Googling Your Candidates? Your Clients Do!

I have talked many times over the last couple years about the need for many of us to expand our candidate searches beyond the national active candidate boards, especially as they are not paying off as they once were.

More and more recruiters are tackling the passive candidate marketplace using Google, the other search engines, name and lead generation services, and/or almost any other way they can think of to fill client’s needs. That’s a good thing.

One practice you are going to want to start is to try and locate information about your candidates before you submit them to your clients. This is easy. If I was your candidate and you wanted to Google me you simply type into the search box (with quotes):

“mark e. berger”

Upon doing this, you would find many Internet pages with my name on it. These are coming from my web sites, my Fordyce Letter columns, vendors I have relationships with, my MAPSS state board association, and others as well, but what you would not find is any reason your client would not hire me for a job for which you submitted me.

Unfortunately, this is not the case with all candidates. In these days of personal networking site proliferation, people at times have a tendency to put a bit too much information on these public sites. Please know I have talked to more than one recruiter who has been embarrassed because his client Googled his submitted candidate and found good cause not to consider that candidate for employment. I will leave it to your imagination as to what reasons might disqualify a candidate in a client’s eyes.

If you try this with a common name and you get too many responses, try adding an additional keyword or two after the name. Maybe try an industry or state of residence to pare down the list.

Make this a standard practice before you submit any candidate to a client, whether they are an active or passive candidate.

Other resources

Almost everyone knows about LinkedIn. I devoted an entire column to it in a recent issue of Fordyce. This is also a resource you can use to investigate a potential candidate.

Social and business networking sites have become so popular lately it is worth checking out a few others, especially if there is a big fee on the line. Although there are dozens (if not hundreds) of these types of sites now some of the more popular ones include,,,,,, Windows Live Spaces,,,,,, and

Statistics are rolling in. More and more companies are taking the extra step before making an offer of running the candidate’s name through one or more search engines or networking sites. Give it a try and hopefully you won’t be surprised.

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ERE Group
Finding the Right Recruiting Software

Hopefully many of you have checked out ERE since its acquisition of The Fordyce Letter. For those who haven’t and have a need for information on Applicant Tracking Systems, I wanted to mention one group of which I am a member and one that can be of great help to anyone on this type of search. This is one of thousands of ERE groups on almost any topic you can think of. You can post questions and make comments. Many recruiters contemplating a change go here to query other recruiters about their experience with a particular product or service. Here you get the real scoop. Unlike references provided by the vendor, which are always stellar, you also get candid responses from former users. Anyone looking for a new ATS solution should get on here and check out the vendor they are considering. Signing up for both ERE and this group is free of charge.

Keyboard Tip

If you ever have the need to utilize international currency symbols but do not have the symbols on your keyboard here are some shortcuts for you

Hold down the Alt key then use the numeric keypad to enter:
0128 for Euros (€)
0163 for pounds (£)
0165 for yen (Â¥)
Then release the Alt key and your character appears.

Mark E. Berger, C.P.C., AIRS CIR has been in recruiting since 1979. He is currently a partner in Ramsey Fox, Inc., an IT services firm and its predecessor, M.E. Berger & Associates since 1986. He has been heavily involved in Internet recruiting and is an expert on recruiting and sourcing products, services available on the Internet and how these products add to the bottom line. Mark’s interests include successfully integrating both computer and Internet recruiting technology into a traditional recruiting environment. He has taken AIRS I and II training and has obtained the AIRS CIR designation. Mark is also on the board of directors for the Missouri Association of Personnel Services. He can be reached at His website is: and we recommend you visit it to see archives of his articles and information offerings exclusively for recruiters.

Mark E. Berger of Swat Recruiting will be presenting an hour-long webinar on February 19th at 12:00 p.m. Central time, titled Google Techniques for Finding the Right Candidates. It’s a candidates’ market, but how can you find those top-notch candidates who command premium fees? Many people just don’t realize how powerful Google and other Internet search engines can actually be. This session will introduce you to an array of techniques designed to help you conduct a more manageable, more focused, and ultimately more productive search for passive superstar candidates. And the best part? Using these search engines is absolutely FREE. Mark will provide worksheets and examples illustrating how you can get started as soon as the session is over.

Mark E. Berger, CPC has been in permanent placement since 1979 and has been a partner in Berger/Nowlin, Inc. since 1997. Previously, he owned M. E. Berger & Associates, a permanent placement firm. He has been heavily involved in internet recruiting since 1996 and has successfully attained the AIRS CIR (Certified Internet Recruiter) designation. He is on the Board of Directors for the Missouri Assn. of Personnel Services and can be reached via email at


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