Checking out Dice Open Web – Part 1

Open Web LogoI’ve been toiling in the HR and Recruiting space for many years but I’ve never been a Dice customer as I’ve never had the need to recruit IT professionals on a grand scale.  Luckily, perhaps because they know I like to tinker, the good folks at Dice recently provided me with access to their Dice Open Web product so I could poke around under the hood, take it for a spin, and provide some feedback.

Now I’m a big fan of Dice for their incredible support of recruiters, HR professionals and bloggers – they’ve been extraordinarily generous in their sponsorship of the blogger lounges at the SHRM Annual Conference for several years and at the recent HR Technology Conference.  So yes – I’ve eaten their snacks and taken their swag.  Even so when they gave me a look at the product they had no expectations or requirements and provided nothing more than free access for a limited time.

As I’ve never used the platform I decided to approach my trial run as if I were a fresh-faced brand-spanking-new recruiter getting behind the wheel for the first time.  Once logged in I clicked and moseyed around; exploring was very easy to do as the user interface is very intuitive.  Then, however, I decided to take advantage of resources accessible to customers so I sat through a recorded webinar that gave me the overview of the Dice dashboard and searching capabilities – including Open Web.

When conducting a search the recruiter initially sees results presented in the Resume View – people, meeting the search parameters, who have created a Candidate Profile at some point.  The search parameters can be filtered in a myriad of ways and one also has the capability of entering Boolean strings in order to refine the search even further.

The new functionality that has been added is the Open Web View (note – after being in beta for a year, as of December 1st it has moved out of that status).  After creating a search (i.e. keywords, location, etc.) the recruiter is presented with two sets of results: the Resume View and the Open Web View.  If the recruiter wishes to dig a little deeper (and view a larger pool of potential candidates) they can opt to look at the Open Web View.

As an example I ran a quick search on SAN and Disaster Recovery pros in my geographic area of Baton Rouge, LA (not exactly a major metropolitan area) and was presented with 16 individuals who have Dice Profiles.  Shining like a tiny beacon at the top of my search page however, flirting with me almost, I saw that I had 123 Open Web results – these were additional individuals, with their data scraped in from 50+ social sites (all public information), that hit some sort of keyword/skill/search term algorithmic magic.  And there they were – presented to me with one simple search – just ready for me to dive in and see what I could discover about how they would match up to my position requirements.   A similar search for Software Engineers (HTML, CSS, PHP as keywords) in my geographic area gave me 43 results in Resume View – and an astonishing 165 in Open Web view.  Ah yes – the elusive passive candidate…perhaps.  Right?


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These icons don’t just show for those who are pulled from the magic of the internet – the search results for candidates with Dice profiles also show the icons if their social footprint has been found.  The social sites that seem to appear on many profiles (but most definitely not all!) are LinkedIn and Twitter, but some folks will have multiple icons ranging from Stackoverflow to Github to Flickr to YouTube.  As always, it’s interesting to see the digital footprint that people leave behind and I wonder if the 60 year old Network Administrator I found via Open Web realizes that a recruiter will know he liked a Daft Punk video on YouTube….


As I continued my exploration of the site I pretended I was recruiting for a variety of positions in various geographic areas; I searched for Software Engineers, Web Developers, DBAs and Network Administrators.  I fell into the internet rabbit hole for several hours as I refined searches and tested out if different keywords or filters would garner different results.  I found the resume of a friend’s husband with an active Dice Profile which he had updated within the last 2 weeks.  And on Open Web (no Dice Profile) I ran across a guy I went to college with whom I haven’t seen or spoken to in 25 years (!) as well as the very robust Open Web profile that belongs to a co-worker of my daughter; I was able to see his activity on 12 social sites where he contributes to pertinent professional discussions.  Now I’ve met this guy and I knew he was smart and professionally active; the view I got of him via Open Web confirmed that for me.

Overall I found the user interface extraordinarily easy to use and the ability to filter and refine searches quick and responsive.   Finding candidates with “hard to find skills” will always be the hardest part of any recruiter’s job and Open Web allows existing Dice customers to take a much deeper (with one click!) dive into the pool.

With the addition of Open Web the opportunity to get an integrated, whole person glimpse at potential candidates (whether they have Dice profiles or not!) is pretty, nifty.  Almost makes me wish I had some IT positions to recruit for.  Almost.

*** Join me tomorrow for Checking out Dice Open Web – Part 2 when we’ll discuss how recruiters and HR professionals should exercise caution when using candidate information found online ***

NOTE – stay in touch with our friends at #tru (GlobalTru) who have successfully partnered with Dice to host several #DiceTru conferences around the US in 2013; there may be more events on the horizon for 2014! 

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