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Blog Post: Big Data and the Science of Recruiting

Big Data: The …

Added by Alexandra Corey at 1:24pm on July 17, 2015

Blog Post: Five Creative Ways Young Startups Can Find More Talent

Added by Devin Caldwell at 8:10pm on December 21, 2017

Blog Post: The Top Intranet Document Management Features: One of the main reasons for getting an intranet is to optimize the organization and sharing of information. A small company can generate a tremendous amount of knowledge, which can get chaotic…; Added by Phil Strazzulla at 5:02pm on February 25, 2021

Topic: Twitter: Commanding Respect - Lessons in Social Media Deportment: uld anyone be bothered by racist comments or foul language meant for friends only? How easy it is to forget that anyone can read anything that you publicly post at any time. Twitter boasts 175 Million registered users. Can you even visualize how many people that is? The Staples Center where the Lakers play in Downtown Los Angeles can seat up to 20,000 people. I have been to several events at the Staples Center. The crowd is phenomenal and almost unimaginable, even as you sit there and look around. University of California State Fullerton had over 40,000 registered students last semester. That is twice the size of the city where I lived in Indiana. Hard to comprehend. But that number is less than 0.03% of the number of Twitter users. The funny thing about Twitter? More people read and click than type and tweet. Users go to find information, to learn about products, to seek out real-time data, to search out details, to locate people, companies, and brands. THEY look for you. You don't have to look for them. That is the beauty of Twitter; it is permission marketing at its best. Two years ago, I started a Twitter column that captured any tweet that mentioned the word "recruiter." It didn't even have to be hashtagged. It sought out and highlighted each and every tweet, as they came in, real-time. I was shocked by what was being posted about recruiters, the language that was used by those, outside of our industry, who were dealing with recruiters and the contempt and disgust that was sometimes spewed. I started re-tweeting what was said. I wanted our industry to know that smarm was alive and well amongst us. I also wanted to show the power of Twitter and for what it could be used. What you tweet can be tracked. Listen in on a Twitter chat every now and again and you'll realize how important and impactful instant communication and collaboration can be. Ask the numerous individuals that have been fired for tweeting indiscriminately. Ask the restaurants that are using Twitter to monitor what customers like and dislike about their food and service. Ask the universities that want to know what their students are tweeting about. Big Brother has his hand in this cookie jar, to be sure. And we have all heard of random Direct Messages that accidentally went public. Ouch. This isn't a swing set on a playground. Not only the new kid in town, Twitter is a powerful business tool that commands respect and deserves it. We should probably start acting like it. by rayannethorn Not My First Rodeo - Lessons in Social Media Deportment Facebook Graffiti - Lessons in Social Media Deportment Don't Be a LinkedIn Spam Factory - Lessons in Social Media Deportment Twitter: Commanding Respect - Lessons... Think Before You Leap..., to Conclusions. Deportment? Ha!…; Added by Rayanne at 3:45am on December 30, 2010

Blog Post: Finding and Attracting the Best Talent with LinkedIn Search and AI-Driven Recruitment Tool

Added by Pankaj Deshmukh at 6:03am on May 11, 2023

Blog Post: Getting Fired Is Never a Good Thing – 7 Tips to Keep Your Job

Unemployment is no fun unless you are independently wealthy. Even…

Added by Kerry Creaswood at 3:35am on December 12, 2015

Blog Post: The Process and Pitfalls of Education Verification: While employers have long conducted education verification checks on their employment candidates, it appears that increasingly more staffing and recruiting groups are being made responsible for…; Added by Gordon Basichis at 2:29pm on May 14, 2011

Blog Post: The Modern Day Sourcer: When I reflect on my career in Talent…; Added by William Maurer at 8:37am on July 6, 2016

Topic: Setting Up a Sourcing Department: d? Are they set up by function; region expertise? How do companies source passive candidates? Do they outsource? If they do, where and do they off-shore? Metrics? How do you measure sourcer’s performace? How have companies adapted/changed the sourcing function given the new internet applicant law? What is the ratio of recruiters to sourcers? Is Diversity sourcing a separate Dept/function? ~ MC, Team Leader and Strategic Account Manager, TMP Worldwide I answered as follows and I thought some of you might find this subject interesting. I hope you do. You can view all the answers to the question above here. Your question is a set of questions and I will attempt to answer some of them from my decade long experience as a telephone names sourcer and as a trainer who has recently entered that arena. There are two types of sourcing: Internet and Telephone. They do not have to be centralized, but if I had to choose between the two I’d say Internet Sourcing is more easily centralized. Both types of activity draw specific types of personalities. If I had to say one word that describes people who enjoy this type of activity I would say Introvert. Of course there will be exceptions, but overall, I’d say this rings true. Introverts work best away from madding crowds. There are FAR MORE Internet Sourcers in this world than Telephone Sourcers. As Telephone Sourcing is the model I best understand I will continue to direct the bulk of my answers as your question relates to Telephone Sourcing. Recently there is great interest among companies to set up the function of “sourcing” onsite. Did you know this type of sourcing now enjoys its own Wikipedia definition? Here: http://en.wikipedia.org/wiki/Sourcing Companies nowadays recognize the urgent need that sourcing passive candidates represents. In my opine, telephone sourcing best sources the “truly” passive candidate – the guy sitting inside a company’s brick walls who has no representation on the Internet and therefore cannot be “sourced” using traditional Internet sourcing habits. It takes someone to CALL IN and ASK QUESTIONS in order to locate those people. To me, and to my customers, this virgin possible candidate represents the best of both worlds – the possible employee who is busy doing the work you need him to do for you, only he is busy doing it for someone else. Until you come along! Then, usually intrigued by your approach, will spend some of his time considering your opportunity presentation. It’s a highly effective technique that delivers wild value to a company’s bottom line! I digress, I know, but I think you can see from my response how excited I get about the subject! As you can also probably tell, I’ve done a lot of writing on the subject. ;) Moving on, sourcing can be set up by function, region, expertise but I see this as more of a down-the-line evolution. It really depends on your own needs – what you require to be accomplished in your staffing organization. My advice is to just get the function started and manage it from there. Because it’s such “new” thinking for most staffing departments the hardest thing you’re probably facing is just getting others to understand what it is. Once they understand it, they might embrace it. I say “might”. It’s an extremely challenging space and though many will think it sounds intriguing very few will be able to answer its’ siren call. It’s very hard work! Many companies hire sourcers like me to do it for them. Third parties have been doing it for years and then passing the fruit of our labors on to their clients along with respectable percentage fees. Telephone sourcing can cut a minimum of 75% of third party costs but there’s a caveat here – though telephone sourcers can deliver you “the goods” it still takes talented individuals to develop these possible candidates and bring them through your door. It takes a different approach to develop and then close a truly passive candidate like this. There’s been discussion about outsourcing this function. In my experience, MAYBE some of the internet sourcing can be outsourced at this time but I believe it will be a long time before the language barriers and the hardware difficulties (no, VoIP doesn’t work for telephone sourcing!) are overcome to a point where this possibility exists. I could be wrong; I am always open to that, but I don’t think I am. Telephone Metrics: An excellent/great telephone names sourcer can do 200-300 names per week (the really really great, sometimes, even, per day!); a very good names sourcer can push out 100-200 names in a week, a good one, 100 names a week consistently, and a beginner should be able to do 25- 50 or so names per week for the first couple years. Ratio: I suggest one sourcer for three recruiters. Actually, I think what’s happening in the real estate industry could work well in corporate staffing departments: the team approach. It might look like this: 1 Sourcer 3 - 4 Candidate Developers 1 - 2 “Closers” 1 Administrative Assistant I know it’s radical – just “consider” the possibility! I will leave the diversity question and the new internet applicant law for others to address. I hope this is helpful – if you’d like to learn more about the arcane subject, we discuss telephone sourcing all the time here on the Yahoo group “Sourcers Unleashed” and also on the Ask Maureen group on the Electronic Recruiting Exchange. ****** Like what you just read? MagicMethod is brimming with information like this and will show you the inside tips and techniques of true telephone names sourcers! Subscribe today here. The Book of Sourcers is ready! Get your list of 200+ sourcers now here. NameSourcer blog. NEW Join the SourcersGuild Ning network here. Network for Names Soucers!…; Added by Maureen Sharib to Phone Sourcing at 4:34pm on April 18, 2008

Topic: The Sourcers We Are (And Aren't) Today Part V: he Sr. Manager (Loreen Musterson) under whom he thought Diane might report and one of the few names he could find on LinkedIn relative to Diane – was definitely not going to work as that group turned out to not only not contain Diane but also contained mostly Analysts and not Project Managers. This is the heartbreak of online search – no matter how promising it may look – no matter how much we care to color in between the lines – the reality of what we think it might be and what it turns out to really be are many times two entirely different animals. What to do next? Pam and I decided to take the other managers and senior managers reporting to the Director of Loyalty Integrated Marketing (Denise Smothers) and open up their groups because that’s where we suspected we’d find Bill’s turncoat Project Manager Diane and her three as-yet unknown co-workers. Hell, we suspected we might even find more because we felt good about the fact we had the right group outlined - Loyalty Integrated Marketing - from the director on down through the managers. Like a puzzle we had the outer pieces in place; now it was time to fill in the center! We decide to break up the director’s reports – Pam will take the first three managers and I’ll take the last four. One out of seven will answer (probably two out of seven in this, their 10a.m. Thursday morning hour) and we’re likely to learn something from at least one, if not both of them! I retreat and push the bathroom door mostly shut behind me. I barely have time to dial my first number before I hear Pam jabbering in the next room. I go to the door and listen. I miss the first few exchanges but hone in on the third or fourth… “She is? Sure, I’ll wait.” Radio silence. “Diane? Hi. This is Pam – for some reason I thought you were in Jerome’s group –that Loreen was your manager!” I open the door and go to the room’s kitchenette and pour myself a cup of coffee, just a few steps from Pam. I listen as Diane says something on the other end and then Pam says, “Then whom do you report to? Oh. I see. Renee. You mean Renee York?” and I see her circle a name on the page and draw a line from another name to that circle. I listen some more and it appears Diane affirms Renee’s last name and then my gut tightens as I know Pam’s does as she then asks, “I’m unclear with the information I have; are you an airline employee or a Consultant?” “That’s the direction I was going,” Pam said and then she really skated out onto the thin ice. I could hear the crackling. “Who are the other consultants who work with you?” Every muscle in my body tenses. “Sure, I can do that. I’ll call you in a few minutes.” Pam put the phone down on her lap and looked at me and said the s word. “She either went south on me or didn’t want to stand there taking up someone else’s phone,” she said to me. "I don't know." I know what that means and you few phone sourcers out there reading this knows what this means but for those of you who don’t know what “going south” means it means when a source “turns” suddenly from giving you information to not giving you information, we in the phone sourcing business say they “went south” on us. Again, to you few phone sourcers reading this; I'm sure you caught the whiff of danger in Pam's "I don't know." When a phone sourcer tells you she doesn't know it means her next step is going to be a gamble. This doesn't usually happen; an experienced phone sourcer can usually "hear" what her next steps should be as she proceeds on a job. We'll get back to this "special-case" subject later (maybe tomorrow.) For now, what had happened on her call, Pam explained, was that she’d decided to call one of the Sr. Manager’s reports (Jerome Peters) in the group that Bill had originally thought Diane belonged in instead of calling the Sr. Manager first, thinking she’d climb the chain of command and use all the resources she had available. This is smart technique for a phone sourcer because calling in directly to the belly of the beast in these real-time exercises is usually the best and fastest way to get the best and most current information and there’s no point in not exploiting every rung on the ladder as we climb along. Another reason to orbit this group headed by this particular Sr. Manager that Bill identified on LinkedIn is that there may be/sometimes is enough “exhaust” being given off that there could be some connection to the real targets Bill wants - those three other consultants Diane works with! Remember, we still don’t even know what company these consultants work for. That’s a tough one. In other words, LinkedIn (and any social media/turned/turning jobs platform) has its place as a starting point but they should be viewed as only that – in general they hold about 10% of the information on any one specific group in an organization. I get a lot of heat when I make this claim and it’s hard to prove but unless you’re in a position to be doing this kind of real-time information gathering (actual phone-sourcing; calling in and deciphering the data and placing it where it really belongs (not guessing) in an org chart) like phone sourcers do there is no way of knowing (or arguing against) my assertion. Getting back to the reasons to circle a senior manager that emits a signal, as this one seemed to do for Bill, as it turned out, there was cause to investigate further. Calling Jerome, the Marketing Transitions Manager who reported to Loreen (the Sr. Manager for Loyalty Marketing) just happened to not only find Jerome at his desk but it also found Diane standing next to the desk talking to Jerome! Lucky, huh? As lucky as it sounds, surprisingly it isn’t as lucky as it seems. Things like this happen all the time when you’re phone sourcing! I call this the human element and it’s the advantage that phone sourcing has over Internet sourcing and it’s huge. Coincidences like this happen all the time. Humans are social animals; they meet and greet and mingle and tingle and interact and know one another and phone sourcers, by doing the same on their daily call rounds each day reach and touch the lives of these people that deliver real-time results to their companies. Instead of finding information online that was entered a year ago (or even last week!) about which veracity can only be guessed about, phone sourcing allows up-to-the minute intelligence gathering unparalleled in the world of sourcing. It has no equal. Nothing even begins to come close. Nothing. Nada. Zero. Zilch. Zip. Zippo. Nothing. Get it? To give you the bird’s eye view again to what we have gathered so far and where we are in our efforts; remember, there is a director, seven managers/sr. managers and their reports. We have one group flushed out and it includes four people/analysts and one manager – all who report to one of the senior managers/the one Bill suspected Diane reported to and the one he had found on LinkedIn as one of Diane's right-column "connections." We've discovered Diane DOES NOT belong in that group and we've just discovered she belongs under a different manager; one we had earlier uncovered by phone sourcing the very helpful Annette who had given us not only that manager's name but also all her co-managers and the director they all reported to. We've seen how having that group intelligence outlined was helpful in Pam's phone sourcing exchange with Jerome and with Diane herself and now we're preparing to go in for The Kill. Diane is in blue, below. Our mission has been to locate the group Diane belongs to (we've accomplished this) and identify who the three Consultant co-workers she has revealed to Bill who work at this airline with her are so he might contact them about the opportunity Diane has chosen to turn down. He wants to do this with the idea because her skills are so unique and desired by his customer her coworkers may have the same attributes and his customer may want to hire one of them! The project, at this point, looks like this: Major Airline Headquartered In The Midwest 800 xxx xxxx <-Voice Mail Hell / Tracks Your Call Number xxx xxx xxxx <- “Leave a Message” message Denise Smothers Director Loyalty Integrated Marketing xxx xxx xxxx Renee York Manager (or Sr. Manager) Loyalty Marketing xxx xxx xxxx Diane Buenopello Project Manager / Consultant Company Unknown xxx xxx xxxx Has three co-workers – find them! Martha Newkes Manager (or Sr. Manager) Loyalty Marketing xxx xxx xxxx Charlotte Sanders Manager (or Sr. Manager) Loyalty Marketing xxx xxx xxxx Teresa Harkum Manager (or Sr. Manager) Merchandising xxx xxx xxxx Ann Hersler Manager (or Sr. Manager) Merchandising xxx xxx xxxx Sachia Kunz Manager (or Sr. Manager) Merchandising xxx xxx xxxx Loreen Musterson Sr Manager Loyalty Marketing xxx xxx xxxx Sheila Masters Analyst xxx xxx xxxx Jerome Peters Marketing Transitions/Locations/Operations Manager xxx xxx xxxx Tim Gunther Analyst (no number listed - Jerome's one report) Shenee Polson Analyst xxx xxx xxxx Tomorrow we’re going to attempt to fill in those missing consultants and you’re going to emerge breathless from the ride Pam and I take you on! Part VI Maureen's PHONE SOURCING TRAINING begins a fresh semester, Tuesday, October 22 at noon ET. Details here.…; Added by Maureen Sharib to Phone Sourcing at 11:42am on November 1, 2013