In short: reduction of search time, cost and frustration; searching more precisely through multiple sources.
In detail: searching by job title, as a lot of recruiters do (on LinkedIn, Xing, etc.), may work for a certain number of candidates and for a certain number of jobs, but you will be surprised at the results you get from those platforms by using AIMA. You will find profiles you would never have found using Boolean search. Approaching talents outside the regular search cluster will bring you a big plus: they will be more interested and happy that you found them.
Of course, the most important advantage: much more precise results. Once you have learned how to use AIMA properly and once you have found a sourcing strategy that fits you, you will be able to find the profiles you look for (based on the preferred work and industry experience, educational background and skill set). You can vary and make very specific profiles or give AIMA just a few desired skills and let her surprise you.
AIMA searches through multiple sources at the same time, so you don’t have to go to every platform you know (e.g. LinkedIn, Xing, GitHub, Stack overflow, etc.): just let AIMA search all platforms and she will present the best fitting profiles. This will definitely save you a lot of time!
AIMA will always suggest skills, based on the information that you have provided her (work experience and educational background). Apart from that, it is always advisable to have a look at some existing profiles that fit your vacancy (on LinkedIn or Xing) and see which of their skills would also fit and ‘steal’ some of those skills as well.
You might notice different skills depending on the working experience of candidates: younger candidates often tend to have less (specific) skills, which makes it more difficult for AIMA to find them.
Use skills which are job specific. For example: when searching for a Sales Manager, you could use a skill like “communication”. Although this wouldn’t be wrong, it is a skill that fits many other jobs as well: similar jobs like Business Development Manager, but also different jobs like Policeman. If you only use general skills, you will also find many general profiles that might not directly fit your vacancy. Therefore, AIMA advises to use job specific skills for each profile (e.g. Sales, Sales Management, Key Account Management, etc. for the Sales Manager).
Conclusion: you need not add every skill from the job description you received, but use skills you in that job position would use.
The easiest solution is to write us and we will talk to AIMA and tell her to add this new skill in the right place.
The same holds for missing job titles or education types.
Think of AIMA as a recruiter you hand a description of the profile you are looking for. You will give him/her as much information (incl. skills) as possible for a detailed profile. So, the more you tell AIMA, the more specific the results get. However, be sure to provide her with distinguishing, job specific skills (as mentioned above).
Important: in order for AIMA to make a decent match, she needs at least 5 (job specific) skills.
In my results, I find several candidates who are missing the most important skill for the job. What can I do?
The intelligence behind AIMA will prevent her from filtering out any of the candidates unless you tell her to. This means that some of the candidates in your results list might fit because of their experience and skill set, but lack a certain skill which is a must have for this job. Luckily, AIMA is a really good bouncer(?) too. By selecting this skill in the Scout section, it will turn blue and AIMA knows that she has to leave out everybody who does not have this skill.
The same holds for education type and industry. By selecting any of these in the Scout section, they will turn purple (education) or grey (industry) and become a hard filter.
Example: Select “Telemarketing”, “Customer acquisition” and “Direct sales” and put the switch on “OR”. Result: every candidate who has one of these three skills in their profiles will be included in your results.
PRO TIP 1:
Select all and switch to “AND” to only see candidates in your list who have all 3 skills.
PRO TIP 2:
Select the most outstanding or unusual skill or combination of obligatory skills. This will help you narrow down your search and save a lot of search time. For example, if you need a Sales Manager with knowledge/experience in the real estate market, you will find the right profiles by selecting both sales and real estate skills, to ensure that candidates, who only have one of the two, are left out.
But then I add a language as obligatory:
Have a look at your own profile: do you have all your language skills listed? Even your native one(s)?
A lot of people don’t list their language, especially not their native language. And if they add their language(s), the proficiency is often missing too. For recruiters that is a bad thing, because it will take additional time to figure out if a candidate actually speaks the language you are looking for.
Unfortunately, AIMA can not really help you with this at the moment. So far, she only knows the languages that candidates put under their skills, which gives her limited possibilities. This means, that you, as a recruiter, have to be careful in using this filter. You might actually miss good candidates (because language information is lacking) which would be a pity.
Don’t let the matching percentage bother you too much. The perfect candidate hardly ever exists, so don’t expect matches of 90 or even 100%. Most of the time, there are many ways to qualify for a certain job. If you are, for example, looking for a Medical Recruiter, his/her work experience and educational background can either be in the medical industry or in recruiting. You won’t find many people who have education and working experiences in both. In practice, that means that you will get a lower matching percentage, but the quality of the result is not affected.
You can be sure that AIMA found the best matching candidates for the profile you entered.
PRO TIP 3:
Check later on. AIMA never sleeps and she learns 24/7. So, it is recommended to check every now and then to see what new matches she may have got for you.
All candidates that you approved (with the green checkmark) are stored underneath the checkmark button. Here you have an overview of all matching candidates on your shortlist. Sometimes you will notice that the percentage has changed or even disappeared and instead you will see this sign:
The changes in the percentage might come from changes in the profile; if you add or remove skills or experience, this influences the matching. Yet, sometimes you will get “updated results” without any profile changes. This literally happens overnight, when AIMA is still working and updating the profiles. AIMA only presents a certain amount of candidates (the best 100.000) and it might happen that, because of an update, some of the candidates are not in this subset anymore. AIMA then changes the percentage to “updated results”, but the candidate might still fit for other reasons.
If your client asks you for a job, or a job similar to one you already created, you don’t need to add the entire job again. Just copy it, rename it, change some things (if necessary (e.g. the location, skills etc.)) and use it.
In short: for the landing page and the public page.
In detail: if you create a public page or your very own landing page, only the jobs you marked as “visible” will be shown. Visible is also the default setting, so if you stopped looking (because you found a candidate) or for some reason you don’t want this job to be publically visible, make sure this box is unmarked.
Generating results for a newly added job takes some time (approximately 5 to 10 minutes) after activation. After activation, AIMA will continuously look for new candidates who are added to the system every day. Since AIMA is doing this for many jobs, it is important to tell her when there is a new job to scout for. Basically, she never sleeps and never stops searching, unless you tell her to. If it is okay for her to take a rest, just deactivate your job.
You may have already noticed this: you added a skill to the “Requirements” in step 2 of the wizard, but if you go to the Scout it seems to be disappeared. Don’t worry! AIMA knows some words just have (almost) the same meaning or are used the same on LinkedIn and other platforms. So, rather than reducing the outcome-percentage level, she just ignores synonyms and focuses on the important words.
Example: if you add “Sales” and “Selling” as skills, only “Sales” will appear in the Scout, but in the background AIMA will match on both.
You give AIMA less information to work with. Again imagine AIMA is a recruiter colleague of yours whom you ask to do a search for you. The more data you give AIMA, the more she learns for present and future searches and improves her services.
Apart from that, nothing bad happens if you left out some fields.
You could say we use two different databases. The first one consists of data found on all the public sources we use like LinkedIn, Xing, Github etc. The second one is our own database, where talents registered and filled in their own hard and soft skills.
Yes, they get a notification that you marked them as interesting. If you showed interested in an “Incognito Talent”, he or she will become visible after he or she indicates the interest is mutual.
PRO TIP 5:
The candidates under “Matches” have been asked to fill out the soft skills, meaning that AIMA can match on this as well. This gives you the opportunity to catch a better and sharper impression of the candidate.
Include/exclude people who have a certain keyword in their profile (not only skills, but also job titles, job explanations, company names or the summary). Example: if you don’t want people who worked for a certain company: exclude them. Or include people with a certain keyword which is not often used as a skill, for example a specific certification.
Exclusion example: by searching for people on a lower position you can exclude “Manager”.
In IT it may happen that you get profiles of recruiters or sales people when looking for software engineers, because they use some of the same skills IT people use to attract those people or because they sell those services. Simply exclude “Recruiter” or “Sales” and your problem solved.
Be careful: on some platforms like LinkedIn, not all profile information is public. AIMA is only allowed to use public information. She is a robot, so even with this limitation she is still more effective and faster than humans, but she will surely miss some profiles you wanted to have included. Be patient, AIMA is improving every day.
It’s not a Boolean search, so don’t worry, you can’t “ruin” you search by adding one or two skills which don’t perfectly fit your job description. The only thing that happens is that AIMA may get distracted by unfitting skills. A too common skill may get you profiles you don’t want to have, so if you’re not happy with some of the profiles in you result list, check whether they have a skill in common and then get rid of the “trouble maker”.
Imagine how long it would take for a candidate to commute. It helps if you also consider the average morning traffic. For example: Cologne and Düsseldorf are not that far apart (46 KM), but driving from one to the other in the morning takes much more time than expressed by the distance because of the morning traffic.
PRO TIP 6:
Click on the map. “Pick up” the red flag and “drop and drag” it at another location: you can change location easily and see if you get other results there.
Example: in the Netherlands there are many logistics professionals who are attractive for many German companies. By “drag and drop” you can easily see if there are any interesting logistics people living near the German border to whom you could reach out.
Some platforms work with areas rather than cities. For example: If a candidate’s profile states he is working in Venlo, you would expect to find him if you scout on Venlo. But if he didn’t change that manually, LinkedIn sees Venlo as part of the Nijmegen Area (and Roermond as part of the Eindhoven area, etc.). That’s why you have to include Nijmegen in your search radius, if you are looking for people in Venlo, or you will miss all the great talents that didn’t correct their location manually. Look at the following map for more information.
These are the areas of Germany:
(The circled cities belong to areas) You can easily find out if an area is in LinkedIn, by typing the Country and a “,” in the search tool in LinkedIn. Most of the areas will appear in a second.
For Germany it is the same issue as for the Netherlands. For example: LinkedIn doesn’t see Düsseldorf as an own area but as a part of the Cologne area.
Look at the following maps for more information.
If one (or more) of the skills you asked for, appear in the candidate’s profile in Scout, these skills will turn blue, indicating there’s a match. But AIMA is smart! She knows from the job title of the candidates which skills are usually connected to that job title and adds these skills to the profile. If one of those skills matches a skill you asked for, it will appear in light blue.
As you may already have noticed: you can put comments underneath a candidate in the results list. These comments are meant for your fellow colleague or just for yourself to remember or consider something. Simply write your comment and then press “send” to save it to the system.
The comment is not visible to the candidate. It doesn’t appear in any public space; it is just for internal communication. Only people who have access to the list will see it.