Sourcing Innovation - Will We Evolve? Will the Market Allow Us To? - RecruitingBlogs2024-03-29T12:01:10Zhttps://recruitingblogs.com/forum/topics/sourcing-innovation-will-we?commentId=502551%3AComment%3A904505&feed=yes&xn_auth=noJosh,
I originally responded…tag:recruitingblogs.com,2010-03-19:502551:Comment:9045052010-03-19T18:42:11.009ZGlen Catheyhttps://recruitingblogs.com/profile/GlenCathey
Josh,<br />
I originally responded to this post/your content over on Fistful of Talent and , but thought I would also add my response here as well.<br />
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I love your critical and contrarian thought process. However, I have to say I must not have done a very good job on my presentation or my delivery of the content. I say this because the ideal solution I tried to detail at the end was/is a mix of "man and machine," combining a system with AI/semantic search (autopilot) with a "manual override" ability to…
Josh,<br />
I originally responded to this post/your content over on Fistful of Talent and , but thought I would also add my response here as well.<br />
<br />
I love your critical and contrarian thought process. However, I have to say I must not have done a very good job on my presentation or my delivery of the content. I say this because the ideal solution I tried to detail at the end was/is a mix of "man and machine," combining a system with AI/semantic search (autopilot) with a "manual override" ability to search full text and contextual data with simple Boolean logic. It's the best of both worlds IMHO.<br />
<br />
I am not sure how you walked away from my presentation thinking I am anti-semantic search. I actually love it - it's just that no one has a solution that holds water and can do exactly what an intelligent and creative sourcer can do with basic search logic. I plan on keeping vendors honest, educating consumers, and advising people on the gaps that exist in their solutions so we can move the ball forward in the semantic search space.<br />
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Also - I can sense you and some other people want to get away from the term Boolean, but there is no escaping it, no matter how hard anyone tries. Not because I love it or that I am clinging to it, but because George Boole was brilliant do simplify decision logic down to the essence of #1 I need these things (AND), #2 I'd like at least one of these things (OR), and #3 I don't want this/these things (NOT).<br />
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Even applications like AutoSearch that claim "no strings attached" (nice catch phrase, BTW AutoSearch folks) are simply giving users an interface to enter terms that are, behind the scenes, interpreted and executed with Boolean logic. And I like those interfaces - provided they allow users enough flexibility to express exactly what they need from the database/system - I'm not stuck on typing ANDs and ORs. :-) I just want the exact people I need quickly and painlessly.<br />
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Retrieving data requires queries, and trying to eliminate "Boolean" from the search/retrieval process is futile, although if it makes people feel like we're moving forward we can stop using the term. But the joke would be on them, because it's the most basic logic in existence, and it's also what ALL computers, applications, and appliances (yes, even precious mobile devices) use to process information and/or simply operate (AFAIK).<br />
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My issue with semantic search vendors (and BTW - you do know they are SELLING a product, whereas I am not - I don't have a cash cow) is that there are limitations with the technology and the techniques they use (yes, even PureDiscovery - which I have used). I think people need to know that semantic/concept searching has limitations, including some of the latest and greatest solutions like TalentSpring (which I really like).<br />
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The danger comes from having people who don't even understand basic search to begin with being SOLD on the idea of pushing a button and they will automatically be given all of the best candidates. I detailed very specifically in my presentation why that just simply isn't the case. Plus, let's not forget that candidates can suffer from an over-reliance on technology to identify talent - is it really fair to let an application exclude or bury great candidates because it didn't "think" they were a good match (when they really were)?<br />
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I love your analogies, so I will see yours and raise you this one:<br />
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Do you really think our All Source Analysts at the NSA (and elsewhere - I've placed a few) sit back and rely 100% on software applications to filter and analyze signals, data and information to protect our nation from terrorist attacks?<br />
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"Well, we're safe today because I pushed the search/analyze button and the application said there aren't any threats..."<br />
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No - they use advanced technologies/apps IN CONJUNCTION WITH very intelligent people performing their own analyses. There's a reason why the NSA and other agencies specifically recruit the top minds - because it takes a human brain to do what even the most advanced computers and applications cannot.<br />
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You cannot remove the human element from information/data analysis - we should stop trying. It's not an either/or scenario.<br />
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As always, I love the professional debate - I can feel the ball moving forward!<br />
<br />
Thanks Josh! You are very right, Paul. It…tag:recruitingblogs.com,2010-03-19:502551:Comment:9043302010-03-19T13:01:07.829ZJoshua Letourneauhttps://recruitingblogs.com/profile/JoshuaLetourneau
You are very right, Paul. It is odd/interesting to see how the definition has changed over time, right? Between you and me, people can source all day . . . but there's nothing like being niched (and having developed enough trust in that niche) to simply pick up the phone and talk with your key players for potential referrals. When you're the "known entity" in your niche, you don't need to play a Generalist's game - and in doing so, you get done in an hour what might normally otherwise take a…
You are very right, Paul. It is odd/interesting to see how the definition has changed over time, right? Between you and me, people can source all day . . . but there's nothing like being niched (and having developed enough trust in that niche) to simply pick up the phone and talk with your key players for potential referrals. When you're the "known entity" in your niche, you don't need to play a Generalist's game - and in doing so, you get done in an hour what might normally otherwise take a week.<br />
<br />
<cite>Paul Alfred said:</cite><blockquote cite="http://www.recruitingblogs.com/forum/topics/sourcing-innovation-will-we?commentId=502551%3AComment%3A904206&xg_source=msg_com_forum#502551Comment904206"><div>Interesting Post Joshua .... I feel it necessary to add that The Best Recruiters have been "sourcing" for a very long time, the only difference between what we were doing 15 - 25 years ago and now are the tools ... I still feel that the Best Recruiters are the ones that are trained to break into a company cold and acquire that difficult targeted candidate on a cell phone still on his/her vacation sipping a Martini from the pool bar ...( Lets assume a difficult requirement like (Technical SAP FICO HR Implementation Professional with a CA designation that is not contracting yes tough and @ $150k base he/she is happy and not looking surprised you got him/her though!!)<br/> <br/>
That takes unique rare talent combine that with strong surfer web skills then you have a Killer Recruiter. I will also say that the Killer Recruiter will hands down out Recruit the Online Sourcing Recruiter any day of the week for "Difficult Roles" ... This is why we still work in the profession after so many years - outside of the Killer Incomes and the rush of being told from potential clients you can't deliver what we need .... A dying breed the Killer Recruiter...we are still needed!</div>
</blockquote> Interesting Post Joshua ....…tag:recruitingblogs.com,2010-03-19:502551:Comment:9042062010-03-19T04:28:14.579ZPaul Alfredhttps://recruitingblogs.com/profile/PaulAlfred
Interesting Post Joshua .... I feel it necessary to add that The Best Recruiters have been "sourcing" for a very long time, the only difference between what we were doing 15 - 25 years ago and now are the tools ... I still feel that the Best Recruiters are the ones that are trained to break into a company cold and acquire that difficult targeted candidate on a cell phone still on his/her vacation sipping a Martini from the pool bar ...( Lets assume a difficult requirement like (Technical SAP…
Interesting Post Joshua .... I feel it necessary to add that The Best Recruiters have been "sourcing" for a very long time, the only difference between what we were doing 15 - 25 years ago and now are the tools ... I still feel that the Best Recruiters are the ones that are trained to break into a company cold and acquire that difficult targeted candidate on a cell phone still on his/her vacation sipping a Martini from the pool bar ...( Lets assume a difficult requirement like (Technical SAP FICO HR Implementation Professional with a CA designation that is not contracting yes tough and @ $150k base he/she is happy and not looking surprised you got him/her though!!)<br />
<br />
That takes unique rare talent combine that with strong surfer web skills then you have a Killer Recruiter. I will also say that the Killer Recruiter will hands down out Recruit the Online Sourcing Recruiter any day of the week for "Difficult Roles" ... This is why we still work in the profession after so many years - outside of the Killer Incomes and the rush of being told from potential clients you can't deliver what we need .... A dying breed the Killer Recruiter...we are still needed!