Speaking to Kevin the other day and were struck by the importance being placed on using the Internet in directly Sourcing Candidates by both Recruitment Agencies and Internal Recruiters in the US.


We asked Kevin a few questions on this important topic.

What are the key differences between sourcing tactics in the US compared to Australia?


“The BIG difference between the US and Australia is almost all recruiters in the US are using fairly sophisticated Internet search techniques. I would estimate that close to 90% of all recruiters who work for large organizations and third party recruitment agencies have taken a course in Internet search techniques. Shally Steckerl of JobMachine has provided a lot of this training.


Obviously, with fewer people in Australia the need for Internet search has historically been less. However, the need is growing and finding people using Internet-based tools and by creating talent pools using social networks, organisations can realise significant competitive advantage. Australian recruiters may actually have an advantage using Internet search as there is less chaff to sift through to get at the really good candidates."


What are the key things a recruiter needs to do to be successful in sourcing critical candidates?


"Accurately connecting and comprehensively designing your search criteria to the jobs skills, competencies, and experiences the candidate are KEY. The internet requires more precision and rigor. A search that uses vague terms or covers broad competencies will return way too many candidates to be useful.

Recruiters must have a strong competency in using the Internet and the tools and techniques that make it a successful search platform. This requires study and practice. The skills are different from those many recruitment professionals have used in the past and it may take time to become proficient. Shally (our other keynote speaker) is master in these areas".



What do you see as the future of sourcing?

"The increasingly sophisticated use of the Internet to find candidates and to communicate with them. This will include the use of VOIP (Voice over Internet Protocol), IM (Internet Messaging), and other tools such as Twitter (social network and blogging service) to stay in touch.

I also see a growing need to build multiple social networks and figure out appropriate and candidate-acceptable ways of communicating and networking. This whole area is an emerging trend."


How can a recruiter significantly improve their credibility with clients?

"A recruiter MUST be able to present a compelling value proposition to a hiring manager as to why they should be utilised (over another agency or the client doing the recruiting themselves).

It’s very simple: the most credible recruiters have quality candidates available very quickly. I like to say that a “perfect” recruiter would have a qualified candidate submitted to a hiring manager within 1 hour of receiving the request. This would require a depth of knowledge, talent pools of excellent candidates, a significant network and communication skills that would bring instant credibility."



Note: Founder and Chief CyberSleuth of JobMachine - Shally Steckerl will join Kevin and our panel of local experts at the CarmanWhite Conferences.

To find out more visit www.carmanwhite.com, download the conference brochure or click here to book online

Kind regards,


David Carman and John White - Directors, CarmanWhite Pty Ltd
P: + 61 (0) 3 5996 6514
E: conference@carmanwhite.com
W: www.carmanwhite.com