Today on the Weekly Dose I review the recruiting technology and machine learning-based sourcing tool, Recruitbot. There are a handful of really good sourcing technology tools on the market and each of them is working to carve out how they are unique and stand out from the rest. Recruitbot definitely has some key characteristics that help them achieve this.
RecruitBot uses machine learning to understand your hiring preferences, so you can intelligently source from our exclusive database of 350+ million global candidates, as well as every resume in your ATS. But, wait, Tim, I’ve seen others say they have 700+ Million candidates!? Isn’t that better? That’s one of the first things you notice about Recruitbot is the candidates you source from their database are constantly being verified for active email addresses. So, yes, the number is smaller, but all have been validated!
What do I like about Recruitbot?
- The great thing about sourcing tech is that you can literally find millions of candidates! The bad thing about sourcing tech is you can literally find millions of candidates! Sourcing tech is not a resume database, the vast majority of these profiles have no idea who you are, so this really takes you back to true outbound recruiting.
- Recruitbot has a very efficent and easy to use interface that allows day-to-day recruiters to build simple and effective nuturing campaigns in minutes to reach out to these candidates and work to get them to respond.
- Recruitbot has a unique feature that allows a recruiter to pull a search and then easily send those profiles to a hiring manager who can then “Thumbs Up” or “Thumbs Down” each one, so the machine learning can quickly begin to learn what it is your hiring manager likes and doesn’t like, and it will continue to learn over time making it even more effective.
- I mentioned above, but it can’t be understated, it’s not all about the number of profiles, but the number of profiles you can actually connect with! This is a Recruitbot strength.
My team got to test out Recruitbot for the past six weeks so we got a great inside look at what works great and what the challenges are using sourcing tech.
With any outbound recruiting/sourcing tool, you can not treat it the same as inbound. It’s awesome to be able to pull a great list of potential candidates, but you then just can’t spam them and think you’ll get any kind of decent response. You might, and it’s worth a try, but don’t hold your breath. It’s very “profession” and “market” specific. I can send out a mass campaign for “Sales Pros” and I”ll get a decent response. If I do the same thing for “Software Engineers” I might get zero response.
The key is personalization, on a mass scale, which is an art form when sourcing at a large scale. Being able to word your outreach in a way that feels and sounds personal, but that can also be sent to 25 potential candidates. You learn very quickly with Recruitbot, you need this still to take full advantage of the tech.
One of the great things my team loved about the tool was the ability to source a list of candidates, build the campaign and then just let it run and forget about it, while they sourced and recruited on other things, and then through the next days candidates would pop up from the campaign that had an interest. This did change their workflow a bit, but it was welcomed. We get so set in source, contact, source, contact, repeat. Instead of sourcing a bunch, then letting the tech do its thing!
Recruitbot is well worth a demo if you’re in the need of some sourcing technology, and your TA team has made the decision that some outbound recruiting is needed at your organization.