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Open Source Recruiting Adrian Russo Slide 1 Open Source Recruiting Adrian Russo Slide 2 Open Source Recruiting Adrian Russo Slide 3 Open Source Recruiting Adrian Russo Slide 4 Open Source Recruiting Adrian Russo Slide 5 Open Source Recruiting Adrian Russo Slide 6 Open Source Recruiting Adrian Russo Slide 7 Open Source Recruiting Adrian Russo Slide 8 Open Source Recruiting Adrian Russo Slide 9 Open Source Recruiting Adrian Russo Slide 10 Open Source Recruiting Adrian Russo Slide 11 Open Source Recruiting Adrian Russo Slide 12 Open Source Recruiting Adrian Russo Slide 13 Open Source Recruiting Adrian Russo Slide 14 Open Source Recruiting Adrian Russo Slide 15 Open Source Recruiting Adrian Russo Slide 16 Open Source Recruiting Adrian Russo Slide 17 Open Source Recruiting Adrian Russo Slide 18 Open Source Recruiting Adrian Russo Slide 19 Open Source Recruiting Adrian Russo Slide 20 Open Source Recruiting Adrian Russo Slide 21 Open Source Recruiting Adrian Russo Slide 22 Open Source Recruiting Adrian Russo Slide 23 Open Source Recruiting Adrian Russo Slide 24 Open Source Recruiting Adrian Russo Slide 25 Open Source Recruiting Adrian Russo Slide 26 Open Source Recruiting Adrian Russo Slide 27 Open Source Recruiting Adrian Russo Slide 28 Open Source Recruiting Adrian Russo Slide 29 Open Source Recruiting Adrian Russo Slide 30 Open Source Recruiting Adrian Russo Slide 31
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Job boards and resume databases have long been the primary methods of sourcing for Recruiters. While resume databases contain millions of “opt in” candidates, the open-web contains billions of profiles and web pages. This track will discuss alternative means of finding talent which leverage open-source methods and open web sourcing. We will discuss the use of automation tools and repurposed open-source solutions to create custom recruiting solutions to improve sourcing efficiency.

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Open Source Recruiting Adrian Russo

  1. 1. OPEN-SOURCE SOURCING THE FUTURE OF RECRUITING ADRIAN RUSSO
  2. 2. ADRIAN RUSSO • OVER 12 YEARS OF TALENT ACQUISITION EXPERIENCE; 5 YEARS IN IT • MASTER OF SCIENCE IN INFORMATION SYSTEMS • BACHELOR OF SCIENCE IN BUSINESS ADMINISTRATION • AWS/MICROSOFT CERTIFIED
  3. 3. WHAT IS OPEN SOURCE? • Open-source is a term used to describe solutions in which the original source code is made freely available and may be redistributed or modified • For our purposes today, we will also consider products with open API access and automation services • The purpose of this discussion is to understand the open-source concept and how it can aid in recruiting
  4. 4. HOW DO I DETERMINE IF AN OPEN-SOURCE APPROACH WORKS FOR MY ORGANIZATION?
  5. 5. ITEMS TO CONSIDER • What is “open-source?” • When is an open-source approach to recruiting useful? • Who should adopt open-source methods? • Why doesn’t a pure COTS environment does not work? • How to integrate open-source products in your environment
  6. 6. WHEN IS AN OPEN-SOURCE APPROACH USEFUL IN RECRUITING? • Increase operational efficiency in recruiting • To extend the functionality of an existing solution • Automate manual processes • When a custom solution is required
  7. 7. INCREASE OPERATIONAL EFFICIENCY IN RECRUITING • Leverage automation to perform administrative functions in recruiting • Consider automating routine, planned or recurring recruiting tasks: • Candidate engagement • Content aggregation • Notifications for networking events, jobs, and referrals
  8. 8. LEVERAGE AUTOMATION SERVICES • Use services such as Zapier or Workato • Identify “trigger” to invoke the service • Email hiring manager after a phone screen is complete • Post new blog posts from company page on social media • Email candidates in the ATS when a new job is posted • Invite applicants to networking events
  9. 9. EXTEND THE FUNCTIONALITY OF AN EXISTING SOLUTION • Build on existing services • Combine two or more services that serve combined to create new functionality • Repurpose existing services to fill gaps
  10. 10. EXTEND THE FUNCTIONALITY OF AN EXISTING SOLUTION Extend existing services Create a trigger to fire based on events Create composite services Combine two or more services to create new functionality
  11. 11. EXTEND EXISTING SERVICES • Create a secondary trigger to invoke the new service • Use cases: • IF a new job is posted to the company website • THEN post the job to third-party job boards
  12. 12. AUTOMATE MANUAL PROCESSES • Leverage web services to automation manual processes • Integrate third-party services for background processes • Introduce services to increase operational efficiency
  13. 13. WHO SHOULD ADOPT OPEN-SOURCE METHODS?
  14. 14. EVERYONE! No out of the box (OOTB) solution will fit the needs of all organizations or teams
  15. 15. WHO SHOULD ADOPT OPEN- SOURCE METHODS? • Organizations who require more robust services that are not offered OOTB • Recruiting teams seeking to automate tedious manual processes • Companies migrating from legacy solutions • Tech startups on a budget
  16. 16. WHY DOESN’T A PURE COTS ENVIRONMENT WORK? • Products are not tailored to individual organizations or teams • Organizations have different needs and challenges • Processes vary from company to company
  17. 17. HOW TO INTEGRATE OPEN-SOURCE PRODUCTS IN YOUR ENVIRONMENT • Develop a product roadmap • Understand the resources available in your organization • Prioritize deliverables logically
  18. 18. ITERATE, ITERATE, ITERATE!
  19. 19. INTEGRATE OPEN-SOURCE PRODUCTS IN YOUR ENVIRONMENT • Identify the functionality that you would like to add • Consider the effort required to implement each item • Decide whether a third-party service, integration services, or custom solution is required
  20. 20. WHEN IS A CUSTOM SOLUTION REQUIRED? • No singular product can do all things for all organizations – gaps always exist • Core functionality of services do not fit all use cases • No existing service performs the required action • No integration service or automation service exists
  21. 21. CONFIGURE, REPURPOSE, OR BUILD?
  22. 22. CONFIGURE, REPURPOSE, BUILD • CONFIGURE automation services, if applicable • REPURPOSE existing open-source tools, if automation services are unavailable • BUILD if necessary
  23. 23. CONFIGURE • Automation services can be leveraged to add functionality • Consider the previously discussed use cases • Check automation service documentation for available system options and additional functionality
  24. 24. REPURPOSE • Repurpose other open-source solutions for open web sourcing • Consider test automation frameworks and web inspectors to eliminate need for custom development • Nightmare.js • Nightwatch.js • Protractor
  25. 25. CREATE A NIGHTLY SEARCH AGENT
  26. 26. CREATE A NIGHTLY SEARCH AGENT • Create composable Spec and Config files • Define keyword-based search scripts to identify matching talent from the open web • Define test parameters • Server address • Browser • Spec File
  27. 27. BUILD • Build custom solutions only when there are no existing solutions to perform the feature scope • Part of a long-term, iterative approach to the sourcing plan • Consider level of effort, cost, and ROI • Leverage components that promote loose coupling and scalability
  28. 28. HOW DO I GET STARTED ON A CUSTOM SOLUTION? Consider an API Gateway service Connection between two applications Leverage existing P/IaaS Build services in reusable components
  29. 29. LAMBDA AND AMAZON API GATEWAY • Create a serverless solution • Routing and configuration managed by AWS • Create Lambda functions for small, reusable tasks • Define an event to invoke the services • Available through free-tier of AWS
  30. 30. CONCLUSION • Perform gap analysis on your current recruiting platform • Leverage open-source event trigger solutions to automate recruiting processes without coding • Repurpose existing open-source libraries and frameworks in recruiting • Reserve custom development for long-term product roadmap items OR when OOTB solutions do not exist
  31. 31. QUESTIONS? Adrian Russo • Email: adrian@recruitlocator.com • LinkedIn: https://www.linkedin.com/in/adrianrusso82/

Job boards and resume databases have long been the primary methods of sourcing for Recruiters. While resume databases contain millions of “opt in” candidates, the open-web contains billions of profiles and web pages. This track will discuss alternative means of finding talent which leverage open-source methods and open web sourcing. We will discuss the use of automation tools and repurposed open-source solutions to create custom recruiting solutions to improve sourcing efficiency.

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