It’s tempting. The services that IT recruiting firms provide can be convenient and have helped out many a corporate during a recruiting crunch. But the same sourcing and screening tools that are used by IT recruiting firms are equally accessible to the time-constrained corporate recruiter, and they are becoming indispensable. While existing tools are constantly evolving, new ones are entering the market. These tools provide targeted candidate data which IT recruiters analyze and manipulate to deliver a searched, screened, sanitized and ribbon-wrapped pile of talented developer resumes.

Technology to the Rescue

According to an article by Jon Bersin in “Forbes”, dated June 22 2012, a war is being waged among innovative startups. This war is being carefully scrutinized by IT recruiting firms and the savvy IT recruiter. New startups are scrambling to create the next best sophisticated social aggregation tool to help the corporate and agency recruiter in the quest for IT developers and programmers with topnotch capabilities. These companies are recognizing the huge amounts of money spent by US companies in their recruitment efforts. An estimate by “Forbes” suggests that over $140 billion is spent each year. The fact that over 40 million people change jobs each year has created a burgeoning market. So, what exactly are social aggregation tools, and how do they help the IT recruiter?

Just Hangin’ Out

IT specialists, particularly software developers, love to “hang out” in cyberspace chat rooms, programming networks, and other internet hideaways. Here, they gather to exchange code and other IT-related gossip. It is in these locations where knowledge and programming skills are show-cased. IT recruiting firms and corporate recruiters are now able to access these locations – call it “talent stalking” if you will. Social aggregate tools are able to collect data from multiple social network platforms such as Facebook, LinkedIn, Stack Overflow, chat rooms, and internet networks. An “aggregator” is able to gather data and consolidate it into one profile. Therefore, a recruiter is able to gather a total profile of a candidate, or search for candidates with a certain skills set. Additionally, such tools capture the “passive” candidate and provide ways to reach them, job seeker or not.

Certain tools that are geared toward IT recruiting firms, or the IT recruiter, aim to match up the job seeker with the recruiter. These tools recommend jobs to candidates and can provide lists of candidate profiles to corporate recruiters and IT recruiting firms. The reason why these tools are so useful for IT recruitment firms and those looking for IT developers is, first, because they offer a way to find the precise IT skills that are required, and second, they offer a way to screen out unsuitable candidates.

Cool Tools

The IT recruiting firms and the recruiter who is in search of that IT programmer can use these tools to build a database of people and their skills. Zao is an example of a tool that acts as a referral system. Gild is particularly interesting to the corporate recruiter because it invites visitors to plug in code and then evaluates that code. It then sends these evaluations to prospective employers and IT recruiting firms. Identified, TalentBin, and HiringSolved sort and search potential candidates according to their social media activity, lifestyle and habits. Fail to use tools like these in the future and you risking losing the best talent in a market that is becoming increasingly competitive.

So, there you go. No need to rely solely upon IT recruiting firms. Explore social aggregation tools and you can check off IT sourcing on your to do list. Go and enjoy a cocktail and be confident that, come Monday morning, you’ll have that pile of potential candidates to call, qualify and submit to your favorite hiring manager.

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