Open Source Intelligence – OSINT

It’s been nearly a year since my last post…

I felt it is time to start writing again.

Since a couple of months there are Sourcers who are using the word OSINT more and more, oh and Growth Hacking of course… It sounds cool and it gives a feeling of being part of something bigger than Recruitment.

Talking about Growth Hacking…. I love the buzz word. But still the content of this verb is very versatile and not concrete. Usually I see people talking about it, saying: I found this list of names who attended the conference, added their email from another list and have sent them an email with our coolest vacancy… In Europe, GDPR area, this is not right, this would be a “Ban Hack”… Of course it mostly will be a general email: “since we love you mr or miss __ [need name here]__, you must love us too – come work with us….

So now over to OSINT;

Over the last year we, Kim and I, got screened by several institutions. They wanted to know who we are, what we are doing and why would like to get into this field of work: finding things about people and other things than just for recruitment purposes.

Our motivation came partly from a case we are working on – we needed some licences to be able to do our work – and partly from this crazy urge to find things on the internet.

So this past year we were able and allowed, therefor all the screening stuff, to do a gazillion exams and tests and we passed them all.

It is official now, Kim and Gordon are now Licensed PI and Open Source Intelligence Experts®

But what is OSINT – Open Source Intelligence?

OSINT is a way to gather and analyse things you like to know, from open and semi open sources on the internet. In other words: OSINT is data collected from publicly available sources.

OSINT is part of a series of information collection methods; i.e. Humint, Cyber Humint, Imint, Socmint, Sigint and more.

OSINT comes with a bunch of awesome tools and add-on’s to start with, something a Sourcer nowadays is crazy about, the more tools the cooler… But also with a plan, usually to solve or prevent crimes, fraud or to be sure something really is okay.

Which is of course way out of scope for a Sourcer, who is only looking for people without a criminal record.

And this is where the Licenced PI comes in: To make sure the Sourcer has found someone without the criminal background, we are now officially accredited by the Police and the Justice Department to further investigate this and present our findings to the new employer.

Are we now leaving recruitment? NO! We will just give it a little extra.

We simply like to solve puzzles, and that is what this is all about.

 

Design Recruitment…

Screenshot 2017-10-30 at 14.50.06

Currently I am working for Idella, former Piramide groep, in the Netherlands.

They have rebranded their 30 yrs old Fintech company today. Also they have outlayed their development process: Design Thinking.

Being their Recruiter, looking to recruit a lot of .NET Developers in the greater Amsterdam Area, I love to translate the Idella way of working into my way of working to hire the .NET Developers.

And renamed the recruitment process.

They, the Developers empathize, define, ideate, prototype, test, implement….

What should the recruiter be doing:

  1. understand with whom they have their coffee – empathize
  2. create a skillset to work with, to evaluate them on – define
  3. campaign in the right area – ideate
  4. find people that are interested – prototype
  5. evaluate their hard and soft skills – test
  6. offer them the job – implement

Idella logo <<< the new logo!!!

What if: No more recruitment

A Management Team today asked me in reaction on what is happening in the world of filling jobs, where they throw more money, increase the volume on the “we are hiring -song” on all platforms out there, etc… “our world”

The world of recruiting is going crazy…

What if we stop all the recruitment spend, no more sourcing, no more persuasion, no more adds, no more tap into the community, no more job fairs and yes no more agencies…

What will happen?

What do you think?

Will people still be able to find their next challenging job?

Would the company still be able to grow?

avatar-manga @gordonlokenberg

Social Engineering at #Sosueu 2106

Glen Cathy opened Sosueu 2016 with a great deck on Social Engineering. Social Engineering is as old as people started to communicate. Funny about the hacks he gave on Social Engineering is, that lots of these hacks seem to be normal, but being aware of the techniques makes it a great asset to your daily tasks .

As always Sourcing Summit is about sourcing, but also about inspiring Sourcers to crawl out of there tunnel vision. New this year was the Pre Conference event: #SosuHacks… Even more reasons to join next year 🙂

In preparation of my presentation this year, I have been thinking, why it takes that long in most of the companies before Sourcing gets its spot in the recruitment marketing mix.

Most of the time, the biggest hurdle to take is to convince the Hiring manager.

If you were not at Sosueu 2016:

http://www.slideshare.net/gordonlokenberg/slideshelf

World Domination #HRTechWorld 2015

Martijn Hemminga, owner at Recruitmentsystemen.nl came to Paris last October to see what is happening in the world of HRTech. During his visit at the venue he has spoken with some of the Dutch Delegates, like Cammio, Appical and People Sourcing Crew.

The interview tells you (in Dutch) why people come to HRTech, what is the holy grail in sourcing and what are cool tools like Gild, Talentwunder and Benify. And what are my plans for 2016….

World Domination… well to start with, and than save the rest of the universe…. It’s all in the name…