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What Is Boolean Recruiting? Process and Examples for Google & LinkedIn



What is Boolean Recruiting Process and Example

Do you want to enhance your hiring process and ensure the best match between job seekers and job openings? If yes, then the Boolean search recruiting technique might be the best choice for you. 

Boolean search allows you to narrow down your candidate search by using specific operators called  AND, OR, and NOT. These operators will help the recruiter find the perfect candidate for the job by searching results from databases, search engines, or applicant tracking systems (ATS).

Now the main question lies in “How can a recruiter use the Boolean search technique?”

Don’t worry; we will guide you all about the Boolean recruiting process with examples for Google and LinkedIn to learn and execute this method. 


  • Boolean recruiting is the process of using Boolean search techniques to create more specific search queries using a combination of keywords and operators.
  • The three basic Boolean operators are AND, OR, and NOT.
  • The Boolean recruiting process includes entering the keywords, i.e., job title, using a proper Boolean operator, and finally selecting Boolean as the Keyword Option type.
  • Boolean search in recruitment helps businesses find the perfect candidate, saves time, improves the candidate’s experience, and many more.

What is Boolean Recruiting?

Boolean recruiting is a method of using Boolean search techniques to expand or narrow a company’s candidates on search engines such as Google, LinkedIn, and job portals. It uses mathematical operators such as AND, OR, and NOT  to create complex search queries that yield more precise results. 

This recruiting allows hiring managers to narrow down candidate pools based on specific skills, experience, location, and other criteria outlined in job descriptions. This way, hiring or recruiting managers can find candidates who closely match the requirements of the positions they are trying to fill.

Here are some Boolean searches in recruitment,” if you are searching for an applicant with skills in both Content and SEO, then your Boolean query would be “Content writing AND SEO.” If you were looking for someone who has worked at Amazon or Alibaba, then your boolean query would be “Amazon OR Alibaba.” In this example, Content and SEO are keywords while the “AND” is an operator of boolean search. Similarly, in the second example, Amazon or Alibaba is a Keyword while “OR” is a mathematical operator.

How Does Boolean Search Work?

Boolean Search works by allowing HR to combine keywords with three main Boolean operators ((AND, OR, and NOT) to create search queries. These search queries will produce more accurate and relevant results from databases, search engines, or applicant tracking systems (ATS).

A Boolean search requires the following things;

  • First, enter the desired keywords.  A keyword is a job title or post that you want to hire.
  • After that, use a proper Boolean search term from the Boolean search operators.
  • Lastly, select Boolean as the keyword option type (When you find an appropriate candidate, click search to generate the candidate).

For example, if human resources want to recruit a candidate with finance or banking experience. They can search on Google or LinkedIn for “Finance OR Banking.” He/she will get a lot of candidates with that kind of experience in search engines.

Using Boolean operators can help you refine your search and find the most relevant information about HR software tailored to your specific needs.

Benefits of Boolean Recruiting

Benefits of Boolean Recruiting

Boolean search in recruitment offers a lot of benefits to recruitment companies and industries. Here are five benefits that Boolean recruiting provides;

  • Find Specific Candidates: Boolean string helps companies find specific candidates for their companies. It narrows down or expands candidates based on criteria, such as skills, posts, and experience, which will help the company find specific candidates for their company.
  • Saves Time: Instead of sorting through a large number of candidates who may or may not be suitable for a job, Boolean search helps you find a smaller, more targeted group of qualified candidates. This saves time by focusing only on those who are likely the best match for the role.
  • Expand Candidate Pool: Boolean search allows recruiters to widen their candidate pool and discover talent that may have been overlooked. By utilizing Boolean operators, they can locate candidates with specific skills, experience, or qualifications, even if these are not explicitly listed on their resumes.
  • Identify Passive Candidates: With the help of Boolean strings, a recruiter can identify passive candidates with certain skills or qualifications. Even if they are not currently looking for a job at that time, it will help the recruiter contact them when they are open to jobs.
  • Improving the Search: Recruiters can combine different keywords, phrases, and operators to match the candidates’ qualifications, which ultimately improves the search. They do not have to search for hours to find the candidate. And simply use those keywords and phrases to match the job requirements.
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Boolean Search Operators

Boolean search relies on three primary operators: AND, OR, and NOT. Also, there are several other advanced operators like URL: and SITE: File type, Near, and TILDE ~. These operators help you combine or exclude specific keywords to narrow your search results.

1. AND

AND is the Boolean’s first primary operator that helps you widen your search. It lets you add multiple keywords to your search.

For example, you can use this operator when looking for a digital marketer and a social media manager. The search string would look like this: Digital marketer AND social media manager.

2. OR 

The OR operator helps you specify the alternative skills you are looking for in a desired role. This operator helps you find those with experience in the company’s specific needs.

For example, you could be looking for a digital marketer or content creator. In that case, your search query would look like content AND writer OR creator.

3. NOT

The NOT operator will help you limit your search or exclude specific keywords from your search results. For example, if you are looking for a content writer and editor, exclude any results containing “SEO.” NOT operator will help you find candidates with content writing editing experience, not SEO. 

Your search query using NOT query would be like this: Content writer AND editor, NOT Search Engine Optimization (SEO)

However, you have to remember that Google and LinkedIn don’t recognize the NOT operator, so you have to use a hyphen (-) symbol instead.

4. URL: and SITE:

The URL: or SITE: operators help you find specific websites where you are looking for a particular result. It will help you find people who are linked to specific websites such as LinkedIn or any job portal websites.

A company searching for candidates with profiles on LinkedIn can use the site operator like this: “ content writer.” This query will return profiles with “content writer” on LinkedIn.

5. TILDE ~

The TILDE(~) operator helps you expand your search results, including criteria that can described in multiple ways. When sourcing applicants, you want resumes rather than job descriptions. Using the tilde operator in your search string, you can include candidates with documents like CVs or course life without excluding them.

For example, digital marketing AND (content creator OR content writer) AND ~resume. This query will show you a CV with “digital marketing” on search engines.

6. File type

Filetype operators refine the search criteria by identifying particular types of file formats. This operator will help you find a CV or resume that needs to be in specific file types. This ensures all the relevant documents are easy to find.

For example, if a recruiter is looking for a sales manager’s CV in PDF, they can search like this: Sales And (manager OR assistant) AND~ resume (filetype: pdf)

7. Near

The near operator helps the recruiter find the exact two-word job title. For example, if you are searching for a general manager, your keywords will be “general” and “manager.” In this case, by including the word “near,” you can find jobs that include both terms near each other.

Example of near advanced operator, management AND (manager OR assistant) AND ~resume-job-jobs-hire -hiring AND ( general and manager).

Boolean Search Modifiers

Boolean search modifiers are a tool that helps you narrow or expand your keyword searches to find results more related to the types of profiles you need to find. Some Boolean search modifiers are:

1. Parentheses ()

Parentheses in Boolean searches give priority to the terms that are inside them. For example, if you want to find a graphics designer in a school, use this search: graphics AND (designer OR creator) AND (school OR educational institute) -videographer.

This search focuses on finding a graphics designer and excludes a videographer, helping you find perfect candidates interested in jobs.

2. Quotation Marks (“”)

Quotation marks will help you find the exact phrases in your search. For example, searching for the content creator will show results for content and creator, but they might not be together.

If you search for “content creator” with quotation marks, you’ll get results for that exact phrase. You do not have to type the NOT operator to get precise results for the terms you want.

3. Asterisk (*) or Wild Card

The asterisk (*) is a wildcard symbol that helps you find different versions of a keyword. You place the asterisk after the base of the word.

For example, if you’re looking for terms like “graphics designer,” “creative designer,” or “graphics editor,” use the asterisk following the stem word. For example, “graphics desi*” or “creative desi*.” 

The asterisk is recognized by most job application systems and job boards but not by LinkedIn, and it doesn’t work well on Google.

Boolean Recruiting Process for Recruitment on Google 

A Boolean search in recruitment on Google combines keywords such as skills, job title, and locations, including Boolean operators (AND, OR, NOT) in your search query. 

A combination of keywords and Boolean operators will help you find perfect and relevant candidates with matching profiles, resumes, or CVs. But when searching on Google, you have to keep in mind that Google does not recognize the NOT operators. So, instead of using NOT, you can use the hyphen (-) symbol. 

Google Boolean Search Examples for Recruiters

Google Boolean search in recruitment example number 1: Searching for sales executive in the supermarket field. Want to hire full-time candidates and avoid working from home. 

“Sales” (“executive” OR “assistant”) (“supermarket) – “work from home”.

Example number 2:  Looking for a junior accountant or accountant on LinkedIn. Do not want any job listing or any job description, so use the “NOT” operator to exclude them. junior (“accountant”) profile-intitle:”jobs”-intitle:job description”-inurl:jobs.

Boolean Recruiting Process for Recruitment on LinkedIn

The Boolean recruiting process on LinkedIn follows the same patterns as Google. It uses keywords such as skills, job title, and locations, including Boolean operators (AND, OR, NOT) in your search query. LinkedIn uses all Boolean operators except the asterisk. 

LinkedIn accepts all symbols that Google does. Moreover, you can also apply different filters, such as company size and location. These filters will help you narrow down the search results of recruiters. 

Examples of LinkedIn Boolean Search for Recruiters

The Boolean recruitment on LinkedIn, example number 1: You are looking for a software engineer with Java or Python skills. 

“software engineer” AND (Java OR Python) AND “resume”. Apply this, and you will find a resume of software engineers with Java or Python skills.

Example number 2: You are searching for a videographer in the photo studio industry. You want to hire part-time candidates, so avoid looking for full-time workers.

“Video” (“grapher” OR “editor”) (“photo studio”) – full-time. 

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Boolean recruiting is a powerful technique that significantly enhances the efficiency and accuracy of candidate searches for recruitment professionals. By using Boolean operators such as AND, OR, and NOT, recruiters can create detailed search queries that produce better results.

This approach saves time and improves the quality of hires by focusing on candidates with the exact skills and experience needed. Additionally, Boolean searches can be tailored to include or exclude certain terms, making the search process more accurate.

Overall, Boolean recruiting makes it easier for recruiters to find the best candidates quickly, enhancing the hiring process and ensuring a better match between job seekers and job openings.


1. What is a Boolean search in recruitment?

Boolean search in recruitment is a technique that allows you to create specific search queries using a combination of keywords and operators. The three main Boolean search operators are AND, OR and NOT.

2. What do Boolean operators do?

Boolean operators help the recruiter narrow or broaden the set of results using three basic boolean operators: AND, OR, and NOT.

3. What is the difference between Boolean and Boolean operators?

Boolean is a data type with two possible values, true or false, developed by mathematician George Boole. Boolean operators are logical connectors (AND, OR, NOT) that help recruiters narrow or broaden their candidate’s skills.

4. What is a Boolean Expression?

A Boolean expression is a logical statement that evaluates true or false. Boolean expressions are especially used with the operators such as AND, OR, and NOT.

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Dinesh Silwal

Dinesh Silwal is the Co-Founder and Co-CEO of KrispCall. For the past few years, he has been advancing and innovating in the cloud telephony industry, using AI to enhance and improve telephony solutions, and driving KrispCall to the forefront of the field.

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