• Tim Nelson

    Good article and analysis. I have spent the last 5 months reviewing these products and taking their Demo’s as I re-entered the technology recruiting field after a 3 years absence to go back to school to get my MBA and have found the same to be true about the tools you have mentioned. Three you missed are Spoke.com (Similar to ZoomInfo but reaches below the ‘C’ Level and V.P. to the ‘worker level’ but does not provide much contact information like Zoom does), broadlink.com/profiler & Eclipse (Profiles any company at will with all information ever existing on the net and private databases -Best but most expensive tool – you get what you PAY FOR) and the ‘Most likely to make a difference in our time as recruiters’ concept: Nimblecat.com (Matches job orders and candidates on a much truer algorithm
    and accuracy than careerbuilder, Jobster or other ‘matching’ services – and it’s FREE)

  • Dave Lefkow

    Ben – nice to see you on ERE!

    You’ve done a great job summarizing the new technology landscape that is emerging. 100% agree that, while the recruting world is becoming better educated about the new tools available, the missing link is candidate education. Who’s educating them on what this new landscape means to them and how they can position themselves for success?

    Ironically, Jeff Hunter and I are working on a new book for candidates called ‘Brand Talent.’ I can’t tell you everything about it yet, but I think it will hit on a lot of the points you mention, and we would love your input as we work on it.

    Thanks for bringing up a very relevant and timely point!

  • Stephen Fowler

    Just wanted to say I am with you on this, I certainly feel technology has really been a revolution for the recruitment industry.

    Today I came across zoominfo, there are now no excuses to find top talent!

  • Eduardo Comella

    My ‘five cents’ on Stephen Fowler’s recent comments:

    I agree that internet recruiting (through Zoominfo or any other similar search engine) is a powerful tool to ‘find’ top talent.

    However, the name of the game is not TO FIND top talent, but to ATTRACT them to our Corporation or to our Clients.

    Although there are ‘no excuses’ to find active or passive job seekers through the use of the Internet, this is not a guarantee that we will be able to convince top talent to change jobs.

    Here is where our recruiting skills, experience and ethics are put into play.

    The human factor (we… recruiters) will never be replaced by technology.


    Eduardo Comella
    Executive Partner


  • Ben Gotkin

    Eduardo – Great point, recruiting technology is nothing more than a means to an end. These new tools allow you to connect with larger groups of targeted candidates than ever before. They also enable less active or passive job seekers to be found without necessarily keeping a resume up-to-date. There is great power in this technology, but the technology alone is never enough.

    Back at the Spring ERExpo, Kevin Wheeler told us that successful recruiters in the 21st century will need to know how to leverage technology to build and maintain relationships. As I state in the article, I believe these new tools are a step in the right direction to enable Recruiters to do just that.

  • Angela Jahnke


    I discovered Zoominfo about a year ago, but was unable to get the funding for it. I’d be interested to hear back from you in a few months, after you’ve used the site and can provide more feedback on its success. I’d still like to push this issue with my higher-ups.

  • Tim Heard


    I wouldn’t bank too heavily on ZoomInfo. It’s an interesting site, but probably only useful to you if you’re seeking executive level talent. Even then, the info you find there may be fairly dated.

    To be clear, I’m not trying to slam their service. They’ve done a pretty amazing job at scouring the Internet for contact info on employees. … But it’s hardly a silver bullet.


    Tim Heard

  • Keith Robinson

    Good article but yet again find myself agreeing with Dave’s point about education. As a 27 year recruiting vet we really have undergone a revolution BUT we live and breath this business the consumer on the other hand dips in and out.

    They can opt in or out of much of what we as an industry can create, right down to not taking ours calls or responding to our emails.

    Education is 2 fold, one is Brand Building, educating them to the potential that the organisations hiring brand holds for them both as a consumer as well as an employer. A term a group of us brits have coined is the Employment Consumer. This makes them more likely to ‘open the doors’ to our technology and not reject or advancies

    Second, is educating the ‘jobseeker to the art of the possible, giving them the skills to us the range of tools that exist. Most developments today focus on the recruiter, very few start with the jobseeker, active or passive in nature.

    As an industry we follow the $ and traditional that has been with the ‘recruiter’, I see a change comming as the candidate becomes more aware of there value.

  • Roger Maris

    I liked Ben’s article and nobody can disagree with the education aspects. However, I do believe that he needs to stress the trust relationship between recruiter and client or HR and candidate more. I have been on both sides of the ball several times in my 22 years and I will never forget the companies that chose to violate that trust relationship. It makes both sides feel trashy. It really hurts our industry to have individuals trade trust for the opportunity to make a buck. Recently, one of my close friends received information from an insider of a prospective employer that the manager of Remington International in Chicago, Pete, bad-mouthed him to a client company just to shove one of his commissioned recruits in the door. It really hurt my feelings that some recruiters are willing to trade their self-respect and our industry?s reputation for a quick $100. What happened to honesty and ethics in our industry? I really think this lack of respect needs to be addressed before our industry is viewed as the ‘lowest’ by society.

    We are an honor-based industry, and if you can’t trust recruiters to filter large quantities of information and pluck the best candidates, then we are no better than someone who exaggerates their skills to land a job. The trust has to start somewhere and it should be our own industry that takes on that responsibility. If we don?t address the issue then are propagating the problem. There is no recourse; we all just look bad in the eyes of the outsider, and that hurts our industry and each one of us.