Comments on: Names Sourcing: What Is It? http://www.ere.net/2006/11/08/names-sourcing-what-is-it/ Recruiting News, Recruiting Events, Recruiting Community, Social Recruiting Mon, 23 Nov 2009 00:41:59 -0500 http://wordpress.org/?v=2.8.4 hourly 1 By: Shally Steckerl http://www.ere.net/2006/11/08/names-sourcing-what-is-it/comment-page-1/#comment-2105 Shally Steckerl Thu, 09 Nov 2006 06:46:00 +0000 http://www.ere.net/2006/11/08/names-sourcing-what-is-it/#comment-2105 If by sourcing we referr to the job boards then Maureen is right. Let say that collectively the 'big resume boards' have something in the vicinity of 20 million actively searchable resumes in their databases then that's only a small percentage (slighty over 10%) of the total working population which approximates 180 million. Through hard work and guts (and combining both Internet and phone) sourcers can reach practically anyone in that larger ocean of 180 million. However, the ammount of time invovled in calling makes it prohibitive to use only the phone, hence both methods are clearly necessary. While it does take skill to find the really deep leads online, it is a skill that can be easily learned and applied when taught by good instructors. Typically the frustration with most Internet search instruction is that the methods demostrated are so impractical they take way too much time to apply, and recruiters are very busy people. Then again, phone sourcing is equally time consiming, and also equally easy to learn through good instruction, but at the end of the day sourcing becomes a question of time. In my experience designing and running teams that do both the online and the phone research, we consistantly find that on average 70% of prospective leads can be identified online, leaving 30% for the 'phone only' complement. This is true in many of professional fields like IT, Scientific and Engineering. Fields requiring licensure (CPA, Nurse, Medical Technologym, etc.) enjoy much greated online success, as do executive and non-profit. Some fields, on the contrary, like SOX and Internal Audit and have much lower percentages of prospects indentifiable via online methods. At the end of the day, both sourcing methods when applied correctly can make it easy to find leads, but recruiting is only going to happen when converting disinterested prospects into accepted offers and that's where guts come in. If by sourcing we referr to the job boards then Maureen is right. Let say that collectively the ‘big resume boards’ have something in the vicinity of 20 million actively searchable resumes in their databases then that’s only a small percentage (slighty over 10%) of the total working population which approximates 180 million. Through hard work and guts (and combining both Internet and phone) sourcers can reach practically anyone in that larger ocean of 180 million. However, the ammount of time invovled in calling makes it prohibitive to use only the phone, hence both methods are clearly necessary.

While it does take skill to find the really deep leads online, it is a skill that can be easily learned and applied when taught by good instructors. Typically the frustration with most Internet search instruction is that the methods demostrated are so impractical they take way too much time to apply, and recruiters are very busy people. Then again, phone sourcing is equally time consiming, and also equally easy to learn through good instruction, but at the end of the day sourcing becomes a question of time.

In my experience designing and running teams that do both the online and the phone research, we consistantly find that on average 70% of prospective leads can be identified online, leaving 30% for the ‘phone only’ complement. This is true in many of professional fields like IT, Scientific and Engineering. Fields requiring licensure (CPA, Nurse, Medical Technologym, etc.) enjoy much greated online success, as do executive and non-profit. Some fields, on the contrary, like SOX and Internal Audit and have much lower percentages of prospects indentifiable via online methods.

At the end of the day, both sourcing methods when applied correctly can make it easy to find leads, but recruiting is only going to happen when converting disinterested prospects into accepted offers and that’s where guts come in.

]]> By: Scott Axel http://www.ere.net/2006/11/08/names-sourcing-what-is-it/comment-page-1/#comment-2099 Scott Axel Wed, 08 Nov 2006 09:29:00 +0000 http://www.ere.net/2006/11/08/names-sourcing-what-is-it/#comment-2099 I am a work out of a home office like many sourcers out there and recently my wife had a day off of work and was home (okay, she was really waiting for me to stop working so we could on a little vacation but that's not the point). She was all excited because for the first time she really had a chance to see what it was that I really do to find candidates. Lets just say she is not any closer to understanding it now after listening and watching then she was before! At the end of the day she asked me to answer the question of what I do in the easiest way possible. My answer was 'I pick up the phone and call a stranger.' Her answer (among other things) 'that's the scariest thing to do'. I think 'Guts' is an understatement!!! I am a work out of a home office like many sourcers out there and recently my wife had a day off of work and was home (okay, she was really waiting for me to stop working so we could on a little vacation but that’s not the point). She was all excited because for the first time she really had a chance to see what it was that I really do to find candidates.

Lets just say she is not any closer to understanding it now after listening and watching then she was before! At the end of the day she asked me to answer the question of what I do in the easiest way possible. My answer was ‘I pick up the phone and call a stranger.’ Her answer (among other things) ‘that’s the scariest thing to do’. I think ‘Guts’ is an understatement!!!

]]> By: Russ Moon,MBA http://www.ere.net/2006/11/08/names-sourcing-what-is-it/comment-page-1/#comment-2098 Russ Moon,MBA Wed, 08 Nov 2006 07:05:00 +0000 http://www.ere.net/2006/11/08/names-sourcing-what-is-it/#comment-2098 Maureen, All hail the Queen ! I look forward to being enlightened and stimulated by your forthcoming material. Attention to detail and requiring what you need to accomplish the task isn't hard boiled...it is a component of what separates a pro from an amateur. The amateur doesn't know the questions to ask or doesn't have the guts to ask them. Best regards, Maureen,

All hail the Queen !

I look forward to being enlightened and stimulated by your forthcoming material.

Attention to detail and requiring what you need to accomplish the task isn’t hard boiled…it is a component of what separates a pro from an amateur.

The amateur doesn’t know the questions to ask or doesn’t have the guts to ask them.

Best regards,

]]> By: April James http://www.ere.net/2006/11/08/names-sourcing-what-is-it/comment-page-1/#comment-2097 April James Wed, 08 Nov 2006 06:14:00 +0000 http://www.ere.net/2006/11/08/names-sourcing-what-is-it/#comment-2097 Maureen: An excellent and dynamic article in which you share a hi-level overview of what recruiters should be attempting for results. I find there is little time in my day to unearth the high potentials. Can you shed some light on search strings via Google search or other steps? I am currently conducting a search for two internal auditors and it is very tight in the market here in Dallas. WR- April Maureen:

An excellent and dynamic article in which you share a hi-level overview of what recruiters should be attempting for results. I find there is little time in my day to unearth the high potentials. Can you shed some light on search strings via Google search or other steps? I am currently conducting a search for two internal auditors and it is very tight in the market here in Dallas.

WR-

April

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