Tools

Sourcing & Recruiting Tech worth checking out

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What’s new when it comes to sourcing and recruiting tech?  Here are a few platforms that I’m watching closely and using to source potential undiscovered talent!

HALF A BILLION PROFILES FREE

connect6

Currently in Beta mode, Connect6 have indexed over half a billion profiles and not just tech profiles. Currently big in North America it still has a good number of Australian candidates. It’s currently free but for paid accounts it allows you to message candidates directly or invite them to jobs that you’ve created. They haven’t shared how they do this, but guarantee that they are able to contact candidates directly with a higher success rate than LinkedIn Inmails.
I’m a fan of the interface and the results page, which give a quick and clear overview of the candidates that have come up in your search. As it’s an aggregator, it finds candidates from multiple platforms, therefore you may find candidates that aren’t on LinkedIn by using Connect6.
When searching for Marketing Manager in Melbourne, it came up with over 2,000 records and some great profiles.
Other features include the ability to post jobs to social media sites, pay a nominal fee to post on Monster, Dice, CareerBuilder, LinkedIn, StackOverflow or GitHub. It also provides users with a pipeline dashboard where candidates activity and pipelining can be tracked.

connect6 1

Well worth a look!

 

SOURCERS & RECRUITERS UNITE

sourcecon qa

This is probably my best pic of the post for those who are looking to do things differently and figure out how to use different tech for sourcing in the best way possible.  If you’re ready to have your own personal army of sourcing consultants at your disposal to answer any sourcing question you may have, then SourceCon.QA may be your kinda place.  It is the question and answer site for sourcers and recruiters that should be able to answer any query you have. The objective is to create a library of detailed answers to questions related to sourcing and candidate identification. This is different from a discussion forum in which opinions are shared and debated. The point of this site is to provide practical solutions for sourcing challenges.
Sourcing professionals that answer questions consistently well get votes so that you can see where some of the great sourcing answers are coming from. This may be a good sourcing ground for technical sourcers as well! Part of the SourceCon community, there are regular discussions on new technology, how older technology is evolving and what you may need to be aware of when searching for specific types of candidates i.e. smarter search strings due to change in algorithms.

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SEARCHING THE CLOUDS FOR YOUR NEXT HOT CANDIDATE

Google Drive, Dropbox, Skydrive, Evernote, and Box are tools that allow users to save and share documents on the cloud. Unfortunately, most of these tools have not developed a way for users to search other people’s files that have been set to allow for public sharing. Cloud Kite Cloud Kite is a tool that is filling that void. The company describes themselves on their Google+ profile as a “collective encyclopaedia project based on Google Drive public files and on the Cloud sharing, Cloud sourcing and Cloud solving principles.” Using Cloud Kite, users can search files uploaded to Google Drive, Dropbox, Skydrive, Evernote, and Box at the same time (note that the more services you search, the longer the search takes).

What types of files can we potentially find that can help us as sourcers?
— Resumes
— Conference attendee lists
— Meeting minutes (complete with names)
— Shared projects developers are working on

cloudkite

 

IT’S ALL ABOUT YOU!

About.me, the popular web hosting service that allows users to link multiple online identities into one visually appealing online profile, has announced a new search interface. The new interface is simple and requires no advanced knowledge of Boolean search. Whilst this platform is still growing, and as usual has a stronger US presence, the early adopters have been those from digital, marketing, brand and sales. This therefore makes this platform worth checking out for these types of roles. About.me has become the place where both professional experience and personal interest connect. Individuals share their work experience, images of projects etc as well as personal interest and branding.

Users simply type an interest, place, organization, or name into the search box and press enter. The profile of the user will come appear with a full list of their online profiles, email address and any other information they have chosen to share.aboutme dot com

 

Leave a comment below and let me know what tech you’re loving right now for recruitment and sourcing

Mapping your Way to Sourcing Success

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On any journey a map is always a good idea.  Even if you’re planning on being flexible when you get to certain checkpoints.  The fact that you have a guide to where you need to be, when the best time to arrive is and what it may cost you along the way, always puts you in good stead to have a success, hassle free trip.

The sourcing journey is no different and for the best outcome of finding your target audience; planning and knowing where and when you need to be somewhere can be the difference between success and failure.

So how do you plan your sourcing journey I hear you ask?

Well as I mention a map is always a good start.  A Source Channel Map allows you start mapping out you’re the sourcing channels that you believe will work for your specific role or job family.     So let’s say that you’re looking for a Microsoft Dynamic CRM professional; start by placing that title at the centre of my map so it’s clear what the key focus for this exercise is.  Then I start to think about all the places that I could find these people.

Sourcing channel map

By building your map before you go to market, it means that you’re able to get a clear overview of what may work and what may not as well as if there are specific conference, workshops, meetups that you need to be at to network and find the candidates you’re looking for.

So…… Microsoft Dynamic CRM – where could I find them?

1.    Internal sourcing strategy

  • What will we do to attract these people?
  • Does our career site provide a clear overview and EVP that will attract and speak to these types of candidates once we find them or if they find us first?
  • Do we have videos, images and a clear understanding of what it is we are offering them if they come and work here?
  • Do we know what we can offer them?

2.   Referrals from either within the organisation or from other candidates that I’m speaking with

3.   Publications – either print of online.

  • What do these types of candidates read on a daily basis?
  • Are they subscribed to certain websites or blogs?
  • Are there magazines that focus on Microsoft technology that we could advertise in or need to be aware of?

4.   Competitors/Target organisations

  • Are there specific companies that you know these candidates come from that is a good fit for you organisation?  Don’t be shy – go get ‘em tiger!  And if you can’t then find someone who can.

5.   Associations and groups

  • Is there an accreditation that they need to have?
  • Will knowing this make it easier to search for them?
  • Can you find a list of people that have this accreditation to narrow down the search?

6.    Job Boards

  • Are there specific job boards that specialize in attracting these types of candidates?
  • Do they have a database that you can search?

7.    Conferences and Events

  • Where do they congregate?
  • Know your target audience’s tribal mentality.
  • Do they go to Meetups?
  • Are there online forums that you can check out?
  • If there is a conference that you know these types of candidates will be at, then when is it and how much will it cost to attend?

i.    Knowing this information will help you to plan and budget for the year.

8.    Social Media

  • Which social channels are they are? ~ don’t assume, go and look!
  • Are there groups on Twitter?  Are there candidates on twitter that you can find?
  • What about using Facebook graph search as well as seeing if there are Microsoft Dynamic CRM Facebook pages or groups.
  • LinkedIn searching is an obvious one as well.

9.    Search/Title Terms

  • What else could a person with these skills be called?
  • What other titles do they go by?
  • What are the keywords I need to be searching?

10. Recruitment Agencies

  • If I need to use an agency which agencies are right for these types of roles?
  • Which agencies have delivered what we needed in the past?
  • Who knows this market really well?

These are just a few of the sourcing channels that you could use.  Understanding your candidate market and profile is critical in today’s recruitment landscape.  There are so many platforms and so much information that it’s easy to get lost when searching for the right people.

Doing some of the ground work before you start will help you be targeted in your sourcing approach.  It will mean that you’re exerting your energy and budget in the right places.   Building a clear candidate profile will help you to understanding all of these channel better and will ensure that you have the right channels for the right target audience.

Tuesday Quick Tips: How to recruit through social when you’re not on social

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TUESDAY QUICK TIPS!

I get so many people say to me… we’re not on Facebook, Twitter, Pinterest etc because our organisation is too risk averse or we don’t have the capacity to maintain the pages and content and feed etc; to which I reply that’s fine, you don’t have to be on social to source through social.

I talk about the Curious, Capable and Committed recruiter a lot.  It’s about having the right sourcers or recruiters in your business to find the people that you need – period.  And wherever those people/candidates are, then that is where we need to go.  Therefore having the mental block that “we don’t recruit on platform X” could be a big barrier to your team using all channels available to seek out and find the right people for your business.

In an ideal world your Source of Hire mix will include everything and anything until proven useless.

That means that your recruiters will be scouring Facebook through Graph search,
facebook graph search

They’ll be checking out Meetup.com groups – it’s all about community, tribes and connecting with like minded (and skilled) individuals


meetup group

LinkedIn either through Recruiter or through the free platform using boolean search strings,

linkedin

they’ll be using FollowerWonk to search Twitter bios,

follower wonk

they will also be searching corporate websites for names and titles of those who aren’t on LinkedIn – shock horror…yes there are many people who are not on LinkedIn in the professional world.  I did a quick look for mobile lenders from one of the big 4 banks and got a quick list as well as what languages they speak! love a bit of old school searching!

commonwealth bank mobile lender search

They’ll also be looking at things like YouTube to hunt down technical and visual professionals who names are on video credits.

youtube sourcing

So whether you’re in Government departments, risk averse industries like pharmaceutical or investment banking, or just if you’re business isn’t interested in building their online or social presence, don’t let other people’s concerns stop you from getting out and looking for everyone, everywhere! Once you start down the rabbit hole you’ll be amazed what you will find….. and I haven’t even touched on Google+, blogs, forums and so many more places you can connect, engage and find what and who you’re looking for!

Is LinkedIn creating lazy recruitment?

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It’s just a question…. but after reading the 2013 Social Recruiting Activity report put out by Bullhorn Reach the other day, I have to wonder….. is LinkedIn creating a breed of lazy recruiters?

I remember when everyone was searching Monster CV databases and posting all their jobs online and if you weren’t doing that, then you were obviously just missing a trick.   I always get a little bit cautious when one big organisation seems to be holding all the cards and our blinders gets thicker to continuously improving the way we engage and connect with candidates.

I’m fully aware that LinkedIn is extremely valuable to recruiters, it’s an easy way to find the people who you need and build your personal brand as well.  I log in every day myself and yes I definitely find it very valuable, but I’m also well aware that there are a huge number of highly skilled candidates that are not on LinkedIn, nor do they plan to be.

So the question is, are recruiters using LinkedIn as their one stop shop for recruiting and when they’re done with that and of course the job boards, then their search is over?  I’m guessing most of the time – the answer is yes, and from recent research it seems to be going that way.

The report states that ‘while 48% of recruiters relied solely on LinkedIn in 2011 for social recruiting, a full 64% did so in 2012″.  It’s the word solely that catches my attention.

linkedin recruiter connection

Personally I think it’s key that we have a varied range of sourcing channels from which our recruiters find their candidates.   I always say to recruiters that I’m training, if you advertise your job online, you may just be getting the best candidate that applied and not actually the best candidate in the market or the best candidate for the role.

Having a sourcing strategy that covers a wide range of channels can include:

Referrals, Internals, headhunts, social networks, talent pools and communities that you’ve built, open web searching, conference and associations, generally networking events and potentially self hosted events, blogs, market mapping, gamification, apps and the list goes on and on.

As with any sourcing channel that is heavily relied on, how would you as a recruiter or how would your recruiters go if that platform was taken away all together?  Would they still be skilled enough to find the people who you need?

I talk about the “Curious Recruiter” a lot and once again it’s those who are constantly looking at what is driving the candidate market, which platforms they are on and where they are connecting and communicating that will be a head of the game.

Some of my favorite searches included:

  • meetup.com Groups either locally or globally
  • FollowerWonk which helps me target Twitter users
  • Facebook Graph Search is probably one of the most under utilized search tools around, with one of the widest reaches
  • and of course open web searching which means you can get your hands on thousands of LinkedIn users whether you have a recruiter license or not.

Over the next few posts I’ll focus on how I use these tools to search for those ever elusive candidates.

Do you have ‘curious’ sourcers or recruiters in your business?

Time Efficient Content Curation – Quick Tuesday Tips

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Happy Tuesday all,

Today is a quick post and so I thought I would share some tools that I use on a daily basis, that I think make my life a lot easier.  They allow me to quickly seeing what new content is out which allows me to share it across my networks.

1) Hootsuite.com

Hootsuite.com is my go to place to manage my social platforms and accounts.  It’s a one stop shop where I can schedule messages to Twitter, Facebook, LinkedIn as well as manage information streams that I like to keep up to date with.

hootsuite1

I follow specific hashtags so that any time there is new content with that hashtag it shows up in a separate stream.    This makes it easy to retweet, favorite and read later, respond and share information and reduces that amount of time I need to spend on my social channels without reducing my impact or activity.

I also can’t recommend Hootsuite university enough.  It’s a big time commitment but the content of the webinars {all 42 of them} are gold!   I’ve learnt loads and now that I’m a Hootsuite certified professional, I’ve found that everything I’ve learnt can be practically applied to my day-to-day work.

hootsuite2

 2) Mention.net

I’ve been using Mention.net for some time and have found it to be really useful.  Like Google Alerts, Mention allows you to set up alerts based on topics or keywords that you want to track online.  My alerts provide me with an overview of all mentions online of Candidate Sourcing,  Employer branding, Social Recruiting, Hudson as well as a number of clients that I like to keep up with re any news about their business.    A great business development tool!

Mention1

3) Feedly.com

Feedly.com is where I keep up with all my personal and professional website and blogs.   It’s aesthetically appealing and I find it easy to see quickly which new articles I’d like to read.  I probably use this for pleasure more than business but it’s great for both!   Once again it’s a platform that allows you to share quickly and easily.

feedly

So if you like to grab a coffee in the morning, these tools will allow you to stay on top of the content coming through and save your time and sanity.

Tip: A quick social media time management tip

I check my social platforms with a coffee in the morning and schedule posts that need to go out during the day.  I then take 2 minutes before heading to lunch to make sure I don’t need to respond to anything and then I check it for 5-10 minutes in the evening.

Being conscious of your time is essential as it’s easy to get sucked into a time warp!

  1. Know what your purpose is for being online,
  2. who your audience are
  3. and what you want to share.

If you’re clear on those 3 things then you’ll find it easy to sift through the noise and find quality content to share.