Sourcing is the process of finding and reaching out to potential candidates who match the requirements and expectations of the role. To do this effectively, sourcing tools and platforms can be used to identify, contact, and engage with qualified candidates across various channels. For example, LinkedIn Recruiter is a premium service that allows you to access the entire LinkedIn network and filter candidates by skills, location, experience, and more. Hiretual is an AI-powered sourcing platform that helps you find and contact candidates from various sources, such as GitHub, Stack Overflow, Dribbble, and more. It also provides insights on candidates' availability, salary expectations, and engagement levels. AmazingHiring is another AI-powered sourcing platform that specializes in finding and contacting technical candidates from various sources, such as GitHub, Stack Overflow, Kaggle, and more. It also provides skills and experience analysis, social media profiles, and contact information for candidates. Utilizing these tools can help you quickly source the best talent for your organization.
LinkedIn Recruiter has proven to be an incredible sourcing tool when reaching out to passive candidates. Your able to form customized campaigns and searches specific to the role you're hiring for. It's also a great way to track metrics while prospecting, which will show you candidates acceptance rates, responses, and declines. Being able to track this data gives insight on which roles are proving more difficult to find candidates for, and which roles are highly sought after. It also helps you improve your outreach if you notice a specific message hasn't gotten many clicks compared to others used. Would highly recommend trying it out!
While Hiretual (now known as HireEZ), is a valuable tool, I highly recommend SeekOut for technical recruiting. Even though I have used both tools simultaneously to identify technical talents, my favorite one is SeekOut. While both are similar AI-powered sourcing platforms, SeekOut offers a range of additional tools, including ID&E tags, Bias remover, Github ranking, and advanced power filters for specific roles/companies. These features enhance the sourcing process and provide recruiters with more in-depth candidate insights. SeekOut's comprehensive capabilities make it an excellent choice for efficient and effective technical recruitment.
LinkedIn Recruiter, ATS Systems like JobDiva and CEIPAL, Dice.com, and many more, depend on which industry one is hiring for.
Your top tool is your brain. What good is a tool if you don't know the details of what you're seeking (sourcing is more than buzzword bingo) & from a SWE POV, the scale, latency, reliability & security aspects of these details? Great technical sourcing begins with your intake strategy session & collaborating with the HM to articulate specific hot initiatives to be addressed & identifying where people who do these hang out. LIR is the easy button but with LinkedIn fatigue setting in, many you covet are no longer engageable here. This is why alternatives such as HireEZ (for outbound engagement) or Seekout are vital, robust Boolean searching, & referral techniques like "Followers & Forkers" (see my Featured section for details) are vital.
LinkedIn GitHub Stack Overflow HackerRank Indeed Glassdoor AngelList Monster SimplyHired ZipRecruiter FlexJobs Dribbble Behance Jobvite RecruitLoop
My Recommended Tools: ✅ Boolean Builder: Recruit’em , HireEZ, Bool ✅ Find Emails: Hunter, Rocket Reach, ContactOut ✅ Scrapping Tools: Webscraper.io, Instant Data Scraper
Seekout is an incredibly valuable tool. It is unique in terns of thd filters you can use - gender, military status, ethnic markers, visa status, tech stack, coding portfolio/personal website and many more.
In my opinion LinkedIn Recruiter remains a cornerstone, offering advanced search and messaging capabilities for connecting with potential candidates. I haven't worked on GitHub but have heard its pivotal for assessing coding skills, providing insights into a candidate's technical prowess. Indeed, a widely-used job board, presents a vast talent pool across industries and for targeted tech-focused recruitment, Dice stands out as a specialized job board.
A great Intake Session with your Hiring Manager is the #1 tool - that comes from you, asking the right questions and getting the information to start your search. Maybe you aren't the "hunter of purple squirells". Don't let that dissuade you. Seekout is my tech platform of choice. They started in tech space and rocked it, then they listened (really listened), and did the hard work to get into the healthcare space. I think they are up to over 45 boards of nursing for licensure information (along with contact information) as well as other healthcare specialties. Combine that with powerful, built-in AI messaging assistance...and you are a sourcing machine!
Loxo is by far the best sourcing, recruiting and CRM system out there. From AI sourcing to drip campaigns and contact finders it has it all. Highly recommend!
Screening is the process of evaluating and filtering candidates based on their skills, fit, and potential for the role. To make the screening process more effective, you can use a variety of tools and platforms. For example, Codility and HackerRank are two platforms that allow you to create and administer online coding tests, challenges, and projects to measure candidates' technical skills and problem-solving abilities. Criteria is another platform that allows you to create and administer online personality, aptitude, and skills tests to measure candidates' fit, potential, and communication skills. All of these platforms provide feedback, scoring, and reports for each candidate as well as libraries of ready-made tests and questions for various roles and skills.
For those who haven't please check out Coffeee.io. - Find a pre-assessed pool of 2,00,000+ developers - On-demand assessments in 100% AI based proctored environment - One stop shop for all developer/ team hiring needs
Screening is a vital part of recruitment, where you evaluate candidates based on skills, role fit, and team potential. To improve efficiency, utilize various tools. For technical roles, Codility and HackerRank are invaluable. They facilitate online coding assessments, gauging technical skills and problem-solving. For a broader evaluation encompassing personality, aptitude, and communication, Criteria is ideal. It enables online testing for role fit, potential, and communication. These platforms streamline assessment, providing feedback, scoring, and reports. They offer pre-made tests and questions, standardizing screening and aiding in selecting the right candidates.
The best screening tools are your people. Yes you can use platforms like Codility or Karat and they work well, but human-to-human interaction goes a lot further. Having a live coding challenge is better than a take-home challenge. Not only does it give a preview into how the candidate thinks or approaches a problem but also gives them a chance to ask questions and interact with you like a co-worker. Third-party tools are great, but nothing to human interaction with people from your company. Remember interviewers work both ways. Also you really should be doing an interactive technical challenge that is realistic to the job they are going to do and not some arbitrary algorithm test, so you can evaluate if the candidate can do the job.
Screening is an essential part of recruitment and before moving to a proper technical interview we have to evaluate the candidate's fitment for the job. This is to see if they have the right skills and fit for a job. To do this better, you can use tools like Codility and HackerRank that help test and assess candidates' abilities.
Codility: Assists in automating the coding test process with real-time challenges and automatic grading. HackerRank: Enables technical assessments that mirror real-world coding tasks and algorithms. TestGorilla: A broader skills assessment tool that can evaluate various technical competencies and soft skills.
Na triagem de candidatos, plataformas como HackerRank e Codility permitem a aplicação de testes técnicos personalizados para avaliar as habilidades dos candidatos. Triplebyte avalia desenvolvedores com testes técnicos padronizados e entrevistas técnicas antes de apresentá-los aos empregadores. Codility oferece avaliações de código para triagem de desenvolvedores, proporcionando uma análise detalhada das competências técnicas dos candidatos.
For Screening Tools and Platforms: You must do screening for technical and cultural fit before interviews. i.e. HackerRank & Codility. CodeSignal. Pymetrics. TestGorilla. SkillSurvey.
Interviewing is the process of conducting live or recorded conversations with candidates to further evaluate their skills, fit, and motivation for the role. To make the process more efficient and organized, interviewing tools and platforms can be utilized. Zoom is a video conferencing tool that allows you to conduct live video interviews with candidates, as well as share screens, documents, and whiteboards. Additionally, CodePair is a feature of HackerRank that permits you to conduct live coding interviews with candidates, while VidCruiter is a platform that enables you to create and administer video interviews with candidates. All of these tools allow you to record and review interviews, as well as integrate with other tools and platforms, such as calendars, email, Codility, and CRM. Furthermore, they provide the ability to automate and customize the interview process, as well as collaborate and communicate with candidates and hiring managers.
TechScreen just deployed it's 5.0 release, powered by AI Verify, which can score and summarize a technical interview on the fly. It generates a detailed report on the candidate's overall performance and provides a granular analysis of how they handled the questions. Now, a rookie recruiter who knows NOTHING about IT can do an interview and generate a report that reads like it was written by a seasoned Engineering Manager.
Karat, Codility, Hackerank have been great interviewing platforms. This year I got to know about a new tool - PILLAR which serves the purpose of tracking interview feedback and also helps with interview guides for interviewers.
Interviewing is essential for assessing candidates through live or recorded conversations, focusing on skills, fit, and motivation. To streamline this, tools like Zoom enable live video interviews, screen sharing, and more. CodePair in HackerRank aids coding assessments. VidCruiter offers video interviews, flexibility, and convenience. These tools also provide interview recording, integration with various platforms, and automation for efficient candidate assessment and collaboration.
I use Calendly religiously to schedule my phone screens. I've found when scheduling a call with a potential candidate you give them the opportunity to review the job description and company website so they are more prepared. And I can take the time to fully prepare by reading their resume, doing research on their background and technologies used. This allows for a much more productive conversation rather than cold calling candidates to pitch a job.
Para entrevistas, utilizo ferramentas como Google Meet e Microsoft Teams, que são comumente usadas para entrevistas virtuais, com funcionalidades que facilitam a comunicação e a gravação das entrevistas. CoderPad e CodeSignal permitem a realização de entrevistas técnicas ao vivo, onde os candidatos podem codificar em tempo real. É interessante também utilizar ferramentas de agendamento, que tenha conexão com o seu calendário, e permite que o candidato selecione o melhor horário para fazer a entrevista.
There are many assessment and interview platforms like Codility, HackerRank, HackerEarth CodeSignal, DoSelect, TestGorilla etc.
Zoom and Teams are great as well as some of the platforms for coding exercises. Things to be avoided however .... No one wants to do a one way recorded interview and i dont believe for a second that they all get viewed anyway, keep humanity in the hiring process.
Zoom/Google Meet: Common video platforms for live technical interviews. Paired with a code-sharing platform, these work well. CoderPad: Enables live coding during interviews. You can assess a candidate’s problem-solving ability while collaborating on the same code.
Simplify interview coordination and evaluation. You can use the following video conferencing tools that allows you to conduct live video interviews with candidates Microsoft Teams. Zoom. HireVue. SparkHire. Karat. Interview Mocha.
Managing is the process of organizing, tracking, and optimizing the candidate journey from sourcing to hiring. To do this efficiently and effectively, managing tools and platforms can be used to store, update, and analyze candidate data, as well as automate and streamline the workflow and communication. Greenhouse, Lever, and Workable are three of the most effective managing tools and platforms for this purpose. They each allow you to manage the entire recruiting process from sourcing to hiring in one place. Furthermore, they enable you to create and optimize your hiring strategy, as well as integrate with other tools and platforms such as sourcing, screening, interviewing, and CRM.
You should try.... Triplebyte.. Focuses on finding and assessing technical talent, particularly software engineers. Candidates go through a standardized technical screening process before they’re introduced to employers.
I've had a great experience using Recruit CRM for managing tools and platforms in technical recruiting. Efficiently organizing, tracking, and optimizing the candidate journey is crucial, and Recruit CRM has proven to be an invaluable asset in achieving this. Alongside other notable tools like Greenhouse, Lever, and Workable, Recruit CRM provides a comprehensive solution for managing the entire recruiting process seamlessly. These platforms not only store and analyze candidate data but also automate and streamline workflows and communication. What sets Recruit CRM apart for me is its user-friendly interface and seamless integration with other essential tools and platforms such as sourcing, screening, interviewing, and CRM.
Whether you are a small startup or an enterprise scale company, having an ATS is critical. Keeping candidate information in spreadsheet’s is outdated, messy and a privacy risk. An ATS, whether the more known ones like Greenhouse or Lever or lesser known ones like Ashby or Recruitee, all provide optimal tracking, data analysis and customized structure. They each have their own value add, so be sure to review which is best for your needs. Start with the end in mind, hiring “x” amount of folks per year, then think about the main things you want to work well to do that (simple to customize/great reporting/user friendly/great integrations/etc). Then demo away to find the best ATS and get hiring!
Go home Workday you've obviously been drinking because you just asked me to re enter all the info on my resume and you make me make a new profile for every company using Workday, how have you not figured out a way for a user to have one Workday account that they can use for all the companies they apply too
Having a streamlined and optimized tool and platform is very crucial for organizations of any size. It helps manage the data easily and keeps the process smooth.
Recruitment management involves organizing, tracking, and enhancing the candidate journey. Tools like Greenhouse, Lever, and Workable excel in this, streamlining the entire process and integrating with other essential tools for efficient hiring.
Greenhouse: A popular ATS (Applicant Tracking System) that integrates with most recruiting platforms and assessment tools. Lever: An ATS with strong sourcing capabilities and CRM functions, making it easier to track candidate interactions.
Organize workflows and improve team collaboration. Greenhouse & Lever: Comprehensive applicant tracking systems (ATS) for managing candidates. Workday: Enterprise-level ATS with workforce analytics. Asana & Trello: Manage recruitment tasks and deadlines effectively. Calendly: Streamline interview scheduling. Slack: Improve communication between hiring teams and candidates.
Effectively sourcing technical talent starts with a solid recruitment strategy and a clear search map—a crucial first step often skipped by recruiters. Without this, searches can become unfocused and superficial, and even the most effective platforms can become ineffective. I always document my search process in a search map, noting the platforms used, queries tested, and results obtained. This approach ensures efficient use of platforms for talent discovery. But honestly, what I really enjoy is trying out diverse ways to find candidates on LinkedIn, like mixing local female names with keywords or checking out who follows tech influencers. I also love sourcing ML/Data engineers, and Kaggle and GitHub are always my go-to platforms for that.
Beyond tools and resources, it's a trait of a recruiter to know HOW and WHAT to source for getting the right talent. We all have been using N number of tools and extensions for the last few years, few come in and stay, few disappear but what always stands out is our ability to go and deep dive to get the right talent onboard.
Technical recruiting is not just about having the right tools, it's about knowing how to use them optimally. Beyond the essential technical recruiting tools and platforms, an often overlooked aspect is the art of tool rotation. For instance, a day might be dedicated to leveraging Seekout for its deep sourcing capabilities, followed by another day focusing on HireEZ, and tapping on essential platforms like LinkedIn and your Applicant Tracking System (ATS), ensuring a holistic comparison of results. Why? Firstly, it allows for a detailed evaluation of each tool's effectiveness in real-time scenarios. Secondly, it facilitates an ongoing comparison of results, helping identify specific strengths and potential gaps in each tool.
Build relationships with organizations that support diverse IT candidates and offer job posting capabilities or even host workshops/events/Meetups where you can engage with talent-seeking employment. Examples include Black Women in Science and Engineering (BWISE), Lesbians Who Tech & Allies Summit (LWT&A), and Vets In Tech (VIT).
Quais são algumas das ferramentas e plataformas de recrutamento técnico mais eficazes que você usa ou recomenda? - Linkedin; - Comunidades ; - Eventos; - Github;
Diversity and Inclusion Tools: Platforms like Textio can help you write more inclusive job descriptions, while SeekOut helps identify underrepresented talent. Collaboration & Communication Tools: Slack or Microsoft Teams can streamline communication within your recruiting team and help with collaborative decision-making. Automation and AI: Tools like Entelo or Pymetrics use AI to predict cultural fit and reduce hiring biases.
2 words(1 and an acronym) video ai. Maverick ai, send potion, among many others area the solution to many of these topics pre records videos for different use cases that ai then personalizes to whoever youre send it to.. fixes how do yource from ats without being annoying or spammy.... personalized video i.m.h.o. i would not have had as much success were it not for tools like these
To maximize the impact of your recruiting tools: Focus on integration: Choose platforms that work well together to avoid silos. Ensure compliance: Prioritize tools that align with data privacy regulations. Invest in training: Equip your team with the knowledge to utilize these platforms effectively. Prioritize user experience: Use tools that provide a seamless candidate and recruiter experience.
A positive trait of a recruiter is their ability to effectively connect talented candidates with the right opportunities, fostering career growth and satisfaction for individuals while contributing to the success of organizations.
Lembre-se de que a escolha das ferramentas e plataformas deve depender das necessidades específicas da sua empresa, do tipo de talento que você está procurando e do orçamento disponível. Algumas empresas também utilizam uma combinação de várias dessas plataformas para maximizar a eficácia do processo de recrutamento técnico.