Open Web Case Study: High Rate of Connection
PeopleAdmin cultivates tech talent using a collaborative culture and unique benefits, while building better and faster connections though Dice’s Open Web.
When your company is a national leader in developing cloud-based talent management software for higher education and government institutions, building better organizations is a mission. For Austin-based PeopleAdmin, that important assignment falls in part to Brooke Lyn Anderson. The senior talent advisor has a lot of advantages in recruiting tech pros – the company’s collaborative culture, unique benefits and willingness to make investments in their team for personal and professional growth.
When it comes to technology professionals, Anderson says, it’s all about building relationships and allowing candidates to understand the advantages to working at PeopleAdmin. The first step is finding highly-skilled, highly-motivated talent to show off the company’s opportunities and culture. In fact, her days often used to tick away in a series of elaborate Google searches – long Boolean strings targeted at connecting with Ruby on Rails and QA professionals and hunting down programmers and engineers with a wealth of open source experience in database management systems like MySQL.
Then along came Open Web, the latest social sourcing tool from Dice, America’s leading career website for technology professionals. For Anderson, Dice’s Open Web has put Google search on the proverbial recruiting shelf.
Why hunt for a few rare needles in a globe-sized haystack when Open Web, with its professional profiles based on public information sifted from about 50 social and professional networks, gives order and clarity to the web’s information jumble?“
With Open Web, all the noise from Google search results goes away,” says Anderson. “I can simply do a search using a few keywords and location. I don’t have to go through a ton of job postings in my search results. It’s all very clean and visible for me to see: The candidates, their skillsets, and their social profiles.”
“It’s saving me hours and hours of time. I haven’t used Google since I started using Open Web,” adds Anderson. And, multiple searches aimed at accessing candidates’ Twitter, Blogger, or Google-Plus is over, because each of the candidate’s social profiles are connected to their Open Web profile. “I can be tighter with my search, because I have multiple avenues to connect with candidates and the rate of connection is higher with Open Web.”
That saved time can now be spent giving candidates a glimpse of what she’s about and introduce them to the welcoming culture at PeopleAdmin. The company works hard to create an environment where team members’ voices are heard and its programmers, teamed in pairs, see their ideas quickly come to life. That speed is enhanced by the company’s test-driven development process, with developers and QA working side-by-side to shrink development time and eliminate unnecessary code. It’s the benefits of being a small, but stable company.
The ability to make a difference extends to all of PeopleAdmin’s 120-person team and the company trusts its staff to utilize the benefits it provides to best suit the individual. That includes non-accrual paid time-off – no more use it or lose it – team members decide with their manager how much vacation to take. Likewise, the company wants developers to keep their knowledge and skills sharp. Regardless of how they want to learn and grow – books, online, classes, conferences – the support will be there. And, if they want to work from the Grand Canyon for a week – the spirit is – go for it.
“Before I started here, I took time to learn about the environment,” says Anderson – something she encourages tech candidates to do via Twitter. “I wouldn’t recruit anywhere that I wouldn’t refer my family or friends to.”
“As a recruiter, especially in technology, I try to think, what if I was a technologist where could I be found online?” says Anderson. “That’s how I’ve been able to connect with candidates. I’ve always taken a respectful and passive approach. Once they connect with me, they’ll see that I’m genuine and what the company is about.”
At PeopleAdmin, where finding, hiring and cultivating talent is both the core product the company sells and a top priority the organization shares with the rest of the tech world, Brooke Anderson says Open Web has changed her experience with online recruiting. Gone is the randomness and information overload. In its place? Clarity, connection and a wealth of organized, searchable professional information.
“Now that I have Open Web,” explains Anderson, “Dice can really deliver full-time candidates that I don’t think you could have before. This is one great tool and I’m telling my friends about it.”
Brooke Lyn Anderson is a Senior Talent Advisor with PeopleAdmin, a leading provider of cloud-based talent management solutions for higher education and government. With unique and exciting opportunities, Brooke’s hiring priorities for 2013 include Ruby on Rails, QA and MySQL talent. Brooke has been a recruiting professional for nine years focused on the technology space and is passionate about sharing just what makes PeopleAdmin different from other companies. Brooke can be reached via Google+.
As of August 2013, Brooke Lyn Anderson is a Sr. Recruiter for University Relations at FireEye, Inc.