Comments on: E-Sourcing ROI: Searchability vs. Data Depth http://www.booleanblackbelt.com/2009/04/e-sourcing-roi-searchability-vs-data-depth/ Leveraging social networks, resume databases, and the Internet for sourcing and recruiting Thu, 29 Jul 2010 09:53:20 -0400 http://wordpress.org/?v=2.8.3 hourly 1 By: Top 10 Candidate Sourcing Best Practices | Boolean Black Belt http://www.booleanblackbelt.com/2009/04/e-sourcing-roi-searchability-vs-data-depth/comment-page-1/#comment-4126 Top 10 Candidate Sourcing Best Practices | Boolean Black Belt Tue, 01 Sep 2009 01:46:37 +0000 http://www.booleanblackbelt.com/?p=2125#comment-4126 [...] yield sources of candidates are #1 Highly Searchable, and #2 Deep on candidate data. Of the social networking sites out there, LinkedIn is the most searchable and has the deepest [...] [...] yield sources of candidates are #1 Highly Searchable, and #2 Deep on candidate data. Of the social networking sites out there, LinkedIn is the most searchable and has the deepest [...]

]]> By: Suzy Tonini http://www.booleanblackbelt.com/2009/04/e-sourcing-roi-searchability-vs-data-depth/comment-page-1/#comment-3226 Suzy Tonini Thu, 30 Apr 2009 22:50:55 +0000 http://www.booleanblackbelt.com/?p=2125#comment-3226 Well, Glen, I agree with your post: A)Many ATS's in general are merely repositories of data and lack intuitive search functions, so it turns into an off-putting tool for many. Not to mention the data integrity is (IMHO) questionable since people inputting info might not want to take the time to update, delete, use the right drop-down menu, etc- you get my gist.(BTW-this is over a course of many years using various ATS's-not a reflection on my current employer) B)For some fascinating & strange reason, recruiters/sourcers/HR folks seem to *forget* about the vast amount of deep data residing right in front of their nose.Seems like the path of least resistance is always: go to the job boards (for those that have that luxury).Again, if the ATS/CRM tool is not intuitive and highly searchable, most people will avoid it like it was Pepe Le Pew. C)Social Networking tools like LinkedIn,Twitter, Facebook and Ning-ah... my favorite subject! You are VERY right in stating : "(it takes)a higher amount of effort for a smaller return - a low ROI." One day,soon I hope, people will understand that all these communities are SOCIAL, not free, eazy-peazy resume boards. These networks should definitely be part of any recruiting strategy, however, due to the long-term nature of these, tap into your deep data pool FIRST-(if only the perfect ATS would come along...) and work those referrals as well. Cheers! Suzy Well, Glen, I agree with your post:

A)Many ATS’s in general are merely repositories of data and lack intuitive search functions, so it turns into an off-putting tool for many. Not to mention the data integrity is (IMHO) questionable since people inputting info might not want to take the time to update, delete, use the right drop-down menu, etc- you get my gist.(BTW-this is over a course of many years using various ATS’s-not a reflection on my current employer)

B)For some fascinating & strange reason, recruiters/sourcers/HR folks seem to *forget* about the vast amount of deep data residing right in front of their nose.Seems like the path of least resistance is always: go to the job boards (for those that have that luxury).Again, if the ATS/CRM tool is not intuitive and highly searchable, most people will avoid it like it was Pepe Le Pew.

C)Social Networking tools like LinkedIn,Twitter, Facebook and Ning-ah… my favorite subject! You are VERY right in stating : “(it takes)a higher amount of effort for a smaller return – a low ROI.” One day,soon I hope, people will understand that all these communities are SOCIAL, not free, eazy-peazy resume boards. These networks should definitely be part of any recruiting strategy, however, due to the long-term nature of these, tap into your deep data pool FIRST-(if only the perfect ATS would come along…) and work those referrals as well.
Cheers!
Suzy

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