talentline411

That application looks amazing! Very interesting....

2010-01-17T14:08:51.265-06:00

That application looks amazing! Very interesting. As much as I am curious to know how much it costs, I would also be curious to see if it could make outsourced recruiting much less of a necessity for certain types of positions. An employer could now, fairly easily, attract many more qualified active and passive candidates with far less know how; and in a much more targeted fashion. By going to where the the candidate hangs out on line, rather than hoping the right candidate happens upon the site you chose to advertise on, your investment stands to see much better returns. Should an employer by the service, or pay a head hunter?

It will be interesting to see who adopts it, outsourced recruitment firms, or direct employers.

Outsourced recruiters have long held their networks, secrets and sources close to the breast. They wear their AIRS CIR and CSSR certificates like badges of distinction. Will technology like this devalue those certification to some degree? Who knows?

While personal networks are still a prized asset to the seasoned outsourced recruiter, in the hands of direct employers, this technology could stand to level the playing field a bit.

What do you think?

Hows the implementation going? I've reviewed tons ...

2009-12-15T20:33:11.032-06:00

Hows the implementation going? I've reviewed tons of ATS's as well, and right now I'm narrowing it down. Would love to hear about your experiences.

Thanks

JLB

Thanks for the shout-out Todd!

2009-11-20T21:48:57.652-06:00

Thanks for the shout-out Todd!

Hi Kelly, My interactions with AIRS have never l...

2009-11-17T15:48:37.099-06:00

Hi Kelly,

My interactions with AIRS have never led me to doubt that you guys do get what's going on with the social web. I was quibbling more about the description of the course itself and how it's a little misleading.

Also, I wanted to apologize that using your course as a springboard for my discussion turned into a little more of a diatribe than I had intended.

Thanks for the invitation to join you for an online or in person course.

Todd

Hi Todd- First, let me thank you for linking back ...

2009-11-17T15:32:15.291-06:00

Hi Todd- First, let me thank you for linking back to our course. Second, let me talk to you about Certified Social Sourcing Recruiter. Definitely recruiters should participate in Social Media and create conversation with potential candidates. No argument there. Our class shows them how to locate those people they need, and then of course they can start a conversation. We find these people because communities allow users to create public profiles that are indexed by search engines. We do definitely encourage recruiting professionals to create a brand, to create some depth and reach to their social recruiting initiative.

It goes without saying that the social web is an economical avenue for many recruiting teams, and, you should know I am also a huge advocate to every jobseeker that contacts me that they use social media to create profiles to be findable by potential employers.

I would hate for you to pass judgement on a course just from a few paragraphs. You should consider joining us for an online or in person session and see if the techniques we teach and the resources we access would benefit you in your quest for talent.

All the best,
Kelly Dingee
Sourcing Researcher & Trainer
AIRS

Hi Todd. As I said in my Tweet, thanks for the ki...

2009-09-23T15:52:01.432-05:00

Hi Todd.

As I said in my Tweet, thanks for the kind words about SonicRecruit applicant tracking software . We hate to see you go, but understand that JobScience recruiting software is better suited to smaller businesses. You are always welcome back into the Sonic family.

Sincerely,

Ian Alexander
Cytiva

Hi Donald, Thanks for the thoughtful response to ...

2009-08-09T21:40:13.889-05:00

Hi Donald,

Thanks for the thoughtful response to my post!

I certainly agree that there ought to be some sort of automated response to all applicants and while I know that the application system at our company responds to those who respond to a specific ad, I checked the address that this post was based on this evening and learned that we don't have an automated response set up for it.

Thanks for helping me to uncover a hole in our process. I've taken steps to set up a polite acknowledgment for that address.

It's an interesting challenge to make a connection...

2009-08-09T19:08:16.786-05:00

It's an interesting challenge to make a connection with a blind mailbox. Your suggestions are useful - thanks.

On a separate note, what's your or your company's policy on responding to the applicants that take the time to send their resume, qualified or not? One of the challenges in the area of "polite" e-mail contact is the general belief that the recruiter or firm has no need to respond in any form to a solicited resume (e.g. an apply here button or advertised position.) My personal belief is that it is not unreasonable to send ALL applicants a "Dear Applicant" thank you letter which does not comment on their qualifications but simply acknowledges that their interest has been noted.

My reasons for the recognition are simple. It confirms that the information has been successfully received and it creates a positive image of the firm's interest in the individual. Most firms have the potential to interact with past applicants as future clients, colleagues and/or future employees. Why waste goodwill when it costs so little to maintain it?

Your thoughts?

Yes, I thought that the best options were Dear Emp...

2009-08-08T23:45:06.647-05:00

Yes, I thought that the best options were Dear Employer and Sincerely--moderate and polite approaches when you don't know who will be reviewing your resume and introduction letter. Thanks for the comment!

An interesting post. Thank you. I did miss heari...

2009-08-08T18:08:18.121-05:00

An interesting post. Thank you.

I did miss hearing what opening and closing to a blind email you prefer. You covered the extremes very well. Should I infer that the middle options are what you think is best?

I've often wondered the same thing & now have the ...

2009-07-06T09:20:08.267-05:00

I've often wondered the same thing & now have the answer. You gave some valid reasons for attending as someone who does indeed currently have a job. Thanks! Toni Spott

My experience has been that Infogist has a lower p...

2009-06-23T06:43:31.233-05:00

My experience has been that Infogist has a lower price point than Talenthook. My company did drop the Infogist service, however, and we have not re-upped with either. The package I've missed has been Talenthook--I like the interface better and functionality better, all things considered.

Depends on number of users, I called the Talent Ho...

2009-06-22T16:59:46.895-05:00

Depends on number of users, I called the Talent Hook sales phone number and the figures I was given were less than the $225 per month for one user posted on the infogist website

Does anyone have a clue what they charge these day...

2009-06-17T12:43:26.518-05:00

Does anyone have a clue what they charge these days? You last review said that it was similar to Infogist. Ballparks?

I attended your 1st session talk. Good presentatio...

2009-04-14T16:24:58.309-05:00

I attended your 1st session talk. Good presentation. Very informative.

Nice Summary Todd.Bloating social media tools is a...

2009-04-09T15:34:00.000-05:00

Nice Summary Todd.

Bloating social media tools is an issue. Having a million who each do their own thing is even worse. I would rather have one or a few tools which integrate with each other than have 10 perfect best of breed tools.

My 2 cents...
Dave

Hi Todd,Very interesting. Thanks so much for shari...

2009-03-30T13:53:00.000-05:00

Hi Todd,

Very interesting. Thanks so much for sharing this data! For all the hype we hear over social media, it's neat to have a reality check and see the power of good old word of mouth.

-Tim

Actually, TalentHook Sphere was released in Januar...

2008-12-16T22:29:00.000-06:00

Actually, TalentHook Sphere was released in January and some of the major enhancements included:

* The addition of hundreds of more resources (now over 1850 resources, more than any US competitor)

* Detailed and Extended search criteria matching all major pay resume sites

* Shared candidate tracking among users

We also feature a variety of price structures to fit any budget. User feedback has been positive and we've got more features coming in 2009.

Excellent! 10 minutes for 10 pizzas, then? Highl...

2008-10-11T12:12:13.821-05:00

Excellent! 10 minutes for 10 pizzas, then? Highly equitable.

Todd, we will let you spring for pizza at Web414, ...

2008-10-11T06:43:00.000-05:00

Todd, we will let you spring for pizza at Web414, but you'll have to keep your "commercial" to under 10 minutes. :)

Kirix does indeed look sweet, especially it's abil...

2008-05-30T13:25:00.000-05:00

Kirix does indeed look sweet, especially it's ability to grab data from so many different sources. Did you see the demo video? [http://videos.kirix.com/screencast/overview.html] Jump in at minute 2:30 where they import area code to state mappings from a web page, and build a relationship with phone numbers in a database table. Boom! Instantly you have a new column showing which states a call came from. Very cool. Thanks for the lead!

Hi Ravel,Thanks for your comment and I'm happy to ...

2008-05-01T21:23:54.541-05:00

Hi Ravel,

Thanks for your comment and I'm happy to give you your plug for eGrabber. I'll demo the tool and write about it here--the good with the bad--if you're open to it.

Todd

Hi Since you recommend LinkedIn, I thought you wil...

2008-05-01T12:55:00.000-05:00

Hi

Since you recommend LinkedIn, I thought you will be interested to
know that my company, eGrabber (www.egrabber.com), has just
released Social Network Grabber for Excel.

This tool enables recruiters to capture and import all LinkedIn profiles
from LinkedIn search results into Excel with a single click!
There is no programming to do. This tool can be given to admins
and others to help create an initial database of prospects.

The tool automatically opens each individual profile and imports
every attribute from the LinkedIn profile into a column in Excel.
All formatting is automatically and professionally handled.

Recruiters can quickly shortlist candidates and forward the Excel
list to hiring managers. Links within Excel allow hiring managers
to directly access resume. This is a real time saver!

For more information, please visit
http://www.egrabber.com/resumegrabberpro/rg_lidriver.html

Ravel Lee
408-705-1106
408-516-5671
Business Development Associate, eGrabber.com
Developers of resume sourcing tools for 12+ years

Thanks for the nice write-up... it's always good t...

2008-04-20T07:04:00.000-05:00

Thanks for the nice write-up... it's always good to see new people at the meetings.

Talenthook was built on a spidering engine develop...

2008-03-05T13:08:00.000-06:00

Talenthook was built on a spidering engine developed almost a decade ago; how or why they claim cutting edge is beyond me.

The new version released about a month ago is simply an update to the interface while the rest of the program is largely left intact.

So you get a slightly prettier interface (that is forced on users and still beta and buggy) while paying a 40% increase in subscription rates for a "new version".