Is the recruitment database dead...?

Comment by Shane McCusker on March 5, 2010 at 11:53am

Great post Gareth. As a designer of recruitment databases I agree with a lot of what you are saying.
In the past there was lots of value to a database of candidates but now, with linked In and the like, there is so much information that the value of raw data is very small. In fact the problem for most recruiters isn’t being able to find people but being swamped with the masses of candidates available to them. The value therefore, of recruitment software is not about simply storing data but being able to manage it and extract value from it.
I have spend my career looking for ways to help recruiters work more effectively and get more value from what they already know. Most recruiters have thousands of candidates and they will know tens of thousands of other people within their industry. If a recruiter can effectively tap into this resource then I see little reason how they could want for more.
If you would like to hear more about the work I do, please check out my web site http://www.intel-sw.com or call me +44 7973828811

Shane McCusker
Intelligence Software

Comment by Damian Newland on March 5, 2010 at 12:13pm

Thanks for the post Gareth. I've seen this debate come and go over the years, and things have certainly changed since the recruitment pitch centred around the size of the database!
I agree with you and Shane that the value in holding the same raw data as everyone else is minimal. However it is the candidate source, specific application history, communications that have revealed additional information that set the relationship that you have with the candidate apart from the 'relationship' that they may or may not have with anyone else that has ever received their CV. Recording this information is what makes a recruitment CRM so vital.
I think the basics of storing data apply in recruitment just like anywhere else. Data must be current (keep it updated), it must be accurate (record the right data effectively) and avoid duplication wherever possible (e.g. one copy of data with links to other online, dynamic data sources?).
If on top of that you can get access to tools that extract value from the data and automate everyday tasks, then in my opinion the question of whether a 'database' is required should be a no-brainer.
Damian

Comment by Pat O'Donnell on March 5, 2010 at 12:36pm

I would suggest not trying to cultivate the largest possible database. Many of the top billers I know have a database no larger than 2K names. When they need a candidate they don’t need to wade through a large volume of resumes and wonder if they are up to date. They simply call top candidates and ask them whom they recommend (because eagles fly with eagles). The same recruiters don’t encourage hundreds of out of work candidates to call them or link to them, so they are not drowning in a sea of “incoming.” They don’t use job boards and avoid heavily active candidates. Those recruiters can find what they need through referrals any time.

I have a similar attitude towards LinkedIn, Facebook… I believe your social media connections should contained to a small set of high quality contacts. I see lots of misuse of social media connections. Connections don’t think much about your business objectives versus theirs before reaching out to your top contacts. Here is a blog I wrote on the subject:

http://placementgenius.odonnellexecutivestrategies.com/2009/09/the-limitations-and-dangers-of-using-linkedin/

Comment by Paul Alfred on March 5, 2010 at 7:21pm

I love it .... This is great blog Gareth - The data question and how Recruiters can fully utilize it can get complex.... I have consulted in companies where Recruitment Companies have solid Database applications but more importantly their Recruiters are trained in how to best utilize the Data base "input" and access the data they need "output" and I have seen this used successfully - The key here is in the Best Practice and more importantly having end users adhere to these practices. If its enforced one can get tremendous results right down to measuring the metrics per recruiter from a end Report perspective.

I have also seen companies where they have a great database application but in this case its used differently for each end user. Some users would only utilize the calender for setting interview appointments... It really makes no business sense to invest in a Database tool - if you don't have clear objectives as to how it will be utilized within the enterprise amongst its users ... In this case you do make a good point Gareth "Sometimes less is more ..."

Comment by Paul Alfred on March 5, 2010 at 7:34pm

@Ninette a lot of Recruiters might take offence to your blanket Statement

"I have a personal connection with someone who deals with recruiters....all the time. They are often idiots (sorry I don’t have a better word) who probably only read keywords and have a robotic process. On a scale of 1-10 there is about a 2 of acceptable communication in the process."

Not sure what kind of Recruiters your friend works with I can assure you that Recruiters who make $150k -$250k a year would definitely have a much stronger command of the English Language than a 2. When I used to work for IBM, I used to underestimate how Recruiters effect the talent pool of a Company right up to the CEO level.

Comment by Pushpendra on March 7, 2010 at 7:52am

I agree with Gareth Jones's but there is certain need ATS which can not be ignored. We may not need a voluminous database but certainly we would like to process the right candidate and keep track of its progress during the recruiting cycle.

Comment by pam claughton on March 7, 2010 at 8:38am

You get out of a database what you put into it. If you focus on putting good candidates in, people you have spoken with and makes notes on, that information will help you in future searches and in generating referrals. If you don't have a strong database, you are starting from scratch with each search, and why do that? Why not the leverage your past efforts to generate strong candidates more quickly and effectively?

I use PCRecruiter, and one of my favorite features is that I can access my database from anywhere and any computer as it is web based.

Comment by Shane McCusker on March 9, 2010 at 10:23am

Just posted a bit more more on this topic on my blog page.

Comment by Brian Thibodeau on March 11, 2010 at 9:42am

There are two major aspects that are being neglected in this thread of discussion.

First, Applicant Tracking Systems have a lot of "Bells & Whistles" and most of them are overrated or worthless. I don't know when society decided more was better, but it touches most aspects of our lives...workplace included.

Every ATS is customizable. However, a majority of the decision makers who
have direct input into how your system will look and operate don’t actually use he ATS. This is a major problem, since they don’t know what "Bells & Whistles" are worth utilizing and what simply slows down the process. Sr. Management (i.e. Decision makers) easily fall into the trappings of the slick ATS sales person who promises to revolutionize how they do business. Failing to realize

Second, because of the first item stated above, recruiters tend to begin to neglect the data entry or candidate flow action items that would otherwise 100% maximize the "Bells & Whistles" that have been selected by Sr. Management.

My thoughts…..Just keep it simple.

Comment by Paul Alfred on March 11, 2010 at 10:28am

@Brian ... You are right ... If you don't get full buy in on how to use the system and then train staff on its best use it will be money down the drain....

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