Passive Candidate Data: Sourcing Deep Data is Best
Passive candidate sourcing for candidates is difficult for corporate recruiting teams to scale. The passive candidate data is shallow. It rarely provides the depth of information needed to determine whether a candidate is qualified. Details found in press releases, articles, on corporate websites, as well as in Twitter, Facebook, and in many LinkedIn profiles are often minimalistic, devoid of rich descriptions that speak to a candidate’s breadth and depth of experience and expertise.
That shortfall means there is still a great deal of research and recruiting work to be done to determine whether someone you’ve identified as a potential candidate is viable. It makes passive candidate recruitment laborious. It also makes it difficult to scale.
Deeper passive candidate data is often trapped in separate silos. Applicant tracking systems, resume databases, and job boards rarely play nicely together: they have little motivation to do so because so often they are owned by companies that are competitors.
Consequently, so even though the candidate information is much more detailed and structured, it remains isolated, if not abandoned altogether. And that’s a shame, because all those binary zeroes and ones become much more powerful when two to more databases are brought together, a valuable lesson in computer-assisted research that I learned in my prior career as an investigative reporter.
The Deep Data Advantage
Boolean Blackbelt blogger Glen Cathey makes an important point in a SourceCon presentation called The Five Levels of Talent Mining. He speaks of the need for “deeper, more structured, more searchable” data that would enable you to reach in and immediately pull out potential candidates that are spot-on, talent and human capital intelligence data warehouses that could be mined with the sophistical analytics tools that are so very common in other industries.
Mr. Cathey finds it remarkable, as do I, that no deep data talent warehouse solution exists for public consumption. However, private solutions are possible. There are a number of innovative ways employers can leverage passive candidate data more intelligently. Ultimately, sourcers and recruiters shouldn’t have to work so hard. Sourcing solutions should scale. The good news is that they can.
If you have a data executive position to fill, check out Top 5 Things to Look for When Hiring Data Executives.