Sara Moss Partner, The Code Works Inc. Lana Moore Director of Product Mgmt - PowerPoint PPT Presentation

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Sara Moss Partner, The Code Works Inc. Lana Moore Director of Product Mgmt

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... Augment your internal database with additional passive candidates & active job seekers Be aware ... match applied to staffing and recruiting and I think itzbig ... – PowerPoint PPT presentation

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Title: Sara Moss Partner, The Code Works Inc. Lana Moore Director of Product Mgmt


1
Sara Moss Partner, The Code Works Inc. Lana
Moore Director of Product Mgmt User Exp, itzbig
Keeping Up Are You Using Yesterday's Candidate
Matching Technology?
2
Agenda
  • Business Value
  • Technology Overview Examples
  • Case Study
  • Bi-directional matching

3
Business ValueWhy Search Matters?
4
Introduction
Leverage search match tools and technology to
find qualified candidates faster
  • The Good News There are more cool tools
    facilitating candidate search than ever before
    and your recruiters are using many of them
  • The Bad News Your competitors (i.e. those
    competing for the same talent) have access to the
    same tools and technologies
  • The Opportunity One way to differentiate in the
    marketplace is to leverage search match
    technology better than the competition to find
    qualified candidates faster

5
More cool tools than ever, but
There are more cool tools for candidate search
than ever before
  • ATS/FO Search
  • Email Search
  • Desktop Search
  • Job board searches
  • General web search
  • Referral tools
  • People directories search engines
  • Social networks searches
  • Blog search
  • 150
  • A few
  • A few
  • 40k
  • A few
  • A few
  • Tens
  • Tens
  • Tens

Your recruiters are using many of these candidate
search tools and so are your competitors
6
Youve got to leverage technology better
Use your internal candidate database to find
candidates faster than your competitors be
smarter about leveraging 3rd party tools
  • Internal Candidate Database
  • Candidate data that you have created is
    proprietary differentiating
  • If you are using keyword search alone, you are
    probably not identifying all of the qualified
    candidates in your in-house database
  • All ATS/FO have embedded search technology (e.g.
    out-of-the-box SQL-based keyword search
    (Microsoft Oracle), Verity, Engenium,)
  • Use contextual search and/or match by leveraging,
    replacing or extending embedded technology
  • Train recruiters
  • External Candidate Databases

7
Leverage technology better, contd
  • External Candidate Databases
  • Automate the candidate sourcing filling
    processes
  • Manage the impact of decentralized data
  • Ensure recruiters are using a variety of search
    match technologies

8
Automate the search process
Streamline the candidate search process to make
it faster for recruiters to utilize multiple
candidate sources
  • Acknowledge you will use as many 3rd parties as
    you can
  • Federate searches
  • Consolidate results
  • Bake-in business rules to results sort order
  • Build a workflow so recruiters know whats next
  • Train users to be smart users since each search
    experience underlying technology is unique

9
Manage the impacts of decentralized data
Utilize external tools to source additional
qualified candidates but manage the impacts of
decentralized candidate data
  • Utilize 3rd party tools (e.g. traditional next
    gen job boards, referral sites, business
    networks)
  • Augment your internal database with additional
    passive candidates active job seekers
  • Be aware that 3rd parties offer CRM
    functionality (e.g. folders, notes, email merge,
    tags may track activities)
  • Dont let proprietary data reside outside of your
    control
  • Create a strategy for how and where you want
    recruiters to manage talent pipelines, passive
    candidates active job seekers
  • Communicate the criteria for moving candidates to
    your internal database use technology to
    facilitate the process

10
Use a variety of search match technology
Each search match engine will return different
results and different rankings. Maximize access
to your candidate data by using more than one
type of search match technology
  • Different underlying technology will return
    different candidates scores ranking will also
    differ
  • To get the most out of your internal candidate
    database and 3rd party databases use a variety
    of search approaches to identify qualified
    candidates

11
Search MatchTechnology Overviews Examples
12
Yesterdays technology keyword search
The candidate search market is finally offering
more than just keyword and fielded search.
Conceptual search, tagging and matching are
gaining momentum.
Conceptual Search
Recommendation
Keyword Search
Fielded Search
Matching
Tagging
90s
06
07
00s
03
Are you here?
13
Understand the underlying technology
Smarter searching requires that you understand
the latest search match approaches
  • Example T-Mobile
  • Fielded Search Keyword/Boolean Search
  • Conceptual Search
  • Example Dice.com
  • Faceted Navigation
  • Example itzbig
  • Bi-directional matching

14
Conceptual search overview
  • Key Functionality
  • Fielded, keyword and conceptual results are
    offered by conceptual vendors
  • Dynamic, faceted navigation
  • Recommended keywords
  • Highlighted keywords
  • Relevance score
  • Requires
  • Sample set of resumes (unstructured)

HR/Staffing Focus HR/Staffing
Experience Check search out at
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Match overview
  • Key Functionality
  • One-way or bi-directional match
  • Customizable or user-weighted match score
  • Thresholds
  • Match detail gap analysis
  • Requires
  • Structured data through parsing manual data
    entry
  • Taxonomy definition and maintenance
  • Matching algorithm

Vendors Check match out at
22
Bi-directional Matching Example
23
CASE STUDY
Benefits
By-Products
Requirements
  • Screening
  • Comparative
  • Gap Analysis
  • No Resume Required
  • Compliant
  • Matching
  • Scoring
  • Thresholds
  • Filters
  • Targeted Alerts
  • Good User Experience
  • Organization of Data
  • Intelligent Engine

24
CASE STUDY
STRUCTURED DATA
25
CASE STUDY
STRUCTURED DATA BENEFITS
Bi-Directional Matching What you want vs. What
they want
26
CASE STUDY
STRUCTURED DATA BENEFITS MATCH
Match What you have today or What you want
tomorrow
27
CASE STUDY
STRUCTURED DATA BENEFITS SCORE
Score How you score against their requirements.
28
CASE STUDY
STRUCTURED DATA BENEFITS THRESHOLDS FILTERS
How many matches do I have? How many matches do I
want to see?
Filter those that arent a good match.
Let me decide how I want to weight criteria based
on how important it is to me.
29
CASE STUDY
STRUCTURED DATA BENEFITS NO RESUME REQUIRED
COMPLIANCE
Visibility Preferences Let me decide who sees my
profile.
Anonymity Dont force me to provide contact
information.
30
CASE STUDY
STRUCTURED DATA BENEFITS
Targeted Email Campaign
Aggregators
SEO
CANDIDATEACQUISITION MARKETING MIX
Postings on Job Boards
Social Networks
SEM
QUALIFIED
INTERESTED
TOP CANDIDATES
31
  • What does my pipeline look like?
  • How many professionals
  • Are in the network for this job?
  • Meet my thresholds?
  • Submitted a profile?
  • Submitted a resume?

CASE STUDY
STRUCTURED DATA BENEFITS
32
CASE STUDY
STRUCTURED DATA BY-PRODUCTS ALERTS
33
CASE STUDY
STRUCTURED DATA BY-PRODUCTS GAP ANALYSIS
COMPARATIVE VALUE
Gap Analysis Comparative Value
34
CASE STUDY
STRUCTURED DATA REQUIREMENTS GOOD USER
EXPERIENCE AI ENGINE
Optimal User Experience Progressive
Profiling Theory of Social Exchange Artificial
Intelligence
35
CASE STUDY
STRUCTURED DATA CHALLENGES
Challenges
  • User Experience and Data Entry
  • Attrition
  • Time to complete profile / job
  • Automation accuracy
  • Organization of Data
  • Intuitive and discoverable selection
  • User-contributed data
  • Mapping like terms

36
CASE STUDY
STRUCTURED DATA SUMMARY
Structured Data, implemented with the user
experience in mind,
?
Is more accurate than keyword searching.
?
Provides user control to set thresholds, filters
and alerts.
?
Compares what matters attracting QWPS is
compliant.
?
Is a more efficient, smarter way to source.
37
CASE STUDY
STRUCTURED DATA NET RESULT
?
Find better candidates faster.
38
In Summary
Leverage search match tools technology to
find qualified candidates faster
  • Use conceptual search and/or match to access all
    of the qualified candidates in your internal
    candidate database
  • Utilize the tool embedded in your ATS/FO
  • Replace the embedded tool, custom build a
    candidate search application or license/leverage
    3rd party technology
  • Train users
  • Plan on using a lot of 3rd party candidate search
    tools to access additional candidate pools, but
    also plan on
  • Managing the flow of candidates their data into
    your internal database
  • Streamlining the search process (e.g. federate,
    consolidate, sort and facilitate workflow)
  • Making sure recruiters are using a variety of
    search match tools to access passive candidates
    and active job seekers
  • Being strategic about candidate search match
    will reduce your sourcing costs and help you to
    find qualified (perhaps even better) candidates
    faster than the competition

39
Contact Information
  • Sara Moss
  • sara_at_thecodeworksinc.com
  • 650.208.2055

Lana Moore lana_at_itzbig.com 512.879.3533
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