Talent Mining – Unearthing Value in Human Capital Data

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There are people in the HR/recruiting industry who believe that searching databases, the Internet, and social networking sites to source talent is relatively easy and that it can be automated through the use of technology.

While those people are actually right (to an extent), I am happy to say that unfortunately for them, it’s not that simple.

While anyone can manually write or automate basic searches and find some people, those searches only return a small percentage of the available talent that can be found and they also exclude qualified people. Moreover, there are actually many different levels of searching human capital data in the form of resumes, social media profiles, etc., most of which cannot be replicated or automated by software solutions available today.

In this post, I’m going to share my original slide deck from my SourceCon presentation on the 5 levels of talent mining that I delivered in DC at the Spy Museum (what an awesome venue for a sourcing conference!) and then I’ll dive deep into each distinct level, including examples.

The Advantages of Data: Predictive Control and Speed

Before I dive into each of the 5 levels of talent mining, I want to take a moment to explain precisely why sourcing potential candidates via human capital data (typically text from resumes, social profiles and activity, Internet content, etc.) is so powerful. There are two major advantages talent mining has over all other forms of generating candidates (e.g., cold calling, referrals, applicants, etc.):

1. More predictive control

  • When searching human capital data, you have a significant ability to predictively control the primary candidate variables: what people have done, what people can do, what people would like to do, where they would like to work, their compensation and their availability.

2. Speed

  • When searching human capital data, you can identify as many as 60 closely matched (highly likely to be QIA – qualified, interested and available) potential candidates per hour. Compare that to cold calling, trying to elicit referrals, and posting a job…

Has that piqued your interest?

If so, read on to learn more about the 5 levels of talent mining. If not, you’re reading the wrong blog. 🙂

Level 1 Sourcing / Talent Mining

Level 1 sourcing is essentially “buzzword bingo.” It involves little more than taking job titles and required skill terms from job descriptions, using them as search terms, and then performing straight lexical (word for word, title for title) matching.

As such a superficial level of keyword sourcing and matching, Level 1 sourcing does not require any deep understanding of the roles, skills, responsibilities, or technologies involved in the hiring profiles or the candidates. Read more here…

Source: Boolean Black Belt-Sourcing/Recruiting

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