Shally's Edge: What you're missing with your keyword search

from search engines is that machines don't really understand intent or subtext, what's hidden behind the words that we use on the page. Humans, of course, can make logical leaps and think laterally and make associations that computers don't necessarily have the ability to do. While they are learning and general intelligence is still a long way away, What we now know as artificial intelligence or machine learning intelligence is really only beginning to understand the context, but not quite the subtext or meaning. So what does that mean for recruiters? Well, what that means is that you might be out there searching for keywords that, well, basically don't exist or appear on some of these resumes that you want to find. So how do you get around that? Well, the first step is to not use the same buzzwords or jargon that's in the job description from your hiring manager. Why? Because most of the time, those job keywords from the job description are expressing the way the hiring manager wants to express themselves. In other words, they're the words that the hiring manager uses. The words that humans use that are doing the job are different than the words that humans use to describe what they want someone to do. For example, I might want a recruiter to know about EEOC and OFCCP, but that's not necessarily what a recruiter tells me they do when I ask them. If I were to ask you as a recruiter, "Hey, what do you do?" You don't think, "Well, I'm responsible for EEOC and OFCCP." No, you probably tell me something like, I help my employer find candidates. And that's the language that you wanna search for. So you have to kind of translate the words that are in the jargon that's in the job description and interpret those for the words that people might actually use conversationally in their content and in the right sort of context. You can also bypass this keyword dependency and uncover hidden talent that search engines routinely overlook by applying Synonyms. Use various constructs or various versions of the same word. One technology may, for example, have been acquired by another, and the name of that original technology isn't used in profiles and resumes anymore, but you might still be searching for that because that's what's in the job description. So look at what the other keywords are that mean the same thing and include those in your searches. One last thing Make sure that when you're going on any search engine, you ask for exactly what you want, not generalities. The, the more precise and, and abstruse your words are, in other words, the more unique they are to that particular setting, the higher quality results you're going to get. Think of looking for someone that is good at sales. If you just go in and on Google and type in account executive, you're going to get a lot of information. But if you start looking, peeling back and looking for combinations of text, like for example, exceeded quota, those are the phrases that a salesperson might use when they talk about themselves on their blog and their articles and their posts on LinkedIn. And that's different than what's in the job description. The job description might say, we need someone who is experienced in client relationship management. But that's not what that salesperson puts on their profile. So maybe ask yourself, what do candidates talk about? And search for that instead. Join me March 27th for a free webinar on my Tactical Playbook for Strategic Influence. Check the link below. Something else that might be preventing you from finding the content that you want from search engines is that Machines don't really understand intent or subtext, what's hidden behind the words that we use on the page. Humans, of course, can make logical leaps and think laterally and make associations that computers don't necessarily have the ability to do. While they are learning and general intelligence is still a long way away, what we now know as artificial intelligence or machine learning intelligence is really only beginning to understand the context, but not quite the subtext or meaning. So what does that mean for recruiters? Well, what that means is that you might be out there searching for keywords that, well, basically don't exist or appear on some of these resumes that you want to find. So, how do you get around that? Well, the first step is to not use the same buzzwords or jargon that's in the job description from your hiring manager. Why? Because most of the time, those job keywords from the job description are expressing the way the hiring manager wants to express themselves. In other words, they're the words that the hiring manager uses. The words that humans use that are doing the job are different than the words that humans use to describe what they want someone to do. For example, I might want a recruiter to know about EEOC and OFCCP, but that's not necessarily what a recruiter tells me they do when I ask them. If I were to ask you as a recruiter, "Hey, what do you do?" You don't think, "Well, I'm responsible for EEOC and OFCCP." No, you probably tell me something like, "I help my employer find candidates." And that's the language that you want to search for. So you have to kind of translate the words that are in the jargon that's in the job description and interpret those for the words that people might actually use conversationally in their content and in the right sort of context. You can also bypass this keyword dependency and uncover hidden talent that search engines routinely overlook by applying Synonyms. Use various constructs or various versions of the same word. One technology may, for example, have been acquired by another, and the name of that original technology isn't used in profiles and resumes anymore, but you might still be searching for that because that's what's in the job description. So look at what the other keywords are that mean the same thing and include those in your searches. One last thing Make sure that when you're going on any search engine, you ask for exactly what you want, not generalities. The, the more precise and, and abstruse your words are, in other words, the more unique they are to that particular setting, the higher quality results you're going to get. Think of looking for someone that is good at sales. If you just go in and on Google and type in account executive, you're going to get a lot of information. But if you start looking, peeling back and looking for combinations of text like, for example, exceeded quota, those are the phrases that a salesperson might use when they talk about themselves on their blog and their articles and their posts on LinkedIn. And that's different than what's in the job description. The job description might say, we need someone who is experienced in client relationship management. But that's not what that salesperson puts on their profile. So maybe ask yourself, what do candidates talk about? And search for that instead. Join me March 27th for a free webinar on my Tactical Playbook for Strategic Influence. Check the link below. Something else that might be preventing you from finding the content that you want from search engines is that Machines don't really understand intent or subtext, what's hidden behind the words that we use on the page. Humans, of course, can make logical leaps and think laterally and make associations that computers don't necessarily have the ability to do. While they are learning and general intelligence is still a long way away, what we now know as artificial intelligence or machine learning intelligence is really only beginning to understand the context, but not quite the subtext or meaning. So what does that mean for recruiters? Well, what that means is that you might be out there searching for keywords that, well, basically don't exist or appear on some of these resumes that you want to find. So how do you get around that? Well, the first step is to not use the same buzzwords or jargon that's in the job description from your hiring manager. Why? Because most of the time, those job keywords from the job description are expressing the way the hiring manager wants to express themselves. In other words, they're the words that the hiring manager uses. The words that humans use that are doing the job are different than the words that humans use to describe what they want someone to do. For example, I might want a recruiter to know about EEOC and OFCCP, but that's not necessarily what a recruiter tells me they do when I ask them. If I were to ask you as a recruiter, "Hey, what do you do?" You don't think, "Well, I'm responsible for EEOC and OFCCP." No, you probably tell me something like, I help my employer find candidates. And that's the language that you wanna search for. So you have to kind of translate the words that are in the jargon that's in the job description and interpret those for the words that people might actually use conversationally in their content and in the right sort of context. You can also bypass this keyword dependency and uncover hidden talent that search engines routinely overlook by applying Synonyms. Use various constructs or various versions of the same word. One technology may, for example, have been acquired by another, and the name of that original technology isn't used in profiles and resumes anymore, but you might still be searching for that because that's what's in the job description. So look at what the other keywords are that mean the same thing and include those in your searches. One last thing Make sure that when you're going on any search engine, you ask for exactly what you want, not generalities. The, the more precise and, and abstruse your words are, in other words, the more unique they are to that particular setting, the higher quality results you're gonna get. Think of looking for someone that is good at sales. If you just go in on Google and type in account executive, you're going to get a lot of information. But if you start looking, peeling back and looking for combinations of text, like for example, exceeded quota. Those are the phrases that a salesperson might use when they talk about themselves on their blog and their articles and their posts on LinkedIn. And that's different than what's in the job description. The job description might say we need someone who is experienced in client relationship management, but that's not what that salesperson puts on their profile. So maybe ask yourself, what do candidates talk about, and search for that instead. Join me March 27th for a free webinar on my Tactical Playbook for