Receive daily articles & headlines each day in your inbox with your free ERE Daily Subscription.

Not logged in. [log in or register]

sourcing RSS feed Tag: sourcing

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

by
Jeremy Roberts
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
Manny Medina
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
John Zappe
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
Alex Mooradian
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
Nick Leigh-Morgan
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
John Zappe
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
Mona Berberich
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
Dr. John Sullivan
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
Dr. John Sullivan
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
Jeremy Roberts
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…

Our Big Cleanup of Our Big Data

by
Brad Cook
May 8, 2013, 5:12 am ET

Screen Shot 2013-05-07 at 11.26.15 AMInformatica, the company for which I work, deals in big data challenges every day. It’s what we do — help customers turn their data into actionable business insights. When I took the helm as VP of global talent acquisition I was surprised to learn that the data within the talent acquisition function was not up to the standards Informatica lives by. Clearly, talent acquisition was not seeing the huge competitive advantage that data could bring — at least not the way sales, marketing, and research were viewing it. And that, to me, seemed like a major problem, but also a terrific opportunity!

This is the story of how Informatica Talent Acquisition became data-centric and used that centricity to our advantage to fix the problem. keep reading…

Bullhorn Report: LinkedIn Most Popular Site for Social Recruiting

by
John Zappe
Apr 30, 2013, 9:02 am ET

Bullhorn social media reportIf you’re beginning to think every one is using LinkedIn to source candidates, you’re close to right.

Nearly every survey on source of hire or use of social media by recruiters shows LinkedIn to be a key part of the mix; often it leads all the listed social media sites. The company itself reported adding 2,400 customers in just the last quarter of 2012, bringing the total to 16,400 organizations under contract.

Now comes a Bullhorn survey to report that of the 160,000 registered users on Bullhorn Reach, 97% use LinkedIn to source candidates. That’s not as surprising as it might seem at first glance. keep reading…

Mobile Advertising for Recruiters

by
Ryan Phillips
Apr 25, 2013, 5:41 am ET

fitnessAll the major mobile phone platforms today with apps also have advertising capability within the app itself. This doesn’t necessarily mean that recruiters need to become programmers, but it does mean that they have the ability to use mobile advertising within an application just as any other business does.

It may seem like a far-fetched idea to advertise within games and social media posting tools, but many businesses today are doing just this. keep reading…

Has Sourcing Become Scouring? (Then What?)

by
Maureen Sharib
Apr 23, 2013, 5:59 am ET

HD-Scour-PadsI was reading an article today about the ferocious talent wars for tech going on right now in Silicon Valley and a sentence caught my eye.

“Whether she is scouring Stanford or Parsons for up-and-comers or more established candidates, de Baubigny says, ‘I am always very open-minded about what good talent looks like.’”

Maybe it’s because I watched a new show this morning called Brain Games

or maybe it’s because I’m a compulsive anagrammer, or maybe it’s my Dyslexia kicking in — for whatever reason when I read the word “scouring” I saw “sourcing.”

I started to think.

Has sourcing become scouring?

I believe it has.

What a few of us began doing (and talking about) in the latter days of the 20th century and on into the present century has turned into an incessant scouring (for many) of what can be found on the Internet. keep reading…

Know What You’re Recruiting For

by
Ryan Phillips
Apr 18, 2013, 6:17 am ET

Screen Shot 2013-04-03 at 11.15.16 AMA problem common to most recruiters and human resources professionals today is a lack of understanding the actual job they are trying to fill. It’s really a fine line a recruiter toes, because understanding the role itself is not only imperative for sourcing talent but is also a huge advantage for closing that top passive candidate. The overall understanding of the role itself starts with the job title. If the job title is not a good fit for what you seek, you are likely in big trouble. keep reading…

The New ROI for Social Media Recruiting

by
John Zappe
Apr 16, 2013, 12:53 pm ET

photo by David ManasterJody Ordioni wrote a prescient view about the ROI of social recruiting which posted Monday morning. Monday night I discovered first hand just how prescient, at a recruiting roundtable that marked the opening of the ERE Recruiting Conference & Expo.

I moderated two separate discussions of social media issues in 90 minutes. ROI concerns were uppermost in the minds of the recruiting leaders who joined our conversation. (More than 25 different topics were available at roundtables set aside in the ballroom of the Marriott here in San Diego where the conference is being held.)

It wasn’t surprising that these leaders who hailed from firms both very large and more modest size struggle with proving the value of social media as a source of hire. LinkedIn, I should point out, was an exception. Most of the 20 or so recruiters at the roundtable, and several others I spoke with later at the evening receptions, were enthusiastic users of LinkedIn Recruiter for sourcing. Most, though, admitted that getting their senior corporate managers and leaders to be active in posting and commenting on LinkedIn Groups is a struggle.

What was more of a surprise, and what makes Jody’s article so spot on, is that I heard emerging among recruiters a recognition that social media is a marketing and promotional tool. The effectiveness of sites like Facebook, Twitter, YouTube, even Pinterest is probably not in the number of hires or even applicants a company can trace directly to one of the social media sites. Instead, as recruiting consultants Gerry Crispin and Mark Mehler reported last year, social media is a channel of influence. keep reading…

LinkedIn InMail Messages That Get Results

by
David Anderson
Apr 11, 2013, 5:30 am ET

Screen Shot 2013-04-03 at 11.25.26 AMA common mistake I see LinkedIn users making is not keeping InMail and invitations personal. In other words, don’t use InMail as another direct marketing message. It shouldn’t feel like another piece of spam for cheap prescription meds. If it does, you’re doing it wrong.

LinkedIn with its InMail tool does a good job of allowing you to create targeted, meaningful messages and save them as templates for tracking and future use. The following list will help you craft messages that get results.  keep reading…

LinkedIn Recruiter Unveils New Look, Candidate Matching Feature

by
John Zappe
Apr 10, 2013, 12:01 pm ET
New Recruiter Homepage

New Recruiter Homepage

Sporting a new look and with some new features — including a recommendation engine that ‘learns’ the kind of people a recruiter most want — LinkedIn Recruiter is getting an official relaunch this morning.

The redesign itself is an update of the classic LinkedIn Recruiter look to make it more consistent with the LinkedIn homepage redesign that was introduced last fall.

Parker Barril, Linkedin’s Talent Solutions head of product, unveiled the fresh, new LinkedIn Recruiter at a live and webcast user event — ConnectIn — in San Francisco. As he put it, “the consumerization of the enterprise,” the trend toward making products and services easier to use, “is influencing a new generation of products.” keep reading…

4 Ways to Recruit Tech Talent With Google+

by
Erin Bazinet
Apr 3, 2013, 8:33 am ET

Screen Shot 2013-03-29 at 7.29.56 AMNowadays, just about everyone is plugged into Facebook, Twitter, and LinkedIn. These social channels have opened up a completely new way for recruiters and companies to find skilled candidates for job openings across a range of fields. Beyond those three leading platforms, recruiters have also seen an influx of new social recruiting tools, like Jobs2Web. These new developments provide substantial evidence that recruiters and organizations are searching for innovative ways to source candidates through new and existing social media networks.

It’s interesting, then, that despite this clear ambition to make the most of available social recruiting channels, recruiters and organizations continue to underuse one prominent social network, Google+.

keep reading…

Source of Hire Report: Referrals, Career Sites, Job Boards Dominate

by
Lance Haun
Mar 22, 2013, 12:43 am ET

CareerXroads released its annual source of hire report this week and, as usual, the report is full of information about the broader talent acquisition landscape. We’ll get to that in a moment.

The beginning of this year’s report spells out the demise of more simplistic views about source of hire tracking: that data is easy to get, that it is reliable across the board, and that it is clean (one source = one hire). If you’ve been in recruiting for more than a decade, you probably know that things weren’t much better before the Internet drove so much hiring activity. I remember laughably tracking sources of hire via a questionnaire we asked applicants (online and on paper) and trying to create data based on employee’s recollections of how they came to apply for their job 5-10 years ago.

So no data is perfect but this data is very imperfect. Still, it is the best set of data and analysis we have on sources of hire. With that monster-sized disclaimer out of the way, here are some of the results.

Referrals, Career Sites and Job Boards Top List Again

keep reading…