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sourcing RSS feed Tag: sourcing

How Many Phone-Sourced Names Do I Need to Make a Hire?

by Jun 4, 2014, 5:54 am ET

The short answer: It depends.

The long answer: It depends on a lot of things but the biggest qualifiers are what and where the job is.

If the job is one in which there is a plentiful supply of talent in the local market (relocation still being a big issue in recruiting today — most of my customers prefer not to do it!) and the job itself is one in which there is a healthy employee turnover rate (four to five years), usually between 35 and 50 telephone sourced names will effect one immediate hire.

Why do I put those words in italics?

I say usually because there is no magic bullet in recruiting, and several factors play into this formula: keep reading…

Monster’s New Strategy: Aggregate All the Jobs; Pay for Performance; Broaden Candidate Base

by May 14, 2014, 12:41 pm ET

Monster strategy 1Careers publisher Monster Worldwide this morning outlined a sweeping new strategy that vastly expands its job offerings and the universe of candidates  — by aggregating them from social sites and the Internet generally — and introduces new pricing models that will allow it to attract the smallest employer.

Monster’s Strategy Briefing conducted for investors, analysts, and others at company headquarters in Weston, Massachusetts, is bold and, in the words of Chairman, President and CEO Sal Iannuzzi, “This is disruptive to everyone of our competitors.”

It puts the company in head-to-head competition with Indeed and other job aggregators, changes the game for job boards with the traditional pay to post pricing model, challenges LinkedIn, and even takes on low-priced, entry-level oriented Craigslist. keep reading…

Check Out These Recruiting Tools

by May 14, 2014, 12:01 am ET

bullhornRecently, I showed you how Jobvite’s latest survey revealed that recruiting via social media is increasing. Ten percent of respondents said they found their “favorite or best” job through Facebook; 6 percent found it through LinkedIn and 5 percent through Twitter. As for recruiters, 94 percent of them are on LinkedIn and 65 percent are active on Facebook — and, most importantly, 78 percent say they’ve made a hire through a social network.

In addition, social media is a great way for recruiters to engage passive candidates. There are some great new tools that integrate social media into your talent acquisition efforts. Here are my favorites. Before I start, let me say that this isn’t an exhaustive list meant to exclude; it’s merely meant as some good examples! keep reading…

These People Might Make Good Sourcers

by Mar 18, 2014, 5:01 am ET

hiring sourcersHiring a good sourcer is difficult. Identifying new sourcers who do not have experience in the recruiting function is even more difficult. If you’re trying to build a team of sourcers, consider targeting these professional backgrounds: keep reading…

An Office ‘Fit’ Shakespeare Would Love

by Mar 13, 2014, 5:57 am ET
Addison temp Andy Planck portrays Trevor Graydon, performing in Thoroughly Modern Millie.

Addison temp Andy Planck portrays Trevor Graydon, performing in Thoroughly Modern Millie.

At the Addison Group, when the job orders come in for office temps, sourcing candidates takes on the look of a casting call.

Since 2010, when the Chicago-based national staffing firm first discovered actors make great admins, Addison now actively courts the community, counting over 100 performers and theatrical workers in its database. Today, says Ed Kavanagh, president of Addison’s administrative division, 25-35 percent of the contract placements come from the theatrical community.

They are mostly actors and actresses. Some, though, are acting coaches, a few are writers, and others may work behind the scenes while hoping to land a role. What they have in common is their ability to fit into so many different environments.

“Typically, actors are very comfortable in different roles,” Kavanagh says. Many have improv experience, which requires them to respond to situations and people with no prior planning. “Actors, actresses really do a good job reading people and they fit in very well. They are very adaptable.”

Temping also fits their lifestyle. It gives them the flexibility to make it to tryouts and casting calls, while still having a source of income. Should they land a role, they can they can cut back on their temp work.

Addison recruiters have learned over the years how to work with the theatrical community. “We really work hard behind the scenes,” says Kavanagh, to properly vet the candidates and work with their schedules. keep reading…

Big Ideas for Recruiting Leaders — What if Davos Covered Recruiting?

by Mar 10, 2014, 5:58 am ET

world economic forumForward-looking executives seeking truly big ideas understand the value of the Davos World Economic Forum, where only thought leaders and the most senior executives at top global firms are invited to attend. If there were to be a Davos-type “big-idea session” covering strategic recruiting, this article covers the big idea topics that I would propose for the agenda.

The hectic world of day-to-day recruiting is often dominated by having to solve tactical functional problems like cutting cost per hire or identifying the correct recruiter req load. However if you are a recruiting leader who wants to make quantum improvements of more than 25 percent in your results, step back and focus exclusively on a few big ideas. Big ideas by definition are potentially high-impact strategic actions that are barely emerging, that are extremely difficult to implement, and that may become essential as the business or recruiting environment evolves and changes. Also because they require a dramatic change in thinking, almost all big ideas are instantly rejected by shortsighted individuals in recruiting.

The Top 15 Future-focused Big Ideas for Recruiting Leaders to Contemplate keep reading…

Adopt a Mindset of Measurement to Drive Recruiting Performance

by Feb 28, 2014, 5:19 am ET

I know half the money I spend on advertising is wasted. I just don’t know which half.

For many marketers — and recruiters — that famous statement attributed to 19th century department store merchant John Wanamaker is still true, even with all the technology and measurement tools available in the early 21st century. How many recruiters can say they are getting the most out of the opportunities to drive new efficiencies through technology available today?

It is never easy to change old methodologies. However, recruiters have a significant opportunity to adopt best practices from another function that was forced to reinvent its core strategies in the face of technology disruption and changing consumer behavior: marketing.  keep reading…

Moneyball and Recruiting: The Future of Hiring or Pie in the Sky?

by Feb 20, 2014, 12:29 am ET

Screen Shot 2014-02-19 at 9.31.09 PMMoneyball is getting to be the new buzzword in recruiting. We’re supposedly on the cusp of a data-driven revolution in hiring. And it seems one is sorely needed, judging by the state of hiring practices today.

When NASA was just getting started many of the engineers that were hired were chosen only on the basis of their resume and cover letters. That was the norm for many jobs up until the 1950s. Interviews were not common for jobs where the candidates were located far from the worksite — the cost of travel, and even long-distance calls, made them unaffordable. Then employers started using all types of assessments, which would suggest that hiring must have improved dramatically over the 50 years that have elapsed.

One would be wrong to reach that conclusion. keep reading…

There’s a New Way to Crowdsource Your Sourcing

by Feb 19, 2014, 12:00 pm ET

Screen Shot 2014-02-18 at 10.18.55 AMSourcers and recruiters whose job includes the task of finding candidates now have a new site for doing so. keep reading…

Guess Who’s Going to Quit Sunday Afternoon?

by Jan 31, 2014, 5:35 am ET

Go Daddy teaserLast week, Roundup informed you of the “Quit Your Job” app from The Ladders. Who knew then that Go Daddy would up the ante just a week later?

Sunday, around 4:15 p.m. PST / 5:15 p.m. MST (you centralians and right coasters figure out the time yourselves), some gal (this is a Go Daddy production after all) will quit her job before a TV audience that will be somewhat north of 111 million. The teaser video is here. keep reading…

Looking For Women IT Professionals? Stand in Line

by Jan 29, 2014, 5:47 am ET

Dice women in techAre there women in tech?

Yes, but the truth is, not many. Certainly no where near their proportion to women in the workforce. Women are barely a quarter of the IT professionals, yet they account for half the civilian workforce. Women earn 60 percent of the bachelor’s degrees, but fewer than 20 percent earn a degree in computer science. Twenty-five years ago, 37 percent of the computer science degrees went to women.

In some specialties — cyber security, for one — men outnumber women 9 to 1. keep reading…

Who’s Responsible for Social Recruiting?

by Jan 23, 2014, 6:09 am ET

Screen Shot 2014-01-14 at 11.06.48 AMCandidates today connect, communicate, and proactively do their homework as they interact with future employers through social media. Their first impression of your brand often takes place through your social media presence. They expect responsiveness, a person behind the brand voice, and the ability to ask questions, learn about job openings, and feel you out before they commit to clicking “apply.” The value of social recruiting is not in question. How to implement your social strategy is. keep reading…

Startup Connect6 Says It Has 500 Million Profiles of Potential Employees

by Jan 15, 2014, 5:48 pm ET

connect6Sure, the list of companies pulling together information on candidates from around the Internet and packaging it together for sourcers and recruiters is long. Tools and technologies doing something like this include Gild, Dice, Entelo, TalentBin, HiringSolved, 3Sourcing, RemarkableHire, and more.

But from what I can tell from my quick look at its offerings today, a startup called Connect6, quietly in beta, may end up being mentioned in the same breath as these others. keep reading…

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…