Instead of Agencies, One Recruiter Is Trying These 5 Tools

erewebinars-event-erc15[1]Cat Hernandez, head of talent at Chartbeat, mentioned yesterday on a panel at ERE’s San Diego conference that she uses very few third-party agencies. (Actually she has used headhunters on a very limited basis, like for “container searches,” sometimes called “retingency.”)

Instead, she said, she’s tinkering around with a few recruiting technologies, some you probably know and some you probably don’t as they are in betas.

After the session, I asked her what those tools were.

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3 Comments on “Instead of Agencies, One Recruiter Is Trying These 5 Tools

  1. Anyone in talent acquisition or in corporate recruitment ought if they are worth their name and title of TA lead/manager/director etc. to be aware of the vast and forever growing number of channels, tools and solutions that in many respects can do away with using agencies. With overall talent acquisition as a topic evolution 80% driven by the vendor market and 20% driven by a very few internal TA functions there are ample and for some really exciting and ground breaking ways of finding alternative solutions and and savvy corporate recruiter should if not being directly aware of all that is available then at least at all times keep and open eye towards what these every day emerging tools may be and what they can do. From the UK there is a budding and very fast growing solution that is taking the tech and start up scene in London with storm,

  2. While I do use a few tools above and beyond LinkedIn and Indeed, I suspect that many recruiters use these tools as a crutch to avoid the pain and agony of cold calling and building long-term relationships. They would rather send emails or InMails and pray for a response.

    Top producing candidates rarely spend their Sunday evenings perusing these sites for job openings. People who are not top producers probably do spend their Sunday evenings looking for jobs. (Yes, I realize I am generalizing–there are exceptions of course)

    But as an Agency recruiter who can make a lot of money if I am stronger and more efficient than my competition, I would love it if all these tools worked wonders for me. But 80 to 90% of my placements are made with either people whom I have had in my files for periods of time, sometimes even years, and spoken to often, or people whom I have met face to face more recently at industry trade shows. (I go to an average of 8 shows per year, usually 6 within the US and 2 overseas)

    Going to multiple trade shows per year “ain’t cheap” but the networking opportunities are outstanding. That is my “secret weapon”–I will “cold talk” to a hundred or more potential candidates during a 3 or 4 day trade show, and pick up at least a half dozen job orders at the same time.

    If a tool is unknown enough where even in-house or agency recruiters have not heard about it, I can almost guarantee you that most top producing candidates have not heard about it either. They have no need to look for exotic new ways to get their names out there. The good Agency and in-house recruiters already know who they are, and will call them. People who are concerned about their job security are more likely to dig for that kind of information.

    Having said that, I will take a peek at the above sites to see if any might be helpful to me. I was skeptical about LinkedIn at one time too. Now I have 11,000+ first level contacts from my industry. (Biotech)

    The best advice I can give a young recruiter is that Relationships Matter and Cold Calling matters. (Not random cold calling, but cold calling people that you know have the right background)

    1. Great reply, Bill. Your last paragraph struck a similar chord with me.
      It’s pointless to cold call people you know have the wrong background for a requisition. Of course, developing relationships, as you pointed out is crucial.

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