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Come Together, Right Now: How to effectively combine resumes and social data

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The best candidates don’t always stand out on paper.

Knowing your way around resumes and candidates’ social feeds isn’t enough to understand tech pros. You need to combine resume and social data into comprehensive profiles to truly assess them.

Checkout the first on-demand webinar in Dice’s Social Recruiting Pro Tips series, featuring sourcing ninja Johnny Campbell. And learn key tips on tapping into the right data at the right time to improve your slate of candidates.

You’ll learn:

• When to use different types of data, from resume to social to a combination of both
• How to effectively present insights from resume and social data to inspire hiring managers to take action
• How to pinpoint unique tech candidates, and connect with them faster, using tools like Dice’s Open Web platform

Learn more at http://www.dice.com/openweb

Published in: Recruiting & HR
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Come Together, Right Now: How to effectively combine resumes and social data

  1. 1. COMETOGETHER RIGHTNOW: How toeffectively combine résumés and social data in your assessments. With Johnny Campbell Founder & CEO, Social Talent SOCIAL RECRUITING PRO TIPS SERIES
  2. 2. The world’s talent at your fingertips WHAT YOU’LL LEARN: READY? When to use different types of data, from resume to social to a combination of both How to effectively present insights from resume and social data to inspire hiring managers to take action How to pinpoint unique tech candidates — and connect with them faster — using tools like Dice’s Open Web platform 1 2 3
  3. 3. The world’s talent at your fingertips THE BEST CANDIDATES DON’T ALWAYS STAND OUT ON PAPER. Jonathan Campbell cont’d Summary Skills & Expertise Education I have worked as a Recruiter in Ireland and the Caribbean for the last 15 years but now run Social Talent, the world’s leading provider of Online Recruitment Training. We want to change the way that organisations identify talent globally by translating technology and educating front line recruiters through a premium, personalised and practical online learning experience. Our promise is to deliver the world’s best and most practical recruitment training in a consistent, high quality format, personalised by: who you are, where you are based and what you recruit for. Our expertise is in identifying and delivering the benefits of a Web 3.0 world to the recruitment industry. Our customers are recruitment agencies, corporate recruiters, headhunters, the HR and marketing departments of hiring organisations and providers of technology solutions to the recruitment industry. We train recruiters in how to source passive candidates and we advise organisations on how to leverage social media, SaaS technology and video to source, attract and engage talent globally. We help companies and recruiters to source talent through social media and the web. We enable recruiters and hiring organisations to tap into the “passive” candidate market, which represents over 80% of the total labour pool, by providing them with the tools to source directly from the internet, by building talent communities on social media and helping corporates to develop and market their “employer brand” online in the places where their target audience spend the most time, namely social media. Specialties: Online Recruitment Training, Social recruiting, boolean search, facebook marketing, social media marketing, talent acquisition, talent community management, internet sourcing, CIPD Certified Internet Recruitment trainer. Certified Internet Recruiter Social Media Recruitment/Retention Staffing Services Training & Development Web Development Graphic Design Black Belt in Internet Recruitment Blue Belt in Internet Recruitment (completed) Orange Belt in Internet Recruitment (completed) Brown Belt in Internet Recruitment (completed) Internet Recruiting Talent Scouting Recruiting Talent Acquisition Employee Training Sourcing Social Media Marketing Search Engines Social Recruiting Training Contract Recruitment Executive Search Personnel Management Human Resources Interviews Management Temporary Placement Talent Management Recruitment Advertising Employer Branding Technical Recruiting Permanent Placement Screening Resumes E-recruitment Leadership Strategy RPO Employee Benefits Temporary Staffing Video Online Recruitment Training Recruitment Training Boolean Training CIPD Irish Recruiters Certified Internet Recruiter, 2010 University College Dublin BComm, Business, 1995 - 1998 University College Dublin BComm, Commerce, 1995 - 1998 Jonathan Campbell jonathan@socialtalent.co Experience CEO Social Talent Nov 2010 – Present (2 years 4 months) We want to change the way that organisations identify talent globally by translating technology and educating front line recruiters through a premium, personalised and practical online learning experience. Our online recruitment training portal (MySocialTalent. com) is an expansive “bible” of everything you need to make the most out of online tools to identify, attract and engage with top talent globally. Top Recruiters at Oracle, Paypal, Twitter, Accenture, Adecco, Hays and Manpower leverage Social Talent’s online recruitment training to ensure that they hire top talent and outperform their peers. My job is to think of new ways that technology and Web 3.0 tools can help the recruitment profession and teach others through blogging, webinars, consulting and training. I also try to make sure that the team at Social Talent have fun, break things and go home at the end of each day feeling like we have made a difference to our industry, however small. 11 recommendations available upon request Director Select People Ltd Jul 2008 – Nov 2010 (2 years 5 months) accepting international assignments in the Europe, the US, Latin America, the Caribbean, Canada, the Middle East and Asia. We work on a select number of assignments at any one time, leveraging our network of contacts and introducers across the globe, particularly Operations Manager Baraud Jun 2006 - Jul 2008 (2 years 2 months) business in Grand Cayman, in the British West Indies. The company provided permanent and temporary staff to all of the island’s employers, and also outsourced immigration consultancy services. In addition, we had a large IT Training business. 2 recommendations available upon request Manager, Industry & Commerce Recruitment Accreate Financial Search & Selection Aug 2003 - Jun 2006 (2 years 11 months) Led the Industry (non Financial Services) Accountancy recruitment team which consisted of four other recruit- ers and myself. 1 recommendation available upon request Senior Recruitment Consultant Accreate 2003 - Jun 2006 (3 years) Joined the company in its second year of business to help develop the Industry & Commerce desk. Corporate Account Manager Fujitsu Siemens Computers 2002 - 2003 (1 year) 1 recommendation available upon request Manager, Accountancy Recruitment HRM 1998 - 2002 (4 years) Built the Accountancy & Finance division to a team of 8 recruiters at its peak, being the largest division in the company at that time. 2 recommendations available upon request CEO at Social Talent Online Recruitment Training socialtalent.co Take Jonathan, for example. His resume just conveys what he wants you to know.
  4. 4. The world’s talent at your fingertips YOU HAVE TO DIG DEEPER. He's big into rock music. He's got a lot of followers, so peers must think he has interesting things to say. And, he enjoys kicking back and relaxing. If you look closer, you'll learn a lot more. He's a family guy.
  5. 5. The world’s talent at your fingertips YOU HAVE TO DIG DEEPER. When you listen to him, you get a sense for his skills and who he really is.
  6. 6. The world’s talent at your fingertips YOU HAVE TO DIG DEEPER. You can learn he's a world traveler. A foodie. And read what he has to say. You can see what he talks about most.
  7. 7. The world’s talent at your fingertips YES, IT'S IMPORTANT TO INVEST IN A COMPREHENSIVE ASSESSMENT. HERE'S HOW. STEP ONE ASSESS TECHNICAL FIT STEP TWO ASSESS CULTURAL FIT STEP THREE CONTEXTUALIZE THEIR SKILLS AND PERSONALITY STEP FOUR USE THESE ASSESSMENTS TO MAKE AN IMPACT
  8. 8. The world’s talent at your fingertips CONTEXT Keyword positioning and volume EVIDENCE Beyond keywords — self-generated VALIDATION Peer reviews, recommendations and endorsements STEP ONE: ASSESS FOR TECHNICAL FIT. First, assess if the candidate has the basic keyword requirements.
  9. 9. The world’s talent at your fingertips TECHNICAL FIT Then, find evidence of the contributions he's made. Validate if others are interested in his code. Checkout his reputation. See if he’s willing to share and contribute to other peoples' work.
  10. 10. The world’s talent at your fingertips TECHNICAL FIT Do his top three skills match your requirements, and do his peers validate them? Is he really an expert in his field?
  11. 11. The world’s talent at your fingertips FOUR KEY SOCIAL SITES FOR ASSESSING TECHNICAL FIT: GITHUB/BITBUCKET Open source code for developers. Frequently forked repos or followed users indicate expertise or knowledge. STACK OVERFLOW Q&A site for developers. Reputations are shown as numerical scores. Most tagged topics are most obvious skills. QUORA Q&A site with a majority of tech users. Questions are less technical and answers are “voted up” by users. DRIBBLE/BEHANCE Portfolio site for designers — UX, web, graphic, illustrator, etc. Number of followers indicates reputation.
  12. 12. The world’s talent at your fingertips STEP TWO: ASSESS FOR CULTURAL FIT. Get a sense of his conversations — would he fit in around the water cooler? And what about the videos he's into? Is he just a Developer by trade, or is he really passionate about it?
  13. 13. The world’s talent at your fingertips CULTURAL FIT What's his sense of humor like? His passions and interests?
  14. 14. The world’s talent at your fingertips CULTURAL FIT Does he take himself too seriously? What does he talk about most frequently?
  15. 15. The world’s talent at your fingertips FIVE KEY SOCIAL SITES FOR ASSESSING CULTURAL FIT: FACEBOOK User created content that provides insight into how they (want you to) think of themselves outside of work. TWITTER What third-party content interests the user? FOURSQUARE Location based data on where the user goes — workplace, home, travels, restaurants, gigs, etc. KLOUT Quick summary of the topics they most discuss, share, and interact with on Facebook and Twitter. MEETUP How much of their personal time do they devote to professional passions?
  16. 16. The world’s talent at your fingertips STEP THREE: CONTEXTUALIZE THEIR SKILLS AND PERSONALITY. FOR EACH “MUST HAVE” REQUIREMENT, SUMMARIZE EVIDENCE OF CAPABILITIES. ILLUSTRATE CULTURAL FIT THROUGH EXAMPLES. CALL OUT WHAT YOU CAN CONCLUDE, BUT IS NOT EXPLICIT IN THE RÉSUMÉ.
  17. 17. The world’s talent at your fingertips STEP FOUR: USE THESE ASSESSMENTS TO MAKE AN IMPACT. CHOOSE YOUR MEDIUM. FIND UNCOMMON COMMONALITIES. ILLUSTRATE YOU’VE DONE YOUR HOMEWORK.
  18. 18. The world’s talent at your fingertips YOU MAY BE ABLE TO DO THIS ON YOUR OWN, BUT WHY? With Open Web you could assess candidates in less time than it takes to flip through this presentation.
  19. 19. The world’s talent at your fingertips USE OPEN WEB TO GET THE FULL STORY. Open Web makes tech recruiting easier by bringing together social data from across the 130 sites that matter most in tech, and presenting the data in a way that's simple to act on. Learn more at dice.com/openweb
  20. 20. The world’s talent at your fingertips JOIN THE OPEN WEB COMMUNITY
  21. 21. The world’s talent at your fingertips SOCIAL RECRUITING PRO TIPS SERIES With Stacy Zapar UP,UPANDAWAY: How touse social data to increase response rates. LATE SEPTEMBER

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