ATC Source Conference in Melbourne (Glen Cathey Presentation)
By user769227 on Aug 18, 2011
Glen Cathey - forget boolean and think information retrieval
I am at the #ATCSource Conference in Melbourne today and have written a quick blog post reflecting on some of the things that Glen Cathey has spoken about. He is the 1st speaker of the day - I hope I have the writing energy to write other blog posts for the other speakers who are scheduled later in the day.
Glen Cathey spoke about control and how much control Recruiters have when they are mining information and reaching out to candidates. This got me thinking that most of the good Recruiters I know who always hit their target and who always seem to get the right person for an open role tend to by nature be control freaks. This is not necessarily a reflection on Glen's talk about data mining - but more so about work ethic. Good Recruiters know what they are looking for and when they find it they tend to control the process from beginning to end. They close the loop and make sure there are no surprises for either the candidate or manager. That is they ensure candidates are interested in the job, they ensure managers are available to interview, they ensure feedback is given after a meeting, they ensure candidate and manager know salary expectations and pay scales - the more that a good Recruiter controls the recruitment process the fewer surprises you get at the end of the road when you make an offer and the higher your hit rate is going to be.
Back to Glen's presentation:
There are 5 Levels of Talent Mining:
1) Keyword/Title Search - pretty much what is says you are keyword searching - it works but it's not a big deal. Example: "Java Developer" AND Melbourne. These can be automated
2) Conceptual - Using related terms and concepts to find people: for example: Ruby on Rails OR ROR OR rails OR "Ruby on rails"
3) Implicit - searching for and identifying what isn't explicitly mentioned
4) Natural Language - Searching for responsibilities and keywords, not just keywords and titles. For example "responsibilities" = verbs and nouns - things such as "I close" or "I sell" - this targets what people do not what they write about themselves
5) Indirect - searching for the wrong people to find the right people. Talk to someone under/over qualified and ask for referrals.
Recruiters: when you are looking for your ideal candidate - don't just stop at a simple LinkedIn search (the 1st step of talent mining), your competitors who are listening to @glencathey are digging much deeper into the same talent pool and finding the people are not by just doing a 1st level search. Yes this takes more time commitment but to find the right person isn't it worth the investment? This blog post was originally posted on David Talamelli's Blog: David's Journal on Tap