First up Cyndy Davis and Recruiting for Neurodiversity. So this presentation was all about what is Neurodiversity, which is the idea that neurological differences like autism and ADHD are the result of normal, natural variation in the human genome.

Next up Josh Brecheisen and which is better and why—Internet Sourcer Vs Phone Sourcer. An example used was Channel Marketing Manager. Time to Source was 2 days phone sourced. The o9ther Regulatory affairs Specialist, time to source 2 hours inter Sourced. Now my first issue here is you can't really compare if they are searching different roles. IN the end, the idea being pushed was to add phone sourcing to your strategy. Now that said I agree some phone sourcing should be done, however, the presentation did not show who was better which was the supposed point. Phone Sourcing is time consuming if you have the time and are struggling to find people, then do it.

So next up Brian Fink and Building a Sourcing Framework. 3 things that need to be accomplished…maybe 4 are Build a Repeatable and Scalable Sourcing Process, Engage Hiring Managers and Hiring Teams, Accelerate Pipelining, Screening, and Hiring Outcomes. Some Tools mentioned are; Evernote, Clearbit Connect, Glossary Tech, Hiretual(boolean Building), Intelligence Search(facebook search), Instagram, Nymeria(finding Emails).

Lastly Liz Bronson and building your Brand. Basically, what do you want to be known for? Who are you. This goes for you as an individual ad your company.

Next week Day 2 Sheryl Sandberg.