Talent Filter

How Does TalentFilter Work?

This is a blatant product pitch. It's okay to do this occasionally, says Jim Durbin, so I thought I'd showcase how the TalentFilter software works.  Recruiters currently spend up to 65% of their day searching for resumes on job boards.  Although fancy Web 2.0 services promise passive candidate results, the truth is most of us use job boards because they work.  You need the job boards, but what if you can automate the search process?  That's what Talent Filter was built for.

Simply use the Web-based one-user interface to input your job descriptions to search, match and manage online resume databases. TalentFilter's easy-to-use new search technology offers automatic advice on search strings, and then it sweeps all your paid and free job board subscriptions, ranks results, contacts the best matches, and automatically schedules the most qualified and interested candidates for interviews. Its one-format resume template provides clients views of each qualified candidate.

The Art Of Wooing New Employees

The following is a guest post by Jim Stroud.

How do you feel about love? I don't mean the flowers, candy and rapid heartbeat kind-of-love, but rather those warm-and-fuzzy emotions that accompany Recruiting. 

What's that you say? Human Resources and "love" do not exist in the same sentence? Really? Why is that?  (Go ahead and answer, I'll wait…)

Perhaps a better question is, "What prevents love from co-existing in your staffing department, especially as it relates to hiring?"

Right away I sense that you find this ideal to be ludicrous and without merit or professional bearing, but I would argue the contrary. For the purposes of this article, love is defined as a potential hire possessing a zealous desire to work for your company rather than your competitors' group.

X, Why Are You Hatin? Sincerely, Y

For the past few weeks it would seem that most people are having issues with Generation Y.  And yes I am happy to be apart of this generation and I do indeed have to ask “Y” so much discrimination? We are faced with higher education standards then previous generations. We come in large number in example we populate over 80% of colleges & universities. Generation Y is faster, efficient, more willing to learn, and detailed while at work. However, we are more fragile, worried about failure, and distracted.

 

As I started my career search into the corporate world around 19 years-old, I was eager to learn as much as I can about how a company operates.  I currently have three mentors who coach me now on how to make my work more efficient, to pay attention to detail, and to constantly research new ideas. The amazing thing about these mentors is they are all Generation X. 

 

The best thing about Generation X is their patience.  They constantly take time out of each day to train, inform, and praise Generation Y.  Pretty soon another generation will come along and show Generation Y up and history will repeat itself once again.

New Searching Technology Webinar Tomorrow

Hello Everyone,

TalentDrive would like for you to stop by and check out the webinar tomorrow, June 17th at 9:30am - 10:30am Central Standard Time.

TalentDrive will be discussing its new search technology TalentFilter, allowing recruiters to source, search, and schedule qualified candidates in less time and with a lower cost.

You can log on to the webinar at readytalk and enter the login information below. Yes it’s FREE

DATE: June 17th, 2008
TIME: 9:30am – 10:30am CST
CALL IN #: 866.740.1260
ACCESS CODE: 6764201
WEB LOGIN: readytalk
ACCESS CODE FOR WEB LOGIN: 6764201

Hope to see you there!

Cheers

Talent Drive Product: TalentSource

We don't normally write blatant product pitches, but Jim said that we can occasionally post about ourselves, so I'd thought I'd explain our TalentSource software.

TalentFilter is our SaaS product for recruiters to use to or easily source resumes form multiple sources.  TalentSource is our service that uses TalentFilter and then contacts the candidates for you.

With TalentSource, you can leave the heavy lifting to us. We'll source the best quality candidates online every day for you to auto-schedule candidate phone screenings- in a fraction of the time and a fraction of what it would cost for an agency to do it for you. Our proprietary Web- based technology not only captures new resumes which appear online everyday, but sweeps more than 40,000 online locations and identifies the qualified resumes to meet for your hiring needs.

For either service, or just to set up a demo on TalentFilter, contact acantu@talentdrive.com.

BigFoot Candidates

The following is a guest post by Jim Stroud, of the Recruiters's Lounge. 

It is sometimes a comedy of errors to observe the (sometimes) disconnect from reality between recruiters and well-meaning hiring managers.

I once read an article in VOIP Magazine discussing how a certain HR manager of a certain cable broadband provider contacted a certain expert for assistance in finding experienced IP communications people. It seems that this certain company had made a decision to deploy Voice over IP to round out a consumer package. What this certain HR manager wanted specifically, was a Director Of VoIP Operations. Since Director Of VoIP is a brand spanking-new position, involving a new technology, and a new service model for the company, whomever landed that job would need an excellent understanding of emerging technologies and a crystal clear view of the impact that this service would have on this cable broadband provider's business model. The writer of the article was not wholly optimistic of the HR manager's success. Why? Long story short, when the recruiting request was made, there were not many people around that fit the job description the HR manager described. In fact, the technology itself was relatively new. And this had me thinking.

"Self," I said to myself, "How would you go about recruiting Bigfoot candidates?"

"Bigfoot candidates?"

"Yes," I continue to say to... ummm... myself. "Bigfoot candidates are those candidates that some people believe exist, but most folks accept them as general myth."

IHRM Report: Back from Disney World

TalentDrive has just returned from the IHRIM 2008 Annual Event and Technology Expo at Disney World.  It was great meeting everyone that attended.  It was definitely a worthwhile experience and it was great to talk to everyone about TalentFilter. There were approximately 450 attendees. The types of sponsors that were included were: RPO, ATS, ERP, consulting, HR Technology, Payroll, and Candidate Management.  Take a look at some of our pictures of the event and Disney World.

Security Risk = No More $$

   In today’s high tech world, identities can be stolen within seconds.  Millions of dollars are transferred from one account to another in the blink of an eye.  And resume banks are under attack by their own creators. 

Why does someone put their resume online?  To show others?  To share with their parents?  No, a resume is uploaded into a database to help the person get a new job.  The more people that see this resume, the more chances the person has of getting hired.  So, in the past, different sites have searched other resume banks to glean more candidates.  Not anymore. 

Some sites have shut down all access ability to their databases, doing a great disservice to all those that use their site.  The choice wasn’t given to the clients of the sites, but rather forced upon them.  They weren’t given a little box to check saying, “Yes, I do want other job boards to see my resume!”

The targeted audiences of job board candidates are least likely to fear the option of putting their name, email address, or profile online.  These are the people that want their resumes and profiles to get viewed.  Exposure is key to candidates.  Job boards are simply stating a cost issue in security shielding them from users remarks towards this issue.

TalentFilter Demo: Take A Peek Behind The Curtain

This June, we're showcasing the TalentFilter product to prospective customers eager to automate their resume searches.  We're setting up a series of webinars showing how the TalentFilter product works, and we're inviting you to join us.

A 3 minute video demo of the product can be seen here with registration, but if you'd like the live walkthrough, contact me at acantu@talentdrive.com and I'll set you up with the dates and times.

Top Job Boards Survey

Phil Rosenberberg, the president of reCareered, catches the latest Weddle's Survey of Top Job Boards and gives us the top 30.  This is the top 30 out of more than 50,000, which suggests that your use of job boards should be broader than one password for one site.  The explosion of local and niche boards is daunting, but if you had the right software to collect job board resumes, it might not be so bad.  The results are below the fold.

As for Phil, his site focuses on the  job boards from the point of view of the candidate.  Check out his site, reCareered.