Many experts have predicted that 2012 was to be the year when social recruiting went mainstream and in support of this change, a whole host of social recruiting tools are entering the market place. Below, I have outlined five of the most interesting social recruiting tools that have hit the market recently and caught my attention.
This is an exciting new developer profiling tool. As many of you may know, developers work on projects and then present their code on Open Source sites like GitHub which enables them to showcase their ability to potential clients and employers who may be looking for a star developer.
Gild Source works by analyzing the code on these Open Source code presentation sites and giving each developer profile a rating (the Gild Score) based on: the quality of their publicly available code, experience, an influence score and a bio summary. The higher the score the better and more experienced the programmer.
Recruiters can search Gild Source (which contains over a million developer profiles) and build qualified shortlists of skilled developer talent based on their Gild Score.
The product claims to have been developed with the involvement of both recruiters and developers which I think bodes well for its credibility and reputation within the technical community.
This is a ‘gamification’ based social media profiling system which integrates with your Facebook profile and gives you a candidate score based on experience, education and social connections. The candidate score is derived from aggregating the scores of: your connections, your past employers, and the scores related to the quality of your educational institution.
Its in its early stages, and a great concept, so good luck to them. One thing I did notice was that since the network score seems to be an average of the scores of the people in your network, this factor can be manipulated, e.g. you can choose to connect with people with high scores, or you may refuse to connect to people (who may be your friends) with low scores, which makes for interesting social dynamics!
3. Smarterer (beta)
This is interesting. This web service allows users to take tests and assessments in many skill areas and then candidates can get a score and see how they rank against other test takers, (e.g you are in the top 5% of all expert users of say, “Excel”) . Candidates can share their test scores with their network, or more specifically recruiters.
Recruiters don’t just have to be passive, they can introduce their own skill tests and crowdsource test takers to find people with the right skills and knowledge to fill their posts.
Its is a great tool in principle and of course relies on candidate honesty, e.g. that they don’t get a friend to help them with the test.
4. Path-To – the e-harmony of recruitment?
They are adopting a new, innovative model of candidate matching; they have developed their own scoring/ranking system that analyzes the unique characteristics of each applicant, business and position to determine compatibility. These compatibility scores are based on personality, experience, environment, culture and position. Yes, it has already been referred to as the e-harmony of recruitment. Employers can use the system to find candidates who they will have long term compatibility with and as their slogan says candidates can use Path-To to ‘Fall In love With Their Next job!”.
This product is certainly on the right path as it is tapping into the current trend which is seeing candidate assessment criteria broadening from just the technical to less tangible areas such as personality, culture and environmental fit. In time, it might be interesting to see if they add any personality assessment tools or culture assessment tools.
It is not the only one on the market; Bright has a similar offering.
This a great tool for job hunters who are engaged in multiple job applications – not that I am advocating black hat scatter-gunning job application tactics – but even those who are more selective with their applications, can find they have a job handling all the e-mail traffic.
Step up Startwire, which is a system which enables you to manage all your job applications in one place. As a candidate all you need to do is forward your application confirmation emails to the system which is then able to retrieve automatic status updates from over 5000 employers. You can use the system to measure progress and activity, which allows candidates to take a more scientific approach to their job hunting marketing campaign.
The area of social recruiting is new, but it’s so hot that tons of innovative technology companies are running to create solutions. In the next year, expect many more new innovations, and maybe some key consolidations and buyouts as the industry matures.