People aggregator? Say what?
People aggregators are search engines that employers and recruiters are using to search multiple social media platforms for talent. These tools mine social media platforms to find suitable candidates which match an employer’s specific resourcing requirements, returning results much quicker than a manual consecutive search of different platforms and therefore making the process of searching for talent much quicker and simpler than before. Popular examples of people search aggregators include Dice OpenWeb, TalentBin, Entelo, Hiringsolved, Swoop Talent, Connect6 and 3sourcing.
Employers can define keywords which they believe will be used by candidates who meet their resourcing needs, then use a people aggregator to search for candidates using these keywords across a number of platforms. Users can specify candidate requirements alongside defined job keywords, allowing them to return the appropriately qualified, skilled and experienced candidates who meet their needs in terms of location, career status and more.
People aggregators enable employers and recruiters to proactively identify talent and contact passive candidates who may not otherwise have come to their attention. They help talent seekers to search and find appropriately experienced candidates by picking up on keywords embedded across their social profiles. The data returned by the search will be organised by the people aggregator, making it easier for employers and recruiters to analyse and assess each candidate’s suitability. The aggregated data from platforms such as LinkedIn, Facebook, Google+ and Twitter will give recruiters a more telling insight than the information gathered from just one platform.
What does this mean for jobseekers?
Whether you are an active jobseeker or a passive candidate who is willing for opportunity to show itself to you, the advent of the people aggregator has implications for your online presence. You may have already been subject to the virtual tentacles of a people aggregator, without even knowing it. Now that you are aware that recruiters are using these people sourcing tools, are your social profiles ready for an aggregator search?
Here is a five-step plan to ensure your profiles are aggregator-ready:
1. Complete an audit of your online social presence.
Identify which social media accounts you have, which you use and which you will continue to use. Shut down any accounts you are no longer using to clean up your online profile and make the task of managing your social media presence more manageable.
2. Ensure a consistent and coherent social presence.
Present a clear and compelling picture of your credentials. On a practical level, this will mean completing the profile information across each social site and ensuring you are singing from the same song sheet on each. Some platforms are considered more social than professional, for example Facebook, but an aggregator will search the whole set, so it’s important to create a consistent impression.
3. Research keywords that reflect your career target.
Referencing the right keywords on your social profiles is a great way to make sure that you are found for the right skills and experience in line with your career target. Make sure the keywords you use are reflective of the next career move you intend on making. Our recent blog on keywords may help.
4. Detail information you would want to be found for.
This can include job titles, skills, current and past employers, your home or preferred work location, education details and contact information. Aggregator searches can be set to pick up on, for example, particular school names or training providers, so if you’ve studied an MBA at Henley Business School or another esteemed establishment, you may consider listing this across your profiles.
5. Make sure your profiles are human-friendly too.
Once the people aggregator has done its job, it is likely that at some stage a living and breathing person will take a look at your online social profiles. With this in mind, make sure they are appealing by including an appropriate, professional and engaging photo, sharing content that represents you well and cleaning up digital dirt if you have any. A people aggregator will predict your fit and suitability for a given role, but your human assessor needs to agree, so take a look at your profiles with a critical and objective eye.