Internet Search Is Hot: Three Cool Tools

Internet search is hot again, and that’s good for recruiters. For years now, recruiters have had to figure out how to search the Internet on their own. AIRS has offered the most well-known training on Internet searching, and thousands of sourcers and recruiters have completed their excellent program. But there hasn’t been much in the way of tools that automate the process or make it simple for either job seekers or recruiters to find the kinds of jobs or people they are seeking. A few years back a company called FlipDog pioneered a recruiting search tool that scraped the Internet for jobs. It was purchased by Monster and still exists as a decent tool to show a candidate the availability of jobs (and to show recruiters, conversely, people and skill demand) by zip code, state, or even region. In addition to FlipDog there are two other tools, Indeed and WorkZoo, that offer the job seeker a chance to explore what openings there are in a specific zip code, city, region, or state. These tools use a simple Google-like interface to initiate the search and offer more advanced search capabilities in other menus, just as Google does. It is amazing to see how ubiquitous the Google look and feel has become. A third tool, Eliyon, is aimed directly at recruiters and offers a powerful set of search capabilities. Indeed Indeed, still in beta mode, offers candidates a simple way to search for jobs aggregated from job boards, newspapers, corporate recruiting sites, and Craigslist. Indeed also presents searchers with a job-postings-per-capita graphic map. This is a useful tool for recruiters, showing which job markets are growing and competitive and which are cooling. For example, the current map shows that there are 22.1 jobs per 1,000 people in San Jose, the second highest after Boston, with 24 jobs per 1,000 people. On the other hand, Detroit, Rochester, San Antonio, and New Orleans all show 4.5 or fewer jobs per capita. If I were an active recruiter, I would understand that fewer jobs are available in those cities or areas and that there might be candidates who would be willing to move. Indeed also includes a link to a blog discussing the job search space. Blogs are a common feature on the websites we are discussing today; they add information, discussion, and explanations from a variety of perspectives. Recruiters can pick up insight into upcoming demographic and job trends and stay abreast of press releases and other information on the job market. By linking to other sources of information, these blogs provide you with a quick education in search technology and trends. I ran a simple search for a “recruiting manager” position in Seattle, Washington, on both Indeed and WorkZoo. The screen shot of the initial results page from Indeed shows that it found a total of 538 positions in the Seattle area.


Figure 1: Indeed search results

WorkZoo WorkZoo is an aggregator of jobs scraped off of a fixed number of job boards, rather than a complete Internet search tool. Based in San Diego, WorkZoo offers a similar Google-like interface as Indeed. It also features an interactive map of the U.S. with green dots indicating where jobs are clustered. By clicking on a dot, you can see what’s available in that area. It also will keep your search on file and email you when new similar positions are posted. Both Indeed and WorkZoo offer lists of cities showing either the number of job postings or the number of job postings per capita. WorkZoo’s map changes dynamically to show a 28-day change. Cool. WorkZoo also has a more in-depth site than Indeed, with information about its technology and how it works, as well as a well-written blog.


Figure 2: WorkZoo search results

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Even though the searches used the same criteria, WorkZoo returned a third as many jobs as WorkZoo. This is because WorkZoo searches only a fixed number of job boards, while Indeed also includes corporate websites and Craigslist. Eliyon While both Indeed and WorkZoo are free to job seekers, the third tool, Eliyon, is only available on a paid subscription basis to recruiters. Eliyon has been around for a few years now and has become a good friend to many sourcing experts and recruiters, particularly those who understand it and focus on using it well. Rather than helping job seekers find open or posted positions, Eliyon helps recruiters find people who have a presence on the Internet. It scrapes thousands of corporate and public websites to build an aggregated database of information about a particular person. When a search is run, it finds everyone it has indexed who meet the search criteria and presents the recruiter with a list of people, usually with phone numbers and email addresses, so that they can be contacted immediately. The screen shot below is a sample of a search I ran for human resources executives with recruiting in their title. As you will see, Eliyon located several ERE authors! It provides as much detail as is available on the web which usually means you can quickly get in touch with any of these people. The one and only limitation of Eliyon is that the person must have some sort of web presence ó either on a corporate or personal website, or on some other academic or professional site.


Figure 3: Eliyon search results

All of these tools are powerful and are increasingly going to be part of both the job seeker’s experience and the recruiter’s daily life.

Kevin Wheeler is a globally known speaker, author, futurist, and consultant in talent management, human capital acquisition and learning & development. He has founded a number of organizations including the Future of Talent Institute, Global Learning Resources, Inc. and the Australasian Talent Conference, Ltd. He hosts Future of Talent Retreats in the U.S., Europe, and Australia. He writes frequently on LinkedIn, is a columnist for ERE.net, keynotes, and speaks at conferences and events globally, and advises firms on talent strategy. He has authored two books and hundreds of articles and white papers. He has a new book on recruiting that will be out in late summer of 2016. Prior to his current work, he had a 20+year corporate career in several San Francisco area tech and financial service firms. He has also been on the faculty of San Francisco State University and the University of San Francisco. He can be reached at kwheeler@futureoftalent.org.

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3 Comments on “Internet Search Is Hot: Three Cool Tools

  1. Thanks for your comments Jean. While I too share your concerns about the influence of corporate and government dollars on media organizations at large, the arrangement you’ve alluded to simply does not exist here at ERE.

    Ours is a small world, so by necessity our authors will from time to time mention a company, product, or service that also just so happens to be a paid sponsor of ERE. There is absolutely no situation whatsoever in which we accept money from sponsors for mentions in articles in cases like these or in which we get involved in quid pro quo arrangements for the same. This article (as is the case for all articles we publish) is the creative brainchild of the author himself; ERE provides nothing more than editorial input to this or any of the other articles we publish.

    There are a very limited number of independent sources of information available for recruiters, ERE is one of the precious few. Support from our advertisers keeps us in business, but it does not in any way impact who, what, or how we publish.

    If you or any other member of the community have questions about our policies or practices in this regard, please post them here and I’d be happy to address them. You’re also welcome to email me directly if you’d prefer.

    Thanks Jean! Your comments have given me a great opportunity to clear the air, in case there are any misunderstandings in the community at large.

  2. I have to disagree with Jean on this.

    The topcial area of the article is Industry Trends and it is difficult to argue that FlipDog, Indeed, WorkZoo and Eliyon aren’t industry trend leaders/pioneers in this area. It only makes sense for Kevin to talk about them.

    I view his article as simply making recruiters aware of 3 of the more innovative and unique tools available to those that practice our craft.

    My humble opinion,

  3. A recruiter?s nature is to be somewhat skeptical. Too many times candidates have said they have one specific skill or another, only to have a recruiter discover upon further questioning, that the candidate had ?only once observed the process?. So, it is natural for recruiters to be somewhat skeptical, maybe even a little cynical. But the topic of this string has gone from a discussion of tools, to a discussion of ethics, or a lack thereof, and spurious assumptions have been throw about.

    I have been visiting the ERE for a number of years. I have posted to the forum, participated in many discussions, and written an article or two. I have had personnel communication with Jim and David a few times over the years. I have found them to be conscientious, helpful, and most concerned about ethics and our industry as a whole.

    Off-handed comments made among friends can be overlooked, or taken as light-hearted humor by those who know us, and know better. But to suggest underhanded motives on a public forum and publicly state that an article was published and that kickbacks were the motivating reason, is at best an egregious error and rather slanderous.

    People should think twice before throwing errant comments on public forums.

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