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sourcing RSS feed Tag: sourcing

Has SAP Revealed the Future of Employment Branding? Introducing ‘Freemium to Premium’

by May 5, 2015, 5:17 am ET

Business meeting(SAP was this year’s ERE Recruiting Excellence winner for the best employer brand and most strategic use of technology)

The “best” talent is getting harder to hire. Areas like the San Francisco Bay are witnessing a real high-tech “war for talent.” How can we shake up the traditional model of employment branding, and make an impact in this war? In the future, can we make the branding function self funding? Is that even possible?

The employment brand function is evolving. The old days of creating bright and colorful posters, giveaway swag, and running speculative brand campaigns with no data measurements are consigned to the dustbins of history.

As we seek to hire more passive candidates (which we all know is 80 percent of the talent pool), we need to get more creative in the way we reach out and seduce these passives. That’s why sourcing, digital marketing, and social media marketing are now a critical part of hiring campaign management. Employment branding has grown up. It’s 2015 and we are anchored on big data because we have to be.

What is the Future of Employment Branding? keep reading…

Your Future as a Recruiter: You Better Know How to Sell, Because Most of What You Do Today Will Be Done By Technology

by May 4, 2015, 5:54 am ET

Screen Shot 2015-04-30 at 1.11.43 PMIf you are currently a recruiter and you’re worried about your future … I agree, you should be.

Consider a future as a recruiter where sourcing is gone, and so is resume screening and candidate assessment. All that is left for recruiter to do is related to selling candidates, which unfortunately, is something that most corporate recruiters do not excel at.

This shift is occurring partially because recruiting has been a “soft” field since its inception. But finally, recruiting is beginning to follow the pattern that proved so successful in the past on the business side of the enterprise in areas like CRM, marketing, and sales. Recruiting is now finally beginning the inevitable shift to a hard scientific approach, where database decision-making and software technology will literally take over most of the roles currently held by human recruiters. Current recruiters should be aware of this upcoming obsolescence, because there will soon be data to show that much of what they do will soon be done much better, faster, and cheaper by data-driven algorithms and software.

If you are a recruiter and you are involved in sourcing, resume screening, job matching, candidate assessment, or interviewing, you must realize that those parts of your role will soon become as irrelevant as RadioShack and Kodak. But don’t stop going to recruiter conferences and don’t start studying for your real estate license yet, because there will still be corporate recruiters in the future.  Their primary role will be much different and it will be limited to influencing or selling prospects, candidates, and hiring managers. In other words, selling will become the critical competency for a corporate recruiter, much like it has been for third-party executive search for decades.

Why Much of What Corporate Recruiters Do Today Will Be Replaced by Technology keep reading…

Instead of Agencies, One Recruiter Is Trying These 5 Tools

by Apr 30, 2015, 12:59 pm ET

erewebinars-event-erc15[1]Cat Hernandez, head of talent at Chartbeat, mentioned yesterday on a panel at ERE’s San Diego conference that she uses very few third-party agencies. (Actually she has used headhunters on a very limited basis, like for “container searches,” sometimes called “retingency.”)

Instead, she said, she’s tinkering around with a few recruiting technologies, some you probably know and some you probably don’t as they are in betas.

After the session, I asked her what those tools were.

Here goes: keep reading…

In a ‘League’ of Our Own’ … Introducing ‘Sourcification’

by Apr 28, 2015, 5:30 am ET

Fans celebrating at at football matchHow do you disrupt traditional sourcing?

How do you drive higher performance while making work more fun?

Can you bring the philosophical principles of gamification to sourcing?

Can something be put into play that will help revolutionize sourcing across the recruitment industry?

These are some of the questions we asked ourselves at SAP as we set out on our award-winning reinvention of sourcing. keep reading…

Recruiting Can Be Really Hard Unless You Master the Simple Things

by Mar 26, 2015, 5:38 am ET

Screen Shot 2015-03-23 at 12.39.04 PMEvery successful recruiter that I have ever met does some very simple things well. When a requisition goes weeks and weeks without being filled, it’s the product of a fundamental break-down of a simple process.

The recruiting process typically breaks down in one or more of the following areas: keep reading…

Grow a Pair — Treat Other Firms as Your ‘Farm Teams’ and as Part of Your Talent Pipeline

by Mar 2, 2015, 5:24 am ET

Screen Shot 2015-02-26 at 2.46.04 PMI get frustrated with recruiting leaders that continually say that they want to be bold and strategic but they end up actually taking only minor actions. Well, if you’re feeling bold again, I have a strategic big idea for you to consider — build an inexpensive future talent pipeline of already trained and proven-on-the-job talent by identifying potential “farm teams” to recruit from.

Recruiting farm teams are slightly little less desirable or “one-level down” firms in your industry that you target specifically because their former employees have performed so well after joining your firm. Of course, you don’t get formal permission to recruit out of “your farm team,” but you don’t need it because their employees already dream of someday moving up to the next-up-level firm. keep reading…

Sourcing Revelation — Work Anniversaries Are the Best Time to Recruit Employed Prospects

by Feb 2, 2015, 5:06 am ET

when employees leaveRather than being data-driven, I have found that most recruiters and sourcers contact employed prospects almost randomly on a trial-and-error basis. However, there are specific times when employees who previously said “no and stop calling me” actually change their mind and are fully receptive to a recruiting call.

So in case you didn’t realize it, the months immediately around an employee’s work anniversary are the time that they are most likely to quit and accept a new job at another firm. Yes, you have a much higher probability of getting a positive answer if you call the same recruiting target around their work anniversary date.

Why Their Work Anniversary Is the Time When the Most Employees Consider a New Job keep reading…

The Free Lunch Is Over: How LinkedIn Just Changed the Game

by Jan 29, 2015, 5:30 am ET

Screen Shot 2015-01-28 at 5.16.40 AM

This article has been updated to reflect two items found in a previous version, that LinkedIn pointed out were incorrect. (updated again, 1/30/15)

LinkedIn, the No. 1 social network used by recruiters and sourcers around the world, is changing the game: it has decided to give it all away for free. This is a direct quote from their website:

“As part of our ongoing efforts to make search on LinkedIn more relevant and powerful for you, we’re increasing the visibility of your extended network in search. You’ll now be able to view full names and profiles for anyone in your extended network — 1st, 2nd, and 3rd degree — a level of visibility previously available only to paid subscribers. Previously, you would have only seen the first names with last names obfuscated for some search results, but you’ll now be able to see full names and profiles of all results. This will help you find even more of the people you’re looking for, and get yourself found more in return.”

This is great news! Right? Well … hold on. keep reading…

Looking For Bold Recruiting Approaches? Best Practices For Recruiting STEM Women and Diversity Candidates, Part 2 of 2

by Jan 5, 2015, 5:49 am ET

Screen Shot 2014-12-23 at 2.15.54 PMUnfortunately, I have found that corporate recruiting leaders spend way too much time complaining about the many problems associated with successfully recruiting STEM women and other diversity hires. What is needed is less talk and more practical, proven recruiting solutions. The goal of this complete article is to provide 25+ leading-edge best practices in recruiting that have proven to be effective at major firms.

Last week’s (12/29/14) part one of this article covered 10 different bold recruiting practices for attracting STEM women and diverse candidates. This part two will cover 10 additional best practices in referrals, candidate slates, and accountability.

Referrals Are the Best Way to Successfully Recruit Top STEM Women keep reading…

Looking For Bold Recruiting Approaches? Best Practices For Recruiting STEM-Women and Diversity Candidates, Part 1 of 2

by Dec 29, 2014, 5:49 am ET

Screen Shot 2014-12-23 at 2.33.26 PMMost valuable information that recruiting leaders seek out are known as best practices: leading-edge recruiting practices that have been implemented at less than 5 percent of major firms. Best-practice information is so valuable because although “brand new” ideas can be exciting, they are always by definition still unproven. When you are faced with limited resources, it makes business sense to focus on learning about and adapting the leading-edge practices that have already been successfully implemented.

Cynical executives are much more willing to fund and support a pilot recruiting initiative after hearing that a Fortune 100 firm that they admire has already thoroughly researched, vetted, and assessed its probability of success. Keeping up with leading-edge best practices is part of the professional development obligation of every recruiter. My research has also found that far too many leaders that are responsible for STEM women and diversity recruiting spend so much of their time complaining about how difficult their problems are that they simply don’t find enough time to implement any “new-to-the-firm” best practice approaches.

The Focus Should Be On Bold, Practical, and Already Proven Recruiting Solutions keep reading…

Are You the Kind of Recruiter Who Uses the Post Office?

by Nov 21, 2014, 12:36 am ET

Social network recruiter quizWhat kind of a recruiter are you?

Nope, that’s not a trick question. But if it were your boss asking that question, it could be. So not to give anyone any ideas, you might want to take this quiz on your own device.

Now about that quiz. It’s a Instagram/Pinterest sort of thing from UK recruiting startup Seed.Jobs. Answer a handful of questions by pointing to pictures and eight clicks later you find you’re an inbound recruiter. (I think it’s because I pack my own lunch.)

Monster Trouble In 6 Seconds

As if Monster doesn’t have enough troubles, it’s now advising candidates to fudge their resumes. Reposting a blog item from Business2Community, the article cites keep reading…

The Fallacy of Sourcing

by Nov 13, 2014, 5:30 am ET

This is an open letter to every CEO in the world. I hope you take the time to read it, as I’m sure you, your shareholders, and your employees, would hate for you to keep pissing money away. keep reading…

American Sourcers Rate Low for Search Skills

by Oct 29, 2014, 5:52 am ET

Average response rate for Li Talent global surveyDespite inventing the job of sourcer, professionals in the U.S. are less technically skilled at it than their counterparts in the rest of the world.

They are more reliant on paid LinkedIn accounts and InMail introductions than are sourcers elsewhere, yet they are ahead in using Google+, Twitter, and especially Facebook, which is used by an average of 46 percent of American sourcers versus a global average of 37 percent.

And, regardless of region, sourcers who pick up the phone to reach candidates have a far better response rate than other contact methods.

At first glance, these findings from the Global Sourcing Survey produced by Alexander Mann and Social Talent would seem to suggest American sourcers are second rate. The wording of the report’s summary of sourcing in the Americas in part does conclude, “It would appear that all American sourcers have become too reliant on InMails and too few are properly leveraging other social channels.” keep reading…

LinkedIn Terms Update: Your Content Is Yours (and Please Don’t Spam)

by Oct 22, 2014, 6:55 am ET

LinkedinLogoTransparentFor most recruiters, LinkedIn’s updated user agreement that goes into effect Thursday doesn’t change much. Recruiter customers will still be able to search for candidates, download profiles, send InMails, and generally source as they have before.

The biggest change is that LinkedIn says you own the content you post on the site. That, and the simplicity and clarity of the wording of the updated terms of service, have earned LinkedIn kudos with one writer calling the changes “monumental for the industry.” More about that later. keep reading…

How This New Zealand Technology Company Has Been Able to Double Headcount Each Year

by Oct 16, 2014, 12:58 am ET

office photoEROAD is an Auckland, New Zealand-based startup that was established to modernize road user charges in New Zealand. In 2007 the business began to commercialize its research and development and seven years on, it has just launched in both Australia and the United States.

Having seen several articles about EROAD’s recent IPO, growth into Australia and North America and its comparatively huge demand for highly skilled engineers, I met with EROAD’s HR Manager Rebecca McKaskell to gain an insight into how with a relatively unknown brand she has been able to support the highly technical resourcing demands of this business. keep reading…

Transportation Is Facing a Talent Shortage. How Will Employers Find the Candidates They Need?

by Oct 9, 2014, 5:47 am ET

transportationIf you’re hiring in transportation today, finding the talent you need in the coming years might seem a bit daunting.

More than in the labor market overall, employment in transportation related occupations are highly attuned to economic fluctuations. Acting as a bellwether of the nation’s economic health, that employment fell dramatically during the Great Recession. As the economy began to recover, transportation hiring outpaced other industries for two years starting in 2011. Now, consumer spending continues to improve and the energy industry is booming, meaning that demand for drivers is higher than ever. keep reading…

Score Some Winning Insight From a Sports Recruiter’s Perspective

by Sep 16, 2014, 12:59 am ET

Mel playing soccerRecently, I’ve become immersed in some unfamiliar recruiting territory — collegiate sports! As I work with my son, a student athlete, to navigate the college exploration process, I’m noticing many similarities between these two worlds of talent search.

Last month, I met Jay, a sports recruiter/scout who has placed numerous incredible college athletes through the years. Many of his “picks” have gone on to play sports professionally. Jay and I spoke at length about our industries and I asked him the secrets to his success as a recruiter, albeit in another realm.

If you find solutions to your professional challenges by looking to other industries, read his valuable perspective on sports recruiting success, as well as my related observations. keep reading…

Monster Unveils Tool to Find Gold in the ATS Tailings

by Sep 3, 2014, 8:31 am ET

Mining taling-freeYears ago, when the technology of the day extracted all the gold it was capable of extracting from the tons of earth dug by miners, the remainder was dumped as tailings.

Today, new technology and a historic gold price has made it profitable — immensely so for some operators — to sift through those tailings for the leftover mineral. Reprocessing of a tailings heap in Australia has already yielded $1 billion in gold.

There’s a lesson here for recruiters. Your ATS — or whatever you use — is a gold mine, even though so many treat the resumes of candidates they promised “to keep on file” the way miners once treated tailings. New technology and a tightening demand for skilled workers is now making it more attractive than ever to sift through your candidate database to find the workers with the skills and background you need. keep reading…

Take SourceCon’s ‘State of Sourcing’ Survey

by Aug 25, 2014, 4:25 pm ET

sourcecon-logoAs ERE junkies know, SourceCon is owned by ERE Media (which also owns TLNT and the Fordyce Letter).

In case you’re not already a SourceCon reader, SourceCon’s focus is on all things (you guessed it) sourcing. Last year, it conducted the first annual “State of Sourcing” survey. The results were shared on SourceCon and at the 2013 Fall SourceCon conference. In preparation for SourceCon Fall 2014, you can take the survey and help build a picture of what has changed during the last year.  keep reading…

What Successful Recruiters Are Doing Right

by Aug 13, 2014, 12:02 am ET

team_leader_free_stock_photo_bYesterday I listed seven operational habits that characterize unsuccessful recruiters. In this second part, I examine not only the actions that distinguish the successful recruiters, but also the talent mindset that must be adopted. It is the capacity to embrace a “paradigm shift” in your recruiting philosophy that really determines how successful you will be in your talent acquisition efforts.

First, let’s stop fooling ourselves.  keep reading…