Sara Moss Partner, The Code Works Inc. Lana Moore Director of Product Mgmt & User Exp, itzbig...

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?

26-Sep-07 Candidate Search & Match

Agenda

Business Value Technology Overview & Examples

Case Study: • Bi-directional matching


Business Value:Why Search Matters?


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

IntroductionLeverage search & match tools and technology to find qualified candidates faster


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


You’ve got to leverage technology better Use your internal candidate database to find candidates faster than your competitors & be smarter about leveraging 3rd party tools

1. 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

2. External Candidate Databases


Leverage technology better, cont’d

2. External Candidate Databases

a. Automate the candidate sourcing & filling processes

b. Manage the impact of decentralized data

c. Ensure recruiters are using a variety of search & match technologies


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 what’s next Train users to be smart users since each search

experience & underlying technology is unique


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)

Don’t 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


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


Search & MatchTechnology Overviews &

Examples


Yesterday’s 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.

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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


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:


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:


Bi-directional Matching Example:


CASE STUDY

• Matching

• Scoring

• Thresholds

• Filters

• Targeted Alerts

• Screening

• Comparative

• Gap Analysis

• No Resume Required

• Compliant

• Good User Experience

• Organization of Data

• Intelligent Engine

Benefits By-Products Requirements


CASE STUDYSTRUCTURED DATA


CASE STUDY

Bi-Directional Matching

What you want vs. What they want

Bi-Directional Matching

What you want vs. What they want

STRUCTURED DATA : BENEFITS


CASE STUDY

MatchWhat you have today…

orWhat you want tomorrow…

MatchWhat you have today…

orWhat you want tomorrow…

STRUCTURED DATA : BENEFITS : MATCH


CASE STUDY

ScoreHow you score against

their requirements.

ScoreHow you score against

their requirements.

STRUCTURED DATA : BENEFITS : SCORE


CASE STUDY

How many matches do I have?How many matches do I want to see?

Filter those that aren’t a good match.

Let me decide how I want to weight criteria based on how important it is to me.

STRUCTURED DATA : BENEFITS : THRESHOLDS & FILTERS


CASE STUDY

Visibility PreferencesLet me decide who sees my profile.

Visibility PreferencesLet me decide who sees my profile.

AnonymityDon’t force me to

provide contact information.

AnonymityDon’t force me to

provide contact information.

STRUCTURED DATA : BENEFITS : NO RESUME REQUIRED & COMPLIANCE


CASE STUDYSTRUCTURED DATA : BENEFITS

CANDIDATEACQUISITION

MARKETING MIX

QUALIFIED

Targeted Email CampaignPostings on Job Boards SEM

SEOAggregators

Social Networks

INTERESTED

TOP CANDIDATES


CASE STUDYWhat does my pipeline look like?

How many professionals:•Are in the network for this job?•Meet my thresholds?•Submitted a profile?•Submitted a resume?

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?

STRUCTURED DATA : BENEFITS


CASE STUDYSTRUCTURED DATA : BY-PRODUCTS : ALERTS


CASE STUDY

Gap Analysis & Comparative Value

STRUCTURED DATA : BY-PRODUCTS : GAP ANALYSIS & COMPARATIVE VALUE


CASE STUDY

Optimal User ExperienceProgressive Profiling

Theory of Social ExchangeArtificial Intelligence

Optimal User ExperienceProgressive Profiling

Theory of Social ExchangeArtificial Intelligence

STRUCTURED DATA : REQUIREMENTS : GOOD USER EXPERIENCE & AI ENGINE


CASE STUDY

User Experience and Data Entry

• Attrition

•Time to complete profile / job

• Automation accuracy

Challenges

Organization of Data

• Intuitive and discoverable selection

• User-contributed data

• Mapping “like” terms

STRUCTURED DATA : CHALLENGES


CASE STUDY

Is more accurate than keyword searching.

Provides user control to set thresholds, filters and alerts.

Structured Data, implemented with the user experience in mind,

Compares what matters attracting QWPS & is compliant.

Is a more efficient, smarter way to source.

STRUCTURED DATA : SUMMARY


CASE STUDY

Find better candidates faster.

STRUCTURED DATA : NET RESULT


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

In SummaryLeverage search & match tools & technology to find qualified candidates faster


Contact Information

Sara Moss

[email protected]

Lana Moore

[email protected]

Sara Moss Partner, The Code Works Inc. Lana Moore Director of Product Mgmt & User Exp, itzbig...

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