The makers of TalentSpring, an automated candidate sourcing tool that taps into job boards, networking sites, and applicant tracking systems, have unveiled a newly-remodeled platform.
Subscribing customers will now have access to source from a broader scope of candidate pools including additional LinkedIn profiles and free job boards. In addition they now have the capacity to sync with more paid job boards and applicant tracking systems.
Active and passive candidates from all sources are then matched to a recruiter’s specific job requirements so the most qualified individuals can be ranked and sorted from the potential candidates. A recruiter also has the option of switching to an OFCCP compliant search with a few extra clicks.
This new release includes a version of their sourcing tool to enable recruiters and employers to try out the service for free.
TalentSpring’s CEO Bryan Starbuck explained how the sourcing tool’s algorithms work.
“By connecting to passive candidate sources like LinkedIn and active job seekers from job boards and ATS’s, we are able to perform an exhaustive sourcing search,” said Starbuck. “Boolean search breaks down because the search strings end up producing either too broad or too narrow of results. TalentSpring’s technology, however, triangulates the search process to find exact matches based on experience, education, industry, location and other factors.”
Starbuck claims that in-depth searches can be performed under three minutes. To put this notion to the test, the company is inviting recruiters to take part in their free recruitment challenge, which asks recruiters to visit the site and enter a job description. Then within 24 hours of entering the job requisition, a Hiring Success Consultant will additionally optimize their results based on the exacting needs of the job requisition.
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February 27th, 2009 at 2:46 pm
We are using a technology called Semantic Search.
Shally Steckerl has a whitepaper under development called:
“Sourcing with Semantic Search: The Holy Grail of Recruiting Researchers”
Shally’s blog post covers it here: http://jobmachine.net/blog/semantic_search
Semantic search technology breaks down text at the sentence level to understand meaning. For example, if a resume says, “As a brand specialist, I reported to the VP of Marketing, and I personally deployed a $20 million dollar brand advertising campaign. The effect in the garment industry resulted in better margins in Southwest reseller channels.”
Semantic search will let this resume rank higher or lower for your job openings based on the match. BOOLEAN search is inaccurate because it isn’t able to see concepts within segments in and between sentences.
Google and Microsoft are in a race to elevate their keyword based search technology to use semantic search. Microsoft purchased PowerSet (a semantic search company) for over $100 million as part of this effort:
http://venturebeat.com/2008/06/26/microsoft-to-buy-semantic-search-engine-powerset-for-100m-plus/
February 27th, 2009 at 3:01 pm
Vanessa,
Thank you for the information and proof. This article is another piece describing what is the paradigm shift: the resume is no longer a job seeker’s #1 marketing tool. Resumes are quickly being replaced by online social media networks, blogging, and other tools that enable a job seeker to deliver their value to their strategically targeted audience(s).
These tools along with a well written blog are helping recruiters, hiring managers, and companies shift their search methods for human capital. Thank you!