Archive for October, 2008
Resumes on the Internet: Monster vs. Google
If you are a sourcer or recruiter I am sure that at some point in your career you’ve read somewhere or heard someone say how the Internet has 10X the number of candidates that can be found on the online job boards. I’ve always taken that for face value because, to be honest, it’s really [...]
Artificial Intelligence Resume Matching vs. Human Cognition
Over the years, I have had the opportunity to evaluate several of the “big name” resume and job matching applications that claim to use artificial intelligence and I can say that the claim that they can find the same resumes that an “experienced recruiter” would choose is both accurate and inaccurate.
Photo: Scott Ingram Photography
From my [...]
Fishing from the Hidden Talent Pool
Once people become familiar with my theory of Hidden Talent Pools, they often become curious to see examples of candidates that most recruiters don’t find.
Photo by utrechtman
Not too long ago, a recruiter requested me to assist them in locating a solid MySQL DBA for a position at a well-known social networking entity. If you’ve ever [...]
Targeting PAST experience on LinkedIn – can it be done?
I recently had a recruiter ask me if there were any way to be able to search LinkedIn for people who have worked at a specific company in the past, but who are NOT currently working for that company.
I can see why some Sourcers and Recruiters would want to specifically target people who are not [...]
Twittering for Sourcing
I recently saw a discussion on ERE started by Erika Hansen Brown on the topic of using Twitter for sourcing. I weighed in on the discussion, which can be found here: http://tinyurl.com/4q73dw
Personally, I think that Twitter is most effective when leveraged for passive talent identification and acquisition via recruiter and/or employer branding and job opening [...]
The value of a resume database
How do you value a database? 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.
When talking about the value of a company’s internal candidate database or the online job board resume databases, we [...]
Resumes are not dead!
With the buzz I continue to see and hear surrounding Twitter, social networks, Internet sourcing (blogs, articles, etc.) and such, it’s easy to look at resumes as dull, outdated, or at least “uncool” when it comes to sourcing and recruiting. I fear there are many people who get blinded by the “shiny object” factor of each and every [...]
The Hidden Talent Pools in every source of candidates
There is a Hidden Talent Pool (HTP) in every source of candidates – the Internet, job board resume databases, Social Networks, your ATS, etc., and it contains candidates that you assume aren’t there because you never see them. However - just because you never see them doesn’t mean they aren’t actually there. Because they are. Years ago, I became [...]
Job Boards = Bad Candidates? Don’t believe the hype.
As stated in a previous post, I continue to see well respected thought leaders in the staffing industry make claims that the value of the job boards is waning and that the quality of candidates on the job boards is low. Not long ago I weighed in on an ERE discussion in response to the [...]
Talent Mining – what is it anyway?
By my definition, Talent Mining is a simple adaptation of Data Mining, which according to Wikipedia is the process of sorting through large amounts of data and picking out relevant information, or “the nontrivial extraction of implicit, previously unknown, and potentially useful information from data” and “the science of extracting useful information from large data [...]
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