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What is Sourcing? My reply to @TheBalazs and @GlenCathey

October 4, 2014 Leave a comment

Well, it all started earlier this year with Glen Cathey opening up the debate on what is sourcing with his blog and this is how I was pulled in to write a blog. I know I’m bit (7 months) late to respond but better late than never!

whatissourcing

The big debate is already on when I read articles / discussions from Sourcing Gurus like @GlenCathey who defines sourcing as a function of proactive source and engage non-applicant candidates. The response from @TheBalazs was that sourcing should be the owner of all talent supply funnel which includes all the sources – not limited to non-applicants. @SocialTalent too was discussing about whether sourcers should be doing any candidate engagement or just do research.

The global recruitment expert @GregSavage has also put forwarded his views about what is sourcing. Click on the below link to know his views about Sourcing, flirting and 🙂

savage

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Wow! Just realized that @BrainGain has also jumped into this discussion and here are her views.

Well, while I am not attempting to define sourcing (nor I have any pedigree to do that) but this is my attempt to put forward my thoughts considering my experience and observations. May be this can help to put a different perspective to building an industry-wide definition.

Before we begin, let’s take a step back and ask what we are trying to achieve with sourcing.

What are we trying to achieve with Sourcing?

  • Building an external Talent Supply Chain keeping overall objectives in mind: I believe this is the most important driver of sourcing function in overall recruitment function. Sourcing is responsible for creating a regulated external talent supply which should be able to develop a talent pipeline keeping in mind time, cost and quality quotients. It is a specialized function which makes sure it generates, manages and regulates talent supply from all the channels.
  • Candidate Engagement is a critical success factor in developing an effective supply chain. Human Capital / Talent are more than just names found through internet / phone research. Turning a potential lead into perspective candidate is vital for sourcing. This is where employer branding / social recruiting can help sourcing to build influence as a “marketing” function. Finding names has become relatively easier but real challenge lies in converting them into potential candidates which is where sourcing ads a value.
  • Marketing Intelligence / Talent Advisor: Sourcing has a first view of talent availability in the market and through engagement they can dive deep into the market realities. This should enable them to deliver a strategic view of market pertaining to their skills / region / BUs etc. They suppose to be Talent Advisors which is key in building overall recruitment strategy of where and how to look for talent. This is really a strategic sourcing for me J.

I really liked Glen’s comparison of human capital / talent sourcing with procurement’s definition of sourcing which talks about identifying company needs and matching to market dynamics which encompass all the aspects of acquisition process.

Similarly, “Sourcing” as a definition should encompass all the channels which are responsible to generate quality candidates as part of the acquisition process whether they are just being “received” OR “proactively found”.

Why Sourcing should not be just limited to non-applicants?

In past 10 years, I have worked in recruitment functions which were heavily relied on proactive passive sourcing and also in volume driven talent engine. In both these cases, sourcing has a slightly different flavor and value addition. IMHO, the value of “sourcing” function may vary depending on your market, talent availability and objective.

In the former organizations, we used to search talent outside of job portal as our aim with sourcing was to find those candidates which are not easily found on traditional sources. Challenge was to find those individuals which are not tapped by competition as skills / talent availability was rare. Hence, proactive sourcing of non-applicant talent was the only method of hiring.

In a volume driven talent acquisition engine, the objective of sourcing engine has been to make sure a) Candidates should match requirements b) there are enough candidates made available to the open jobs at any point of time c) The hiring cost should be optimized (low agency usage). The business goals are about filling up vast open roles without any delay or loss of time while optimizing the cost by driving direct sourcing. Yes, I am talking about internal sourcing function. In this case, it really does not matter if candidate sourced through job posting, referrals, social media or headhunting. Requirements often open with high-price tag of “time” factor which is one of the most critical factors. In such situations, Sourcing plays a critical role in creating, regularizing and enhancing talent supply with critical time / cost factor while making sure the quality of candidates sourced is also kept as per business expectations. Hence, sourcing organization needs to create a system to build a strong candidate inflow and they will need control to manage all the sources including reactive sourcing channels. This way, sourcing organization is making focused, structured and measurable efforts to let recruiters focus on inbound engagement, relationship development and closing. At the end – the goal is to hire talent from any source available 🙂

Even in the volume hiring, there will be few areas where sourcers will find acute need of employing non-applicant (passive) sourcing methods as not all the skills are easier to hire. However, the sourcer needs to have slightly different skill-sets than a former situation as the challenge differs.

Question: If your challenge & objective in sourcing is not similar, can you define and measure a sourcer / sourcing function in a same scale?

Non-Applicant Sourcing is really a Strategic Sourcing

The talent sourcing as a whole may have applicant / non-applicant components as per my opinion, the strategic / long term value of sourcing really lies in finding purple squirrels. I really don’t need to write about the importance of sourcing “non-applicant” (passive) candidates and how strategic it is for recruitment functions (in-house / agency). It is already established. All the sourcing engines / sourcers should definitely aim to become strategic as it clearly defines the success of talent acquisition in the longer run. If you do not have a capability to search, contact, engage and hire a non-applicant (passive) candidate – your capability of sourcer will be very limited. Also as an organization, talent engines needs to develop more strategic sourcers within their teams.

Additionally, expanding a reach beyond non-applicants allows sourcers to have more holistic view of market and get deep insights which can help them to devise more effective talent strategy.

Non-applicant sourcing (Strategic Sourcing) is clearly an IQ of any sourcing teams. Period! You can-not survive only on inbound candidate flow in today’s talent eco-system. Even if you are surviving, you do not have any competitive advantage.

BTW – you can also do non-applicant sourcing from job portals. Hence, it’s not really about which source you use to do strategic-sourcing – it’s about how and when!

Just to summarize

  • Sourcing has to have a component of candidate engagement without which it merely becomes a research function.
  • Sourcing as a generic definition can encompass candidates who are applicant and non-applicants. It depends on what are your challenges and objective with sourcing?
  • Non-applicant sourcing is really a strategic sourcing and by far the largest value addition to the recruitment process.

My views are based on my varied experience in global and India sourcing / recruitment organizations. As we are trying to build a definition of sourcing, it should be applicable to varied kinds of sourcers and talent acquisition organizations. I hope my views provide a bit of different perspective and help our industry to come up with more wide definition of sourcing.

Let the debate continues… Just may be, we should reach out to larger sourcing community around the world and do a survey on this?

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Introducing Graph Search – Facebook Opens the gates for Candidate Sourcing

June 23, 2013 3 comments

Let me start this blog with a caution:

“You are about to enter new, exciting yet dangerous waters of Facebook Graph Search. Use your own diligence, common sense and required control while using this tool. Welcome aboard!”

Lot of us may consider Facebook as a personal space which should not be invaded with sourcing. In fact, till recently – it was extremely difficult to perform people searches on Facebook due to its structure unlike LinkedIn. In my opinion, Social is an open platform and it is up-to our skillful thinking on how we should use this platform for various reasons – including recruiting! So when Facebook announced “Graph Search” feature few months back with an ability to search people with specific queries – a sourcer in me got excited. When Mark Zuckerburg introduced Graph search he did mention that “One of my favorite queries is recruiting”. Well, to me this clearly shows Facebook is aware of the potential of this product for recruiting.

What is Facebook Graph Search?

In simple words, Facebook Graph search is your search engine to Facebook. Until today there was no exact way to unearth a great deal of human capital information on Facebook which has over 800 million people with over 50% logs in everyday. Please note that large part of Facebook can not be indexed by Google too. It is primarily designed to search people and friends with common interest, photos, likes / dislikes etc.

How can we use Graph Search for recruiting?

I am sure your first reaction would be that Facebook is not for professional networking and not sure how much useful information you can find for search like company, designation, skill etc (with an obvious hangover from LinkedIn). In recent times, you may have seen lot of people updating their profile info which includes above information and it is clear that Facebook wants them to have a complete profile. I agree that not everyone will have their professional information on Facebook and certainly not writing resumes on their profile.

That’s the catch! Please do not compare apples to oranges. Facebook is not LinkedIn and it can not be used in a same way. I am not making tall claims that this is going to be a game-changer in Social Recruiting and will fiercely compete with LinkedIn. Just think this as a one more tool in your sourcing arsenal and find its rightful place in your sourcing jigsaw. You need to think what information a person may have in his/her profile and what can be used for finding leads. Oh! And have I told you that you can search entire Facebook with this tool for FREE unlike LinkedIn. Have I got your attention now? 🙂

How do I access Graph Search?

Graph Search is in beta as of now and has not been rolled out to 100% of users. They have rolled it to US and most parts of Europe. India is still yet to receive this tool officially to their users. With the launch, Facebook also launched “Waiting list” for people to subscribe. Click here to know more.

Cheat code: You can try changing your language in settings to English (US) to get preferential treatment.

Let’s get started

Before we start searching on Facebook, let’s try and find out some triggers which we can use. We should be able to use fields like company name, designation, education, year of passing, likes / dislikes, groups etc for finding people. Facebook let you use loads of other fields for searching; however not all of them may be useful for sourcing.

Queries in Graph Search – Easy and Simple

Facebook has kept its search queries extremely easy and simple to use for mango man and you do not need to be a Boolean sourcing expert. Queries are designed to be real-life statements which we use in our daily routine. This makes graph search a super-easy tool for any recruiter.

E.g. People who like Informatica and live in India. TISS students graduated in 2011.

Let’s start with some examples…

Company Search with Location

I want to find everyone working at Wipro in Pune.

wipro pune

You can see over 1000 results showing over with preference to people within my network (first / second level) and then expanding to others. How about searching everyone on Facebook from your competitors?

Company and Designation Search

I want to find all java developers from Wipro.

companydesignation

You can see exact 100% matches with all people who have mentioned their designation as “Java Developer” in wipro. However, designation search is not 100% flexible and best way to search. Facebook only takes some pre-determined and popular titles for searches which needs to be 100% match to the profile. It do not take varients OR keywords as searches. Again, please do not compare with job portals / LinkedIn.  Remember, this information was not searchable before and many of these guys may not be available on portals / LinkedIn. #ThinkWide

Eg. You can not put just Java as title. It has to be Java Developer OR Java Programmer.

Searching for Skills

You can not directly search for Skills in Facebook as you do not have a complete profile. Facebook has a “Likes” section which can reveal some descent information about your profile. Let’s search for people working with IBM who likes business intelligence.

LikeSearch

If you closely look at results, most of these people have not mentioned about their specific designation in Facebook. However, fact that they like “Business Intelligence” gives us some “intelligence” about their skills.

Searching people within Groups

Graph search provides a functionality to search for people within mentioned groups; even if you are not part of those groups. (Wink! Wink!!)

Searching for people who are part of “Mainframe” group and work with TCS

grpsearch

Over 1000 results! Most of these techies will be mainframe developers. You can always cross-verify their information on Google and other networking portals.

Searching people attended specific college

Lot of times you need to search people within specific top business schools OR technology schools who have passed out from specific batch. Graph search do it easily for you.

IIT

In fact, you can mention a range of pass-out years for more exact result. Cool, isn’t it?

Searching people with specific education criteria

Let’s say I need to find B.Sc recent graduates / freshers who have passed out after 2011.

educationsearch

Searching people who have checked-in at specific locations

Wow! With increasing usage of Foursquare and Facebook Check-Ins, this is a new data point to search. Here’s a people search that checked-in at Infosys and like Java. Probability is that most of them have either worked OR currently working in Infosys without mentioning it on their profile.

checkins

Search filter

You may have already noticed a Search Filter which is embedded with a list view of search results. This search filter lets you refine / add / edit your searches with multiple fields including basic information, work information, education, likes, interests, photos, living information and tons of other fields.

filterview

Unexplored Search Possibilities but Handle With Care

The search functionality is still new and in beta version. Facebook has stated that “Graph Search” is one of their key pillars in Facebook and they will improve this as ongoing basis. This is just a start! I have only listed some basic search queries and I strongly believe we can come up with many other unique queries which can help us to find unique results.

Considering Facebook has 4X data compared to LinkedIn, facility to search and message everyone for “Free” – it can open a great opportunity to source some decent leads for your sourcing. However, considering this is not a professional platform one needs to use this platform with care for contacting prospective candidates. You may want to cross-reference this data to other channels while contacting to negate any side-effects. Most of these candidates will not be an active job seeker so put your “Passive Searching” hat on while engaging these candidates.

Being a new search function, it will take some time to understand more pros and cons on Graph-Search for sourcing. I am sure we have lot of learning involved in this feature considering you may look as someone who is breaking into a “Personal” space of candidate. Saying that – I think as a recruiter you need to make appropriate usage of this platform as a “leads generator” and not as your CV searching engine!

I’ll be keen to hear your views and stories about Graph Search. Have a go and try it out.

India Sourcing Survey Results – Onward & Upwards

May 3, 2013 5 comments

My ex-CEO used to use the phrase – Onward & Upwards to give us a motivational dope. I have a same feeling about India Sourcing and social recruiting scenario which I wish to cover in this edition of my blog and also disclose the results of my survey earlier this year.

I was glad to be a part of recent SourceCon – the largest sourcing conference in the world to represent the Indian flavor of sourcing to the global audience. Though the sourcing as a concept is universal, it has a heavy influence from the region it belongs. I have worked in both global and domestic sourcing in my career of 9 years and found a great deal of difference in the way we source. Despite of the differences, the “sourcing” as a function has a strong roots in every recruitment eco-system and India is no difference.

In order to understand the philosophy behind India sourcing, I ran a first of its kind survey earlier this season. This survey was aimed to understand the details of sourcing channels, effectiveness and overall India sourcing landscape. I received over 150 responses to my survey from various sourcers / recruiters from all parts of industry. While I have uploaded the results in SlideShare, here are some key takeaways of the survey for me: –

  • Over 64% of respondents are from IT recruitment industry.
  • Naukri was ranked as the best job portal in India by 71% of recruiters while Monster was at mere 16%. This shows the monopoly of Naukri in this market. There was very negligible mention of any other job portals in this range.
  • Over 50% of recruiters say that every second candidate they hire comes from job portals. This shows a dominance of job portals in sourcing channels and this is still the most effective way of hiring candidates in India.
  • The share of organized / standardized recruitment database vendors (ATS) is around 25%. Most of recruiters use in-house database. It provides a great opportunity for external vendors to increase their market share.
  • Over 56% mentions that there is a room for improvement in the ATSs they use.
  • 40% of recruiters generate more than 10 candidates per day.
  • Nearly 75% recruiters agree that the quality of passive candidates is better. This also denotes the increasing trend of recruiters using new resources outside of job portals (E.g. Social sites)
  • While 49% of recruiters submit 4 to 7 candidates to get one hire, we still have over 30% who submits more than 7 to achieve the successful placement. These numbers shows the influence of “volume hiring” in India and availability of talent (quantity). However, the low ratio of hires also shows the increasing importance of quality and hiring managers’ expectations.
  •  In the “talent war” scenario, 40% recruiters face the situation of offer/joining ratio below 75%.
  • The concept of Boolean sourcing is definitely on the rise where 72% recruiters prefer Boolean over other methods of search.
  • In the job portal search, though 53% of recruiters prefer database search as the most effective way to get candidates; surprisingly mass-mailing scores at second place with 24% above job postings at 16%.
  • Bullhorn stands at number-1 spot by recruiters in usage at 35% compares to some of the other tools / sites like eGrabber, BranchOut, ZoomInfo, TooStep etc.
  • 81% of recruiters support the idea of focused “Sourcing” function in their organization.
  • The “Googling” way of hiring is not particularly popular in India as over 70% recruiters says they either have not hired OR not tracked their hire using this resource. This also shows the need of sourcing training in this space.
  • LinkedIn scores at 59% as the most effective social recruiting channel in India while only 38% uses LinkedIn recruiter utility. These numbers will be very encouraging for LinkedIn sales team as it has a great potential to increase the utilization of their hiring solutions in India market.
  • The usage for Facebook for branding is definitely on the up-side as over 54% says their company has a fan-page on Facebook but only 22% says that it is used for job posting purpose.
  • On a very interesting note – around 40% said that LinkedIn is very similar to job portal and other 60% were affirmative on LinkedIn being a pure professional networking site. I would worry about those 40% :).
  • The hiring mood in India is definitely upbeat as 54% said that their hiring will increase and only 9% predicts less hiring than 2012.
  • Over 50% of recruiters showing intent over investing in social recruiting is definitely a good sign for the market.
  • In light of Facebook’s job portal, 60% were happy to see Facebook India Job portal but other 40% are still wary over security concerns.
  • Around 39% of recruiters see the “Improving employer brand” as a top-most function of social media for organizations following by increasing the quality and quantity of hiring.

 

 

Some of the above numbers might be as per industry standards; however the rising numbers towards “Sourcing” and “Social Media” definitely shows the positive trends in Indian recruitment industry. This is an industry which has traditionally used job portals OR third party vendors in the past for a big proportion of the market. There is a definitely air-of-change in regards to having more focused talent sourcing function and enhancing the employer brand to attract candidates. I am happy to see the sourcing industry slowly and surely finding its roots in India and these trends will only but go upwards in near future. While companies are looking to have better control over quality and quantity of talent supply along with enhancing their brand reputation in the market – “Sourcing” as a concept provides a great platform to support this change.

What Social Recruiting is and What it is not

May 11, 2012 6 comments

Each day I speak with recruiters about Social Media who shares their enthusiasm about using this channel for sourcing. The next question is – how soon they should expect to get profiles and where all they can post the jobs. Social Media is being viewed as a next best thing in recruitment as well as a “magic wand” which will produce profiles from thin air!

There is a definite wave about “Social Recruiting” in the air which needs a proper understanding, strategy and implication rather than blanket usage. It’s imperative that we understand the real power of Social Recruiting with a broader spectrum than just a short sighted approach.

I have compiled a list of what I think the real Social Recruiting is and what it isn’t.

I get so many queries like can you post this in Facebook and LinkedIn. Well, are you treating them as job portals for posting? Do you even know where and how to post? Is this a “readymade” tool for job searching? Any new concept brings along a need for learning and exploring. Social Media is more than a tool and not even a strategy in itself.

In short, recruiters should not to see Social Media merely as a tool. They need to see this as an opportunity to reach out to bigger target audience, engage them in meaningful dialogue and create a talent pool to gain a distinct competitive advantage over competition. Social gives enormous opportunities to create proactive and long term candidate pipeline along with building a great employer brand. This is so much more than just posting in groups, pages and twitting like “Job Robots”.

So next time, do think “long term” and “strategic” while using Social Media. One thing more – it’s there to stay, so use it before your competitor does 🙂

I would love to get your opinion on the above list. Any additions / changes you suggest? Let’s open up a discussion…

Breaking news – Introducing Google+ Pages and Twitter Activity

November 8, 2011 1 comment

The recent entry of Google+ has stirred the entire Social Media space in a big way. Facebook has just changed its interface and introduced various concepts like Groups to counter-attack Google+. I think it is just a start. This is a hot boiling place to watch…

We have the two big (if you consider it BIG enough) news coming from Google+ and Twitter this morning. These updates / changes suggest that both of them taking on Facebook aggressively. Let’s look at them from sourcing / recruitment angles too.

Introducing Google+ Pages

This is Google’s answer to Facebook Fan pages. In recent times, fan pages have become a great tool for recruitment / corporate companies to enhance their employment brand as well as to reach out to wider social media audience.  Google+ is now riding the wave by announcing Google+ pages. The page structure is very similar to Facebook Fan page where you can post your openings, comment, engage etc. Instead of “Liking”, you can add this page to your “Circles”. Other utilities include “About” section, Photos and Videos.

One of the interesting functions is Google+ Direct Connect. You can connect your websites to Google+ page. If you are able to convince Google+ algorithm about authenticity and quality of content, they would award you a +operator. This makes your page searchable on Google with + operator. There are few live examples like +Pepsi.

 

Although at this point of time though the structure looks pretty simple and much like Facebook, I am sure that Google has bigger plans in overall social media strategy. This platform gives Google+ a huge advantage for attracting company / individual brands to connect and engage audience. For recruiters, it is just another online place to showcase brand and jobs for now. However, keep watching this space.

Twitter adds News Feed (Activity Tab)

One of the reasons Facebook has been successful to attract and engage large audience is due to their “News Feed”. This feature lets user know more about what their friends are doing with 2nd level friends. Thus resulting into knowing new people, what they do and enhanced engagement overall. Even though this feature has come under some criticism due to security concerns, it is like a “Newspaper” putting up hot stories from their friends which you can not resist to read.

Twitter has been very conservative till today by adopting a very simple and straight forward philosophy of showing only twits from your connections. Starting today, Twitter has powered “@username” tab displaying various activities for your own account. This includes people who re-tweeted your twits, newly followed people along with your mentions.

 

The more important change for me however is their introduction of “Activity” tab. This tab tells you about what your twitter connections are up to J. You can now view new accounts they are following, any favorite twits they have added, new addition to lists etc.

 

Utility for Recruiters?

  • You can now keep a tab on new accounts your candidates are following. A great way to know their friends / colleagues / connections in a same industry / company.
  • Uncovering new lists they are been added to.
  • Any other advantage you can think of :).

 

Social Media is slowly but surely is establishing as a big buck business. LinkedIn and Facebook has already proved their market worth. The good part – this competition will provide a gate-way to some great innovations and experimentation in social media space. Businesses are learning from one another and providing better value proposition for customers. Enjoy them until they are free…. 🙂

 

How to find Indian candidates on Social Networking

April 19, 2011 8 comments

Sourcing within India as Geo has always been challenging for various reasons. India has got its own flavor of social networking and the way people hang around on various online spaces. You may not find these people using the same methods, tools and techniques you use to find candidates in US / Europe.

I have been exploring various methods to find best way for sourcing in India. I will start a new series of articles specially for Indian Geo to explore my own country from eagle eye of sourcing. This is my first article introducing various channels / social networking specially for India. I hope you would enjoy…

Social Networking / X-Ray for Indian Candidates

In my opinion, following are few major social networking websites specially for Indian candidates. Some of these are global but we can work around to find Indian candidates as per our requirement.

I have also provided x-ray search strings to find these guys without having to register in them. However, I strongly recommend for registration in case you would like to explore them in detail.


Relationships Matter | LinkedIn 

  • Do you know that India has number 3 populations on LinkedIn?
  • Free account let you see only first 10 pages. X-Ray search give you full access. How?

How to search?

Site:in.linkedin.com java AND spring AND bangalore -dir -events


TooStep | Discover and share your professional expertise 

One of the most popular Indian Professional network – just like LinkedIn. Are you a member?

How to search?

site:toostep.com java AND spring AND bangalore inurl:profile


SiliconIndia: India’s Largest Professional Network 

Professional networking site for India.

How to search?

site:siliconindia.com/profiles java AND spring AND Bangalore


Brijj.com – Professional Networking – Search People – Exchange … 

One more professional network – by Naukri.com

How to search?

site:brijj.com java AND spring AND bangalore -inurl:group

 


Matrimonial Sites J

 

You think I’m joking? Check this out.

How to search?

site:shaadi.com java -careers


Jigsaw Business Contact Directory of Business Contacts and Company … 

We did cover Jigsaw in earlier editions. It’s a contact database which works on barter system.

How to search?

site:jigsaw.com “java developer” hcl


Plaxo – your address book for life. 

Plaxo.com is your online address book to store your contacts which are visible to your network if you are connected.

How to search?

site:plaxo.com/profile “software engineer” india


Twitter 

Searching people on twitter – we covered a full blown article in last edition. Here’s the search string to find Indian people. This only works on BING.

How to search?

site:twitter.com intitle:”on twitter” location NEAR:2 india wipro


ApnaCircle 

ApnaCircle.com is one more professional networking site.

How to search?

site:apnacircle.com/en/profile java

I am sure that recruiters / sourcers within India would add more to this list. I strongly believe that you should do a good research of your target Geo before you start looking out for candidates. India is an emerging country when it comes to social networking. You may not find people online as easily as in US / Europe. It’s all about PULL factor and not PUSH… I guess that’s a different topic for blog eh?

QWiki – The hidden potential of Information Experience

January 31, 2011 Leave a comment

QWiki – The hidden potential of Information Experience

The current “war” in the web space is presenting new challenges to existing players like Google. Especially with sudden surge of social media, few people doubt how Google will cope-up against Facebook / Twitter. Little we understand that both these channels play with “information” and do very little to innovate with it.

QWiki has been recently released in TechCrunch. It is an excellent and smart example of information is more powerful and impactful when it adds with an “experience”. While all other leading web players are busy in focusing on sharing, QWiki ads up a spice in presenting that information. On the outset QWiki is a natural extension of Wiki (Wikipedia) family. This tool is design to present information of any topic with voice, pictures and graphics. In short – adding human touch to information.

For an example – if you search for Steve Jobs of Apple on Google, you will get Wikipedia page showing all text information of Steve. Now imagine, your search results throw you a story of Steve Jobs evolving from a student to Millionaire owner of Apple. It also adds lot of pictures, graphics and date-range of related subjects to Steve along with background voice of a sweet-voice lady describing this as an interesting story. This is exactly what “Information Experience” can bring to you.

Though this is not designed for sourcing, recruitment etc – my brain has already started to analyze from that angle. So – this is what I see as current state and future of “Information Experience”. This might be in boundary of QWiki OR outside.

QWiki – Features

  1. You need an invitation from QWiki to pen an account. Volunteer yourself for beta testing.
  2. An information stored about a specific place, person OR any other popular topic along with their statistics, audio-visual presentation (like PPT).
  3. Presently it contains very limited topics (no comparison to Wikipedia). The database of topics will increase in coming days.
  4. A natural step ahead after Wikipedia and Wolfram-Alpha
  5. Ability to share with Facebook / Twitter / LinkedIn makes it a very interesting tool.
  6. Extremely engaging and interesting way to convert information into story with images.
  7. Millions of interesting and popular topics listed.
  8. Also referencing to the source of its information on Wikipedia, Google, Flickr, YouTube etc.
  9. In the end – it also shows you “related” topics to view.
  10. QWiki is in Alpha testing phase currently and only open for limited usage. So it will have few very basic errors. It’s giving away T-Shirts as prize though J
  11. All in all – a truly out-of-box “Information Experience”.

This is just a start! We are living in information managed world today; everything is about information. Most of our information is plain HTML / WORD text. However, what if few kinds of information can be presented with this “experience”. You will surely get that WOW! effect. Even from recruitment sourcing point of view – this has a lot of potential.

QWiki – Things we would like to see

  1. What if QWiki transforms itself from a Wiki database to actual search engine? Imagine your search engine pages in QWiki way. WOW!!!
  2. If we key-in any candidate name – it should be able to search related information from other sources and put it together in their current format. Awesome!!! Would not your hiring manager prefer such presentation?
  3. How about presenting your job requirement to prospective candidate in this format? Candidates would be able to visualize their company, responsibilities, growth path etc. WOW!!!
  4. Great tool for intelligence on your competitors to know their company information, statistics, history and any other information. (May be they can add management teams in future!)
  5. I believe being in Alpha Testing – they have not used all the sources of information in full strength. It’s like Google + Wikipedia + YouTube + Image Search. It’s all about integrating technologies!
  6. What if they tie up with LinkedIn / Facebook to fetch user information and create their own directory of people?

Possibilities are endless. QWiki has provided a much needed sparkle to force information (Search / Social Media) providers to think in different way and getting back to their basics. I am frankly sick and tired of hearing Google VS Facebook. Technologies needs to complement and shaking hands with one other. Innovating will keep them relatively secure from being absolute.

I am sure you will enjoy this information “Experience”…

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