7 Steps to Managing Your Recruiting Portfolio

Job boards? Social networks? Search engines? Wikis? Blogs? Microblogs? The list could go on and on. What are you using? Some of the above? All of the above?

Recruiters and sourcers have a wealth of options at their fingertips to find, reach out, and connect with active and passive talent. Every recruiter and sourcer has a different set of sites, tools, and communities that they use to find their talent. This is what I like to refer to as the “recruiting portfolio.”

A recruiting portfolio can be comprised of countless sites and tools.

Job boards include Monster, Careerbuilder, and Dice. Classifieds include Craigslist and Kijiji. Social networks include Facebook and MySpace. Business networks include LinkedIn, Doostang, and XING. Major search engines include Google, Yahoo!, and MSN, while niche search engines include exaLead, Clusty, and Technorati. Microblogs include Twitter and FriendFeed. Niche career sites include DiversityJobs and TheLadders. Free job boards include Google AdBase and Lee Hecht Harrison. Listservs include TheRuthieList. Online groups include Yahoo Groups, CollectiveX, and Ning. Video sites include YouTube and 5min. Name search sites such as Jigsaw, Hoovers, Pipl, and even Spoke. Tools to use including Talenthook, Infogist, and Broadlook. Podcast sites such as Talkshoe and Podcast.com.

Article Continues Below

The list of options goes further into Digg, StumbleUpon, Wikipedia, LiveJournal, Scribd, universities, news sites, state employment sites, virtual reality sites, associations, technology councils, training sites, blogs, and countless more.

How can a recruiter or sourcer manage their recruiting portfolio? Here are some helpful suggestions:

  1. Stay organized. Make sure you are up to date on the talent you currently have access to in an internal company database, or in electronic folders and emails on your desktop.
  2. Get internal referrals. If your current company has a referral program in place, great. If not, pull out the phone directory and start introducing yourself.
  3. Get to know the ins and outs of each site or tool you currently have access to. Build up a solid understanding of each one so you know what you already have available at your fingertips.
  4. Build a presence in social and business networks. Set up profiles on dozens of these sites and invest an adequate amount of time on each. The more time put in will help to develop a solid network and get well-connected on each one.
  5. Diversify. Each site or community has its own unique audience. Discover what works for your needs and what doesn’t. The best way to do this is by trial and error.
  6. Join groups. Engage people in discussions on Yahoo and Google Groups. Check out Ning, and RecruitingBlogs. Follow people out on Twitter.
  7. Stay ahead of new sites and tools. Do this by paying close attention to blogs such as TechCrunch, and one of its sites, Crunchbase. TechCrunch is a blog dedicated to reporting about new technologies and new companies in the technology space. The site brings a ton of information on new products, services, and tools that anyone in recruiting can use. It’s almost as if the site was designed for the recruiting and human resources communities.

Geoff Peterson is the Managing Principal for General Lead, a national provider of talent delivery, advanced sourcing services, and custom recruitment training. He has over ten years' full life-cycle recruiting, Internet sourcing, and research experience nationwide, having fulfilled successful engagements with small organizations and Fortune 500 companies alike. Geoff brings a wealth of knowledge and experience to the table including Technical Recruiting, Executive Recruiting, Internet Sourcing, Name Generation, Competitive Intelligence, Internet Research, Job Search Strategy and Recruitment Marketing.

Topics

4 Comments on “7 Steps to Managing Your Recruiting Portfolio

  1. We find the best way to keep everything organized it to book mark every one of the sites you are using to recruit and on a daily basis work on 5-8 sites. By breaking it up and staying on top of a few sites a day it makes it easier to manage all of the different sites. We also use Google alerts to inform us if new information has been put out on the web on any of the searches we run. This allows us to stay on top of all new info that hits the web without having to run the search over and over again.

    Ryann Reddy
    Director of Search
    Namegeneration.net

  2. Number 1 is by far the most difficult aspect of managing all of these candidate portals. Every day we are swamped with new requests to join this site or that site – some are noteworthy, but most are not.

    I don’t have a set procedure yet for balancing all of these sites and tools, but it is starting to become a higher priority today than it was two or three years ago…

    Robert Stanke
    http://www.robertstanke.com

  3. Geoff is right on target, but understanding each social media and using it as a tool for recruitment is only the beginning. The second, major issue of having to manage TOO many sources remains (not to mention keeping up with the various social and business networks springing up like weeds). I would add two more points to the list on HOW to manage the information.

    Streamline how you pull candidate data from sites like LinkedIn or even job boards by using tools that are Web 2.0-savvy. If you’re like most recruiters, you’re using an application tracking system. Make sure it can easily capture the data you are spending time to find!

    Use Internet tools to help manage social media and news feeds. Tools such as Friendfeed, Spokeo, Google Reader will allow you to aggregate and manage all your social media communications.

  4. Such articles from experts are really useful to individuals who are new to this kind of sourcing techniques. Not just Geoff’s article but also the comments/views of the other 3 are very informative.

    Looking forward to see more information on internet search to extract CONTACT details (email and phone number)of passive candidates.

Leave a Comment

Your email address will not be published. Required fields are marked *