Why Boolean search is bad for sourcing talent

Erik Fiala
Erik Fiala
Founder, CEO at Source
Jan 13, 2023
2 min read
Person searching on Google on their phone

Boolean search may seem like a quick and easy way to find top talent, but in reality, it can often lead to missed opportunities and a narrow pool of candidates.

For those who may not be familiar, Boolean search allows users to use specific keywords and operators (such as AND, OR, and NOT) to narrow down their search results. While this may seem like a useful tool for sourcing talent, it has several drawbacks.

One major issue with Boolean search is that it relies heavily on specific keywords, which can exclude otherwise qualified candidates who may not have those exact terms in their resumes or online profiles. This means that you could be missing out on talented individuals who may not have the exact skills or experience listed in your search criteria, but who could still bring valuable expertise to your company.

In addition, Boolean search can also lead to a limited pool of candidates. By using specific keywords, you may only be seeing a small percentage of the available talent out there. This can make it difficult to find a diverse group of candidates and can result in a homogenous workforce.

So, what's the alternative to Boolean search?

One option is to use a more broad and inclusive approach to sourcing talent. This could involve using a variety of tools and techniques, such as social media, job boards, employee referrals, and networking events. By casting a wider net and considering a wider range of candidates, you can increase your chances of finding the best fit for your company. Another option is to use Source - an outbound recruitment platform that gives you access to millions of verified candidates.

Overall, while Boolean search may seem like a convenient option for sourcing talent, it's important to consider its limitations and to think creatively about how you can find the best candidates for your company.

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