SlideShare uma empresa Scribd logo
1 de 74
The 5 Levels of Talent Mining,[object Object],Glen CatheyV.P. National RecruitmentKforce,[object Object]
Paradigm Shift,[object Object],Forget Boolean,[object Object]
Paradigm Shift,[object Object],Anyone can perform Boolean search for any information need,[object Object],Boolean search does not adequately describe what sourcers and recruiters do, nor does it do them justice,[object Object]
Paradigm Shift,[object Object],Think Information Retrieval,[object Object]
Information Retrieval,[object Object],The science of searching for documents, information within documents, and searching relational databases and the Internet,[object Object]
Information Retrieval,[object Object],An information retrieval process begins when a user enters a query into a system,[object Object]
Information Retrieval,[object Object],Queries are formal statements of information needs,[object Object]
Sourcing,[object Object],As a sourcer or recruiter, what’s your ,[object Object],information need?,[object Object]
Information Need,[object Object],Ultimately, you are looking to find people who have specific skills, experience and education, who live in a specific area, who are interested in your opportunity, and who you can recruit and hire,[object Object]
Talent Mining,[object Object],Specialized form of text and data mining for recruiting,[object Object],Querying and analyzing human capital data for talent discovery, identification and ultimately acquisition ,[object Object]
Talent Mining,[object Object],Transforming human capital data into an informational & competitive advantage,[object Object],Data -> Information -> Knowledge -> Decisions,[object Object]
Quote,[object Object],“Success in life comes from the identification, control and elimination of variables.”,[object Object]
Quote,[object Object],In sourcing, what candidate variables can you identify, control, and even eliminate?,[object Object]
Candidate Variables,[object Object], Experience, education & capabilities,[object Object], Location,[object Object], Desired opportunity,[object Object], Compensation,[object Object], Availability,[object Object]
Faceoff,[object Object],Cold Calling,[object Object],         &,[object Object],   Referrals,[object Object],      Talent,[object Object],    Mining,[object Object]
Candidate Variables,[object Object],What is the % of control you have ,[object Object],(0-100%) over candidate variables when you perform:,[object Object],Cold calling?,[object Object],Referral recruiting?,[object Object],Talent mining?,[object Object]
Experience and Education?,[object Object]
Control of Exp. and Education,[object Object],Cold calling?,[object Object],You have very little, if any, control over the specific experience and education of the person you get on the phone,[object Object],Referral recruiting?,[object Object],You have very little, if any, control over the specific experience and education of the person referred to you, regardless of what you specifically ask for,[object Object],Talent mining?,[object Object],Searching structured databases gives you a very high degree over the specific experience and education of the people you decide to call based on a search,[object Object]
Location?,[object Object]
Control of Location,[object Object],Cold calling?,[object Object],While you can be certain that a person you reach inside of a company lives in a specific metro area, you have no control over where they live within a 50 mile radius ,[object Object],Referral recruiting?,[object Object],Similar to cold calling, you have no control over where the people referred to you actually live, and thus would be interested in commuting to,[object Object],Talent mining?,[object Object],Searching structured databases gives you a very high degree over precisely where people live, down to a 5 mile radius or even a specific zip code ,[object Object]
Desired Opportunity?,[object Object]
Control of Desired Opportunity,[object Object],Cold calling?,[object Object],You have very little, if any, control over the type of opportunity the person you get on the phone is looking for as the next step in their career,[object Object],Referral recruiting?,[object Object],As with cold calling, you have no predictive ability to determine what a person who is referred to you is interested in doing as the next move in their career,[object Object],Talent mining?,[object Object],Searching structured databases enables you to target specific skills and experience, including years of experience in given industries, which gives you a predictive ability to make an educated guess as to what the next step in a person’s career path might be, and thus what the candidate might be interested in (aka career trajectory),[object Object]
Compensation?,[object Object]
Control of Compensation,[object Object],Cold calling?,[object Object],You have very little, if any, control over the current or desired compensation of the person you get on the phone,[object Object],Referral recruiting?,[object Object],You have very little, if any, control over the current or desired compensation of the person referred to you ,[object Object],Talent mining?,[object Object],With the ability to control the years and type of experience of the people you return in your searches, with industry and market knowledge, you are granted a good idea of their current compensation level and what they would most likely be willing to accept for a new position,[object Object]
Availability?,[object Object]
Control of Availability,[object Object],Cold calling?,[object Object],You have no control over the job search status of the person you get on the phone,[object Object],Referral recruiting?,[object Object],You have no control over the job search status of the person who is referred to you,[object Object],Talent mining?,[object Object],Searching databases can give you the ability to target recently posted resumes and recently created social network profiles, and people who have either recently posted or updated their resume or LinkedIn profile are at a higher probability of being available ,[object Object]
Control of Availability,[object Object],A random sample from any sourcing method other than job posting will yield mostly passive and non-job seekers (2 out of 3),[object Object]
Availability,[object Object],Job Seeker Status,[object Object],Source: U.S. Bureau of Labor and Statistics,[object Object]
Control of Candidate Variables,[object Object],Talent Mining affords a higher degree of predictive control over critical candidate variables over any other method of talent discovery,[object Object]
Control of Candidate Variables,[object Object],Degree of Control,[object Object]
Speed of Identification,[object Object]
Speed of Identification,[object Object],How many well-matched and qualified candidates per hour can you discover and identify through:,[object Object],Cold calling?,[object Object],Referral recruiting?,[object Object],Talent mining?,[object Object]
Speed of Identification,[object Object]
More Control,[object Object],Deep, Structured Data,[object Object],Resumes, LinkedIn Profiles (some),,[object Object],Candidate Records…,[object Object]
More Control,[object Object],The deeper and more structured the human capital data you are mining, the more predictive control you have over critical candidate matching and qualification variables,[object Object]
Less Control,[object Object],Shallow, Unstructured Data,[object Object],Press Releases, Articles, Directories, LinkedIn Profiles (many) Facebook, Twitter…,[object Object]
Less Control,[object Object],The more shallow and less structured the human capital data you are mining, the less predictive control you have over critical candidate matching and qualification variables,[object Object]
The 5 Levels of Talent Mining,[object Object],Keyword/Title Search,[object Object],Conceptual Search,[object Object],Implicit Search,[object Object],Natural Language Search,[object Object],Indirect Search,[object Object]
Level 1 Talent Mining,[object Object],Keyword/Title Search,[object Object],Unfiltered keyword and title searching,[object Object],Lexical search/match from job title, description, and required skills,[object Object]
Level 1 Talent Mining,[object Object],Benefits,[object Object],It works,[object Object],Easy  - doesn’t require any skill or experience,[object Object],Deep understanding of positions not necessary,[object Object],Easily outsourced and automated,[object Object],Low cost,[object Object]
Level 1 Talent Mining,[object Object],Challenges,[object Object],It works – gives false sense of ease and success,[object Object],Superficial match,[object Object],Creates Hidden Talent Pools, excluding qualified candidates who express experience differently,[object Object],No competitive advantage,[object Object]
Level 2 Talent Mining,[object Object],Conceptual Search,[object Object],[object Object]
Examples:
Ruby, Rails, RoR, “Ruby on Rails”
Safety Physician, Associate Director of PVRM, Pharmacovigilance Physician, Senior Drug Safety Associate, Global Safety Senior Medical Scientist, Global Pharmacovigilance (Contract) Physician, and Medical Director,[object Object]
Finds candidates that Level 1 Talent Mining can’t
Can be automated,[object Object]
Static taxonomies and query clouds - related but not relevant, “once and done” approach
Requires deeper understanding of roles, skills, and technologies
Only human sourcers can judge relevance, adaptively learn, and run successive searches
Must have an awareness of excluded/missed candidates,[object Object]
Not everyone will express their experience in their resume or profile. However, you can search for predictive clues to potential experience,[object Object],[object Object]
Finds candidates that Level 1 and Level 2 approaches cannot and do not find
Taps into Hidden Talent Pools/”Dark Matter” of databases and sites,[object Object]
Requires deep understanding of intrinsic limitations of resumes and profiles
Skill that can only be developed over time from observation and experience ,[object Object],[object Object]
Audited several not-for-profit organizations for tax compliance
Coded DRGs to inpatient medical records
System design and performance modeling using DoDAFnotation,[object Object]
Searching for responsibilities and capabilities, not just keywords and titles
Targets what people DO, not just what they SAY,[object Object]
Requires search engine that supports proximity
Monster, Bing, Exalead, Some ATS’s
Example: manag* near SAP near (implement* or deploy*)
Requires more experienced and insightful sourcers/recruiters to perform,[object Object]
Targeting under/overqualified professionals
Targeting people who likely work with or know the professionals you need to findFirst and only level to deviate from searching directly for what is needed,[object Object]
Level 5 Talent Mining,[object Object],Indirect Search,[object Object],[object Object]
3 year old resume or profile of a person who had 2 years of experience now represents someone with 5 years of experience
Under/overqualified people with the right skills and experience may know others who are at the target level of experience
Targeting people who likely work with or know the professionals you need to find
Searching for software engineers to lead you to software testers,[object Object]
Accelerates targeted referral recruiting,                    (a.k.a. crowdsourcing),[object Object]
Level 5 Talent Mining,[object Object],Challenges,[object Object],[object Object]

Mais conteúdo relacionado

Mais procurados

[Keynote] Trifecta for Recruitment Success, Susanna Frazier - Recruiters’ Hub...
[Keynote] Trifecta for Recruitment Success, Susanna Frazier - Recruiters’ Hub...[Keynote] Trifecta for Recruitment Success, Susanna Frazier - Recruiters’ Hub...
[Keynote] Trifecta for Recruitment Success, Susanna Frazier - Recruiters’ Hub...Susanna Frazier
 
30 Tricks to Turn you into a Recruiting Ninja!
30 Tricks to Turn you into a Recruiting Ninja!30 Tricks to Turn you into a Recruiting Ninja!
30 Tricks to Turn you into a Recruiting Ninja!Johnny Campbell
 
How to Get People to Respond to Your Recruiting Emails & Messages
How to Get People to Respond to Your Recruiting Emails & MessagesHow to Get People to Respond to Your Recruiting Emails & Messages
How to Get People to Respond to Your Recruiting Emails & MessagesGlen Cathey
 
Competitive intelligence for sourcers gutmacher-TA Week 2021
Competitive intelligence for sourcers gutmacher-TA Week 2021Competitive intelligence for sourcers gutmacher-TA Week 2021
Competitive intelligence for sourcers gutmacher-TA Week 2021Glenn Gutmacher
 
Social Engineering: The Human Element of Sourcing and Recruiting
Social Engineering: The Human Element of Sourcing and RecruitingSocial Engineering: The Human Element of Sourcing and Recruiting
Social Engineering: The Human Element of Sourcing and RecruitingGlen Cathey
 
IT TALENT SOURCING AUTOMATION [José Kadlec]
IT TALENT SOURCING AUTOMATION [José Kadlec]IT TALENT SOURCING AUTOMATION [José Kadlec]
IT TALENT SOURCING AUTOMATION [José Kadlec]José Kadlec
 
Sourcing talent as key recruiting differentiator part 1 A
Sourcing talent  as key recruiting differentiator part 1 A   Sourcing talent  as key recruiting differentiator part 1 A
Sourcing talent as key recruiting differentiator part 1 A Alexander Crépin
 
The complete guide to X-raying LinkedIn for Sourcing
The complete guide to X-raying LinkedIn for SourcingThe complete guide to X-raying LinkedIn for Sourcing
The complete guide to X-raying LinkedIn for SourcingIrina Shamaeva
 
Shaping Your 2021 Talent Strategy: EMEA and Latin America Event
Shaping Your 2021 Talent Strategy: EMEA and Latin America EventShaping Your 2021 Talent Strategy: EMEA and Latin America Event
Shaping Your 2021 Talent Strategy: EMEA and Latin America EventLinkedIn Talent Solutions
 
Proactive talent sourcing
Proactive talent sourcingProactive talent sourcing
Proactive talent sourcingRoli Saxena
 
A-Z Candidate Sourcing Guide
A-Z Candidate Sourcing GuideA-Z Candidate Sourcing Guide
A-Z Candidate Sourcing GuideClair Bush
 
How to Build a Proactive Candidate Sourcing Strategy
How to Build a Proactive Candidate Sourcing Strategy How to Build a Proactive Candidate Sourcing Strategy
How to Build a Proactive Candidate Sourcing Strategy Lever Inc.
 
Talent Sourcing & Digital Recruitment (José Kadlec)
Talent Sourcing & Digital Recruitment (José Kadlec)Talent Sourcing & Digital Recruitment (José Kadlec)
Talent Sourcing & Digital Recruitment (José Kadlec)José Kadlec
 
Semantic Search for Sourcing and Recruiting
Semantic Search for Sourcing and RecruitingSemantic Search for Sourcing and Recruiting
Semantic Search for Sourcing and RecruitingGlen Cathey
 
2019 Fall SourceCon Sourcing Tools Roundtable
2019 Fall SourceCon Sourcing Tools Roundtable2019 Fall SourceCon Sourcing Tools Roundtable
2019 Fall SourceCon Sourcing Tools RoundtableSusanna Frazier
 
Creating a Sourcing Function
Creating a Sourcing FunctionCreating a Sourcing Function
Creating a Sourcing Functioncjparker
 
Sourcing Strategy Hci Presentation (Paul Hamilton)
Sourcing Strategy   Hci Presentation (Paul Hamilton)Sourcing Strategy   Hci Presentation (Paul Hamilton)
Sourcing Strategy Hci Presentation (Paul Hamilton)phamil
 
10 search engines every recruiter should be using and how
10 search engines every recruiter should be using and how10 search engines every recruiter should be using and how
10 search engines every recruiter should be using and howRecruitingDaily.com LLC
 
Master Technical Recruiting Workshop: How to Recruit Top Tech Talent
Master Technical Recruiting Workshop:  How to Recruit Top Tech TalentMaster Technical Recruiting Workshop:  How to Recruit Top Tech Talent
Master Technical Recruiting Workshop: How to Recruit Top Tech TalentRecruitingDaily.com LLC
 

Mais procurados (20)

[Keynote] Trifecta for Recruitment Success, Susanna Frazier - Recruiters’ Hub...
[Keynote] Trifecta for Recruitment Success, Susanna Frazier - Recruiters’ Hub...[Keynote] Trifecta for Recruitment Success, Susanna Frazier - Recruiters’ Hub...
[Keynote] Trifecta for Recruitment Success, Susanna Frazier - Recruiters’ Hub...
 
30 Tricks to Turn you into a Recruiting Ninja!
30 Tricks to Turn you into a Recruiting Ninja!30 Tricks to Turn you into a Recruiting Ninja!
30 Tricks to Turn you into a Recruiting Ninja!
 
How to Get People to Respond to Your Recruiting Emails & Messages
How to Get People to Respond to Your Recruiting Emails & MessagesHow to Get People to Respond to Your Recruiting Emails & Messages
How to Get People to Respond to Your Recruiting Emails & Messages
 
Competitive intelligence for sourcers gutmacher-TA Week 2021
Competitive intelligence for sourcers gutmacher-TA Week 2021Competitive intelligence for sourcers gutmacher-TA Week 2021
Competitive intelligence for sourcers gutmacher-TA Week 2021
 
Social Engineering: The Human Element of Sourcing and Recruiting
Social Engineering: The Human Element of Sourcing and RecruitingSocial Engineering: The Human Element of Sourcing and Recruiting
Social Engineering: The Human Element of Sourcing and Recruiting
 
IT TALENT SOURCING AUTOMATION [José Kadlec]
IT TALENT SOURCING AUTOMATION [José Kadlec]IT TALENT SOURCING AUTOMATION [José Kadlec]
IT TALENT SOURCING AUTOMATION [José Kadlec]
 
Sourcing talent as key recruiting differentiator part 1 A
Sourcing talent  as key recruiting differentiator part 1 A   Sourcing talent  as key recruiting differentiator part 1 A
Sourcing talent as key recruiting differentiator part 1 A
 
The complete guide to X-raying LinkedIn for Sourcing
The complete guide to X-raying LinkedIn for SourcingThe complete guide to X-raying LinkedIn for Sourcing
The complete guide to X-raying LinkedIn for Sourcing
 
Shaping Your 2021 Talent Strategy: EMEA and Latin America Event
Shaping Your 2021 Talent Strategy: EMEA and Latin America EventShaping Your 2021 Talent Strategy: EMEA and Latin America Event
Shaping Your 2021 Talent Strategy: EMEA and Latin America Event
 
Proactive talent sourcing
Proactive talent sourcingProactive talent sourcing
Proactive talent sourcing
 
A-Z Candidate Sourcing Guide
A-Z Candidate Sourcing GuideA-Z Candidate Sourcing Guide
A-Z Candidate Sourcing Guide
 
How to Build a Proactive Candidate Sourcing Strategy
How to Build a Proactive Candidate Sourcing Strategy How to Build a Proactive Candidate Sourcing Strategy
How to Build a Proactive Candidate Sourcing Strategy
 
Talent Sourcing & Digital Recruitment (José Kadlec)
Talent Sourcing & Digital Recruitment (José Kadlec)Talent Sourcing & Digital Recruitment (José Kadlec)
Talent Sourcing & Digital Recruitment (José Kadlec)
 
Semantic Search for Sourcing and Recruiting
Semantic Search for Sourcing and RecruitingSemantic Search for Sourcing and Recruiting
Semantic Search for Sourcing and Recruiting
 
2019 Fall SourceCon Sourcing Tools Roundtable
2019 Fall SourceCon Sourcing Tools Roundtable2019 Fall SourceCon Sourcing Tools Roundtable
2019 Fall SourceCon Sourcing Tools Roundtable
 
Creating a Sourcing Function
Creating a Sourcing FunctionCreating a Sourcing Function
Creating a Sourcing Function
 
Boolean Training
Boolean TrainingBoolean Training
Boolean Training
 
Sourcing Strategy Hci Presentation (Paul Hamilton)
Sourcing Strategy   Hci Presentation (Paul Hamilton)Sourcing Strategy   Hci Presentation (Paul Hamilton)
Sourcing Strategy Hci Presentation (Paul Hamilton)
 
10 search engines every recruiter should be using and how
10 search engines every recruiter should be using and how10 search engines every recruiter should be using and how
10 search engines every recruiter should be using and how
 
Master Technical Recruiting Workshop: How to Recruit Top Tech Talent
Master Technical Recruiting Workshop:  How to Recruit Top Tech TalentMaster Technical Recruiting Workshop:  How to Recruit Top Tech Talent
Master Technical Recruiting Workshop: How to Recruit Top Tech Talent
 

Destaque

Become a Ninja Recruiter: Advanced Boolean Search | Talent Connect London 2014
Become a Ninja Recruiter: Advanced Boolean Search | Talent Connect London 2014Become a Ninja Recruiter: Advanced Boolean Search | Talent Connect London 2014
Become a Ninja Recruiter: Advanced Boolean Search | Talent Connect London 2014LinkedIn Talent Solutions
 
300 best boolean strings - table of contents
300 best boolean strings - table of contents300 best boolean strings - table of contents
300 best boolean strings - table of contentsIrina Shamaeva
 
LinkedIn Sourcing: Beyond the Basics - Glen Cathey's 2012 Dallas SourceCon Pr...
LinkedIn Sourcing: Beyond the Basics - Glen Cathey's 2012 Dallas SourceCon Pr...LinkedIn Sourcing: Beyond the Basics - Glen Cathey's 2012 Dallas SourceCon Pr...
LinkedIn Sourcing: Beyond the Basics - Glen Cathey's 2012 Dallas SourceCon Pr...Glen Cathey
 
Building Talent Pipelines vs Lean/Just-In-Time Recruiting - Talent 42 Keynote
Building Talent Pipelines vs Lean/Just-In-Time Recruiting - Talent 42 KeynoteBuilding Talent Pipelines vs Lean/Just-In-Time Recruiting - Talent 42 Keynote
Building Talent Pipelines vs Lean/Just-In-Time Recruiting - Talent 42 KeynoteGlen Cathey
 
The Moneyball Approach to Recruitment: Big Data = Big Changes
The Moneyball Approach to Recruitment: Big Data = Big ChangesThe Moneyball Approach to Recruitment: Big Data = Big Changes
The Moneyball Approach to Recruitment: Big Data = Big ChangesGlen Cathey
 
Advanced Recruiting Techniques
Advanced Recruiting TechniquesAdvanced Recruiting Techniques
Advanced Recruiting TechniquesShahnawaz Malek
 
Recruiters Boolean Cheat Sheet
Recruiters Boolean Cheat SheetRecruiters Boolean Cheat Sheet
Recruiters Boolean Cheat SheetProminence
 
The Top Skills That Can Get You Hired in 2017
The Top Skills That Can Get You Hired in 2017The Top Skills That Can Get You Hired in 2017
The Top Skills That Can Get You Hired in 2017LinkedIn
 
Buried ideas singing loudly
Buried ideas singing loudlyBuried ideas singing loudly
Buried ideas singing loudlyAli Anani, PhD
 
LinkedIn Recruitment Sales
LinkedIn Recruitment SalesLinkedIn Recruitment Sales
LinkedIn Recruitment SalesLinkedInLeader
 
Data Mining As Used In Employee Recruitment &
Data Mining As Used In Employee Recruitment &Data Mining As Used In Employee Recruitment &
Data Mining As Used In Employee Recruitment &melodysmithjones
 
Predictive-Control-For-Harmonic-And-Unbalance-Compensation-Using-Active-Power...
Predictive-Control-For-Harmonic-And-Unbalance-Compensation-Using-Active-Power...Predictive-Control-For-Harmonic-And-Unbalance-Compensation-Using-Active-Power...
Predictive-Control-For-Harmonic-And-Unbalance-Compensation-Using-Active-Power...Venkata Gowtam Nallamothu
 
Building a Solid Foundation with the Boolean Black Belt I Talent Connect Lond...
Building a Solid Foundation with the Boolean Black Belt I Talent Connect Lond...Building a Solid Foundation with the Boolean Black Belt I Talent Connect Lond...
Building a Solid Foundation with the Boolean Black Belt I Talent Connect Lond...LinkedIn Talent Solutions
 

Destaque (17)

Become a Ninja Recruiter: Advanced Boolean Search | Talent Connect London 2014
Become a Ninja Recruiter: Advanced Boolean Search | Talent Connect London 2014Become a Ninja Recruiter: Advanced Boolean Search | Talent Connect London 2014
Become a Ninja Recruiter: Advanced Boolean Search | Talent Connect London 2014
 
300 best boolean strings - table of contents
300 best boolean strings - table of contents300 best boolean strings - table of contents
300 best boolean strings - table of contents
 
LinkedIn Sourcing: Beyond the Basics - Glen Cathey's 2012 Dallas SourceCon Pr...
LinkedIn Sourcing: Beyond the Basics - Glen Cathey's 2012 Dallas SourceCon Pr...LinkedIn Sourcing: Beyond the Basics - Glen Cathey's 2012 Dallas SourceCon Pr...
LinkedIn Sourcing: Beyond the Basics - Glen Cathey's 2012 Dallas SourceCon Pr...
 
Building Talent Pipelines vs Lean/Just-In-Time Recruiting - Talent 42 Keynote
Building Talent Pipelines vs Lean/Just-In-Time Recruiting - Talent 42 KeynoteBuilding Talent Pipelines vs Lean/Just-In-Time Recruiting - Talent 42 Keynote
Building Talent Pipelines vs Lean/Just-In-Time Recruiting - Talent 42 Keynote
 
The Moneyball Approach to Recruitment: Big Data = Big Changes
The Moneyball Approach to Recruitment: Big Data = Big ChangesThe Moneyball Approach to Recruitment: Big Data = Big Changes
The Moneyball Approach to Recruitment: Big Data = Big Changes
 
Advanced Recruiting Techniques
Advanced Recruiting TechniquesAdvanced Recruiting Techniques
Advanced Recruiting Techniques
 
Recruiters Boolean Cheat Sheet
Recruiters Boolean Cheat SheetRecruiters Boolean Cheat Sheet
Recruiters Boolean Cheat Sheet
 
The Top Skills That Can Get You Hired in 2017
The Top Skills That Can Get You Hired in 2017The Top Skills That Can Get You Hired in 2017
The Top Skills That Can Get You Hired in 2017
 
Time
TimeTime
Time
 
Buried ideas singing loudly
Buried ideas singing loudlyBuried ideas singing loudly
Buried ideas singing loudly
 
LinkedIn Recruitment Sales
LinkedIn Recruitment SalesLinkedIn Recruitment Sales
LinkedIn Recruitment Sales
 
WRS Mining Brochure
WRS Mining BrochureWRS Mining Brochure
WRS Mining Brochure
 
Sources Of Hire11
Sources Of Hire11Sources Of Hire11
Sources Of Hire11
 
Data Mining As Used In Employee Recruitment &
Data Mining As Used In Employee Recruitment &Data Mining As Used In Employee Recruitment &
Data Mining As Used In Employee Recruitment &
 
Predictive-Control-For-Harmonic-And-Unbalance-Compensation-Using-Active-Power...
Predictive-Control-For-Harmonic-And-Unbalance-Compensation-Using-Active-Power...Predictive-Control-For-Harmonic-And-Unbalance-Compensation-Using-Active-Power...
Predictive-Control-For-Harmonic-And-Unbalance-Compensation-Using-Active-Power...
 
RESUME PA
RESUME PARESUME PA
RESUME PA
 
Building a Solid Foundation with the Boolean Black Belt I Talent Connect Lond...
Building a Solid Foundation with the Boolean Black Belt I Talent Connect Lond...Building a Solid Foundation with the Boolean Black Belt I Talent Connect Lond...
Building a Solid Foundation with the Boolean Black Belt I Talent Connect Lond...
 

Semelhante a The 5 Levels of Talent Mining from SourceCon 2010 DC

Sourceconaifullv6forslideshare 120108133422-phpapp02
Sourceconaifullv6forslideshare 120108133422-phpapp02Sourceconaifullv6forslideshare 120108133422-phpapp02
Sourceconaifullv6forslideshare 120108133422-phpapp02Rose Nolen
 
Lorie Hayes - Background Screening
Lorie Hayes - Background ScreeningLorie Hayes - Background Screening
Lorie Hayes - Background Screeningasyma
 
Common Employee Selection Tools: Trends and Recommendations
Common Employee Selection Tools:  Trends and RecommendationsCommon Employee Selection Tools:  Trends and Recommendations
Common Employee Selection Tools: Trends and Recommendationsphauenst
 
Linkedin ddr-ebook-final
Linkedin ddr-ebook-finalLinkedin ddr-ebook-final
Linkedin ddr-ebook-finalshibrah76
 
Data Driven Recruiting with LinkedIn
Data Driven Recruiting with LinkedInData Driven Recruiting with LinkedIn
Data Driven Recruiting with LinkedInDaorong Lin
 
linkedin-datadrivenrecruiting-ebook-final
linkedin-datadrivenrecruiting-ebook-finallinkedin-datadrivenrecruiting-ebook-final
linkedin-datadrivenrecruiting-ebook-finalSarah Dunbar
 
Linkedin-ddr-ebook-final
Linkedin-ddr-ebook-finalLinkedin-ddr-ebook-final
Linkedin-ddr-ebook-finalWill Clarke
 
linkedin-data driven recriting-ebook-final
linkedin-data driven recriting-ebook-finallinkedin-data driven recriting-ebook-final
linkedin-data driven recriting-ebook-finalEva Löwenberg
 
Data Driven Recruiting
Data Driven RecruitingData Driven Recruiting
Data Driven RecruitingNicci Bosco
 
Data driven recruitment playbook
Data driven recruitment playbookData driven recruitment playbook
Data driven recruitment playbookAndreas Persson
 
linkedin-datadrivenrecruiting-ebook-final
linkedin-datadrivenrecruiting-ebook-finallinkedin-datadrivenrecruiting-ebook-final
linkedin-datadrivenrecruiting-ebook-finalCraig Ringland
 
Linkedin ddr-ebook-final datadrivenrecruiting
Linkedin ddr-ebook-final datadrivenrecruitingLinkedin ddr-ebook-final datadrivenrecruiting
Linkedin ddr-ebook-final datadrivenrecruitingMichael Cirrito
 
Data Driven Recruiting
Data Driven RecruitingData Driven Recruiting
Data Driven RecruitingJason Silver
 
Data Driven Recruiting - 2016
Data Driven Recruiting - 2016Data Driven Recruiting - 2016
Data Driven Recruiting - 2016Ryan Yockey
 
Jeremy Roberts - How to Survive the Machine Learning and Artificial Intellige...
Jeremy Roberts - How to Survive the Machine Learning and Artificial Intellige...Jeremy Roberts - How to Survive the Machine Learning and Artificial Intellige...
Jeremy Roberts - How to Survive the Machine Learning and Artificial Intellige...Jeremy Roberts
 
What True Research Is
What True Research IsWhat True Research Is
What True Research IsAmybeth Hale
 
How to Source in a Modern Healthcare Environment
How to Source in a Modern Healthcare EnvironmentHow to Source in a Modern Healthcare Environment
How to Source in a Modern Healthcare EnvironmentBobby Matthews
 
Restricting the recruitment and selection.pptx
Restricting the recruitment and selection.pptxRestricting the recruitment and selection.pptx
Restricting the recruitment and selection.pptxRidaZaman1
 

Semelhante a The 5 Levels of Talent Mining from SourceCon 2010 DC (20)

Talent Acquisition
Talent AcquisitionTalent Acquisition
Talent Acquisition
 
Sourceconaifullv6forslideshare 120108133422-phpapp02
Sourceconaifullv6forslideshare 120108133422-phpapp02Sourceconaifullv6forslideshare 120108133422-phpapp02
Sourceconaifullv6forslideshare 120108133422-phpapp02
 
Lorie Hayes - Background Screening
Lorie Hayes - Background ScreeningLorie Hayes - Background Screening
Lorie Hayes - Background Screening
 
Common Employee Selection Tools: Trends and Recommendations
Common Employee Selection Tools:  Trends and RecommendationsCommon Employee Selection Tools:  Trends and Recommendations
Common Employee Selection Tools: Trends and Recommendations
 
Linkedin ddr-ebook-final
Linkedin ddr-ebook-finalLinkedin ddr-ebook-final
Linkedin ddr-ebook-final
 
Data Driven Recruiting with LinkedIn
Data Driven Recruiting with LinkedInData Driven Recruiting with LinkedIn
Data Driven Recruiting with LinkedIn
 
linkedin-datadrivenrecruiting-ebook-final
linkedin-datadrivenrecruiting-ebook-finallinkedin-datadrivenrecruiting-ebook-final
linkedin-datadrivenrecruiting-ebook-final
 
Linkedin-ddr-ebook-final
Linkedin-ddr-ebook-finalLinkedin-ddr-ebook-final
Linkedin-ddr-ebook-final
 
linkedin-data driven recriting-ebook-final
linkedin-data driven recriting-ebook-finallinkedin-data driven recriting-ebook-final
linkedin-data driven recriting-ebook-final
 
Data Driven Recruiting
Data Driven RecruitingData Driven Recruiting
Data Driven Recruiting
 
Data driven recruitment playbook
Data driven recruitment playbookData driven recruitment playbook
Data driven recruitment playbook
 
linkedin-datadrivenrecruiting-ebook-final
linkedin-datadrivenrecruiting-ebook-finallinkedin-datadrivenrecruiting-ebook-final
linkedin-datadrivenrecruiting-ebook-final
 
Linkedin ddr-ebook-final datadrivenrecruiting
Linkedin ddr-ebook-final datadrivenrecruitingLinkedin ddr-ebook-final datadrivenrecruiting
Linkedin ddr-ebook-final datadrivenrecruiting
 
Data Driven Recruiting
Data Driven RecruitingData Driven Recruiting
Data Driven Recruiting
 
Data Driven Recruiting - 2016
Data Driven Recruiting - 2016Data Driven Recruiting - 2016
Data Driven Recruiting - 2016
 
Jeremy Roberts - How to Survive the Machine Learning and Artificial Intellige...
Jeremy Roberts - How to Survive the Machine Learning and Artificial Intellige...Jeremy Roberts - How to Survive the Machine Learning and Artificial Intellige...
Jeremy Roberts - How to Survive the Machine Learning and Artificial Intellige...
 
What True Research Is
What True Research IsWhat True Research Is
What True Research Is
 
How to Source in a Modern Healthcare Environment
How to Source in a Modern Healthcare EnvironmentHow to Source in a Modern Healthcare Environment
How to Source in a Modern Healthcare Environment
 
Hiring for a competitive advantage
Hiring for a competitive advantageHiring for a competitive advantage
Hiring for a competitive advantage
 
Restricting the recruitment and selection.pptx
Restricting the recruitment and selection.pptxRestricting the recruitment and selection.pptx
Restricting the recruitment and selection.pptx
 

Último

Graham and Doddsville - Issue 1 - Winter 2006 (1).pdf
Graham and Doddsville - Issue 1 - Winter 2006 (1).pdfGraham and Doddsville - Issue 1 - Winter 2006 (1).pdf
Graham and Doddsville - Issue 1 - Winter 2006 (1).pdfAnhNguyen97152
 
IIBA® Melbourne - Navigating Business Analysis - Excellence for Career Growth...
IIBA® Melbourne - Navigating Business Analysis - Excellence for Career Growth...IIBA® Melbourne - Navigating Business Analysis - Excellence for Career Growth...
IIBA® Melbourne - Navigating Business Analysis - Excellence for Career Growth...AustraliaChapterIIBA
 
Borderless Access - Global Panel book-unlock 2024
Borderless Access - Global Panel book-unlock 2024Borderless Access - Global Panel book-unlock 2024
Borderless Access - Global Panel book-unlock 2024Borderless Access
 
PDT 89 - $1.4M - Seed - Plantee Innovations.pdf
PDT 89 - $1.4M - Seed - Plantee Innovations.pdfPDT 89 - $1.4M - Seed - Plantee Innovations.pdf
PDT 89 - $1.4M - Seed - Plantee Innovations.pdfHajeJanKamps
 
Q2 2024 APCO Geopolitical Radar - The Global Operating Environment for Business
Q2 2024 APCO Geopolitical Radar - The Global Operating Environment for BusinessQ2 2024 APCO Geopolitical Radar - The Global Operating Environment for Business
Q2 2024 APCO Geopolitical Radar - The Global Operating Environment for BusinessAPCO
 
Tata Kelola Bisnis perushaan yang bergerak
Tata Kelola Bisnis perushaan yang bergerakTata Kelola Bisnis perushaan yang bergerak
Tata Kelola Bisnis perushaan yang bergerakEditores1
 
BCE24 | Virtual Brand Ambassadors: Making Brands Personal - John Meulemans
BCE24 | Virtual Brand Ambassadors: Making Brands Personal - John MeulemansBCE24 | Virtual Brand Ambassadors: Making Brands Personal - John Meulemans
BCE24 | Virtual Brand Ambassadors: Making Brands Personal - John MeulemansBBPMedia1
 
Anyhr.io | Presentation HR&Recruiting agency
Anyhr.io | Presentation HR&Recruiting agencyAnyhr.io | Presentation HR&Recruiting agency
Anyhr.io | Presentation HR&Recruiting agencyHanna Klim
 
Lecture_6.pptx English speaking easyb to
Lecture_6.pptx English speaking easyb toLecture_6.pptx English speaking easyb to
Lecture_6.pptx English speaking easyb toumarfarooquejamali32
 
Mihir Menda - Member of Supervisory Board at RMZ
Mihir Menda - Member of Supervisory Board at RMZMihir Menda - Member of Supervisory Board at RMZ
Mihir Menda - Member of Supervisory Board at RMZKanakChauhan5
 
Borderless Access - Global B2B Panel book-unlock 2024
Borderless Access - Global B2B Panel book-unlock 2024Borderless Access - Global B2B Panel book-unlock 2024
Borderless Access - Global B2B Panel book-unlock 2024Borderless Access
 
Borderless Access - Global Panel book-unlock 2024
Borderless Access - Global Panel book-unlock 2024Borderless Access - Global Panel book-unlock 2024
Borderless Access - Global Panel book-unlock 2024Borderless Access
 
Cracking the ‘Business Process Outsourcing’ Code Main.pptx
Cracking the ‘Business Process Outsourcing’ Code Main.pptxCracking the ‘Business Process Outsourcing’ Code Main.pptx
Cracking the ‘Business Process Outsourcing’ Code Main.pptxWorkforce Group
 
Upgrade Your Banking Experience with Advanced Core Banking Applications
Upgrade Your Banking Experience with Advanced Core Banking ApplicationsUpgrade Your Banking Experience with Advanced Core Banking Applications
Upgrade Your Banking Experience with Advanced Core Banking ApplicationsIntellect Design Arena Ltd
 
TalentView Webinar: Empowering the Modern Workforce_ Redefininig Success from...
TalentView Webinar: Empowering the Modern Workforce_ Redefininig Success from...TalentView Webinar: Empowering the Modern Workforce_ Redefininig Success from...
TalentView Webinar: Empowering the Modern Workforce_ Redefininig Success from...TalentView
 
HELENE HECKROTTE'S PROFESSIONAL PORTFOLIO.pptx
HELENE HECKROTTE'S PROFESSIONAL PORTFOLIO.pptxHELENE HECKROTTE'S PROFESSIONAL PORTFOLIO.pptx
HELENE HECKROTTE'S PROFESSIONAL PORTFOLIO.pptxHelene Heckrotte
 
Slicing Work on Business Agility Meetup Berlin
Slicing Work on Business Agility Meetup BerlinSlicing Work on Business Agility Meetup Berlin
Slicing Work on Business Agility Meetup BerlinAnton Skornyakov
 
Developing Coaching Skills: Mine, Yours, Ours
Developing Coaching Skills: Mine, Yours, OursDeveloping Coaching Skills: Mine, Yours, Ours
Developing Coaching Skills: Mine, Yours, OursKaiNexus
 
The End of Business as Usual: Rewire the Way You Work to Succeed in the Consu...
The End of Business as Usual: Rewire the Way You Work to Succeed in the Consu...The End of Business as Usual: Rewire the Way You Work to Succeed in the Consu...
The End of Business as Usual: Rewire the Way You Work to Succeed in the Consu...Brian Solis
 

Último (20)

Graham and Doddsville - Issue 1 - Winter 2006 (1).pdf
Graham and Doddsville - Issue 1 - Winter 2006 (1).pdfGraham and Doddsville - Issue 1 - Winter 2006 (1).pdf
Graham and Doddsville - Issue 1 - Winter 2006 (1).pdf
 
WAM Corporate Presentation Mar 25 2024.pdf
WAM Corporate Presentation Mar 25 2024.pdfWAM Corporate Presentation Mar 25 2024.pdf
WAM Corporate Presentation Mar 25 2024.pdf
 
IIBA® Melbourne - Navigating Business Analysis - Excellence for Career Growth...
IIBA® Melbourne - Navigating Business Analysis - Excellence for Career Growth...IIBA® Melbourne - Navigating Business Analysis - Excellence for Career Growth...
IIBA® Melbourne - Navigating Business Analysis - Excellence for Career Growth...
 
Borderless Access - Global Panel book-unlock 2024
Borderless Access - Global Panel book-unlock 2024Borderless Access - Global Panel book-unlock 2024
Borderless Access - Global Panel book-unlock 2024
 
PDT 89 - $1.4M - Seed - Plantee Innovations.pdf
PDT 89 - $1.4M - Seed - Plantee Innovations.pdfPDT 89 - $1.4M - Seed - Plantee Innovations.pdf
PDT 89 - $1.4M - Seed - Plantee Innovations.pdf
 
Q2 2024 APCO Geopolitical Radar - The Global Operating Environment for Business
Q2 2024 APCO Geopolitical Radar - The Global Operating Environment for BusinessQ2 2024 APCO Geopolitical Radar - The Global Operating Environment for Business
Q2 2024 APCO Geopolitical Radar - The Global Operating Environment for Business
 
Tata Kelola Bisnis perushaan yang bergerak
Tata Kelola Bisnis perushaan yang bergerakTata Kelola Bisnis perushaan yang bergerak
Tata Kelola Bisnis perushaan yang bergerak
 
BCE24 | Virtual Brand Ambassadors: Making Brands Personal - John Meulemans
BCE24 | Virtual Brand Ambassadors: Making Brands Personal - John MeulemansBCE24 | Virtual Brand Ambassadors: Making Brands Personal - John Meulemans
BCE24 | Virtual Brand Ambassadors: Making Brands Personal - John Meulemans
 
Anyhr.io | Presentation HR&Recruiting agency
Anyhr.io | Presentation HR&Recruiting agencyAnyhr.io | Presentation HR&Recruiting agency
Anyhr.io | Presentation HR&Recruiting agency
 
Lecture_6.pptx English speaking easyb to
Lecture_6.pptx English speaking easyb toLecture_6.pptx English speaking easyb to
Lecture_6.pptx English speaking easyb to
 
Mihir Menda - Member of Supervisory Board at RMZ
Mihir Menda - Member of Supervisory Board at RMZMihir Menda - Member of Supervisory Board at RMZ
Mihir Menda - Member of Supervisory Board at RMZ
 
Borderless Access - Global B2B Panel book-unlock 2024
Borderless Access - Global B2B Panel book-unlock 2024Borderless Access - Global B2B Panel book-unlock 2024
Borderless Access - Global B2B Panel book-unlock 2024
 
Borderless Access - Global Panel book-unlock 2024
Borderless Access - Global Panel book-unlock 2024Borderless Access - Global Panel book-unlock 2024
Borderless Access - Global Panel book-unlock 2024
 
Cracking the ‘Business Process Outsourcing’ Code Main.pptx
Cracking the ‘Business Process Outsourcing’ Code Main.pptxCracking the ‘Business Process Outsourcing’ Code Main.pptx
Cracking the ‘Business Process Outsourcing’ Code Main.pptx
 
Upgrade Your Banking Experience with Advanced Core Banking Applications
Upgrade Your Banking Experience with Advanced Core Banking ApplicationsUpgrade Your Banking Experience with Advanced Core Banking Applications
Upgrade Your Banking Experience with Advanced Core Banking Applications
 
TalentView Webinar: Empowering the Modern Workforce_ Redefininig Success from...
TalentView Webinar: Empowering the Modern Workforce_ Redefininig Success from...TalentView Webinar: Empowering the Modern Workforce_ Redefininig Success from...
TalentView Webinar: Empowering the Modern Workforce_ Redefininig Success from...
 
HELENE HECKROTTE'S PROFESSIONAL PORTFOLIO.pptx
HELENE HECKROTTE'S PROFESSIONAL PORTFOLIO.pptxHELENE HECKROTTE'S PROFESSIONAL PORTFOLIO.pptx
HELENE HECKROTTE'S PROFESSIONAL PORTFOLIO.pptx
 
Slicing Work on Business Agility Meetup Berlin
Slicing Work on Business Agility Meetup BerlinSlicing Work on Business Agility Meetup Berlin
Slicing Work on Business Agility Meetup Berlin
 
Developing Coaching Skills: Mine, Yours, Ours
Developing Coaching Skills: Mine, Yours, OursDeveloping Coaching Skills: Mine, Yours, Ours
Developing Coaching Skills: Mine, Yours, Ours
 
The End of Business as Usual: Rewire the Way You Work to Succeed in the Consu...
The End of Business as Usual: Rewire the Way You Work to Succeed in the Consu...The End of Business as Usual: Rewire the Way You Work to Succeed in the Consu...
The End of Business as Usual: Rewire the Way You Work to Succeed in the Consu...
 

The 5 Levels of Talent Mining from SourceCon 2010 DC

Notas do Editor

  1. Information Retrieval
  2. Information Retrieval
  3. Information Retrieval
  4. Information Retrieval
  5. Information Retrieval
  6. Examples include search strings in web search engines.
  7. Talent – people with experience and capabilities. Not resumes with keywords. Hiring managers and teams do not need keywords.
  8. Examples include search strings in web search engines.
  9. Specialized application of IR. Similar to data miningResumes, Social media profiles. Talent Information Retrieval.
  10. Data can yield useful information that can be converted to knowledge. Text mining (sentiment analysis) Data miningData mining is currently used in a wide range of profiling practices, such as marketing, surveillance, fraud detection, and scientific discovery.Google quote: When every business has free and ubiquitous data, the ability to understand it and extract value from it becomes the complimentary scarce factor. It leads to intelligence, and the intelligent business is the successful business, regardless of its size. Data is the sword of the 21st century, those who wield it well, the Samurai.
  11. “Success in life is the elimination of variables.” – George Crump of InformationWeek – former boss and still mentor
  12. JO’s variables are fixed. Soft skills? Culture, etc?
  13. Not a better/worse – just an illustration of certain advantages/benefits of approach. Explanation as to exactly WHY Talent Mining is so critical.
  14. Experience, education & capabilities
  15. Deep/Structured Data Affords More Control
  16. Closely matched on most variables
  17. Structured Data = more control
  18. Structured Data = more control
  19. Level 1 sourcing is essentially “buzzword bingo.” It involves little more than taking job titles and required skill terms from job descriptions, using them as search terms, and then performing straight lexical (word for word, title for title) matching. As such a superficial level of keyword sourcing and matching, Level 1 sourcing does not require any deep understanding of the roles, skills, responsibilities, or technologies involved in the hiring profiles or the candidates.This level of basic keyword and title searching and matching will produce results, and this is where some people get the false sense that sourcing is easy. Here’s the catch - the results are limited to only those people who happen to match the titles and keywords search for. Which is never all of the best candidates that you have access to.A single search cannot find all qualified candidates, as it will both include and exclude qualified candidates.The danger of Level 1 sourcing lies in the fact that it will not (and can not) find people who are qualified but do not happen to have the exact titles searched for, nor those people who actually do have the right skills and experience but who 1) simply don’t happpen to mention all of them in their resume or social media profile, and/or 2) express their matching skills and experience using words that differ from those used in the job description and required skills – and thus those used in the search.Level 1 sourcing creates hidden talent pools – entire populations of qualified candidates that you have access to, but your searches never retrieve them. If you didn’t find it, it doesn’t exist, right? :-) The good news is that level 1 sourcing works, gets results, and can be easily be performed by “junior” personnel/researchers, because almost anyone can match titles and keywords. Additionally, Level 1 sourcing can be completely automated using software - why pay people to match keywords when matching applications can do it for considerably less than $5 per hour?The bad news is that in addition to creating huge hidden talent pools of fantastic people who will not and can not be found, level 1 sourcing provides no competitive advantage. If two companies are performing level 1 searching for the same types of people, they will find the same candidates. Same titles and keywords = same results. Interestingly enough – they will also NOT find the same people.Think about it.
  20. Level 2 Sourcing / Talent MiningLevel 2 sourcing goes beyond literal lexical matching and takes a step into conceptual search territory. Instead of relying solely on the exact titles and experience keywords provided in a given job description, level 2 sourcing involves the utilization of synonymous terms and concepts.For example, let’s say you were sourcing for a position with a title of “Safety Physician.” While a level 1 sourcer would search only for the exact title of “Safety Physician” and find people who happen to have that title, a level 2 sourcer would perform research and discover that other organizations use a variety of other titles to describe the same role, such as Associate Director of PVRM, Pharmacovigilance Physician, Senior Drug Safety Associate, Global Safety Senior Medical Scientist, Global Pharmacovigilance (Contract) Physician, and Medical Director, Drug Safety & Pharmacovigilance. A level 1 sourcer using only the title “Safety Physician” in their search could not find appropriately qualified candidates that used one of the above titles instead of ”Safety Physician.” To the level 1 sourcer, those other candidates simply don’t exist – they are unware of their existence. However, a level 2 sourcer would find them.At the skills search level, a level 1 sourcer looking to find software engineers with “Ruby on Rails” experience would search for that exact phrase, and would find only those people who happen to mention it. A level 2 sourcer would perform research and discover that some people with that experience may instead express “Ruby on Rails” as Rails, Ruby, or simply RoR. As such, the level 2 sourcer would be able to find candidates that the level 1 sourcer cannot.Level 2 sourcing can be automated - there are many vendors (including Monster’s Power Resume Search and TalentSpring) offering applications that will take basic title and keyword searches and automatically search for synonymous titles, words, and phrases.However, there limitations with automated solutions, and there are a few aspects of level 2 sourcing that can only be performed by humans: 1. It takes a human being to interpret and understand the hiring need, which can not be effectively conveyed soley by a job description, titles, and required skills, to determine what search terms to use (and which ones not to use!).2. Only a human sourcer can analyze the relevance of the results from initial searches and adaptively learn from them to creatively refine successive searches to increase both the quantity and the quality of relevant results.3. Applications have no awareness of hidden talent pools - only human sourcers have the ability to be aware that their search criteria may actually eliminate qualified candidates. This awareness enables them to take appropriate action to alter their searches to uncover candidates that previous searches eliminated.
  21. Level 3 Sourcing / Talent MiningLevel 3 sourcing involves searching for and identifying what isn’t explicitly mentioned by candidates – in other words, searching for what isn’t there.The fact is, most people have skills and experience that they do not directly express in their resumes and social media profiles. This is because: • People cannot effectively be reduced to and represented by a text-based document or form• Job seekers are NOT professional resume writers• Candidates don’t mention every skill they have or responsibility they’ve had, nor do they describe every environment they’ve worked in• Most people still believe shorter resumes are better, which means that they are removing experience (data/info) from their resumes which can no longer be searched for• There are many ways of expressing the same skills and experience• Employers often don’t use the same job titles for the same job functions• Candidates don’t create their resumes thinking how you will search for them• Sometimes candidates don’t even use correct terminology This phenomenon creates HUGE volumes of resumes, candidate records, and social network profiles of people who have skills and experience that cannot be directly searched for because it isn’t there. Most sourcers and recruiters simply aren’t aware of these people because they can’t be returned by standard (level 1 and 2) search tactics.Level 3 sourcing involves incorporating an understanding of the intrinsic limitations of resumes and social media profiles detailed above into sourcing strategies and tactics, and is a skill that can only be developed over time from observation and direct experience.For example, let’s say a manager has an opening for someone with Rational Unified Process experience.• A level 1 sourcer would search for “Rational Unified Process.” • A level 2 sourcer (human OR otherwise) would/could search for synonymous terms (RUP OR “Rational Unified Process”). • A level 3 sourcer would be able to find people with Rational Unified Process experience without actually searching for the terms by researching which companies use RUP and searching specifically for people who have worked for them but who do not say (RUP OR “Rational Unified Process”) by using the NOT operator.A level 3 sourcer is capable of finding the same candidates someone who employs only level 1 and 2 sourcing tactics, as well as candidates level 1 and 2 sourcers cannot. Additionally, a level 3 sourcer can find candidates that matching applications employing level 2 sourcing concept/semantic search cannot – this is because an application cannot effectively search for words and concepts that cannot be found because they simply aren’t there.
  22. Level 4 Sourcing / Talent MiningLevel 4 sourcing involves searching for responsibilities and capabilities, not keywords or titles.Moreover, level 4 sourcing takes concept searching beyond synonymous words and phrases (level 2 sourcing) and targets meaning at the sentence level – specifically targeting what people DO, not just what they SAY.To the best of my knowledge, there are no applications available today that perform dynamic sentence-level (not static phrase level) semantic search via verb/noun combinations. However, any human sourcer can perform level 4 sourcing manually by searching for verb/noun cominations using a search engine that supports proximity search.That includes Monster “classic” – which supports the NEAR operator (fixed proximity within 10 words), the Exalead Internet search engine, and nearly any ATS/CRM application which uses Lucene or dtSearch as their text search engine.Search Example 1Let’s say you’re looking for someone who has had experience performing administrative support for C-level executives. Using Monster, you could use a search something like this:support* near (CEO or CFO or CTO or CIO or “C-Level” or chief*)Essentially this search is looking for any permutation of the verb “support” to be mentioned within 10 words (forwards or backwards) of one of the many ways of expressing a C-level title. This can effectively target sentences in which people express the responsibility of supporting C-level executives.Here are snippets from 3 different resumes. Notice that no title search was necessary due to the power of targeting sentence-level meaning:Search Example 2If you were looking for someone who had experience configuring Juniper routers, you could run a search like this on Monster:config* near juniper near router*This search is essentially looking for people who mention that they have experience configuring Juniper routers, because some permutation of the root “config” has to be mentioned within 10 words of Juniper, which also has to be mentioned within 10 words of router or routers. In most cases, due to the proximity specifications, these 3 words variants will be found in the same sentence – expressing Juniper router configuration responsibility. Does it work? You decide.Search Example 3If you use PCRecruiter (which uses Lucene for text search) and you were looking for people who had experience creating Access databases, you could run this search:“created access database”~7That search is asking the database for any result in which the words “created,” Access,” and “Database” are all within 7 words of each other. And it works. Notice that this is not an exact phrase search - in the relevant phrases, the words are actually in a different order than expressed in the search above, yet the concept is the same.Level 4 sourcing is user-defined, grammatical natural language search.As complex as that sounds, it’s essentially intelligent keyword search empowered by proximity search capability (extended Boolean) that effectively enables semantic search targeting verb/noun combinations. Best of all, it produces highly relevant results, matched at the responsibility level – what people have done and can do, not just words they happen to mention.
  23. Relevance = meets information need of the user
  24. Level 5 sourcing is a creative use of human capital data in which sourcers deliberately search for the “wrong people” in order to find the “right people.” This can involve #1 searching for under/overqualified professionals – people who do not have enough years of experience for a specific position, or those who are very experienced and likely to be looking for compensation above what you can offer for a given position, as well as #2 searching for people who likely work with or know the professionals you need to find.In some ways this isn’t much different than cold calling, yet it has the advantage of specificity and candidate variable control. For example, let’s say you’re looking for C# software engineers with at least 3 years of SharePoint portal development experience, and you know from experience that people with more than 5 years of applicable experience tend to want a higher level of compensation than you are able to offer.Once you’ve exhausted all searches/sources for direct matches to your need (C# software engineers with 3 to 5 years of SharePoint portal development experience), you could deliberately search for people with precisely the right experience, but less than 3 years or more than 5.While you may not be able to immediately assist these people, by identifying them ahead of need you can effectively and proactively build your candidate pipelines for junior and more senior C#/SharePoint portal developers, and you afford yourself the opportunity to network with these individuals to identify people they know who do have 3-5 years of applicable experience. Going one step further, you could search specifically for people who would have experience working with your target candidate pool. This could include software testers, business analysts, development/project managers, etc. By searching for, identifying and contacting testers, business analysts, and managers who have experience working on C#/SharePoint portal projects, you can proactively build your pipeline of candidates with these skills, as well as network with them in an effort to identify C# software engineers with SharePoint portal development experience.
  25. Crowdsourcing is the act of outsourcing tasks, traditionally performed by an employee or contractor, to a large group of people or community (a crowd), through an open call.
  26. BI technologies provide historical, current, and predictive views of business operations. Common functions of Business Intelligence technologies are reporting, online analytical processing, analytics, data mining, business performance management, benchmarking, text mining, and predictive analytics.Business Intelligence often aims to support better business decision-making.[2] Thus a BI system can be called a decision support system (DSS).[3] Though the term business intelligence is often used as a synonym for competitive intelligence, because they both support decision making, BI uses technologies, processes, and applications to analyze mostly internal, structured data and business processes while competitive intelligence, is done by gathering, analyzing and disseminating information with or without support from technology and applications, and focuses on all-source information and data (unstructured or structured), mostly external, but also internal to a company, to support decision making.
  27. Data is silo’d – job board resume databases, Internet, LinkedIn, Facebook, Twitter - ETL
  28. Competitive intelligence is gained by gathering, analyzing and disseminating information with or without support from technology and applications, and focuses on mostly external all-source information and data (unstructured or structured). Data enables predictability based on probability.Not just workforce analytics (PeopleclickAuthoria) but does include – best of internal and external->internal data. Talent Warehouse concept.
  29. SAS
  30. SAS
  31. SAS
  32. SAS