR “social media coordinator” OR “social media marketer” OR “community manager”) -job -sample -template On Google: (“social media specialist” OR “social media manager” OR “social media coordinator” OR “social media marketer” OR “community manager”) (resume OR CV OR vitae) filetype:pdf OR filetype:doc OR filetype:docx -sample -example -template |
| Find Social Media Specialists by location (replace *area* or *city* with the specific location you’re targeting) | On LinkedIn: “social media specialist” AND “location *city*” On Google: (social media specialist OR “social media specialist “) AND “located in *city*” (resume OR CV OR vitae) filetype:pdf OR filetype:doc OR filetype:docx -job -jobs -sample -example -template |
Key takeaway
Using Boolean search in recruitment is your key to finding candidates who not only meet but exceed job expectations. By employing various best practices like testing and refining your search strings and using multiple platforms to conduct your searches, you will be able to turn your sourcing process into a laser-focused search that can save you time and effort and provide you with high-quality candidates.
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