Sourcing and Recruiting

How to Find Active & Passive Software Engineers on Stack Overflow

Posted by | Sourcing, Sourcing and Recruiting, Stack Overflow | 3 Comments

 

Stack Overflow CareersDo you source and/or recruit software engineers?

Would you like to know how to find software engineers on Stack Overflow who are actually interested in hearing about new career opportunities?

For free?

If you answered YES!, YES! and YES! – you’re in in luck, because I am going to show you how to find active and passive job seekers on Stack Overflow for free. 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

 

Facebook Now Charges Users to Send Messages?

Posted by | Facebook, Sourcing and Recruiting | 17 Comments

 

If you live in the U.S. – have you noticed that Facebook now charges $1.00 for you to send a message to someone that you’re not “connected to” on Facebook?

No?

Go ahead, give it a try.

You might encounter something like this:

 

Facebook charges 1 dollar for messages

 

If you’re in the U.S. and you don’t get a message like the one above when you try to send a message to someone you’re not connected to on Facebook – please let me know. Read More

Do you suffer from Obsessive Exotic Sourcing Syndrome?

Posted by | Best Practices, Sourcing, Sourcing and Recruiting, Sourcing Mistakes | 17 Comments

 

 

Okay, that might have been a bit dramatic, but I do expect a strong negative reaction from some folks because I am going to address an issue that might be a tad sensitive to the sourcing community.

The issue I would like to address is the apparent obsession of many with exotic sourcing.

What is Exotic Sourcing?

If you check out the definition of “exotic,” you will find “strikingly, excitingly, or mysteriously different or unusual.”

Exotic sourcing consists of sourcing methods and technologies that are, yes – you guessed it – “strikingly, excitingly, or mysteriously different or unusual.”

If you’re looking for some examples, here are a few:

What’s the Problem?

I like experimenting with new search engines, deep web searches, and seeing if I can extract sourcing and recruiting value from new, non-recruiting websites sites just like many people do in the global sourcing community. Yes, I’ll admit I’ve poked around Pinterest and Instagram.

So what’s the problem? Read More

How to Become a World Class Sourcer or Recruiter

Posted by | Sourcing, Sourcing and Recruiting, Training Sourcers and Recruiters | 12 Comments

So, you want to know how to become a world class sourcer or recruiter?

You’re in luck, because in this article, I explain precisely how to become one.

The good news is that all it takes is practice, and it doesn’t take 10,000 hours of practice either.

No one is born with a sourcing or recruiting gene, so no one is predispositioned for sourcing/recruiting greatness – it’s pretty much a level playing field without any significant barriers to entry.

The bad news (for some) is that it takes “deliberate practice,” which by design isn’t fun, is hard work, mentally challenging, and improves performance by design.

Read on, if you dare, to unlock the secret 8-factor deliberate practice formula for becoming a world class sourcer or recruiter. Read More

Why Boolean Search is Such a Big Deal in Recruiting

Posted by | Boolean, Information Retrieval, Recruiting Technology, Resume Sourcing, Resume Sourcing vs. Cold Calling, Sourcing and Recruiting, Talent Mining | 17 Comments

In the past, I’ve explained the Boolean Black Belt concept and exposed what I feel is the real “secret” behind learning how to master the art and science of leveraging information systems for talent identification and acquisition.

Now I would like to show you precisely WHY Boolean search is such a big deal in recruiting.

There are 2 main factors:

  1. Candidate variable control
  2. Speed of qualified candidate identification.

The goal of this article is to shed significant light on the science behind talent mining, how it can lead to higher productivity levels (more and better results with less effort), why I am so passionate sourcing, and why everyone in the HR, recruiting, and staffing industry should be as well.

Control is Power

Talent identification is arguably the most critical step in recruiting life cycle – you can’t engage, recruit, acquire, hire and develop someone you haven’t found and identified in the first place.

My experience has shown me that properly leveraging deep sources of talent/candidate data (ATS/CRM’s, resume databases, LinkedIn, etc.) can enable recruiters to more quickly identify a high volume of well matched and qualified candidates than any other method of candidate identification and acquisition (e.g., cold calling, referral recruiting, job posting).

The true power of Boolean search lies in the intrinsically high degree of control over critical candidate variables that using Boolean strings to search deep data sources such as resume databases, the Internet, and social media affords sourcers and recruiters.

Applying that that high degree of control to large populations of candidates – tens of thousands (small internal ATS, niche resume database) to tens of millions (large ATS/CRM, Monster resume database, LinkedIn, etc.) enables adept sourcers to perform feats of talent identification and acquisition most would think impossible.

Read More

Top 15 Common Talent Sourcing Mistakes

Posted by | Mistakes, Social Recruiting, Sourcing, Sourcing and Recruiting, Sourcing Mistakes | 16 Comments

Practically everything I have learned about sourcing and recruiting didn’t come from a mentor or any formal training.

Instead, I learned how to become a top performing recruiter “the hard way.”

What that really means is that when it came to finding top talent, I tried a lot of things that didn’t work, and because I refuse to make excuses, give up, or accept anything less than the best results, I kept experimenting until I discovered things that enabled me to find people that others can’t and don’t.

With over fifteen years of experience in sourcing and recruiting, I’ve made my fair share of mistakes along the way. I’ve also had the opportunity to assess, train and coach corporate and agency sourcers and recruiters, which has exposed me to many myths, misconceptions and mistakes when it comes to leveraging information systems for sourcing and recruiting.

Here are what I believe to be some of the most common productivity-robbing and results-reducing mistakes sourcers and recruiters make when looking for the right match.

In no particular order… Read More

Is Your ATS a Black Hole or a Diamond Mine?

Posted by | Applicant Tracking Systems (ATS), Human Capital Data, Information Retrieval, Passive Candidates, Passive Sourcing and Recruiting, Recruiting Technology, Source of Hire, Sourcing and Recruiting | 9 Comments

Most companies and staffing organizations, ranging from executive search sole proprietorships to staffing agencies to Fortune 500 companies, have internal databases filled with rich and actionable information on thousands to literally tens of millions of applicants, candidates, and professionals.

You would think that a private internal database of people that an organization has actively and passively, tactically and strategically collected over the years would be a prized posession and be viewed and leveraged as a significant resource and competitive advantage.

However, this post on Weddles details that an Online Sourcing Survey conducted by TalentDrive found that almost two-thirds (64%) of the employers represented by the survey’s participants did not know how many qualified candidates were in their own ATS databases.

Yes – you read that correctly.

Most companies don’t even know how many people are in their Applicant Tracking Systems.

Surprised?

While that is an especially disturbing statistic and a sad reality, I’m actually not that surprised.

Most Applicant Tracking Systems have horrible search interfaces and extremely limited information retrieval capability.

As such, like a black hole, prospective candidates go in, but they don’t come back out.

If you can’t easily search your internal database, how can you determine the total candidate population, let alone find the top talent hidden within?

Deposits and Withdrawals

Having an ATS/CRM/candidate database that is not highly searchable is like putting your money into an insolvent financial institution. You can deposit money/assets in – but you can’t easily or reliably make withdrawals.

The bottom line is that data has no value if you can’t retrieve it.

Anything designed to store something should have strong retrieval capability – once you put it in, you should expect to be able to get it back out.

Quickly and easily, no less.

If you can easily enter prospective candidates into your ATS but you cannot easily retrieve the right ones at the right time – you’re essentially sitting on a giant Hidden Talent Pool.

Illiquid Human Capital

Everyone agrees that people are an organization’s most valuable asset.

However, if you cannot quickly, easily, and precisely search for and retrieve highly qualified candidates from your private database, your ATS is essentially a source of illiquid (human) assets.

In other words, you cannot easily convert the human capital data stored in your system into hires/placements.

The Time Value of Resumes

Even after 15 years in recruiting, I am still shocked to hear HR pros, sourcers, recruiters, and talent acquisition leaders comment about how resumes get “stale” and lose their value after 6 months.

While the information on resumes certainly goes out of date over time, the resumes themselves do no lose their value.

In fact, I argue that resumes get more valuable over time.

This is because the active candidates you capture today become the passive and non job seekers in time – yes, those magical people that are supposedly so valuable and so difficult to find.

Right in your database.

With phone numbers and email addresses.

That person that responded to your job posting a year ago will not likely be actively looking today, will not have their resume posted online anywhere, and will not have updated their LinkedIn profile for quite some time – yet, you have their contact information, and it doesn’t take a rocket doctor to figure out what kind of opportunity they would be interested in.

Although you don’t know exactly what a person whose resume is a year or more old is doing now, most people follow a relatively predictable career trajectory.

I’ve personally dredged up resumes from an ATS that were over 4 years old and got them hired.

When I called one of these candidates, he asked me, “How did you know I was looking?” I replied, “I didn’t – your resume is 4 years old – I don’t even know if you’re doing the same kind of work.”

He was.

It also turned out he was beginning to think about making a change, but hadn’t even written his resume.

I had caught him at the perfect time, before anyone else could even imagine of finding him. The funny thing is that most people probably wouldn’t have even called him simply because his resume was “stale” and out of date.

This and many more similar examples I have prove the time value of resumes.

However, you can’t leverage the time value of resumes if you can’t quickly, easily, and precisely retrieve them!

Coal Into Diamonds

For each position sourced for and posted online, there are inevitably volumes of potential candidates that do not fit, as well as candidates that do not get interviewed and hired.

However, this does not mean that they are bad or unqualified people.

In fact, many of the people who respond to job postings are very good candidates – they’re just not very good at matching themselves.

Those under qualified candidates? While they may not meet the basic qualifications of the specific job the responded to, that doesn’t mean that they aren’t fully qualified for other jobs that are open now, or jobs that will open in the future.

In a year or two, they will have a year or two more experience and be a qualified candidate.  See the Time Value of Resumes above.

What about those over qualified candidates? While they may be “over qualified” for the position they applied to – they may in fact be qualified for other openings now and in the future.

What about those applicants that are a complete mismatch for the positions they applied to? They often match other currently open and future jobs.

How about the people who almost got the job? For every opening, there can only be one hire, so there is often a slew of strong runners-up that could be fantastic candidates for other opportunities.

Over the years, I’ve consistently found time and again that what appears to be coal can quickly turn into diamonds.

The Black Hole

Just like light heading into a black hole, applicants and candidates often go into applicant tracking systems – but they don’t come back out.

Presumably, there are 3 main ways a person can end up in a company’s ATS:

  1. They responded to a job posting
  2. Someone ran a search and found the candidate’s profile/resume on the Internet, on a resume database such as Monster, Dice, Careerbuilder, etc., or on LinkedIn and entered it into the database
  3. The person was a referral and entered into the system

In all three cases, someone – either a potential candidate or a sourcer/recruiter – has shown interest in a potential match at some point in time, and this should be worth something.

People applying to jobs should be able to expect a response of some kind, and recruiters should be able to easily find well qualified candidates they found and entered into the system in the past.

Looking to Build a Talent Community?

Everyone seems to want to build a “talent community” these days.

What I find funny is that many companies are already sitting on the makings of a talent community in their own ATS.

Anyone in your ATS got there either because they wanted to join your company (they responded to a job posting) or because you wanted them to join your company (you sourced them).

Can you think of a better population for a talent community?

If your ATS doesn’t have CRM functionality that enables you to stay in touch with the people who’ve expressed interest in your company and the people you’d like to potentially employ, it’s time for you to start thinking about what you can do about this, because you’re sitting on a diamond mine.

Sourcer/Recruiter Behavior

Can we blame sourcers and recruiters for NOT searching and leveraging their ATS/CRM if other sources they may have access to (such as LinkedIn and job board resume databases) are 10X more searchable?

If trying to find appropriately qualified candidates in an ATS is as difficult and painful as pulling teeth, we should not be surprised when sourcers and recruiters search the Internet for candidates first, and the ATS last (if at all!).

A company’s private candidate database should, if anything, be MORE searchable and EASIER to use than publicly available systems and databases.

As mentioned previously – people in your ATS have either shown specific interest in your company or were found elsewhere by a sourcer or recruiter and entered into the system.

Both types of people should receive “priority handling!”

Demand an ROI on Your ATS!

Many companies spend tens of thousands to hundreds of thousands of dollars on their Applicant Tracking/CRM systems, and they should expect demand a significant return on that money invested.

I say that the value of a database lies not in the information contained within, but in the ability of a user to extract out precisely and completely what the user needs.

If you can’t easily, quickly, and precisely retrieve talent out of your ATS – you didn’t get what you actually paid for.

If you’ve been a corporate recruiter at some point in your career – did you ever have a 3rd party search firm/agency submit candidates to you that you already had in your ATS?

Did you know that some companies will pay a fee or a premium (contract to hire) for candidates that 3rd party firms source and recruit that were in fact hiding in the company’s ATS?

Without going into why companies would actually pay another firm for candidates they had buried in their ATS – the $64,000 question is why didn’t the corporate sourcers/recruiters find the candidate themselves?

The answer is usually quite simple – because the company’s ATS isn’t very searchable.

Perhaps it would be more accurate to call it the “20-30% of the first year’s salary” question.

Ouch!

What You Can Do

To ensure that your private candidate database/ATS isn’t just one big fat black hole where candidates enter but they never come back out, here are a few things you can do:

Replace or upgrade your ATS/CRM

Yes, this will likely involve spending money.

However, if people really are the greatest and most valuable asset of your organization – investing in a system that allows you to effectively capitalize on this asset is well worth the cost, nearly at any price!

From a corporate perspective, moving to a system that makes it easy to find appropriately qualified candidates that you have already sourced or expressed interest in your company can significantly reduce your cost-per-hire as well as your reliance on 3rd party search firms.

From a search firm/agency perspective, investing in replacing or upgrading your candidate database/tracking system can help increase your productivity (and likely profitability) by enabling you to more quickly and effectively capitalize on candidates you have already sourced, interviewed and qualified rather than having to try and source “new” candidates from scratch for each job order/client request you receive.

Integrate a New Search Interface/Engine Into Your ATS

Typically less expensive than switching out your whole ATS/CRM – there are several 3rd party search applications available ranging from highly configurable text search (Lucene, dtSearch, etc.) to conceptual/artificial intelligence search/match applications (Autonomy, BurningGlass, Sovren, Pure Discovery, Actonomy, etc.) that you can integrate into your existing ATS/CRM to significantly boost its “searchability.”

Some of the aforementioned solutions are free (Lucene) and others are surprisingly affordable.

Train Your Sourcers and Recruiters (AND/OR Yourself)!

Sometimes an ATS/CRM is a black hole from which candidates never return simply because the sourcers and recruiters aren’t very proficient in how to effectively search information systems for talent identification (aka Talent Mining).

If you already have a highly searchable ATS or CRM, invest in training your associates with the latest search best practices, tactics, and strategies.

You don’t need a super-expensive “state of the art” search application to quickly find the right people.

In fact – all you need is a search interface that supports full Boolean logic.

In my first year as an agency recruiter, I averaged 8 hires per month only after 3 months of experience as a recruiter – and my sole source of candidates was an old CPAS ATS developed by VCG. No Monster, no Google, no Linkedin, no cold calls – just a plain old resume database with about 80,000 records and a search interface that supported full Boolean logic.

How’s that for ROI?

The Bottom Line

If your ATS/CRM is as easy to search as it is to put candidates in, you will be able to fill more of your company’s openings from talent you’ve already sourced and from people who have expressed an interest in joining your company.

Any opening you can fill with candidates already in your internal system saves you the time, effort, and cost of advertising and searching for “new” candidates.

Filling openings with candidates already in your ATS can afford you significant and measurable cost-per-hire and time-to-fill savings.

Additionally, having a highly searchable ATS/CRM can help you reduce your reliance on paid resources if you currently use them (such as Monster, a premium LinkedIn account, etc.).

Is it easier to search public systems such as LinkedIn or Monster to find appropriately qualified candidates than it is to search your private ATS/CRM?

It shouldn’t be!

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

Talent Sourcing: Beyond Tips, Tricks, Hacks and the Internet

Posted by | Data Science, Future of Sourcing and Recruiting, Predictive Analytics, Sourcing and Recruiting, Sourcing Automation, Talent Mining | 13 Comments

It’s bothered me for quite some time now that many people essentially equate sourcing with Internet search – using search engines such as Google and Bing to find resumes, lists, press releases, etc.

It bothers me because sourcing is so much more than that.

It also bothers me because I am aware that many companies (some quite large and well respected) limit their sourcers and recruiters primarily to the Internet as the only source of information.

I believe a major contributing factor as to why sourcing isn’t highly valued by some organizations and why sourcing doesn’t get as much widespread respect and recognition as it should is because too many people associate sourcing primarily with Internet search.

The future of talent sourcing will involve a shift from manual Internet search and ATS/CRM systems with only rudimentary search and analysis capability to highly specialized tools specifically designed for mining vast and proprietary human capital data sets dynamically compiled from multiple sources that enables predictive analytics.

It’s coming – will you be ready? Will you be ahead of the curve or behind it? Read More