Nearly everyone involved in talent acquisition will agree that sourcing is a fairly complicated and time-consuming activity. While career sourcers can focus all their time on searching the web for the hard-to-find talent, a lot of companies still don’t have dedicated sourcers on their recruitment teams. This means that recruiters need to mix sourcing into their package of responsibilities while still finding time for everything else.
With so much to do and so little time, it’s important to find tools that can help you effectively speed up the process of finding candidates and build a relationship with them. Below you’ll find my 3 favourite tools along with some tips on why and how to use them. They will help you save time and make relationship building easier, which will definitely help you stand out from the crowd!
1) Google image search
There’s very few sourcing tools as versatile and simple as Google image search. It’s also completely free, which is an important factor when you don’t have a huge budget allocated to sourcing. By installing the chrome extension, you’ll be able to use it by simply clicking on the image search icon appearing as you hover over an image. It’s also possible to right-click on an image and choose to search by image.
Here’s a couple of ideas on how to source with Google image search:
- When you’ve found a picture of a potential candidate (on a network, article, blog, etc.) use that image to discover other profiles they use online. For example, I have recently been able to use it to uncover the github account of a developer who had changed her last name on her professional profile simply by sourcing for the profile picture I found on her professional profile.
- Use image search for general research about the candidate. In some industries people will use the same pictures for their professional (and sometimes even personal) profiles as for conference bios or blogging.
- Try Google image search for other images. If you’re targeting a specific company, for example, try running a search using their logo. Maybe run a search on the image of a certification you’re looking for candidates to have? There are really no limits to what you can do when using image search for both sourcing and market research!
Discoverly allows you to move around between different social profiles of your candidates – once you install the chrome extension, a padlock will appear next to any profile you visit. If it turns green, all you need to do is to click on it and check what other profiles your candidate set up.
I particularly like to use it when sourcing on Facebook or Twitter. Sometimes, you’ll be able to find a candidate who also has a LinkedIn profile, for example, but it doesn’t contain the keywords you’d normally search for. You can also use Discoverly for email verification with Gmail. If you’re not sure you sourced the correct email for your candidate, open a new message in Gmail. Type in their email address and hit enter – if it’s associated with any social media profiles, they’ll appear on the right side of the screen.
One thing to keep in mind when using tools like Discoverly is laws and regulations in the region you are operating in. In some countries, personal networks are strictly off limits, in some others you may need to let someone know before you review the profile.
3) Hello Talent
First, Hello Talent did not make me write this 🙂
Editor’s Note: We’re very happy she did though!
One of the most important mistakes I see recruiters make is not saving a record of their sourcing activities. Without the candidate’s CV the recruiter has nothing to upload to the ATS and so any sourced candidate who doesn’t reply to the recruiter’s message, or anyone they haven’t messaged right away, gets lost and has to be sourced again.
The beauty of Hello Talent is that you can use it anywhere you source. Wherever you look for your candidates, you’ll be able to quickly create a record of their profile using the chrome extension. Whether it’s a professional network, Facebook or Twitter, a smaller, local or industry-specific platform or even a blog or personal website, your candidates will never again be lost. You’ll also be able to save any important dates (approach date, initial chat), correspondence with your candidate and add links to any new social profiles you become aware of. All of this ensures you’ll be in a much better place to not just find candidates, but build relationships with them.
Another important point to make is you can set up an account for free. If your employer isn’t convinced they should be investing in a sourcing CRM, you can learn to make the most of it and, over time, you’ll be able to make a case for upgrading to the premium version. That’s one of my favorite things about Hello Talent, the fact that it uses a freemium model makes it easy for recruiters to get started, see the benefits, and then convince management to upgrade.
There’s a lot of other tools out there that can help you as well, but hopefully these ones can get you off to a good start.
This is a guest post from Kasia Borowicz. Kasia is one of the sourcing word’s rising stars, and has already spoken on social media, culture, and more at a variety of sourcing and recruiting events. Follow her on Twitter and on her blog.