Professional Associations are great places to source candidates. You can source from both national as well as local chapters, and working with them can help build your pipeline of local talent. There are many different ways you can engage with them:

1. Piggyback. Get a colleague who is a member to help out. If your CMO is a member of the American Marketing Association (and they should be), you can use their membership to post jobs and search the resume database on their…

Now that we have our target companies, it’s time to start building our database. The #1 advantage that recruiting agencies have over corporate recruiting departments is that they have a database of prospects/candidates to call on. Since our goal is to reduce spending on outside agencies and build an internal talent engine, we need to create our own database. This is an extension of our previous market research activities, but now we’re getting more targeted and looking at individuals…

Now that we have our segments, let’s use a real world example to examine how we can use them to develop a Target Company List. Since I live in the NYC Metro area I’ll choose a local company: PepsiCo.

1. Competitors: A quick search of the Beverage – Soft Drinks industry on any Finance and Investing website gives us our list for this segment: The Coca-Cola Company, Dr. Pepper Snapple, Monster Beverage Corporation, Jones Soda Co., etc.
2. Industry: Consumer Packaged Goods (CPG).…

Talent Market Segmentation is one of the key first steps in building a Sourcing Engine. You can’t successfully fill your talent acquisition pipeline if you don’t have a targeted outreach and networking approach.

Corporate recruiters face mountains of resumes, the result of posting job ads across the web. Who has time to go through all those applicants to find the few truly qualified candidates that your company needs to achieve its growth goals? Talent Market Segmentation…

If your company is growing, you've likely encountered problems finding the talent you need, especially if that talent is technical in nature. You've also probably spent lots of $$$ on recruiting agencies and maybe even an RPO (Recruitment Process Outsourcing) provider. And you're probably still unhappy with the quality of candidates you've received. If you're ready to take talent acquisition into your own hands, reduce costs and turnover, increase hiring speed and quality of hire, here are…