Searching for people socially across the networks
27 August 2015
Everyone can be found online somewhere but searching out top talent takes time and effort. The emergence of platforms that aggregate — or collect — information from social profiles across the web potentially make the task much easier.
Thu, 27 Aug 2015
The IT sector has seen the greatest proliferation of these platforms because of the high number of online hangouts from where information can be drawn, but other sectors are following.
Mike Convey, UK sales director at Monster, which owns the aggregator TalentBin, reports that these platforms are becoming an important part of the “mix of sources” used by its clients. “We’ve seen the migration from professional print to online and now we’re seeing fragmentation according to skillset,” he says. “Certain cohorts are easily found on job boards but recruiters are having to work harder for high-demand talent groups, which is where these platforms can help.”
Defined: People aggregators
People aggregators use powerful software to capture information from social profiles spread across the internet. Recruiters can perform a one-keyword search across all these sources and typically a list of potential candidates will be returned in ranking order. Sources include popular networks such as LinkedIn, Facebook and Google+ but also specialist and niche sites/networks, which have more in-depth information about a potential candidate.
(1) Where do their strengths lie?
People aggregator platforms have the potential to make recruiters far more time-efficient as the powerful software behind them takes a lot of hard work out of searching. What also sets them apart from the general professional/social networks is the range of sources and depth of information from which they draw data.
In the IT sector, for instance, this can be information from popular techie networks such as GitHub and StackOverflow, where a much more accurate and in-depth picture of their IT credentials and reputation can be gleaned. Another major benefit is that a far higher percentage of returns provide a direct email or phone number for the potential candidate.
(2) How are they best used?
Recruiters are using these tools for both one-off appointments and campaigns. They are particularly good for emergent niche skills and young talent, reckons Ben Ritchie, founder of TrendyCoders, an aggregation platform focused on the tech sector. He adds that recruiters are also using ranking data provided by the platform as a “pre-screen” when they need to know people are talented in a particular area.
Peter Healey, European sales director of Dice, which owns the Open Web IT talent aggregator platform, says those recruiters that are getting the most out of the tool are using it to engage and pool talent.
“Where we see this working is where recruiters are given time and the responsibility for building a pipeline of candidates,” he says. “Some recruiters are just not given the chance.”
(3) It’s not just about search
Check out the administrative and communication/messaging facilities that come with the platform, as well as the search capabilities. Convey says that features such as dashboards and reporting facilities are vital for monitoring activity and “keeping a firm grip” on a recruiter’s relationship status with candidates.
In addition, ask the platform provider about specific features and selling points. Kyle Paice, vice president of marketing at Entelo, which aggregates data across a range of sectors, says its ‘Most Likely to Move’ feature uses predictive analytics to pick up on signs that correlate with a career move, and is popular with recruiters as it can make approaching the person easier.
(4) Use information wisely
With such in-depth information and, in some cases direct contact details, recruiters can make a personalised approach to candidates. Healey urges them not to use the information to generate “a mass email list”, nor go straight in “for the kill with a job spec”.
Convey agrees and says the depth of information provided allows recruiters to communicate at a much more sophisticated level: “It elevates the recruiter’s position in terms of engaging and empathising with the person.”
Paice adds even with a tool like ‘Most Likely to Move’, the approach must be thoughtful. “Use all information to craft smarter outreach,” he says. “It’s the difference between getting excited responses and getting sent to the spam folder.”
(5) Learn how to use tools effectively
Quiz providers on how many and from which networks/sites data is aggregated, what sectors and countries they focus on, and how they ensure the service is up-to-date. Ask what filters can be applied to searches and how sophisticated the search form is.
Recruiters sometimes make the mistake of not getting past the first page of results, which is often “an overfished pond”, says Ritchie. He also advises acquiring some knowledge of the sites that information is drawn from so you understand their relevance to the market.
Don’t simply use the platform as a CV database tool. “To approach passive candidates in the way you would an active CV database candidate just won’t be as effective,” says Healey. “Research suggests hot candidates will only respond on the fifth approach, so be patient.”
SUE WEEKS
FROM SEPTEMBER 2015'S RECRUITER MAGAZINE
Everyone can be found online somewhere but searching out top talent takes time and effort. The emergence of platforms that aggregate — or collect — information from social profiles across the web potentially make the task much easier.The IT sector has seen the greatest proliferation of these platforms because of the high number of online hangouts from where information can be drawn, but other sectors are following.
Mike Convey, UK sales director at Monster, which owns the aggregator TalentBin, reports that these platforms are becoming an important part of the “mix of sources” used by its clients. “We’ve seen the migration from professional print to online and now we’re seeing fragmentation according to skillset,” he says. “Certain cohorts are easily found on job boards but recruiters are having to work harder for high-demand talent groups, which is where these platforms can help.”
Defined: People aggregators
People aggregators use powerful software to capture information from social profiles spread across the internet. Recruiters can perform a one-keyword search across all these sources and typically a list of potential candidates will be returned in ranking order. Sources include popular networks such as LinkedIn, Facebook and Google+ but also specialist and niche sites/networks, which have more in-depth information about a potential candidate.
(1) Where do their strengths lie?
People aggregator platforms have the potential to make recruiters far more time-efficient as the powerful software behind them takes a lot of hard work out of searching. What also sets them apart from the general professional/social networks is the range of sources and depth of information from which they draw data.
In the IT sector, for instance, this can be information from popular techie networks such as GitHub and StackOverflow, where a much more accurate and in-depth picture of their IT credentials and reputation can be gleaned. Another major benefit is that a far higher percentage of returns provide a direct email or phone number for the potential candidate.
(2) How are they best used?
Recruiters are using these tools for both one-off appointments and campaigns. They are particularly good for emergent niche skills and young talent, reckons Ben Ritchie, founder of TrendyCoders, an aggregation platform focused on the tech sector. He adds that recruiters are also using ranking data provided by the platform as a “pre-screen” when they need to know people are talented in a particular area.
Peter Healey, European sales director of Dice, which owns the Open Web IT talent aggregator platform, says those recruiters that are getting the most out of the tool are using it to engage and pool talent.
“Where we see this working is where recruiters are given time and the responsibility for building a pipeline of candidates,” he says. “Some recruiters are just not given the chance.”
(3) It’s not just about search
Check out the administrative and communication/messaging facilities that come with the platform, as well as the search capabilities. Convey says that features such as dashboards and reporting facilities are vital for monitoring activity and “keeping a firm grip” on a recruiter’s relationship status with candidates.
In addition, ask the platform provider about specific features and selling points. Kyle Paice, vice president of marketing at Entelo, which aggregates data across a range of sectors, says its ‘Most Likely to Move’ feature uses predictive analytics to pick up on signs that correlate with a career move, and is popular with recruiters as it can make approaching the person easier.
(4) Use information wisely
With such in-depth information and, in some cases direct contact details, recruiters can make a personalised approach to candidates. Healey urges them not to use the information to generate “a mass email list”, nor go straight in “for the kill with a job spec”.
Convey agrees and says the depth of information provided allows recruiters to communicate at a much more sophisticated level: “It elevates the recruiter’s position in terms of engaging and empathising with the person.”
Paice adds even with a tool like ‘Most Likely to Move’, the approach must be thoughtful. “Use all information to craft smarter outreach,” he says. “It’s the difference between getting excited responses and getting sent to the spam folder.”
(5) Learn how to use tools effectively
Quiz providers on how many and from which networks/sites data is aggregated, what sectors and countries they focus on, and how they ensure the service is up-to-date. Ask what filters can be applied to searches and how sophisticated the search form is.
Recruiters sometimes make the mistake of not getting past the first page of results, which is often “an overfished pond”, says Ritchie. He also advises acquiring some knowledge of the sites that information is drawn from so you understand their relevance to the market.
Don’t simply use the platform as a CV database tool. “To approach passive candidates in the way you would an active CV database candidate just won’t be as effective,” says Healey. “Research suggests hot candidates will only respond on the fifth approach, so be patient.”
SUE WEEKS
