As an introduction if you haven't used Boolean searches previously, a Boolean search in recruitment is where you enter the keywords into a search engine such as Yahoo or Google inside the inverted commas and use words (or operators) such as OR, AND, NOT using modifiers like Quotation Marks ``'' and Parentheses () to narrow down the search.

The usage of Web 2.0 Technologies in Recruitment has been well documented during the past year or so on this particular blog. Even though Twitter, LinkedIn, and Facebook catch the majority of the headlines among the more talked about but many productive tools Recruiters may use is utilizing Boolean Searches.

How Boolean search in recruitment can help?

It is quite easy to acquire U.S Resume Database or candidate resumes online. The primary challenge for recruiters here is- how to vet these resumes to find the best candidates. It is where proficiency in Boolean search can help.

Best means of utilizing Boolean Search isn't sticking to a single search engine. Using multiple search engines enriches one's access to particular outstanding info, which sometimes the most preferred search engine would be unable to pick up. Also, comes quickly to type out the information that a recruiter is searching for. After the information is sorted, then the hunt conducted inside dispersed data proves much stronger than a search using the raw information. Additionally, the Boolean search can boost the search concerning efficiency and speed when hunting profiles online through search engines. Among the strategies to get the hang of it's trying with a variety of operators using some permutation and combination.

At a research conducted by, results reveal that Boolean searching is the quickest way of locating qualified applicants when compared with cold calls or warnings and job postings. Though other techniques are still effective procedures of recruiting, they're a slower way of identifying ability and does not offer control over applicants who Boolean searching can provide you. Refined results imply better-qualified applicants, along with better-qualified applicants imply effort and time saved on your end.

Boolean operators aren't as important when looking for search engines such as google. However, syntax rules are equally as significant. Recruiters using search engines still use key words and phrases in quotation marks. However, the operator AND is suggested rather than mandatory, while NOT is hauled rather with a minus sign. And Google, for example, has operators of its own, enabling recruiters to narrow down results to one site (website:), locate keywords in the name (intitle:) or URL (inurl:) of a webpage, and search for outcomes within specific file types (filetype:).

Boolean searching can inevitably help save you time by providing you elegant and relevant outcomes. Experiment, but select your operators sensibly to hire top talent with the ideal Boolean search string very quickly.

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Author's Bio: 

Supriya Nigam is a lead Content Writer & Digital Marketing Strategist at CareerBuilder India. Her passion for helping people in all aspects of digital marketing flows through in the expert HR Technology industry coverage she provides. Also, an avid Yoga practitioner.