(I just returned from the 2013 HR Technology Conference where I got to see all the latest and greatest HR technology, and speak to some wickedly smart people. So, for the next week or so, my plan is to share some of the products and insights I gained from this experience. So we are clear, no companies I write about have paid me to write about them. Enjoy…)
Let me start with a little background. My company does IT and Engineering contract placement (that’s really high-end temporaries for those who don’t know what I’m talking about) and contingent technical staffing. We were a paying Dice.com costumer for many, many years until 2010. In 2010 I stopped paying Dice because they were not delivering the talent we needed.
Fast forward to SHRM National 2013 in Chicago. Dice sponsors the Bloggers Lounge at some big conferences, as they did for SHRM and HR Tech this year. As part of that sponsorship Dice gets to pimp it’s new products to a captive audience — that’s business, you want a free soda and wifi, you get to hear about our new stuff. This was when I was first introduced to Dice’s new Open Web product. Being in recruitment for 20 years, I was a bit skeptical. You know, job board trying to hang onto last little bit of hope by launching something new which is probably just a new way to searching their database, type of thing.
I was wrong!
The product demo seemed similar to products like TalentBin, but also was seemed much more far reaching. I don’t recruit in Silicon Valley, I recruit in Detroit, Chicago, Kansas City, Milwaukee, Dallas, I need a product that can find talent everywhere. This is what I found with Open Web. In fact, what we found was it finds way more than just IT talent! Dice’s Open Web product builds profiles of potential candidates from over 50 different sites. The expected sites like: Facebook, LinkedIn, Twitter, etc. To the unexpected sites like: Github, Quora, StackOverFlow, About.Me, Google Profiles, Gravatar, Instagram, etc. It takes all this data from all these sites and makes unique resume style profiles of candidates that didn’t apply to Dice. With each profile is a number of ways to contact the candidate based on where the candidate was found (might be email, might be twitter, etc.) If Open Web finds a Dice candidate resume it will also link that resume within Open Web as well.
Basically, Open Web is a finder of passive candidates. Thousands of passive candidates! Candidates we could not have previously found in our Monster, CareerBuilder, LinkedIn subscriptions. All in one place, with a ton of information you don’t normally get on a resume.
While we found a completely new pool of talent, we also found some hiccups! Contacting someone from a major job board site like LinkedIn, people expect to get contacted about jobs. Open Web, for the most part, is uncovering socially active, passive job searching candidates. You have to be ready to sell them fast and different than folks you find at CareerBuilder and LinkedIn. With a passive candidate you have a small window to make an impression, before you get thrown to the side. It’s real recruiting! Not many recruiters, today, are use to ‘real’ recruiting. The cool part of Open Web is that with all the data you get in the profile, you can easily come up with something to help you make that impression.
Being a former Dice customer, I asked Dice to let me try out Open Web in a live environment on real searches in my own shop. It has worked just like the demo. Also, we found it works on much more than just IT, in fact, finding both engineering and some skilled trades types for orders we had with an automotive client. It’s building from searches on the whole web, not just a certain geographic area. Of course because of the sites it searches, you’ll find more IT profiles than some others. If you have done so check out Dice’s Open Web product, it’s going to be a big hit!