Boolean search allows recruiters to construct more precise and targeted searches to find the most qualified candidates for open positions. Using Boolean operators like AND, OR, and NOT narrows results to candidates who have the exact skills, experience, and other attributes specified in the job description.
What is Boolean Search?
Boolean search, named after mathematician George Boole, allows the use of operators like AND, OR, and NOT to combine keywords and filter search results. Boolean search goes beyond simple keyword searching to target results more precisely. With simple keyword searches, entering terms like “marketing manager” would return all profiles with those words. But a Boolean string like “marketing manager AND San Francisco” would only return candidates who are marketing managers in San Francisco. Boolean searching provides more control over search queries.
Why Use Boolean Search for Recruiting?
Boolean search offers several key benefits for recruiters:
- More targeted results – Boolean operators narrow down results to candidates meeting specific criteria.
- Time savings – Reducing irrelevant results saves recruiters time going through candidates who do not fit.
- Better quality candidates – Targeting the most qualified people increases chances of finding the ideal hire.
- Customization – Boolean searches can be tweaked endlessly to capture the perfect candidate.
With job boards, LinkedIn, and other resources holding tons of profiles, Boolean search is necessary to pinpoint the cream of the crop for open positions. Instead of being overwhelmed by hundreds of irrelevant profiles, Boolean searching cuts right to the most viable people.
Common Boolean Operators
Here are some of the most important Boolean operators for constructing recruiting searches:
AND
The AND operator narrows results to only those containing all search terms. For example, “project manager AND PMP” would return candidates who are both project managers and PMP certified. AND ensures candidates have all specified credentials and experience.
OR
The OR operator broadens results to those matching any of the search terms. A query like “project manager OR program manager” would return profiles with either job title. OR is useful for capturing multiple similar roles or skillsets, like social media OR content marketing.
NOT
The NOT operator excludes results containing certain keywords. For example, “project manager NOT contract” would filter out contractors and freelancers to find candidates seeking permanent roles. NOT is important for screening out unwanted terms.
“”
Quotes around phrases keep terms together, searching for exact matches to that string of words. For instance, “social media manager” in quotes would only yield profiles with that full term, and not general social media or manager profiles.
Boolean Search Examples
Here are some sample Boolean searches for recruiting:
Search String | What it Targets |
“registered nurse” AND California AND BSN | Nurses with BSN degrees in California |
developer OR programmer OR software engineer | Candidates with any of these tech roles |
accountant NOT freelance | Accountants seeking permanent roles |
“project manager” AND PMP AND San Francisco | Project managers with PMP in San Francisco area |
Where to Use Boolean Search
Here are some top places where Boolean search comes in handy for recruiting:
Job Boards
Major boards like Indeed, Monster, CareerBuilder, etc. support Boolean operators. Construct searches using AND, OR, NOT to filter candidates.
LinkedIn’s advanced search allows Boolean strings to narrow down profiles. Target candidates by title, skills, location and other fields.
Use Google’s advanced search for Boolean queries to turn up profiles, resumes and potential candidates online.
Databases
Staffing databases like Workday let recruiters search with Boolean operators to pinpoint the right people.
CRM
Recruiting CRMs like Lever allow creating advanced Boolean searches across candidate pipelines.
Resume Databases
Upload resumes to databases like HiringThing and use Boolean to locate specific skills and keywords.
Tips for Effective Boolean Search
Follow these tips to maximize your Boolean searching:
- Start broad – Use just one or two highly relevant keywords related to the role.
- Add modifiers – Build on initial results using AND, OR, NOT to narrow further.
- Watch for errors – Mistakes like unclosed quotes or unmatched brackets will break searches.
- Try different variations – Substitute synonyms and test various Boolean strings.
- Analyze results – Review returned profiles for relevance and tweak keywords if needed.
Benefits of Boolean Search for Recruiting
Applying Boolean search delivers many recruiting advantages:
- Surface better candidates through precise searches.
- Filter out irrelevant and underqualified applicants.
- Save recruiters’ time by screening efficiently.
- Provide hiring managers with higher quality shortlists.
- Reduce time to fill open positions by targeting ideal people.
By enabling more strategic and focused searching, Boolean operators help recruiters be more productive and successful in building strong talent pipelines.
Conclusion
Boolean search techniques are vital in recruiting to pinpoint relevant candidates and remove noise from the process. Using AND, OR, NOT and other modifiers allows recruiters to construct searches tailored to the exact skills and experience needed for roles. Recruiting databases, LinkedIn, job boards and resume databases all enable Boolean queries to uncover great candidates. Following best practices and fine-tuning queries takes practice – but the enhanced search precision is well worth the effort for finding and engaging top talent.