Trying to take the Sour out of Sourcing: Looking for some training advice: www.criticalhire.ca Toronto - RecruitingBlogs2024-03-29T07:36:56Zhttps://recruitingblogs.com/forum/topics/trying-to-take-the-sour-out-of?commentId=502551%3AComment%3A1093997&x=1&feed=yes&xn_auth=noYou are doing all the write t…tag:recruitingblogs.com,2010-10-05:502551:Comment:10939972010-10-05T18:53:48.998ZC. B. Stalling!!https://recruitingblogs.com/profile/ChrisStallings
You are doing all the write things but 1 to 8 is not good at all. I will not ever send 8 people to a manager so cut down how many people you submit
You are doing all the write things but 1 to 8 is not good at all. I will not ever send 8 people to a manager so cut down how many people you submit Hi James,
I have tried all o…tag:recruitingblogs.com,2010-10-05:502551:Comment:10938542010-10-05T15:19:10.240ZBen Linghttps://recruitingblogs.com/profile/BenLing
Hi James,<br />
<br />
I have tried all of the resume sourcing aggregators and have found InfoGist's Platinum Recruiter to be by far the most effective (I'm not affiliated in any way). You can get a free 3 day trial without talking to anyone or giving credit card info. Another extremely powerful tool is Zoominfo PowerSell. You can get a single license for 99/mo.<br />
<br />
Here's is a free tool that allows you to search multiple sources:…
Hi James,<br />
<br />
I have tried all of the resume sourcing aggregators and have found InfoGist's Platinum Recruiter to be by far the most effective (I'm not affiliated in any way). You can get a free 3 day trial without talking to anyone or giving credit card info. Another extremely powerful tool is Zoominfo PowerSell. You can get a single license for 99/mo.<br />
<br />
Here's is a free tool that allows you to search multiple sources: <a href="http://websearch.recruiting.com" target="_blank">http://websearch.recruiting.com</a> (no sign up required - easy to use)<br />
<br />
All the best,<br />
Ben Ling Julia, thanks for the tip on…tag:recruitingblogs.com,2009-07-31:502551:Comment:7191132009-07-31T21:05:51.849Zpam claughtonhttps://recruitingblogs.com/profile/pamclaughton
Julia, thanks for the tip on diigo it looks interesting.<br />
<br />
James, I use cbiz and they just added a new feature called SourceFirst that lets us search a ton of free and paid sites and to capture that info into our database. I am just starting to play around with it but it looks like it has potential. I've had good luck w/LinkedIn, JigSaw, Twitter somewhat and even Facebook.
Julia, thanks for the tip on diigo it looks interesting.<br />
<br />
James, I use cbiz and they just added a new feature called SourceFirst that lets us search a ton of free and paid sites and to capture that info into our database. I am just starting to play around with it but it looks like it has potential. I've had good luck w/LinkedIn, JigSaw, Twitter somewhat and even Facebook. Great detail!
I have found t…tag:recruitingblogs.com,2009-07-31:502551:Comment:7190992009-07-31T20:28:56.645ZJulia Stonehttps://recruitingblogs.com/profile/JuliaStone
Great detail!<br />
<br />
I have found that with 1 part time (although quite excellent and definitely invaluable) sourcer, I am able to consistently keep my billings in the 200-225K range. I highly recommend considering doing the same. I have found that I can teach people to source more easily than I can teach people to recruit, especially if I am just expecting them to make a list of possible candidates so I can keep my time on the phones.<br />
<br />
I will be at RecruitFest & happy to give you some pointers.…
Great detail!<br />
<br />
I have found that with 1 part time (although quite excellent and definitely invaluable) sourcer, I am able to consistently keep my billings in the 200-225K range. I highly recommend considering doing the same. I have found that I can teach people to source more easily than I can teach people to recruit, especially if I am just expecting them to make a list of possible candidates so I can keep my time on the phones.<br />
<br />
I will be at RecruitFest & happy to give you some pointers. Geoff Webb keeps insisting I am a Sourcing Guru, so I guess I have to embrace the title. I have a form that I created which spells out the parameters of our searches, identifies the boolean strings and places to look.<br />
<br />
Your numbers on new marketing calls look low, so you are probably very effective at the calls you are making. I have heard numbers upwards of 100-110 to 1 for rookies this year, 6-7 is reasonable. One other thing to think about, you can shoot for 1.5 or 1.7 hires per month too, no need to double the numbers just to be safe if you really need a 20% margin of error.<br />
<br />
With a sourcer in-house,the number of req's we can actively work on has also doubled, even though she only works 15-20 hours per week.<br />
<br />
One other pointer, I have switched to using <a href="http://www.diigo.com">www.diigo.com</a> to track our profile searching. You need to switch your settings to private, but it is an awesome way to track and share info before you have a resume. Hi Pam:
I really appreciate…tag:recruitingblogs.com,2009-07-31:502551:Comment:7190982009-07-31T20:16:10.173ZJames Zinmanhttps://recruitingblogs.com/profile/JamesZinman
Hi Pam:<br />
<br />
I really appreciate your common sense advice. Indeed I could be better at mining my existing network at least for referrals. I have been using "icontact" for my mass marketing campaigns and it's a great affordbale tool. You're right, I do need to partner with other Canadian based technology recruiters.<br />
<br />
Are there any internet sourcing strategies that you have found to be successful if you end up not being able to turn up the right candidate from your existing DB/network?<br />
<br />
<cite>pam…</cite>
Hi Pam:<br />
<br />
I really appreciate your common sense advice. Indeed I could be better at mining my existing network at least for referrals. I have been using "icontact" for my mass marketing campaigns and it's a great affordbale tool. You're right, I do need to partner with other Canadian based technology recruiters.<br />
<br />
Are there any internet sourcing strategies that you have found to be successful if you end up not being able to turn up the right candidate from your existing DB/network?<br />
<br />
<cite>pam claughton said:</cite><blockquote cite="http://recruitingblogs.ning.com/forum/topics/trying-to-take-the-sour-out-of#502551Comment718900"><div>Hi James,<br/><br/>A few thoughts come to mind as I'm reading through this. First of all, you are definitely working hard and focusing on the right things. It's all about activity, when the numbers are there the placements will follow. That said your 1 to 8 ratio is a little high. Mine and a few of my colleagues tend to see more in the 1 to 4 or 1 to 5 ratio, so for every 4 or 5 sendouts (interviews) we can usually count on a fill. So, you may want to look more closely at why your number is that high, are you not screening tightly enough?<br/><br/>How well do you use your database? Do you put all of your data in there and go there first for all new searches? I've always been amazed at how many recruiters don't. They first jump on the internet or the boards or post the job somewhere before digging into their own data to find the gold already there. The first thing we do is search our database of current and past candidates and then shoot an email out with job description and comment to call with questions or forward along to anyone they may know. This is by far our best tool in getting great candidates, especially because in many cases it shakes loose referrals of people who are not looking and not out there on any boards.<br/><br/>As a one man shop, another thing to seriously consider if you are not already doing so is to partner with a few other recruiters that you know and trust to do splits. This gives you vast leverage fast. It’s how I work. As an example, I share an office with a fellow recruiter, a good friend. We each have our own separate companies. We also work virtually with other former colleagues who are now on their own either in offices or working from home. So, whenever any of us gets a new search we email it out to the group of 5 or 6 recruiters and everyone checks to see who they have and depending on their interest and time, will either dive in and recruit or at least shoot an email out after doing a search in their database. To give you an idea of how effective and lucrative this can be, I just sent a new search out two days ago to the group, they sent their emails out through their databases and I’ve received some great candidates. In addition, from her email that she sent to 2000 marketing people in her database, my colleague not only got a superb passive candidate, she also heard back from a hiring manager who needed a marketing contractor and we got three people set up yesterday and they hired one today. So, one job filled and another strong possibility for another soon.<br/><br/>~Pam</div>
</blockquote> Hi James,
A few thoughts com…tag:recruitingblogs.com,2009-07-31:502551:Comment:7189002009-07-31T16:47:30.323Zpam claughtonhttps://recruitingblogs.com/profile/pamclaughton
Hi James,<br />
<br />
A few thoughts come to mind as I'm reading through this. First of all, you are definitely working hard and focusing on the right things. It's all about activity, when the numbers are there the placements will follow. That said your 1 to 8 ratio is a little high. Mine and a few of my colleagues tend to see more in the 1 to 4 or 1 to 5 ratio, so for every 4 or 5 sendouts (interviews) we can usually count on a fill. So, you may want to look more closely at why your number is that high,…
Hi James,<br />
<br />
A few thoughts come to mind as I'm reading through this. First of all, you are definitely working hard and focusing on the right things. It's all about activity, when the numbers are there the placements will follow. That said your 1 to 8 ratio is a little high. Mine and a few of my colleagues tend to see more in the 1 to 4 or 1 to 5 ratio, so for every 4 or 5 sendouts (interviews) we can usually count on a fill. So, you may want to look more closely at why your number is that high, are you not screening tightly enough?<br />
<br />
How well do you use your database? Do you put all of your data in there and go there first for all new searches? I've always been amazed at how many recruiters don't. They first jump on the internet or the boards or post the job somewhere before digging into their own data to find the gold already there. The first thing we do is search our database of current and past candidates and then shoot an email out with job description and comment to call with questions or forward along to anyone they may know. This is by far our best tool in getting great candidates, especially because in many cases it shakes loose referrals of people who are not looking and not out there on any boards.<br />
<br />
As a one man shop, another thing to seriously consider if you are not already doing so is to partner with a few other recruiters that you know and trust to do splits. This gives you vast leverage fast. It’s how I work. As an example, I share an office with a fellow recruiter, a good friend. We each have our own separate companies. We also work virtually with other former colleagues who are now on their own either in offices or working from home. So, whenever any of us gets a new search we email it out to the group of 5 or 6 recruiters and everyone checks to see who they have and depending on their interest and time, will either dive in and recruit or at least shoot an email out after doing a search in their database. To give you an idea of how effective and lucrative this can be, I just sent a new search out two days ago to the group, they sent their emails out through their databases and I’ve received some great candidates. In addition, from her email that she sent to 2000 marketing people in her database, my colleague not only got a superb passive candidate, she also heard back from a hiring manager who needed a marketing contractor and we got three people set up yesterday and they hired one today. So, one job filled and another strong possibility for another soon.<br />
<br />
~Pam Small world Ami. Thanks for t…tag:recruitingblogs.com,2009-07-31:502551:Comment:7188092009-07-31T13:40:51.010ZJames Zinmanhttps://recruitingblogs.com/profile/JamesZinman
Small world Ami. Thanks for the chat yesterday you certainly seem to be darn innovative in your space. I also appreciate you reposting my questions.<br />
<br />
j
Small world Ami. Thanks for the chat yesterday you certainly seem to be darn innovative in your space. I also appreciate you reposting my questions.<br />
<br />
j Yes, James, "too much blabbin…tag:recruitingblogs.com,2009-07-31:502551:Comment:7188062009-07-31T12:52:08.848ZAmitai Givertzhttps://recruitingblogs.com/profile/Recruitomatic
Yes, James, "too much blabbing." But only an old friend could tell you that, right?<br />
<br />
When you find the answer share it, do.
Yes, James, "too much blabbing." But only an old friend could tell you that, right?<br />
<br />
When you find the answer share it, do. Howard Adamsky gave some exce…tag:recruitingblogs.com,2009-07-31:502551:Comment:7187932009-07-31T11:40:39.915ZMaureen Sharibhttps://recruitingblogs.com/profile/MaureenSharib
Howard Adamsky gave some excellent sourcing advice in <a href="http://www.ere.net/2009/07/30/got-cash/#more-9126" target="_blank">his article</a> "Got Cash?" over on ERE. He said:<br />
<i>If you do not get what you want, it is time to crawl up through the organization to higher levels. Be pleasant. Be relentless.</i><br />
Read the whole article - it's wonderful medicine.
Howard Adamsky gave some excellent sourcing advice in <a href="http://www.ere.net/2009/07/30/got-cash/#more-9126" target="_blank">his article</a> "Got Cash?" over on ERE. He said:<br />
<i>If you do not get what you want, it is time to crawl up through the organization to higher levels. Be pleasant. Be relentless.</i><br />
Read the whole article - it's wonderful medicine.