Sourcing on unusual resources and making first contact
Salute, Khabrovsk. Today, in anticipation of the launch of the IT-Recruiter course, we want to discuss with you the topic of sourcing and hunting using unusual resources.
Has it ever happened to you that you looked at all the sources, but you don’t have the candidate you need? Or did you go to a conference, listen to what cool sourcing tools are there, and they work in Europe, maybe in Moscow and St. Petersburg, but are absolutely useless in the regions? At the open lesson “The whole sourcing cycle in 1.5 hours”, Alina Yantsen talked about 4 new tools that will help you reach new candidates in the regions. Read, watch, comment!
Sourcing is an absolutely necessary process when working with an IT recruiter. In a general sense, this is any search for candidates, however, in our article, let's use this term in the meaning of an advanced search for candidates . Why do sourcing, no need to explain, because each recruiter had situations where the entire market was rummaged, all search platforms were tried, but there was no result. Moreover, there is a feeling that new candidates do not exist in nature at all. But the vacancy needs to be closed, the team is suffering, and the competitors are not asleep. In this situation, non-standard sourcing tools can help you .
The tools we are going to talk about are little known. At least, they are rarely talked about at conferences and are mentioned little in articles. But they are and are very effective. We’ll talk about them.
Mu.Zapinfo.IO is a free and useful tool that allows you to search for specialists with the required skills in the right regions. From the goodies - the ability to select the resources by which the search is carried out:
For example, with the help of Mu.Zapinfo.IO, the problem of searching on Facebook is solved, because it is no secret that many sourcing hacks for Facebook have stopped working due to a change in the privacy policy of the company. There are other resources that competitors rarely use, the same Xing.
Advantages of Mu.Zapinfo.IO service:
Details of use.
Before moving on to the description of Easy Boolean builder, let's recall that Boolean search is a search using keywords and operators that can be used to build queries. Boolean search helps a lot when we don’t want to delve into the mass of irrelevant candidate profiles. Using the necessary parameters, we narrow the search funnel by removing non-core candidates. And this is where Easy Boolean builder helps us.
The tool is an Excel-plate that automates your work and simplifies the construction of Boolean search-queries. Here is a link to the public version of the table that you need to copy yourself for further work.
What is good about Easy builder:
Details of use.
Another tool worthy of attention. A wonderful thing that allows you to get a list of profiles of people registered on Stack Overflow - the most famous platform of questions and answers about programming. To start the search, just follow the link . No passwords or registrations will be required.
What's good about Stack Overflow search:
Details of use .
A useful tool to help you find IT professionals in the regions. The application is used to search on the social network "VKontakte", author - Alina Yantsen .
What good is in Herovik:
Details of use.
When searching for new sourcing tools, do not forget about your main goal - the search for candidates. There are a lot of tools, so understanding each of them is another task. At some point, you may catch yourself thinking that you are not looking for candidates, but studying new tools . Yes, it is interesting and informative, but not this is your main task.
The second point: there are not so many sourcing tools in Russian, so sometimes you have to search for suitable words in English. Remember this.
How to choose a communication channel with a candidate from dozens of options? The easiest way is to use the contacts from the resume (call, write to an email address, etc.). But practice shows that this method is not always effective. That is why it is recommended to do the following:
Finding the right channel for communication is good. But it still does not give you a 100% guarantee that the message will be answered. A few simple rules will help increase conversion rates:
If you screwed up, and the candidate rightly pointed this out to you, boldly and sincerely admit your mistake. Many people laugh at how “recruiter girls” confuse Java and Javascript. But in fact, there are worse situations ...
Be that as it may, it is not a shame to admit a mistake, but to write about it openly is a bold and sincere step that will be appreciated. Do not doubt. And do not forget the banal truth: the one who does nothing is not mistaken. In the end, each of us can just make money.
There are more and more "bounty hunters", so it is important to stand out among competing recruiters. A lot of messages are simply not read out to the end, as they begin with banal phrases: "Hello, my name is Irina, I am an IT recruiter at X, we currently have a vacancy ..." It's boring, dry, official. Patterned in the end.
There is only one piece of advice here: be yourself and try to find your own style . Or be what the corporate culture of your company is. We have already mentioned the rules of three seconds. But the message can begin and end with a funny sticker, which attracts attention. There are other options - it all depends on your creative abilities, the ability to “feel” the candidate and understanding how to hook him.
That's all, successful sourcing and hunting for you!
Has it ever happened to you that you looked at all the sources, but you don’t have the candidate you need? Or did you go to a conference, listen to what cool sourcing tools are there, and they work in Europe, maybe in Moscow and St. Petersburg, but are absolutely useless in the regions? At the open lesson “The whole sourcing cycle in 1.5 hours”, Alina Yantsen talked about 4 new tools that will help you reach new candidates in the regions. Read, watch, comment!
A few words about sourcing
Sourcing is an absolutely necessary process when working with an IT recruiter. In a general sense, this is any search for candidates, however, in our article, let's use this term in the meaning of an advanced search for candidates . Why do sourcing, no need to explain, because each recruiter had situations where the entire market was rummaged, all search platforms were tried, but there was no result. Moreover, there is a feeling that new candidates do not exist in nature at all. But the vacancy needs to be closed, the team is suffering, and the competitors are not asleep. In this situation, non-standard sourcing tools can help you .
Tools you probably don't know about
The tools we are going to talk about are little known. At least, they are rarely talked about at conferences and are mentioned little in articles. But they are and are very effective. We’ll talk about them.
Mu.Zapinfo.IO
Mu.Zapinfo.IO is a free and useful tool that allows you to search for specialists with the required skills in the right regions. From the goodies - the ability to select the resources by which the search is carried out:
For example, with the help of Mu.Zapinfo.IO, the problem of searching on Facebook is solved, because it is no secret that many sourcing hacks for Facebook have stopped working due to a change in the privacy policy of the company. There are other resources that competitors rarely use, the same Xing.
Advantages of Mu.Zapinfo.IO service:
- is free;
- not difficult;
- several resources are available for verification;
- not blocked in Russia;
- inspires search on other platforms.
Details of use.
Easy boolean builder
Before moving on to the description of Easy Boolean builder, let's recall that Boolean search is a search using keywords and operators that can be used to build queries. Boolean search helps a lot when we don’t want to delve into the mass of irrelevant candidate profiles. Using the necessary parameters, we narrow the search funnel by removing non-core candidates. And this is where Easy Boolean builder helps us.
The tool is an Excel-plate that automates your work and simplifies the construction of Boolean search-queries. Here is a link to the public version of the table that you need to copy yourself for further work.
What is good about Easy builder:
- is free;
- not difficult;
- several resources are available for verification;
- no need to register;
- no need to install;
- non-public;
- inspiring to search on other platforms.
Details of use.
Stack overflow search
Another tool worthy of attention. A wonderful thing that allows you to get a list of profiles of people registered on Stack Overflow - the most famous platform of questions and answers about programming. To start the search, just follow the link . No passwords or registrations will be required.
What's good about Stack Overflow search:
- is free;
- not difficult;
- no need to register;
- no need to install.
Details of use .
Herovik
A useful tool to help you find IT professionals in the regions. The application is used to search on the social network "VKontakte", author - Alina Yantsen .
What good is in Herovik:
- not for money;
- not difficult;
- no need to register;
- no need to install;
- for work with regions;
- immediately with contacts.
Details of use.
How else to look for sourcing tools?
When searching for new sourcing tools, do not forget about your main goal - the search for candidates. There are a lot of tools, so understanding each of them is another task. At some point, you may catch yourself thinking that you are not looking for candidates, but studying new tools . Yes, it is interesting and informative, but not this is your main task.
The second point: there are not so many sourcing tools in Russian, so sometimes you have to search for suitable words in English. Remember this.
Establishing first contact with a candidate
How to choose a communication channel with a candidate from dozens of options? The easiest way is to use the contacts from the resume (call, write to an email address, etc.). But practice shows that this method is not always effective. That is why it is recommended to do the following:
- With leave a candidate profile . To determine a candidate’s profile, look at who works for your company, what motivates your employees, what common interests they have, how to attract a candidate. It happens that the decisive argument for the candidate becomes a very cool office or CO-OP employees in DotA. Even cooler if programmers who visit the same pub meet a candidate there and say: “Dude, we have the best company, come on to us!” It works without fail.
- Use the power of Similar Web . This is a resource that is used for web analytics and the study of activity on transitions to the site. With it, you can determine which communication channel is best for you. Details of use .
How to increase conversion rate of answers?
Finding the right channel for communication is good. But it still does not give you a 100% guarantee that the message will be answered. A few simple rules will help increase conversion rates:
- Check if your message is read in instant messengers. Yes, such an opportunity is not everywhere, but if it exists, use it. Also, if you wish, you can find out if the letter sent by e-mail was opened.
- Feel free to remind yourself. Do not be afraid to write again. The candidate could have a release, vacation, or other reasons that prevented him from responding. In most cases, with persistence, the person you need will still get in touch. And the probability of running into rudeness is extremely low, because IT specialists are most often adequate, polite and simply wonderful people.
- Remember the rule of three seconds of attention. The flow of information that modern man processes is simply huge. The IT market has grown significantly. This means that we need to work on the quality of what we write . Try to attract attention from the first lines , immediately indicating the pluses and important details of the vacancy.
What to do if screwed up?
If you screwed up, and the candidate rightly pointed this out to you, boldly and sincerely admit your mistake. Many people laugh at how “recruiter girls” confuse Java and Javascript. But in fact, there are worse situations ...
Be that as it may, it is not a shame to admit a mistake, but to write about it openly is a bold and sincere step that will be appreciated. Do not doubt. And do not forget the banal truth: the one who does nothing is not mistaken. In the end, each of us can just make money.
What to do to remember you?
There are more and more "bounty hunters", so it is important to stand out among competing recruiters. A lot of messages are simply not read out to the end, as they begin with banal phrases: "Hello, my name is Irina, I am an IT recruiter at X, we currently have a vacancy ..." It's boring, dry, official. Patterned in the end.
There is only one piece of advice here: be yourself and try to find your own style . Or be what the corporate culture of your company is. We have already mentioned the rules of three seconds. But the message can begin and end with a funny sticker, which attracts attention. There are other options - it all depends on your creative abilities, the ability to “feel” the candidate and understanding how to hook him.
That's all, successful sourcing and hunting for you!
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