�e Tru FilesSOURCING TECHNOLOGY

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@BillBoorman and Martin Lee

/02

We scoured presentations and conversations from the last twelve months of TRU events to bring you the best forward-looking ideas in the field of recruiting. 48

8,00010events

attendees Big ideas

sourcing technology /03

More than gathering sociaL profiLes froM the weB, the Latest sourcing technoLogies use coMpLex ranking aLgorithMs to uncover which candidates are Best suited to your organization, and who’s is Most LikeLy to juMp.

/04

sourcing engine

sociaL profiLes

evidence of professionaL onLine activity

personaL hoBBies

size and infLuence of a candidate’s sociaL network

speciaLty profiLes

evidence of skiLLs

Professionals not actively looking for a job typically don’t want to be found too easily online.

They won’t publish their contact information or work histories on public sites for fear of

attracting spam. And in-demand talent, such as engineers or programmers, fear the attention

even more as it opens a door to throngs of recruiter inquiries.

And yet, the people you likely want to recruit are so-called passives: professionals who would

consider a switch, but aren’t actively seeking one. They are those you most want to find, and

also those who try hardest to shrink from sight.

Yet even the savviest professionals leave pockets of data sprinkled across the largest social

networks (e.g. LinkedIn, AboutMe, Facebook, Twitter), as well as on specialized sites (e.g.

StackOverflow, GitHub or a personal blog). Sourcing technologies are able to aggregate

the bits and pieces to compile a complete—and in some cases quite sophisticated—profile

of working professionals. And more than just stitching together what they find on social

profiles, these sourcing engines also use complex ranking algorithms to understand individual

candidate’s influence among their peers, skills and knowledge, and even personal passions and

motivations—all of which may figure into their proprietary ranking system.

/05sourcing technology

Sourcing technologies are able to aggregate the bits and pieces to compile a complete—and in some cases quite sophisticated—profile of working professionals.

To understand the sourcing solution market, let’s review some of the biggest players:

Entelo: A US-based solution, Entelo lets you conduct standard searches for professionals and

filter results based on dozens of factors. Entelo’s engine even hypothesizes whether a particular

professional is ready to consider a new job (based on how recently they’ve switched roles and

sentiment about the employer brand, among other factors).

Gild: A sourcing engine for developers, Gild lets you evaluate candidates based on a

proprietary scoring method. Gild’s algorithms evaluate individual candidates for proficiency in

different programming languages (based on analysis of a developer’s open source code) and

their level of influence in their field.

The SocialCV: Sources and ranks professionals according to their social recognition and

mentions. It ranks who each professional is connected to, and how influential their network is

(i.e. if you’re connected to influencers, it raises your overall score, particularly if those influencers

are in your field). The company also markets a product called FreshUp, which allows recruiters

to access updated information about professionals already in their database. Both SocialCV and

FreshUp are add-ons to existing applicant tracking systems.

sourcing technology /06

RemarkableHire: As with many other sourcing technologies, RemarkableHire scours

the web to aggregate social profiles, and scores candidates based on what they call “social

evidence”—which includes algorithms to analyze professionals’ online contributions and

interactions.

TalentBin: Like many others on this list, TalentBin scans for clues in social networks, and

aggregates a list of top talent. But this solution goes one step further; it cross-references

the resulting list with the networks of current employees to find out if there’s an existing

relationship.

OpenWeb: A part of Dice, OpenWeb aggregates information from approximately 50 sites

to produce a profile that includes both professional and personal information. It specializes in

tech-focused sites like GitHub to details candidates’ current tech projects and relationships/

interactions with peers in their field.

erecruit: Unlike some of the other niche players, erecruit is an end-to-end staffing solution

that happens to include a sourcing component.

/07sourcing technology

/08

We expect many of the smaller sourcing technologies will ultimately be acquired by staffing

and ATS companies, as can be seen happening currently in the assessment technology field.

(Enterprise companies ultimately prefer technology suites rather than selecting solutions and

extensions one by one.) That said, as long as some of these smaller-company solutions continue

to offer robust products—and substantively better products than those offered by larger end-to-

end solutions—the niche players will continue to grow and draw new customers.

The ability to fly over vast groups of professionals and cherry pick those who are most suited

to work for you is not simply about efficiency or finding a better person. It’s about transforming

the recruiting field from one that’s focused on rejecting candidates, to one that’s focused

on attracting candidates. With a well-tuned sourcing engine, recruiters will no longer focus

on netting the most applicants (with the idea that more applicants equates to a higher

probability of finding a good one). Instead, recruiters will zero in on their short list using artificial

intelligence, automated assessments, and other advanced technologies. As a result, recruiters

will be more responsible for attracting and wooing the very best. A refreshing change for both

recruiting and job candidates.

sourcing technology sourcing taLent in europe

For companies operating in

Europe, it’s critical to keep in

mind EC data legislation that

says companies cannot cache

personal information pulled

from the web, nor build lists

based on public information

found online. While the

legislation is only in force in

Germany, there’s also a pilot

program in other EC nations,

and many observers expect

it will become the law across

most European countries. In

essence, the law will make

the sourcing technologies

described here illegal because

a company will not be able

to cache profile information

for even 10 minutes. Instead,

sourcing platforms will need

to operate in real-time in

the European market—and

as of this time none of the

companies discussed in

this document does so.

Given the recency of the

legislation, this is an area of

sourcing that’s still evolving.

/09

Map your current state:

Take a hard look at what

you’re currently doing to

source applicants. What

technologies are you using?

Review successful hires over

the last 18 months, and

find out how you sourced

those individuals. Figure

out what’s actually working,

rather than what you think

is working (and segregate

those findings by area of

specialty to see variation

by discipline).

sourcing technoLogy: actionaBLe insights

try then BuyBegin with a few key

segments: Commit to

testing three new solutions

over the coming year,

focusing on just one or

two key disciplines. For

example, perhaps you will

be hiring three digital

marketers and five

programmers in the next

three months. Test-drive two

new technologies for these

searches, and compare their

relative performance and

features. How good was the

list, and how easy was the

solution to use? Compare

your findings with your

colleagues who participated.

Sourcing technologies are

evolving at an aggressive

pace. Don’t feel you have to

spend months thinking and

planning before selecting

a tool. The object is to fail

fast: experiment with new

tools, test-drive them on

real searches, and weed out

quickly what you like and

don’t like.

Map your future needs:

As you weigh purchasing

decisions, estimate what

you will need three years

from now rather than what

you want today. We say this

because it’s possible you

should consider a suite

of products rather than a

one-off solution. Think

about how your recruiting

strategy is evolving, and

what a future state may look

like. Place calls to current

vendors and find out their

plans for future add-ons.

For example, your applicant

tracking system may be

readying a new feature you’re

considering purchasing.

for more information about

other technologies in the

recruiter’s arsenal, download

the Video Interviewing and

Assessments eBooks.

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sourcing technology /10

I first discovered the Unconference concept when I led a track at #RecruitFest in Toronto in

1999. I was taken aback by the way discussion flowed and how different the format was to a

traditional conference. I led a track all day under a tree and learnt far more than I gave.

Two months later and back in the UK, we ran the first #truLondon at Canary Wharf in November

2009. Today, we’re running dozens of #tru events a year across Europe, North America, Africa

and the Asia-Pacific. Thousands of recruiters, HR leaders and providers come together in an

informal spirit of information sharing and networking.

#tru is based on the BarCamp principle, which means that everybody can be an active

participant instead of listening to speakers and watching presentations all day. The emphasis is

on communication and the free exchange of ideas and experiences where the participants fuel

the conversations.

the #tru story

BiLL BoorMan

sourcing technology /11

The flood of candidate data that arose due to social networking sites was both good

and challenging for sourcers. Good because it gave us greater matching capabilities and

challenging because we needed to master even more how to filter to relevant results. It was

therefore inevitable that aggregation or “big data” tools would be developed and have a place

in the sourcing world.

Before their emergence proficient sourcers were already cross referencing candidates against

multiple sites in order to match them best to their roles. Not just hard and soft skills but also

their personality types, personal situations and who their colleagues are. When we match

candidates considering all these factors together then we’ve given the best sourcing service to

candidates and clients alike.

What these tools do is nothing we couldn’t already do, it’s just that they dramatically speed

up the process, look in alternative places, give us a variety of contact options and bring it all

together in an easy to use product – for a price.

The algorithms are smart and they learn and adapt. However the data you find is only as good

as the search you put in. Therein lies the skill of the sourcer.

sourcing with skiLL

Martin Lee

Martin Lee, vice president (vp), head of sourcing and research for eMea and asia-pacific

Martin is responsible for all sourcing activity within the EMEA & APAC regions, including sourcing strategy, process, implementation and ongoing enhancement. He also works with Kelly clients to advise them on the most innovative sourcing and recruitment solutions available for their business. His expertise spans the following areas: Advanced and Direct Sourcing Techniques, Boolean Searching and Search Engines, Data Mining, Competitor Analysis, Recruitment Research, Social Media, Talent Pooling, Sourcing from Social Media, Recruitment Software, Market Mapping and the Candidate Experience.

for more thought leadership go to talentproject.com

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aBout keLLy services®

Kelly services, inc. (nAsDAQ: KelyA, KelyB) is a leader in providing workforce solutions. Kelly® offers a

comprehensive array of outsourcing and consulting services as well as world-class staffing on a temporary,

temporary-to-hire, and direct-hire basis. serving clients around the globe, Kelly provided employment to

approximately 540,000 employees in 2013. revenue in 2013 was $5.4 billion. Visit kellyservices.com and connect

with us on Facebook, linkedin, and twitter. Download the talent Project, a free iPad® app by Kelly services.

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