On its own, Gitter is a GitHub chat helper application. It has indexed all of the public conversations between developers working on projects together on GitHub, and by doing so has accidentally (or on purpose) indexed all of these devs on Google.  The site itself seems to navigate with a certain level of hassle our quick hands are not a fan of, however.

Google X-ray is Your Best Friend

You’re welcome to try and leverage the site itself to find developers, but its not designed exactly for that. If you want to speed things up (if you havent noticed Dean is all about speed) then Xray will be your best friend.  Just site:gitter.im/ “insert developer type here” and the fun begins.

Now, just find a suitable link to a project that lines up with your job description. You should already see a list of users involved in the project in the top right. If you hover over each user, out pops a contact card with names, locations, and those fabled email addresses. 

It seems like you can add location parameters to Xray quite easily, giving you another way to refine your search. Despite the world being remote preferred, there are still many employers out there that want an in-house developer.

GitHub Scraping Made Easy

If you’re trying to scrape these users, DataMiner seems to be the way to go. It’ll require some finesse to acquire the tables, but github scraping should be butter for a sourcer, right? Once you get it locked down you’ll be chugging right along.

Some users have their emails hidden, so scraping everyone might not be possible. But, those individuals would be out of reach on GitHub regardless of if you used Gitter or some other means.

Remember, this is a platform that follows user comments. The reason that’s so great is people who comment are usually those sought-after active users. It should make all the difference in your scraping endeavors to know that these contacts at the very least communicate with others.

Other Dean Da Costa Content and Upcoming Events

Dean has lots of great content on our site, as well! Check out all the other free content he’s posted here!

We’re also excited to announce a RecruitingDaily events that Dean will be attending! Our December 7th & 8th #HRTX is free to register, and will have Dean alongside 19 other recruiting and sourcing experts to bring you tools, tricks, and tips on how to be the best in this crazy career! These industry leaders like Dean know their stuff, and are sharing ways to headhunt without spending a dime. Register now! If you can’t make the event, registrants will still get copies of all the recordings to learn on their own time.

Dean will be doing his HRTX presentation on Dec 07 from 12:15PM–01:00PM EST

12 Days of Sourcing is another learning experience we’re rolling out for the holiday season! It’s an email-only event that will have 12 beautifully crafted sourcing techniques sent right to your inbox.  These can be anywhere from unique Boolean tips to vital OSINT tutorials that will shake up what you thought you knew about sourcing. Like most of our events, this is free to register so check it out here!

The post Gitter: Take Your Github Scraping to a Another Level appeared first on RecruitingDaily.

Google Lens has a couple of interesting features that you wouldn’t guess right off the bat. Dean Da Costa showed us one fantastic quality: Text from images.  We have done an article or two about compiling text from images, but between the poor quality returns, the paywalls, or limited free attempts…it was a chore. With Google Lens, you now have an incredibly accurate and sustainable way to scrape text from resume files, blurry pictures, or whatever your imagination can handle. The accuracy is impeccable, gone are the days of word spaghetti!

It’s a fairly straightforward process, Google Lens highlights all the fun parts of the page and will even reverse image search what you plug in. This works for both images already scattered across the webiverse or any you add to it. It’s also surprising how good it can convert blurry text to something actually useable.

So, give it a go and see if Google Lens is your next mainstay tool! Be careful not to upload anything sensitive, because you’re adding it to the web weather you like it or not. And just be aware that you’re directly contributing to the eventual world domination of Google…like we have any say in the matter anyway.

Other Dean Content!

Dean has a free page of sourcing tools, links, and other recruiting resources that we highly recommend you check out! That page has an overwhelming amount of stuff, so you gotta really love sourcing to appreciate the infinite hours of work Dean has put into it. For all of the Dean Da Costa resources on RecruitingDaily, click here!

The post Tired of Sub-Par Image to Text Conversion? Use Google Lens Instead! appeared first on RecruitingDaily.

With the wealth of talent data, both internally and externally, organizations are incorporating it to make data-driven people decisions. Talent intelligence enables organizations to collect and process data of current and past employees, prospective candidates and competitors. Organizations then can build a realistic picture of the job market, identify trends, create an optimal employee experience and hire the best talent.

Talent intelligence is particularly helpful in talent acquisition and talent management, helping organizations reduce candidate acquisition cost and time-to-hire, promote internal mobility and retain employees.

This article will look at how organizations can get the most out of talent intelligence.

Getting Started With Talent Intelligence

Talent intelligence is gathered from multiple websites, tools and systems. Organizations can collect the right talent intelligence data points with the right system in place. Here is a list of tools to get started:

• • Talent acquisition (TA) software: Talent acquisition and talent intelligence software solutions like SeekOut empowers companies and people to grow and win together. TA software gives the complete picture of all talent, both internal and external – the people you have and the people you want. With dynamic and comprehensive data, powerful people search, and easy-to-use analytics. Organizations can also integrate the platform with their ATS or CRM to gain granular insights into the talents’ skills, experience, salary, etc.
    Along with talent optimization features, robust talent analytics tools help organizations understand the talent market.

• • Compensation websites: Compensation comparison websites and third-party reports provide organizations with information on how talent is compensated based on their skills, experience, education and location.

• • Surveys: When searching for specific information, it helps to conduct a well-designed survey. For instance, if an organization hasn’t been able to bring down the time to hire, it can survey its hiring managers to understand the causes.

How to Leverage Talent Intelligence for Optimal Results

Here is how organizations can leverage talent intelligence to meet their objectives:

Talent Mapping

Talent mapping orients the talent acquisition strategy based on the organization’s long-term objectives. This includes defining new roles, updating existing jobs and planning career paths for internal mobility.

Organizations can utilize talent intelligence for talent mapping in the following ways:

1. 1. Identify successful employees’ skills, experience, education and behavioral traits and build ideal candidate profiles (ICP).
   2. Analyze hiring activities and candidate pool of competitors.
   3. Build a talent pipeline of passive candidates that match the ICP. Organizations can also tap into their ATS to identify silver medalist candidates.

Meet DEI Objectives

The first step in using talent intelligence to meet DEI goals is to understand the current state  of the organization. Organizations can analyze the workforce based on various dimensions of diversity such as age, gender, ethnicity, race, etc., and identify patterns in salary, seniority, hires, promotions, attrition and department against these dimensions. This is how organizations gain insights into potential issues, such as a gender pay gap or high attrition rates for underrepresented groups.

Organizations can set goals based on these findings.

The next step is to use talent intelligence during hiring. Many recruitment platforms prevent unconscious hiring bias by masking candidates’ identifiable information so that recruiters are screening candidates purely on merit. A complementing feature is diversity filters that allow recruiters to source and screen candidates from underrepresented communities.

Reduce Employee Turnover

Pew Research Center tried to uncover the reasons behind the Great Resignation. The top three reasons people left a company were low pay, no advancement opportunities and feelings of disrespect at work.

Employee turnover causes the organization to lose out on its top talent plus replacing the talent is expensive and time consuming.

Organizations can use talent intelligence to identify the reasons behind the attrition. For instance, if the organization observes massive turnover in one department, it can get to the root cause of it using talent intelligence. The reasons could be from the one we discussed earlier, or it could be due to not fitting in with the organizational culture. HR managers need to collect this data during exit interviews.

If better pay was the reason for quitting, the organization could look into salary reports, comparison websites and TA software to establish the salary benchmark.

Predict Upcoming Labor Market Trends

Trends like remote work, flexible schedules and the gig economy existed before 2020. But their adoption was forced on organizations due to the COVID-19 pandemic. While the circumstances in which these trends were introduced were completely unexpected, organizations already experimenting with them got a head start.

With so much information collected during the hiring process, internal surveys and industry reports, organizations can analyze this data, forecast trends and build more resilient practices to prepare themselves for change.

Promote Internal Mobility

With ICPs in place, organizations know the skills and mindset required to succeed in a role. Talent intelligence presents organizations with their employees’ skills, strengths and weaknesses. By mapping the skills and strengths to the right job, organizations can offer better opportunities to their employees to move up or laterally in the organization.

Organizations may want to create a customized learning path and a mentorship program for each career path to implement this program better. This will equip the employee with the necessary knowledge to grow in the new role.

Analyze Competition

Talent platforms enable organizations to tap into competitive intelligence through their people analytics function. Organizations can gather company insights such as job roles, diversity, seniority, etc., for a particular region at a company. Organizations can also compare themselves against competitors to learn where they stand regarding diversity, location of talent, experience, skills, salary bands, etc.

This data can act as an input for various initiatives and HR activities such as setting hiring goals, salary benchmarking, and diversity.

Setting Up for Success

Talent intelligence presents a holistic picture of the labor market, including the present scenario and future possibilities. These crucial insights help organizations optimize their hiring and internal mobility efforts to meet their business objectives.

To utilize talent intelligence to its full capacity, organizations must hire folks who swear by data, integrate tools in the HR tech stack properly and keep updating the system with changing times.

The post Succeeding with Talent Intelligence in 2022 and Beyond appeared first on RecruitingDaily.

There are plenty of software applications in the market that cater to individual aspects of TA. However, relying on these fragmented products does exactly the opposite of what technology is supposed to do, i.e., streamline operations and improve productivity.

To avoid this technology bloat, it helps to invest in a rock-solid talent acquisition solution that enables you to streamline key activities of TA, viz., attract, screen and hire top talent.

So, as you evaluate various talent acquisition solutions in the market, make sure to keep in mind the following nine features.

1. Talent Pipeline

While hiring for a job vacancy, recruiters connect with previous applicants (or get in touch with passive candidates) and screen new applications. The TA solution should cater to both of these requirements.

When it comes to connecting with past applicants, the application should enable recruiters to import data from the ATS to find the right fit.

With hundreds or thousands of applications coming for a job posting, the software should screen candidates automatically based on their experience, skills and other relevant criteria. This allows hiring managers to review and consider only well-qualified candidates while building a trusted talent pipeline.

2. Powerful Talent Search

With a healthy talent pipeline in place, the TA platform should enable recruiters to leverage it through a powerful candidate search feature. The platform should build a composite view of candidates by compiling relevant information such as their education, work experience and skills from their online presence.

For instance, when screening for technical vacancies, the TA product should display candidates along with their LinkedIn profile and GitHub repositories and contributions.

Other desired search features that can help hire hard-to-find talent:

1. 1. Screen candidates using keyword and boolean searches and advanced filtering features.
   2. Built-in AI/ML algorithm that finds candidates based on your requirement. It should refine the candidate suggestions based on your selection or rejection patterns.
   3. Develop ideal candidate templates based on top performers/employees and search for talent that meets the skills and experience of those templates.

3. Diversity Hiring

As organizations focus on improving their diversity and inclusion (D&I) initiatives, they must consider how the contemporary TA solutions are tackling hiring biases. A forward-thinking TA application should have the following diversity hiring features:

1. 1. Provide insights into the present diverse workforce and set diversity objectives.
   2. Assist in writing inclusive job descriptions. This AI-powered feature helps hiring managers omit gender-coded and racially exclusive language.
   3. Set diversity filters to source qualified candidates from underrepresented groups.
   4. Hide candidates’ information such as name, photo, gender and salary history to prevent hiring biases from creeping in.

4. Candidate Experience

According to Talentegy’s Candidate Experience report, 63% of applicants are unhappy with the overwhelming lack of communication from the company. On the other hand, great candidate experience leads to positive employer branding, improved time-to-hire, and access to top talent. 

The TA solution should have the following features to keep the candidates engaged during the hiring process:

1. 1. Access to vetted and compliant contact information providers to source accurate candidate contact details.
   2. AI-powered email personalization tools that enable recruiters to customize the sender name, email subject lines and messages. They should also recommend the best time to send to each candidate.
   3. Multi-step email campaigns that keep candidates engaged and informed at each stage of the hiring journey.

5. Third-party Integrations

The ATS, candidate relationship management (CRM) tools, and HRIS are key components of talent acquisition. The TA platform should offer bidirectional integration capabilities with your ATS and CRM software. This allows you to exchange applicant records from the TA platform to the ATS and vice versa.

The integration capabilities should allow you to perform the following activities:

1. 1. Push candidate data from the TA platform into the ATS as a qualified candidate for the relevant job.
   2. When searching for candidate profiles in the TA platform, you should be able to verify their record in the ATS along with their application status.
   3. Combine TA platform and ATS data to perform powerful search operations.

6. Internal Hiring

Internal hiring enables employees to upskill and cross-skill and allows the organization to speed up hiring. The TA application should help the organization and employees with internal hiring as follows:

1. 1. For TA professionals, the solution should provide a holistic picture of your employees for better workforce planning, internal hiring/promotion and get better insights.
   2. For employees, the solution should offer an internal career portal to view future opportunities and the necessary skills required to make the leap. It should also allow them to connect with other team members to learn about future roles.

7. Talent Analytics

With data-driven talent acquisition taking center stage, the analytics feature should be as robust as it can get. The TA platform should give you in-depth insights into your talent acquisition process.

You should be able to analyze hiring data to spot patterns, trends, and outliers on various hiring factors. The software should help you derive insights based on aggregated location data, skills, industry experience, salary bands, etc.

Considering how number-heavy the analytics part can get, the TA solution should allow you to break this data down with the help of filters and visualize it for better comprehension.

8. Talent Intelligence

Talent intelligence builds on top of talent analytics. By integrating the data accumulated by the talent acquisition platform with other HR applications, you can develop even more granular insights about your workplace.

Here are a few ideas you can leverage to make the best of talent intelligence:

1. 1. Use salary data to see how much competitors are paying. Use this data to develop better compensation and benefits packages.
   2. Review skills and experience data to understand where applicants stand in the market. Also, run this data internally to assess the skill set of your employees. Plan learning and development initiatives accordingly.
   3. Combine salary, diversity and skill data to hypothesize why employees quit and what you can do to reduce attrition. 

9. Compliance

Since the TA tool would handle sensitive data such as salary information, contact details, etc., it should comply with the laws and regulations of the geography it serves.  For instance, if the application is used by organizations from the EU, it must adhere to the GDPR laws.

While working with third-party vendors to source data, the solution provider must ensure that vendors follow compliance and collect data ethically.

Along with compliance, the TA platform should implement the right processes and measures to ensure data privacy and security.

Taming Analysis Paralysis

Having the right talent acquisition solution in your HR tool stack defines the efficiency and success of your hiring efforts.

A simple Google search on talent acquisition platforms returns hundreds of solutions in the market, and choosing one from the list can get overwhelming. Considering that investing in a TA solution is a long-term game, we would recommend you shortlist a few alternatives in the market and evaluate them against this checklist.

What challenges are you struggling with in talent acquisition? Let us know in the comments below! 

The post 9 Must-Have Features in a Modern Talent Acquisition Solution appeared first on RecruitingDaily.

We mentioned that they were working on some new features, and they are here! CandyJar has added a free ATS integrated into their tool.

First, do your candidate search. Another new feature is filtering your search for candidates outside of LinkedIn. That could have been an update all on its own.

Take your sourced candidates and move them into the ATS where you can add your own hiring process steps. Create your vacancy, add your candidates, and then organize each candidate into the corresponding step.

Whether that’s outreach, the interview process, or any step that aligns with your own internal process. Additionally, there are areas to add notes on each candidate.

CandyJar’s ATS seems to do a really good job and if you don’t have an ATS, this is a great solution. Plus you can’t beat the price.

The post Free Sourcing App CandyJar adds ATS for Candidate Tracking appeared first on RecruitingDaily.

Verify before you hit send! Don’t know how? Keep reading.

Even with all the social media tools available, recruiters usually opt to send an email as their first method of contact.

With all of the Chrome Extensions available, finding an email is relatively easy. But validating emails is not a step most recruiters take. And unfortunately, without validation, you will never know if a candidate is not responding because they are not interested, or if they just never got the email.

Let’s start with finding emails. We’ll use John Smith as our test candidate.

You have identified the perfect candidate, John Smith, on LinkedIn. You have his bio and name for the companies he has worked for, but what you don’t have is his email address. So, how do you find out what his work email is? Here is one way to search for a valid email address.

1 – Find the Company Domain Name

A company’s name is not always their domain name. For example, American Airlines’ domain name is “AA.com.”

Another point to consider is that not every company is a .com. There are .IO or .CO or .Org. So your first step is to identify the proper domain name. Fortunately, most companies on LinkedIn will have a profile page identifying their domain name.

Another great way to find this out is to use Blockspring. This is a data services company that connects spreadsheets to any web service. There is a Blockspring template you can use that, once populated with company names, will automatically search for company pages and domain names. Click here to try it for yourself.

2 – Find the Correct Email Structure

The most common email structures are:

• firstinitiallastname@company.com
• firstname.lastname@company.com
• firstnamelastname@company.com
• lastname@company.com
• firstname_lastname@company.com
• firstinitial_lastname@company.com
• firstnamelastinitial@company.com
• firstname@company.com

3 – Verify the Email

The next step would be to do a search to see if the email you are trying matches up to the person you are looking for.

Tools like Email Checker, Free Email Verifier, and MailTester will allow you to enter an email and see if the email is valid. To make sure that the email that you have validated is for the right person, cross reference it by entering it into LinkedIn, Facebook, or Twitter. Also, you can do a simple Google search using Boolean such as “John Smith” @companyname.com.

The methodology above works if you are just checking a few emails. But if you are trying to check dozens or hundreds of emails, you should use a bulk email tool. NeverBounce, Bulk Email Checker, and HuBuCo are all examples of tools that can verify hundreds of emails at a time.

The tips listed above really are showing you the long way to see if an email is valid or not. In other words, they help you to find out if the email is real. But, there are several things that you have to take into consideration.

Catch-All Email Accounts

A catch-all email account is set up to receive all messages that are sent to an incorrect email address for a domain.

For example, you have three email addresses set up for companyname.com — info@companyname.com, sales@ companyname.com, and webmaster@companyname.com. Companies often set up info@companyname.com as a catch-all email account. Then, any email messages sent to potentialcandidate@companyname.com (or any invalid email address), are sent to the catch-all account (info@companyname.com).

So, although you may have validated an email address, that does not mean it actually got delivered to the person it was intended to go to.

Spam Filters

You can have the right email address, but based on your email content it may still end up in a spam filter. According to an article on ReturnPath.com, only 79 percent of permissioned email marketing messages reached consumer’s inboxes, according to a recent study conducted by global data solutions provider Return Path. The rest were delivered to spam folders or weren’t delivered at all.

Here are some tips to keep your emails out of the spam box.

1. Don’t use “Spammy” Language — Duh. But really, this is the most common reason that emails are going into someone’s spam box. Avoid using phrases like, “to whom it may concern,” “click here,” “dear recipient,” “cash,” or “make more money.”
2. Include a Plain Text Version of Your Email — Plain Text means sending an email with no formatting options such as bold, underlines, italics, graphics, or other layout options.
3. You are Too Excited!!!! Or Are You? — Believe it our not, if you use an exclamation point and a question mark in your subject line, it will get flagged by a spam filter.
4. Get Your Domain Verified — Have you ever heard of SPF, DKIM, or DMARC? These are the acronyms represent entities where you can authenticate your domain, which will help your email from going into spam filters.

There is never enough time in the day. Don’t waste time sending emails that are going to bounce. Take the time to validate emails and you will have a better response rate — and more starts.

The post The Ultimate Email Validation Cheat Sheet for Recruiters appeared first on RecruitingDaily.

Never let a great resume slip past you with Tobu!

Tobu is a great tool that takes resumes and inputs them into an easy to navigate the database. It saves you the tedious time and energy of manually checking the relevant information from each resume, and instead allows you to spend your time in more valuable ways.

You can upload resumes Tobu in any format, and it will do the heavy lifting, figuring out the structure of each resume and pulling the key information.

• You can upload resumes in groups. With a free membership, you can upload up to 25 at a time (with unlimited overall uploads), but with a paid membership there are no limits.
• Resumes are processed and appear on Tobu in a standard and easy to follow format. Sections such as Personal Details, Objectives, and Experiences are neatly laid out.
• Quick summaries including name, contact information, current job title, and education appear on the left side of each profile, making it easy to get a feel for the candidate without reading the full resume.

You can also perform searches within Tobu, combing through your collecting of resumes for specific keywords, titles, and/or locations. You can also set this search to only comb through recent uploads, so you don’t waste time on resumes you received five years ago.

Tobu is user-friendly, extremely fast, and saves you valuable time. As a bonus, the free version of Tobu will be plenty for many workflows. If not, however, the paid versions are reasonably priced. Try it out, and never let a great resume slip through the cracks. ~ Noel Cocca  

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The post Recruiting With Tobu Resume Database appeared first on RecruitingDaily.

Keep your accounts secure with Password Checkup

Password Checkup is a Chrome Extension officially released by Google and designed to help you protect all of your accounts.

The tool is very simple and works from your extension toolbar like most other Chrome Extensions.

• Every time you log in to a site, Password Checkup kicks into action, scanning all password breaches that Google knows of for your information.
• If your information does seem to appear in one of the breaches, the tool sends you an alert and recommends that you change your password.
• The tool also makes it easy to keep track of whether your passwords are safe or not. When your passwords are secure, the extension logo appears green. When your passwords are at risk, the logo is red.

While helping you to find out when your personal information is at risk, Password Checkup also works to ensure that the information the tool itself contains remains secure.

Password Checkup is a low-resource tool that can easily save you from disastrous problems down the road. It’s a no-brainer to add to your tool belt. ~ Noel Cocca  

Look inside with Dean Da Costa:

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SeekOut Robot – AI Driven Talent Search

SeekOut has always been a great and intuitive tool, and we’ve talked about it several times on this site. However, they are constantly improving and innovating. This time, we want to highlight their different AI features, including the new SeekOut Robot.

First, we’ll give a quick overview of the tool’s main functions. The main interface of the tool provides a few different search options. The first of these is the Public Profiles search.

• The Public Profile search allows you to search through complete LinkedIn profiles according to your desired specifications.
• In addition to standard search terms like location, title, and education, SeekOut provides a Power Filters tool. This allows you to choose detailed and industry-specific skills and titles from expansive lists.
• A unique AI feature is built directly into this tool, called Position Magnet. This takes your search terms, makes a general profile that fits the bill, and finds people to match that profile.
• There is also a unique research tool built into SeekOut, called Insights. People Insights takes your search terms—such as location, title, skills, etc—and provides you with a variety of research based on this. For example, if you search for all the software engineers at a certain company, it will provide research such as where they are mostly located, what their education is, and how many years of experience they have. This is the perfect tool for starting off your search process.

If all of this functionality was not enough, SeekOut actually has these same tools available for a wide variety of different social sites. Most prominently featured is GitHub. However, under the “Other Social Networks” tab you can find many, many more.

Another unique tool that SeekOut includes is the “Expert” tool. Both the Engineering Expert and Life Sciences Expert tabs allow you to search through sources that may otherwise remain untapped. For example, you can search through conference lineups, scientific journal authors, and more to find talent that may not be accessible via the usual social sites.

The next AI feature that SeekOut contains is used within its folder system. You can create and add to folders from most areas of the tool. Then, once you view a folder, a unique AI features help you to source more talent that is similar to the people you’ve already placed into the folder.

However, the AI does not stop there. The newest AI feature added to SeekOut is called SeekOut Robot. With this incredible tool, you can have AI begin to do some of your work for you! SeekOut Robot allows you to paste in a job description or relevant resume and then goes to work finding talent that matches your needs. This can be a great place to start any talent search and gets you heading in the right direction from the get-go.

With its extensive and inventive range of capabilities, SeekOut is really becoming a must-have in the recruiting process. ~ Noel Cocca

Look inside with Dean Da Costa:

The post SeekOut Robot Adds Even More AI Functionality appeared first on RecruitingDaily.

Amazing Hiring has added a great, built-in AI feature

Amazing Hiring is a great sourcing search website that builds a lot of different capabilities into one tool.

The search aspect of the tool is divided into four main tabs, that each helps you streamline your sourcing process.

• The Search Form allows you to create very specific search qualifications. For example, you can include a variety of different skills, choose a location, and add or exclude certain conditions.
• The Saved Queries tab allows you to make searches that you have previously saved, and search them again without going through the entire process. This can be particularly useful if you are doing a very specific search that includes many conditions, and can end up saving you a lot of time.
• The History tab shows you all of your past searches. When you are doing search after search after search to find talent that is just right, you can easily forget what search conditions you’ve already tried. This History tool allows you to avoid unnecessary repetition and saves you time.
• Last – but certainly not least – is the new AI Sourcing option.

Amazing Hiring has recently added this AI Sourcing tool, which prompts you to select a category and input a location. It then finds you detailed contacts that match your search. From this search, you can easily add and take away other filters, such as years of experience, types of contact information available, education, diversity, and much more.

Amazing Hiring also provides a way for you to take all of these contacts that you have found and sort them into folders for later use. The Folders aspect of the tool is actually quite powerful and can act as a mini CRM of sorts.

In addition to these great functionalities, Amazing Hiring also has the ability to work with other tools (such as Greenhouse), work as a team with multiple members, and has a designated Chrome Extension. With all of these options, Amazing Hiring is definitely worth exploring – it could be the perfect tool for your workflow. ~ Noel Cocca

Look inside with Dean Da Costa:

The post Amazing Hiring Adds AI Update appeared first on RecruitingDaily.

Seamless.AI is both an app and an accompanying Chrome extension that helps you to both search for talent to find contact information and organizes your lists.

The tool has many of the same functions as other comparable tools: searching for companies and people based on location, industry, title, etc. However, Seamless.AI sets itself apart in that it prides itself on being more than just a glorified LinkedIn search. Yes, it searches and finds you contact information from LinkedIn. However, the tool searches over 150 million companies, 250, 000 news sites, a billion social profiles, and more. This can allow you to find the contact you may not when using other sourcing tools.

The tool gives you a variety of options when it comes to searching through, sorting, and saving this large amount of information.

• When searching for Companies, Seamless.AI simply outlines the industry, size of the company, and location, and provides links to each company’s website and social sites.
• In a search for People, it conveniently displays the title and company and provides an easy and fast way to reveal contact information. Revealing contact information using a credit, of which you are given a number for free.
• AI also includes the unique “Research” button, which can find additional information on people.

Once you have found people you think are a good fit, you can easily add them to your contacts and sort them into lists. If you would like to take a list and export it for use outside Seamless.AI, the tool provides a few different options.

• You can export the Raw data, which provides an excel-style document with all the information Seamless.AI has found on the selected contacts. This format is a bit messy, and may be redundant, but gives you all the information you may need in the future.
• You can also choose to export Clean data. This provides you with a neater list, that simply provides the information you are most likely to need, such as contact information and social links.

Overall, Seamless.AI is a very versatile and powerful tool, and definitely worth checking out. ~ Noel Cocca

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The post How To Use Seamless.AI for smarter, faster sourcing appeared first on RecruitingDaily.

Use Swordfish to help you navigate and build your pool of talent

Swordfish works as a Chrome Extension to find contact information on a wide variety of sites and profiles. The tool itself is very simple.

• Once the tool is open on a site, it scans the profile to find contact information, including phone numbers, email addresses, and more.
• After you see what kind of information it has found, you can decide if you want to use a credit to reveal the contacts. To do this, you simply select “show.”
• You can save the contact information you have found to your lists.
• An “Auto open” option makes it easy to quickly bring the tool up on any site.

The simplicity of the tool makes it a simple and painless addition to any workflow.  We love that.

Using a credit in Swordfish unlocks all of the contact information associated a certain profile. With the free version of Swordfish, you are given fifty free credits a month. Alternatively, you can pay for premium credits, which provide additional information, such as social links.

Overall, Swordfish is worth adding to your collection. It works for the United States as well as internationally, and has proven to be powerful and accurate. It also works with some sites that comparable tools may not, such as with Gmail profiles. ~ Noel Cocca

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Social List is a very cool recruiting & sourcing tool that allows you to search through a wide variety of social sites to find people and contacts that fit your needs.  Created by Irina Shamaeva of BrainGain, you know it has to be good. In its most recent update, it adds a great new feature: the Contact Finder.

I won’t go into too much depth on the previous features, but overall Social List packs a lot of power and versatility. You can search through social sites such as LinkedIn, Github, Meetup, ResearchGate and more. Better yet, these searches are specifically tailored to each site. For example, the LinkedIn search agent lets you search by company and title, and there’s even a specific search for people “Open to New Opportunities.” The results of each search are displayed in a way that makes sense, highlighting Name, Title, and Company.

However, the new Contact Finder feature of Social List makes it an even more valuable tool. The Contact Finder tab can be found at the top of the screen and takes you to a new search tool.

• Search by First and Last name, Company name, Company Domain, and/or Profile URL.
• Results include location, email addresses, phone numbers, social profiles, and other relevant links.
• The found information is displayed in an extremely readable format.

This tool makes it very easy and fast to pull out all the information you need.

With the addition of this new feature, Social List can now help you with multiple aspects of your recruiting process. You can use Social List’s search agents to find people (and profile URLs) that you want to research further. Then, take that information into the Contact Finder feature to pull contacts!

If you haven’t used Social List in your workflow before, now is a great time to give it a try. ~ Noel Cocca

Look inside with Dean Da Costa:

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A funny thing happened sometime in the last ten years. You can blame the Internet, Millennials or whoever you want, but the facts don’t lie: brand, branding or whatever you want to call it has become a big deal. And we’re not talking about some lame corporate re-brand, a new logo is not the point. Heck, we’re not even talking about employer brand. What we’re interested in is personal, well, actually it’s professional. See, recruiter brand isn’t a new concept per se, but like the state of the industry, it is evolving and with it, so must we.

Now, for the sake of transparency, let’s state the obvious: I am not a recruiter, at least not anymore.  As a business owner, I have and continue to recruit partners, funding, employees, writers, and contractors. I was once upon a time full time, full cycle in healthcare, and you’re welcome to read all about my expertise and accomplishments in that role. So now that we’ve established that, here’s who I am: a person who has learned a lot about recruiting, a lot about brand and a lot of about what it takes to be successful in today’s world. And based on that experience, here’s what I know about creating a recruiter brand:

• The average candidate might not know what a recruiter is or what they do. Seriously. As insiders, we sometimes overestimate how much people understand about getting a job. Don’t expect people to understand who you are or why you’re calling them about their application. Translations vary but borrowing from Hippocrates, this means “either help or do not harm the (candidate).”
• There are a lot of myths and misconceptions out there about recruiters. It’s your job to debunk them. That’s right. For the sake of recruiters everywhere, you need to do this work. Because like it or not, recruiters are often, as Adam Karpiak puts it, “candidate therapists.” Being truthful and honest at every turn will help create a reputation that precedes you.
• Look to the legends. Did you know there are recruiting legends? Icons, even. And no, I’m not talking about those influencer lists that laud people with significant social followings. I mean people who have been in the trenches for decades. The people who remember recruiting before the ATS even existed. Find them and learn about their work.
• But you also need to know who you are and what you bring to the table. This one sounds obvious but trust me when I say that introspection challenges even the most self-aware person. Assess yourself as you would a candidate. Get to know who you are before introducing yourself to the world as any one thing.
• At the same time, figure out who you want to be. Ever hear of an archetype? Without giving too much of a history lesson, the idea is that there are only so many personalities and stories to tell. You could be a LinkedIn Sage or a Hiring Hero. It doesn’t have to sound that trite; it just needs to be well-defined and easily understood.
• Choose your own adventure. Sure, these books went out of print in 1998, but the idea of determining actions and understanding outcomes still holds up — voice, tone, style, marketing, packing and positioning, etc. Ultimately, your brand is what you make it, and you’re the only one who can decide what’s right for you.
• Balance what’s self-serving with what pays the bills. Yes, brand is valuable, but more so are placements. You can’t have one without the other, and you certainly won’t get anywhere without making at least a few happy hires. While you’re promoting yourself, make sure your work reflects your brand, your capabilities and the position you’re looking to fill.

Look, there’s a lot more to say about recruiter brand, and frankly, I’m not a specialist (apparently those are a thing). The point is, recruiting as a profession doesn’t always come naturally and if you’re looking to make it in this world, you need to overcome that. The best way to do that is to stand out from the crowd and be a resource, an authority, a guide or something equally useful. Parallel to that, you need to curate the hell of your online persona and make sure people can find you.

As for me…like I said, I’m not a physician and healthcare recruiter anymore. Not in the textbook sense of the term. Back when I was, my brand emphasized my healthcare specialties.  I was known to surgeons, neurosurgeons, cardiologists and orthopods. I found that niche and stuck with it, connecting medical professionals with hospitals and practices across the country. Now I’m a different type of recruiter, connecting a community of recruiting professionals with like-minded individuals and the tools that help them do their work. Applications may have turned to articles, but in my case, the story remains about the same.  

The post Who Am I? A Recruiter Brand Story appeared first on RecruitingDaily.

Scroll to Bottom is a simple Chrome Extension that does exactly that—it scrolls to the bottom of the page with one simple click.

Saves you time, second by second

• Instead of manually scrolling, and waiting, and scrolling, and waiting, you can simply click the extension’s icon a few times and load hundreds and hundreds of profiles.
• Your other tools, such as scraping tools, can then be used to save all of these profiles, and find you the information you need.

This may not seem like something worth having a tool for. However, if you think about how long you spend scrolling, and can easily add up. Each click may only save you a few seconds, but those few seconds can add up to hours and hours you could have spent in more productive ways.

Scroll to Bottom was created by Single Click Apps, which has a number of other simple tools that can save you time and brainpower. This great tool and others are definitely worth testing out.

~ Noel Cocca

Look inside with Dean Da Costa

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