Big Data

My Future of Sourcing Keynote at Talent42

Posted by | Big Data, Conferences, Future of Sourcing and Recruiting, Sourcing | One Comment

Talent42 audience viewI recently attended and thoroughly enjoyed the Talent42 conference in SeattleJohn Vlastelica and Carmen Hudson have done a fantastic job, and I was also honored to be asked to present the closing keynote on the current and future state of sourcing.

Aside from the stacked speaker lineup, valuable content, sourcing roundtables led by a good portion of who’s who in the sourcing community, and power + wireless for all (other conference organizers please take note!), what I especially enjoyed about Talent42 is the fact that it is the only technical recruiting-only conference.  My entire career has been focused primarily on the technical recruiting, so it was nice to spend a couple of days in the company of people who share a similar recruiting background and appreciate the unique challenges associated with sourcing and recruiting IT professionals.

As my keynote presentation had a lot of animations, off-slide commentary and embedded videos, I took the time to modify the slide deck so that it could be largely understood that without the benefit of hearing me speak to the content (I wish more presenters would do the same!!!), and I have uploaded it to Slideshare, complete with informative, funny, and controversial YouTube videos.

In this presentation I address what I feel is the current state of talent sourcing as well as what I believe the future of talent sourcing will be, sooner than later.  Additionally, I demonstrate Facebook’s Graph Search and offer insight into functionality from several “Big Data” talent sourcing tools, including Dice Open Web, TalentBin, Entelo, and Gild.

Analytics, Big Data & Moneyball HR/Recruiting for Dummies

Posted by | Analytics, Big Data, Moneyball Recruiting | 6 Comments

 

Analytics Big Data Moneyball Recruiting for DummiesThe interest in leveraging big data, analytics and Moneyball in HR and recruiting is gaining significant steam.

Ever since my first article on the subject back in 2011, I’ve set up Google Alerts and Hootsuite streams set up to catch any mention of big data, analytics and/or Moneyball in conjunction with HR, sourcing or recruiting,  and the volume of activity is bordering on surprisingly massive and overwhelming, and I’m not the only person to notice this.

Yes, it does seem like everyone is talking about big data in HR.

 

Twitter Big Data Post

 

In 2012, “big data” was mentioned in 2.2M tweets by 980,000+ authors, at a peak rate of 3,070 times per hour!

However, as is often the case with relatively new and nebulous concepts, there is quite a bit of confusion surrounding big data and Moneyball and how they can be applied to HR and recruiting, as evidenced by the obviously incorrect usage of the terms in many cases. It’s also nearly impossible to stay on top of all of the content being generated on the subject (although I am trying my best!).

This is precisely why I’m going to take the opportunity to clear up any confusion by concisely explaining the concepts of big data, analytics, and Moneyball as it relates to HR and recruiting, as well as illustrate some obviously incorrect references to these concepts in recent articles, including those from the Wall Street Journal, Forbes, The Economist, The New York Times, and more.

I’ll tackle analytics first, big data second, and then Moneyball in HR/recruiting, leveraging Slideshare presentations and YouTube videos from experts for support. Read More

100+ Free Sourcing & Recruiting Tools, Guides, and Resources

Posted by | Analytics, Artificial Intelligence Matching, Best Practices, Big Data, Bing, Boolean, Boolean Search Experiments, Boolean Search Tips and Tricks, Data Science, Diversity Sourcing, Email Verification, Extended Boolean, Facebook, Future of Sourcing and Recruiting, Google, Google Plus, Graph Search, Hidden Talent Pools, How-To's, Human Capital Data, Information Retrieval, Lean/JIT Recruiting, LinkedIn, LinkedIn Search, LinkedIn SEO, Moneyball Recruiting, Monster, Monster vs. Google, Myths and Misconceptions, Passive Sourcing and Recruiting, Predictive Analytics, Proximity Searching, Recruiting Technology, Referral Recruiting, Resume Aggregators, Resume Sourcing, Resume Sourcing vs. Cold Calling, Search Automation, Search Process, Semantic Search, Social Discovery, Social Media, Social Networking, Social Recruiting, Sourcing, Sourcing and Recruiting, Sourcing Automation, Sourcing Challenges, Sourcing Mistakes, Talent Communities, Talent Mining, Talent Warehouse, Training Sourcers and Recruiters, Twitter, x-ray search | 3 Comments

 

It’s been a LONG time coming, but I finally got around to updating my free sourcing & recruiting tools, guides and resources page where I now keep a current list of the best of my work all in one place for easy bookmarking and reference.

You can find it here on my main page:

 

Here is where you can find all of the best of my Boolean Black belt content all in one place - free sourcing and recruiting how-to guides, tools, presentations, and videos - be sure to bookmark it, and if you're feeling  friendly, tweet it, share it on LinkedIn and/or +1 it on Google Plus.  Many thanks!

 

Additionally, I thought I might as well put all of my best work all in one blog post as well – over 110 of my articles in one place for easy referencing!

My blog is a pursuit of passion and not of profit – if you’ve ever found anything I’ve written helpful to you, all I ask is that you tweet this out, share it on LinkedIn, like it on Facebook, or give this a +1 on Google.

Many thanks for your readership and support – please pay it forward to someone who can benefit.

Big Data, Analytics and Moneyball Recruiting

Big Data, Data Science and Moneyball Recruiting

The Moneyball Recruiting Opportunity: Analytics and Big Data

Human Capital Data is Sexy – and Sourcing is the Sexiest job in HR/Recruiting! 

Is Sourcing Dead? No! Here’s the Future of Sourcing

The End of Sourcing 1.0 and the Evolution of Sourcing 2.0

How to Find Email Addresses

How to Use Gmail and Rapportive to Find Almost Anyone’s Email Address

Social Discovery

2 Very Cool and Free Social Discovery Tools: Falcon and TalentBin

Talent Communities

The Often Overlooked Problem with Talent Communities

Lean / Just-In-Time Recruiting / Talent Pipelines

What is Lean, Just-In-Time Recruiting?

Lean Recruiting & Just-In-Time Talent Acquisition Part 1

Lean Recruiting & Just-In-Time Talent Acquisition Part 2

Lean Recruiting & Just-In-Time Talent Acquisition Part 3

Lean Recruiting & Just-In-Time Talent Acquisition Part 4

The Passive Candidate Pipeline Problem

Semantic Search

What is Semantic Search and How Can it Be Used for Sourcing and Recruiting?

Sourcing and Search: Man vs. Machine/Artificial Intelligence – My SourceCon Keynote

Why Sourcers Won’t Be Replaced By Watson/Machine Learning Algorithms Any Time Soon

Diversity Sourcing

How to Perform Diversity Sourcing on LinkedIn – Including Specific Boolean Search Strings

How to Use Facebook’s Graph Search for Diversity Sourcing

Social Recruiting

How to Find People to Recruit on Twitter using Followerwonk & Google + Bing X-Ray Search

Google Plus Search Guide: How to Search and Find People on Google Plus

Facebook’s Graph Search Makes it Ridiculously Easy to Find Anyone

How to Effectively Source Talent on Social Networks – It Requires Non-Standard Search Terms!

How a Recruiter Made 3 Hires on Twitter in Six Weeks!

Twitter 101 for Sourcers and Recruiters

Anti-Social Recruiting

How Social Recruiting has NOT Changed Recruiting

Social Recruiting – Beyond the Hype

What Social Recruiting is NOT

Sourcing Social Media Requires Outside the Box Thinking

Social Networking Sites vs. Job Boards

LinkedIn Sourcing and Recruiting

Sourcing and Searching LinkedIn: Beyond the Basics – SourceCon Dallas 2012

LinkedIn’s Dark Matter – Profiles You Cannot Find

How to Get a Higher LinkedIn InMail Response Rate

The Most Effective Way to X-Ray Search LinkedIn

LinkedIn Catfish: Fake Profiles, Real People, or Just Fake Photos?

LinkedIn Search: Drive it Like you Stole It – 8 Minute Video of My LinkedIn Presentation in Toronto

How to Search LinkedIn and Control Years of Experience

How to Quickly and Effectively Grow Your LinkedIn Network

How to View the Full Profiles of our 3rd Degree Connections on LinkedIn for Free

How to Find and Identify Active Job Seekers on LinkedIn

LinkedIn Profile Search Engine Optimization

Free LinkedIn Profile Optimization and Job Seeker Advice

Do Recruiters Ruin LinkedIn?

The 50 Largest LinkedIn Groups

How to See Full Names of 3rd Degree LinkedIn Connections for Free

How I Search LinkedIn to Find People

LinkedIn’s Undocumented Search Operator

Does LinkedIn Offer Recruiters any Competitive Advantage?

Have You Analyzed the Value of Your LinkedIn Network?

Where Do YOU Rank In LinkedIn Search Results?

What is the Total Number of LinkedIn Members?

Beware When Searching LinkedIn By Company Name

LinkedIn Sourcing Challenge

How to Search for Top Students and GPA’s on LinkedIn

What’s the Best Way to Search LinkedIn for People in Specific Industries?

18 LinkedIn Apps, Tools and Resources

LinkedIn Search: What it Could be and Should be

How to Search Across Multiple Countries on LinkedIn

Private and Out of Network Search Results on LinkedIn

How to “Unlock” and view “Private” LinkedIn Profiles

Searching LinkedIn for Free – The Differences Between Internal and X-Ray Searching

Sourcing and Boolean Search

Basic Boolean Search Operators and Query Modifiers Explained

How to Find Resumes On the Internet with Google

Challenging Google Resume Search Assumptions

Don’t be a Sourcing Snob

The Top 15 Talent Sourcing Mistakes

Why Boolean Search is Such a Big Deal in Recruiting

How to Become a World Class Sourcer

Enough with the Exotic Sourcing Already – What’s Practical and What Works

Sourcing is So Much More than Tips, Tricks, Hacks, and Google

How to Find, Hire, Train, and Build a Sourcing Team – SourceCon 2013

How to Use Excel to Automatically Build Boolean Search Strings

The Current and Future State of Sourcing

Why So Many People Stink at Searching

Is your ATS a Black Hole or a Diamond Mine?

How to Find Bilingual Professionals with Boolean Search Strings

How to Best Use Resume Search Aggregators

How to Convert Quotation Marks in Microsoft Word for Boolean Search

Boolean Search, Referral Recruiting and Source of Hire

The Critical Factors Behind Sourcing ROI

What is a “Boolean Black Belt?”

Beyond Basic Boolean Search: Proximity and Weighting

Why Sourcing is Superior to Posting Jobs for Talent

The Future of Sourcing and Talent Identification

Sourcing is an Investigative and Iterative Process

Beyond Boolean Search: Human Capital Information Retrieval

Do you Speak Boolean?

Is Recruiting Top Talent Really Your Company’s Top Priority?

Sourcing is NOT an Entry Level Function

Boolean Search Beyond Google

The Internet Has Free Resumes. So What?

How to Search Spoke, Zoominfo and Jigsaw for Free

Job Boards vs. Social Networking Sites

What to Do if Google Thinks You’re Not Human: the Captcha

What if you only had One Source to Find Candidates?

Passive Recruiting is a Myth – It Doesn’t Exist

Sourcing: Separate Role or Integrated Function?

The #1 Mistake in Corporate Recruiting

How I Learned What I Know About Sourcing

Resumes Are Like Wine – They Get Better with Age!

Why Do So Many ATS Vendors Offer Such Poor Search Functionality?

Do Candidates Really Want a Relationship with their recruiter?

Recruiting: Art or Science?

What to Consider When Creating or Selecting Effective Sourcing Training – SourceCon NYC

The Sourcer’s Fallacy

Sourcing Challenge – Monster vs. Google – Round 1

Sourcing Challenge – Monster vs. Google – Round 2

Do You Have the Proper Perspective in Recruiting?

Are You a Clueless Recruiter?

Job Boards and Candidate Quality – Challenging Popular Assumptions

When it Comes to Sourcing – All Sources Are Not Created Equal

Boolean Search String Experiments

Boolean Search String Experiment #1

Boolean Search String Experiment #1 Follow Up

Boolean Search String Experiment #2

 

The End of Sourcing 1.0 is Near, Sourcing 2.0 Just Beginning

Posted by | Artificial Intelligence Matching, Big Data, Future of Sourcing and Recruiting, Job Posting, Sourcing, Sourcing Automation | 20 Comments

 

In case you haven’t read Dr. John Sullivan’s recent article entitled, “The end of sourcing is near…the remaining recruiting challenge is selling“, I highly recommend that you do so.

While I agree with some of the points that Dr. Sullivan raises, I disagree with others as I believe he has an oversimplified view of sourcing.

I argue that some basic and common sourcing functions and tactics will be coming to an end soon, and in fact, they have already ended in companies that are on the leading edge of sourcing.

However, as with many corporate functions, there will never be an end to sourcing itself – there will only be an evolution.

What follows is my sourcing manifesto.

Read further to explore:

  • Why sourcing exists in the first place
  • The underlying flaws of the “everyone is easy to find” argument
  • The limits of matching technology
  • Why big data requires people to make sense of it
  • My definition of sourcing
  • Strategic vs. tactical sourcing
  • The true value of sourcing
  • What can (and should!) be automated in sourcing
  • Sourcing 1.0 vs. 2.0

You should be advised that this is a lengthy article – if you’re looking for a quick read, you won’t find it here. Read More

The Current and Future State of Talent Sourcing

Posted by | Analytics, Big Data, Data Science, Future of Sourcing and Recruiting, Human Capital Data, Moneyball Recruiting, Predictive Analytics | 11 Comments

I had the distinct honor and privilege of serving as the conference chair of the biggest-ever SourceCon, held at the Georgia Aquarium in February. Part of my responsibility in that role involved kicking off the event, and I took the opportunity to touch upon my observations and opinions on the current state of sourcing, as well as what I believe will be the future of sourcing.

Even as I was standing on stage I knew I would be writing a post on this topic, because it was apparent that there is much misunderstanding and debate surrounding sourcing, and certainly no shortage of opinion, qualified or otherwise.

If you’re ready, I’ll walk you though my definition of sourcing, my observations on the current state of sourcing, and what I (and others!) see as the future state of sourcing.

WARNING: If you don’t like/have time to read long posts, I suggest you turn back now. While I could have split this content up into 9 weeks worth of 500 word posts, I’d prefer to give you the goods rather than string you along.

What is Sourcing?

First and foremost, I believe it is critical to have a common understanding of what sourcing is.

I define sourcing to include any and all activities whose primary purpose is talent discovery and identification.

My definition is purposefully broad, because I find too many people seem to associate sourcing solely with searching the Internet with Boolean search strings.

While some companies may limit their sourcers to exactly that – searching only the Internet and generating names for someone else to engage – sourcing is and should be much more than that.

Sourcing encompasses the use of any source of human capital data – an ATS, Monster, LinkedIn, Twitter, Facebook, mobile apps, etc., and it can also include the phone, email, and messaging work of engaging potential candidates and networking with them to yield referrals and the opportunity to identify more potential candidates.

Yes, networking with people – whether they be new hires, existing staff and management, or complete strangers – to find and identify potential candidates is also sourcing, regardless of method (electronically, over the phone, or in person).

Of course, sourcing also includes traditional phone sourcing as effectively addressed and dramatically demonstrated at the SourceCon event by Conni LaDouceur.

And finally, although passive and offering little-to-no control over the qualifications and experience of the talent discovered, job posting is even a form of sourcing – the primary purpose of posting a job is to discover talent.

The Critical Importance of Sourcing

When it comes to the entire talent management lifecycle, nothing is more important than sourcing.

That’s because, quite simply, the entire talent management lifecycle is completely dependent upon discovering and identifying potential talent in the first place.

You cannot engage, build a relationship with, recruit, hire, retain and develop someone you haven’t found.

Period.

Try cutting and polishing a poor quality diamond, or better yet – try cutting a diamond you don’t actually have. You could have the best diamond cutters in the world on your staff, but without a steady supply of high quality rough diamonds, you simply won’t be in business.

When it comes to hiring and retaining, all future outcomes are dependent upon that magical moment when a sourcer/recruiter first finds and makes contact with a potential candidate.

The Current State of Sourcing

I believe that sourcing is largely misunderstood, undervalued, and under-invested in today.

I offer as evidence:

  • An alarming number of people seem to believe that sourcing is all about Boolean logic
  • There are people who believe that sourcing is a function that can be easily replaced by software
  • There are well respected companies who don’t give their sourcers or recruiters any premium or purpose-built tools or resources
  • The recently conducted sourcing compensation survey illustrated that 23% of the respondents make less than $40,000 annually Read More

LinkedIn’s Talent Connect, Talent Pipeline, and Certification

Posted by | Big Data, Conferences, LinkedIn, LinkedIn Search, Moneyball Recruiting, Sourcing Automation | 5 Comments

Talent Connect 2011 in Las Vegas  was just as good as, if not better than, Talent Connect 2010 in San Francisco.

Nearly 2,000 people showed up, which is around 3 times as many attendees as last year’s conference, and they represented over 700 companies from 17 countries.

One thing’s for sure – LinkedIn knows how to put on a conference. The Talent Connect events have been the most well coordinated, polished and produced conferences I have ever attended.

I won’t bore you with all of the details – but I will highlight LinkedIn’s new Talent Pipeline offering, Web 3.0 (the shift from social to data), touch upon how to automatically build Boolean search strings (yes, that came up at the conference), and inform you about LinkedIn’s Recruiter Expert certification. Read More

Big Data, Data Science and Moneyball Recruiting

Posted by | Big Data, Data Science, Moneyball Recruiting, Sourcing, Sourcing and Recruiting | 25 Comments

With each passing day, an increasing amount of data is being generated and transmitted by and about more people than ever before.

At Google’s 2010 Atmosphere convention, Google CEO Eric Schmidt stated that “There were 5 Exabytes of information created between the dawn of civilization through 2003, but that much information is now created every 2 days.”

In case you were wondering, an Exabyte is 1,000,000,000 gigabytes, or 10,000,000 terabytes. That’s a lot of information.

Interestingly, Google’s CEO may have actually underestimated the amount of data being generated at the time. From their research, RJMetrics believes that a more accurate figure would be approximately 6.6 exabytes every 2 days. One thing is for sure – the number is even bigger today.

What does any of this have to do with recruting? Why should HR, recruiting and sourcing professionals, as well as corporate executives care about big data?

Well, because a chunk of big data is human capital data, and as I have been ranting about for the better part of 3 years, human capital data can be leveraged to identify and hire more great people more quickly.

If you’re a dinosaur recruiter or sourcer, I don’t recommend you read the rest of this post, because:

  1. I will challenge they way you think and work, and that might make you uncomfortable
  2. You’ll probably think it’s a load of garbage
  3. It might make you aware of your pending extinction (the precise timing of which is debatable)

I have to warn you that this is not a short, quick-hit post – this may be the longest single post I have ever written, which explains why you didn’t see a post from me last week. I wrote this piece to introduce a human capital paradigm shift, to challenge the long-standing conventional wisdom in HR and recruiting, and to (hopefully!) provoke progressive thought from my peers. If that’s not your thing, turn back now.

If you want a glimpse into the future of talent identification and acquisition, you’re always interested in figuring out how your company can gain a competitive advantage, and you’re wondering what the heck my “Moneyball recruiting” reference could possibly be about, then read on.  Read More