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sourcing RSS feed Tag: sourcing

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…

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…