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sourcing RSS feed Tag: sourcing

LinkedIn to Start Charging for Mass Mailing to Groups

by Jan 10, 2014, 6:46 pm ET

LinkedinLogoTransparentLinkedIn is making a change to the way recruiters can reach out to members of a group. Beginning Tuesday LinkedIn will charge for sending mass mailings to group members.

InMails recruiters send from Recruiter to fellow group members who aren’t first-degree connections will be deducted from their allotted monthly InMail credits. keep reading…

Sing all You Want, but Hang Up the Phone First

by Dec 27, 2013, 6:31 am ET

Voicemail by errorIf you are one of those unlucky recruiters staffing the office during this hiring interregnum, today’s roundup was written with your entertainment in mind.

Mostly, you can thank GeniusHR for collecting this most amazing list of employee and employer blunders and antics. For some reason, the software vendor chose a fictitious “annual report” as the vehicle for sharing these stories, all of which prove the maxim that no matter how dumb or lame a thing is, someone will do it.

I’ll share two of the more stunningly incredible complaints — anonymized to protect the guilty — that GeniusHR includes in its top 10 list: keep reading…

Talent Wars at Big Law? It’s Already Happening

by Dec 27, 2013, 1:03 am ET

Law firm hiringBig Law, the collective name given to firms with dozens, hundreds, and some with thousands of lawyers, is discovering something its clients have known for years: there’s a war for talent.

The traditional career ladder — summer associate to first-year associate to junior partner and, after 20 or so years, full partner — has given way to a dramatic rise in lateral hires and a sharp reduction in the number of entry-level lawyers. The emerging organization looks more like a diamond than a pyramid. keep reading…

The Top 25 Recruiting Trends, Problems and Opportunities for 2014, Part 2 of 2

by Dec 16, 2013, 1:39 am ET

If you are looking for a comprehensive list of the corporate recruiting trends and predictions for 2014, this two-part article covers the top 25 most likely trends. Part 1 included the first 14 trends that covered new recruiting opportunities and continuing recruiting trends. In this Part 2 of the series, I cover the 11 remaining trends, including recruiting challenges/problems that corporate recruiting will likely encounter during 2014 and some recruiting areas that will likely continue to diminish in importance. I have also included a separate section covering eight developing areas that have yet to peak. 

Section 3: The Biggest Strategic Recruiting Challenges keep reading…

The Probable Candidate

by Nov 13, 2013, 6:45 am ET

We hear a lot in the Recruitersphere about the potential candidate.

“Potential” candidates have traditionally been looked upon as job seekers but also as anyone not looking for a job who a recruiter might call and present a job to.

Those persons usually include the lower-hanging fruit easily observable on job boards and (today) on social media and semi-job board sites (like LinkedIn).

The probable candidate is the candidate who has been specifically chosen — who has been earmarked for a specific position. keep reading…

Real Talent, Real Networks: The Power of Association Recruitment

by Nov 5, 2013, 6:20 am ET

Talent communities are all the rage these days in online recruiting  Hardly a day goes by in recruitment blogs, e-newsletters, and at industry conferences without the value of talent communities trumpeted to employers as the hot new way to find those often-elusive passive job candidates.

A lot of the buzz is centered on social media and its ability to create online communities on the fly based on any particular interest or professional need. But are all of these “communities” real and long lasting? And do they have any true depth? If you want to get real when it comes to enduring talent communities, you need to seriously consider professional associations. keep reading…

Identified, a Sourcing Tool, Officially Goes Live

by Oct 28, 2013, 7:30 am ET

builtWith a spokesman saying it wants to be a “fierce competitor to LinkedIn,” the website Identified is shedding its “beta” status and launching more formally. keep reading…

Dice’s Open Web Shines A Light On All IT Talent

by Oct 21, 2013, 6:45 am ET

Open Web profileDice unveiled a new interface for recruiters this morning that streamlines the way candidate profiles are presented, adds some extra bits of data about them, and, in a handy pulldown, provides a variety of ways of contacting the candidate.

Ordinarily the announcement of a new user presentation wouldn’t merit a mention. Here, it’s that “extra bit of data” that makes today’s launch different. From now on, Dice is integrating it’s Open Web data aggregation service with candidate profiles from wherever sourced.

To put that another way, recruiters using Open Web to find IT candidates have the world to search. Open Web searches some 50 sites where IT talent hangs out, presenting those who fit the specs, whether or not they’re a Dice member. Click into the candidate summary and what you get is a dossier, assembled from the candidate’s online postings and contributions. If they happen to have a resume on Dice, you’ll see that, too.

I first wrote about Open Web in January as it was launching. Then, the search was limited to the 1 million resumes on Dice. Now, Open Web finds everyone who participates on sites like Facebook, GitHub, Gravatar, StackOverflow, and others.

As recruiter Tim Sackett put it: keep reading…

Why Cold Outreach Will Always Prevail Over the ATS

by Oct 18, 2013, 6:45 am ET

response time - dials to leads.jpgApplicant tracking systems are wonderful. They help you post a job to your own site and to many job boards, track submissions, and bring up those candidates again for new job searches. They also allow you to figure out who is where in the hiring pipeline, and keep things neat and organized. Some of them even intelligently pick the most relevant resumes that are submitted directly to the company or from third-party job boards such as Monster or CareerBuilder. However, when it comes to finding real talent that is a perfect match for the position, the ATS falls short compared to the good old-fashioned sourcing and recruiting process.

When filling a position using an internal ATS, it comes down to one of these two scenarios: keep reading…

Beyond the Keyword and Past the Social Media Referral to Find Purple Squirrels

by Oct 7, 2013, 6:45 am ET
Rob Dromgoole

Rob Dromgoole

Rob Dromgoole had a search worthy of a SourceCon Challenge.

One of the teams at Pacific Northwest National Laboratory where Dromgoole’s director of recruiting needed a nuclear engineer, experienced with fuels, who was a U.S. citizen with a security clearance and spoke fluent Japanese. Be nice if he was a physicist, better still if he knew something about the Fukushima nuclear power plant.

The req came in not long after a tsunami incapacitated the Fukushima plant, causing a meltdown. The Nuclear Regulatory Commission was a lab partner and together they were developing plans on how to respond to the disaster and, not coincidentally, what to do here in the U.S. should something similar occur. keep reading…

‘Who Do You Know?’ Is the ‘Post and Pray’ of Employee Referral Programs

by Sep 27, 2013, 1:25 am ET

ere-falllogo-facebookAt the Fall ERE Conference, Sean Rehder and Craig Campbell shared the secrets of their employee referral program. I was excited to see how they had applied some of the same principles that I had used in life insurance sales over a decade ago. keep reading…

Let’s Be Honest: You Can Automate Sourcing

by Sep 17, 2013, 6:40 am ET

When the “as-a-service” concept launched, it caused a major disruption as it took tasks that are common within an industry vertical and offered it in a way that leveled the playing field for all. By standardizing all common back and front office components, software-as-a-service vendors (such as Salesforce, Marketo) have freed sales-driven organizations from the drudgery of lead tracking, qualification, and sales pipeline management processes and allowed them to focus on honing in on the art of selling. Can this same model be created to level the talent sourcing playing field? keep reading…

LinkedIn Dominates Social Media Sourcing and Recruiting

by Sep 5, 2013, 11:00 am ET

Jobvite social media 2013 popularIf you need any more evidence that LinkedIn is the sourcing tool of choice, then look to this morning’s Jobvite survey on social media recruiting, which says 94 percent of recruiters who use social media use LinkedIn.

This sixth survey of recruiters and HR professionals shows the steady increase in the use of social media for recruiting, and especially LinkedIn’s dominant position as the network of choice. From 2008, when 78 percent of respondents said they will or are using social media, to today’s report when 94 percent say that, LinkedIn’s popularity has been a constant. keep reading…

Hackathons Are Today’s Most Powerful Recruiting Tool

by Sep 4, 2013, 6:45 am ET

Screen Shot 2013-08-30 at 3.27.24 PMThe secret weapon in tech recruiting today is the hackathon. Most notably on college campuses the mega-hackathon has emerged as the top event for sourcing quality engineers. What started as friendly meetups organized by on-campus tech clubs has evolved into massive and disruptive hackathons with more than 1,000 students participating and companies like Facebook and Google swarming to shell out tens of thousands of sponsorship dollars. But not everyone has bought into the frenzy and some are maintaining an autonomous and even purist approach.

Hackathon as Recruiter keep reading…

How the Role of Corporate Recruiter Is Evolving

by Aug 1, 2013, 6:09 am ET

Calling yourself a recruiter doesn’t do justice to what “recruiters” have to do. Here’s a quick overview of where the role was, where it is now, and where it’s heading. keep reading…

An IT Tech’s Blueprint For Hiring Talent Like Him

by Jul 31, 2013, 5:27 am ET

How does a team of technical co-founders recruit a top notch designer?

Maybe they realized it; maybe not. But whoever posted that question to Quora asked what every recruiter on the planet has wondered at one time or another: How can I recruit the best candidate for my job?

It’s a simple question, yet one to which there is neither a simple answer nor even consensus about just what combination of characteristics, background, skills, experience, personal traits, and so on make someone “the best candidate” or even a “top notch” candidate.

Yet right there on Quora, amidst the predictable suggestions about searching GitHub and hitting the networking circuits, is a blueprint for building a recruiting program to attract not only a coder-designer. but an entire team of tech talent. keep reading…

What Your High School Crush Teaches You About Recruiting Talent

by Jun 26, 2013, 6:40 am ET

Screen Shot 2013-06-18 at 11.26.54 AMWhen I was about 15 years old I discovered something that would change my way of thinking about attracting talent forever: my first high school love. We’ve all been there. Think about that boy (or girl) in high school that you adored. There seemed to be this glorious shine around him. Women wanted to be with him, men wanted to be like him. You were sure he was the love of your life (even though your best friend tried to talk you out of that). There was no doubt that you needed to be with him; otherwise you might not make it.

Thanks to chocolate and chick flicks, I’ve made it past high school heartbreak and am looking back in time to realize a striking similarity: attracting talent is like trying to appeal to your high school love. It’s possible they don’t even know your name, but you if you work hard enough to make them notice, you can score the date (or job interview). With just a few tips, you can be on your way to true (recruiting) love in no time. keep reading…

Develop a Recruiter Scorecard … Because Champions Demand That You Keep Score (Part 2 of a 2-part series)

by Jun 17, 2013, 6:07 am ET

How to develop a recruiter scorecard for assessing individual corporate recruiter performance

Champions insist that you keep score. If you understand that concept, you will ensure that in addition to function-wide metrics, you will supplement them with a scorecard for assessing the performance of each individual recruiter. Everyone knows that corporations are measurement crazy, so I have found that by not measuring something (in this case recruiters), you are inadvertently sending a message to executives and employees that whatever you are doing is not strategic or even important (because if it was, we would measure it).

So unless you want to purposely send a message that “having top performing recruiters doesn’t matter,” you have no choice but to develop an individual recruiter scorecard. In order to do that effectively, you first need to understand the foundation design principles for individual scorecards and then you must select the actual measures that you will use in your scorecard. In part one, I introduced the concept and provided three examples of what a scorecard might look like. In this part two, I will cover the design details and a list of the measure to consider for your scorecard. keep reading…

Comparing the Competencies Between a “RINO” and an Exceptional Recruiter

by Jun 3, 2013, 6:44 am ET

Recruiting is a unique field because it has no entry barriers. Unlike most professions, you can become a corporate recruiter without any formal certification, registration, recruiting experience, or even a college degree in the discipline. Because becoming a recruiter requires no formal qualifications, you probably won’t be surprised to find out that in practice, there is a wide variation in the capabilities of individuals who hold the corporate title of “recruiter.” Many corporate recruiters are truly outstanding, but unfortunately in some corporations, many other recruiters can only be classified as what I call a “Recruiter In Name Only” or a RINO (pronounced as rhino). keep reading…

National Security Agency Releases Spy Guide to Sourcing the Internet

by May 10, 2013, 3:58 pm ET

untangling the webThe National Security Agency has made our jobs easier with the release of a 646-page document called “Untangling the Web: A Guide to Internet Research.”

The document was made public recently due to a Freedom of Information Act request filed by Michael Morisy and posted on Muckrock. The document appears to have been created to help government operatives understand how to retrieve information on the web.

Though last updated in February 2007, it contains massive amounts of data that will help sourcers and recruiters as they work to improve their sourcing skills and understand how the Internet works.

While I haven’t had time to read the entire document, sections that caught my eye were: keep reading…