So last week I wrote about how some seem to feel the usage of tools in staffing and sourcing is un needed. I went on to explain why they are wrong and said I would layout my methodology for determining which tool to use and when.

So as a preface I would hope you all have taken the time to learn the “building Blocks” of staffing and sourcing that I outlined in the previous blog titles “The Method to the Madness”.

Now this blog is not going to be a full on all inclusive methodology, This is only going to be relevant to the use of tools I mean tools I am excluding an ATS/CRM

Now the method! First you need to understand that all tools, extension, apps, etc fall into categories. The categories include:

ATS/CRM, Boolean tool (BT), Search/Sourcing tools (SST), Scrapers (S)People Aggregators (PA), Contact finders (CF), Engagers (E), Time savers (TS), Email (EM), Maintenance (MC), Security (SC), Misc (M), etc.

Now as to a methodology, my methodology is a bye product of experience, and knowledge. There is no full proof methodology, because there are too many variable. What might work for 1 person looking for IT industry people might not work for another looking for Energy industry people. However my methodology is tied very closely to the Staffing Life Cycle

For me I always start with research and out of that research the tools I need to use become obvious.

A simple methodology is:

BT to create Boolean string

SST to find candidates

S to scrape info

PG to find more info

CF to find more contact info if needed

E to create and implement an engagement strategy

TS these are tools that can help implement your engagement strategies or other things quicker. These will include auto searches, mailing list, email scheduling etc.

Now which tool form each category do you want to use, that is a matter of preference, requirements, and availability.

If I am a new staffing professional I would use Sourcehub (BT) to create my string, and then use that string in Linkedin (SST), Data Scraper (S) to scrape the info and any results would also have results in Prophet (PA), and if need be(this would mean my people aggregator did not find any contact info) use “Find that Lead” (CF). Then I would use Crystal (E) to help me craft a good email and then use my email program to send it. If I wanted to send my email at a specific time and since I use Outlook (EM), I would use Outlooks ability to schedule my email (TS) and as part of my email allow them to schedule a time to talk with me using “Schedule Once”(TS)

What I also did was create a spread sheet with all my tools broken down by category and sub category. I also made sure there is a column for notes, such as only works in Linkedin or if they can do multiple things, etc.. At first there was no order to them, but over time as I have found which ones I use the most they get put into an order based on that exact thing. I even used color codes.

Now this is real simple, but you get the idea it is really simple and goes right in line with the Staffing Life Cycle. Over time you will determine which tools form which categories work best for you. Some of that might be done for you as tools evolve, go away or no longer work well.

That’s it