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Sourcing News and Knowledge – Beyond the Obvious


Articles tagged 'Applicant Tracking System'

Industry News

Recruiting Technology Vendor iCIMS Receives $35 million For Expansion


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iCIMS_Logo

Recruiting software vendor iCIMS has a new business partner and $35 million to spend on expansion. The company announced this morning that private equity fund Susquehanna Growth Equity has taken a minority stake in the firm.

“The company,” says today’s announcement, “plans to significantly increase investments in marketing, product development, and additional acquisitions that will further accelerate the organization’s rapid growth and expansion plans.”

Founded in 1999 by its CEO Colin Day, iCIMS offers SaaS-based talent acquisition, onboarding, performance and talent management tools. The company has made the inc. 5000 list of fastest growing companies for six consecutive years, finishing 2010 with revenue of $25.6 million (2011 rankings won’t be released until later this year).

Technology & Resources

Software 101: A Guide to Web-Based Applicant Tracking Systems


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The process of reviewing resumes, interviewing candidates, and hiring & on-boarding is time-consuming. When searching for the proverbial needle in a haystack, keeping organized should be easier. Thankfully, there’s a light at the end of the tunnel. Due largely in part to the emergence of web-based Software as a Service (SaaS), organizations of any size and budget can tap into feature-rich web-based applicant tracking software (ATS) and streamline their hiring processes.

As an alternative to traditional desktop systems, web-based software as a service puts big-time functionality at recruiting professionals’ disposal without the upfront expense of desktop implementations.

If you think you may be ready to get rid of your Rolodex and clear that stack of resumes off of your desk, here’s what you should know…

Corporate Sourcing, Leadership, The Sourcing Function

Collaborative Sourcing: The Merits of Exercising a Team-Based Approach


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people network sharing

In a 1963 speech, John F. Kennedy said, “A rising tide lifts all boats.” He was referencing the economy, and this quote has been used in support of many an economic initiative since. I work for a PR agency, and a couple of years ago I emailed a VP from a competitor agency to ask if he knew any good analyst relations candidates. We were looking for more junior level folks, so I wasn’t trying to recruit him, but thought it couldn’t hurt to ask. He replied that if he did know any, he’d obviously hire them first if he had a spot for them, but that he’d be happy to send them my way if he didn’t. This was exactly what I’d hoped he’d say. He followed that with, “A rising tide lifts all boats.” I had never heard this quote used to apply to a general profession, but I understood that he was inferring that helping each other hire the best talent is in the best interest of the analyst relations profession as a whole. I love that attitude, as it mirrors the way I think about sourcing.

Technology & Resources

Resumes Are Like Wine


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In response to my post last year about the deficiencies in the search capability of many Applicant Tracking Systems, a few people commented to the fact that resumes stored in applicant tracking systems become stale and outdated over time, which may explain why ATS resume databases are often the candidate “source of last resort.”

While candidate records inevitably age over time and can become outdated, this definitely does not have to be the case.

A candidate record can only truly go “stale” if no one ever makes contact and updates the record with more current information from time to time – and it need not even be every 6 months.

Any recruiter worth their salt will attempt to maintain periodic contact with most candidates and update their information as appropriate, regardless of their job search status. This can also be automated to some extent with strong and effective CRM functionality – so even if the recruiter forgets to follow up with someone every 6 months, the CRM won’t. 

The Sourcing Function

Why Sourcing?


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brain-cogs

Regular Contributor post from Kristen Fife


I recently had a phone conversation with someone I’ve crossed paths with in the local Seattle recruiting community but  have never met personally.

This is a question a good sourcer gets asked fairly frequently. My skill set, which like any good recruiter includes agency/corporate full lifecycle recruiting, has a strong Sourcing component. And by sourcing, I’m not talking about a junior recruiter doing a keyword search based on a profile or generic job description.

A good Sourcer enjoys research, marketing, and building long-term relationships with people. As I said in my conversation earlier this week, Sourcing as a separate specialty in Recruiting is a fairly recent “job title” as a senior recruiting role. Before the advent of major Applicant Tracking Systems, almost *all* recruiters had to be strong in both sourcing and account management. My Mom was a nurse recruiter back in the 80′s and her eyes glaze over when I talk about Boolean search strings and the various ATS’s I’ve mastered over the years. It’s only when I talk about posting a job or attending a live networking event that she actually has a frame of reference. For her it was about picking up the phone, reaching out to her professional colleagues for referrals and recommendations, and meeting with both campus and industry candidates.

In the 90′s, technology took much of the human element *out* of recruiting, while streamlining the recruiting process and allowing recruiters to handle much higher requisition loads in the process. I believe that search technology (thank you Google) has brought about the advent of “Sourcing”. Now that we can run targeted searches on large numbers of candidates, “sourcing” has become even more valued as a skill.

puzzle-lgBut Sourcing is more than just being able to run a Boolean search query. Much, much more. Sourcing is also about employment branding. As the first line in a *proactive* recruiting process, we are the initial representative of our organization. A large part of our success depends on creating long-term relationships, keeping them warm, and building trust and reliability. On top of that, we need to know the state of the industry both locally and nationally so we are aware of employment trends. Strong research and analytic skills are key to our profession.

And of course there is the very real human element. Like any good recruiter, we must be comfortable picking up the phone and talking to people. One of the best parts about being a senior sourcing professional, for me, is the luxury of forming strong professional relationships and gaining a reputation as someone to “send” trusted friends and colleagues to.

And last but not least, as the forerunner of the recruiting arm of an organization, candidates and potential candidates are almost *always* happy to hear from me.  I am calling them to talk to them about their professional expertise. To get to know them, what motivates them, and to make them feel valuable and to be interested in their careers. Who doesn’t like that?