Have you found the best prospects available? We are going to discuss how you can make certain that you are covering the requisitions with the best available prospects. If Boolean is the language of talent sourcing, are there different dialects? And is there other types of search other than Boolean. Our subject matter experts are going to illustrate their approach to the search process.
It is not going to be about Boolean, but the search sets behind the tactics. In other words, we are continuing our discussion of a talent sourcing framework for recruiters/talent sourcers. We are building on organizing and the talent sourcing process.
This event is part of the “Let’s Talk Recruiting” series where a panel of recruiting practitioners get together online and have a conversation on a variety of topics related to corporate recruiting.
Click to Play the Recording
|Name & LinkedIn Profile||Group||Title||Company|
|Eric Jaquith||Recruiting Phoenix||Enterprise Sales||SeekOut|
|Marvin Smith||Recruiting Seattle||Strategic Talent Sourcing | Talent Community Strategist||Lockheed Martin|
We asked our attendees, “Besides LinkedIn, what is your favorite tool you use in your day to day recruiting?”
Here are their answers:
- Calendly, seekout
- Excel and HireTual
- Hiretual, Indeed
- Indeed Resume search
- Networking for referrals
- our ATS
- our ATS system & Indeed
- Our CRM
Chat Messages from the Session…
10:12:36 >> From Kristine Nemeth : Sourcing is separate, recruiters just funnel and go through the resumes of who apply
10:13:02 >> From Kristine Nemeth : The sourcers go through linked in and Beamery
10:13:34 >> From Catherine Hansen : Most recruiters we work with are full cycle (do their own sourcing—>close) but it doesn’t scale well running multiple searches
10:13:59 >> From Sean Rehder : Does anyone have members on their team that are 100% dedicated to sourcing?
10:14:02 >> From Antonia Ndi to All panelists : I think a good recruiter should source, build pipelines and not just post, pray and wait.
10:14:17 >> From Catherine Hansen : yes, common at large tech giants
10:14:36 >> From Kristine Nemeth : The Big companies I work for all have sourcing teams
10:14:37 >> From Antonia Ndi to All panelists : But absolutely right @ Catherine. It’s hard when you have multiple searches
10:14:46 >> From Danielle French : Yes – about half of my reqs are covered by sourcers who handle everything up through screening
10:14:47 >> From Kristine Nemeth : and each recruiter is paired with a sourcer
10:15:07 >> From Catherine Hansen : Eric, are you showing a slide?
10:15:13 >> From Daniella McDonald : I have never worked with a sourcing team. My teams have always been full-cycle.
10:15:22 >> From Daniella McDonald : I don’t see his slide either.
10:15:36 >> From Stacey Kramer : Yes, we had a dedicated sourcing team. They were supposed to tag the recruiter assigned to the req. Recruiters also did sourcing if certain types of candidates weren’t already in their pipeline or the CRM.
10:15:38 >> From Catherine Hansen : oh, yes see it now
10:15:45 >> From Antonia Ndi to All panelists : I work for a smaller company so have to do sourcing and full cycle.
10:17:05 >> From David Marr to All panelists : I have worked as a Full Cycle Recruiter through Sourcing team and I can tell you that the key is to have a clear process with a clear hand-off between recruiting and Sourcing.
10:17:57 >> From David Marr to All panelists : Typically this would look like this. The recruiter and sources would attend an intake with Hiring Manager. The recruiter is the main POC for the HM and leads the Intake session. Sourcer brings sample profiles based upon preliminary research to share with the hiring manager
10:18:41 >> From David Marr to All panelists : Sourcer would ask Hiring manager questions based upon the research and the recruiter flushes out the required skills vs Nice to have etc. Target companies, locations, universities are identified
10:21:14 >> From David Marr to All panelists : Recruiter then would post the position, and Sourcer takes the information and completes research and then crafts sourcing strategy and targets passive candidates whom are currently working and gets them interested in the position, builds a pipeline of this potential talent in a CRM, once a candidate expresses interest, Sourcer does an initial high-level screen and gets candidate initiated into first step in process. Typically this would be like a Tech Screen or Test exercise. Assuming the candidate passes, the sources would then make an introduction to the recruiter and attach the candidate to the req in ATS. The recruiter would then walk the candidate through the rest of the process
10:21:24 >> From David Marr to All panelists : If the candidate fails first step, sources would reject candidate
10:24:47 >> From Catherine Hansen : @Eric, to clarify — in your Linked In Recruiter…..are you pulling ppl who have indicated “open to work” or “more likely to respond” — or just cold reach out based keyword and mileage fit?
10:25:26 >> From Catherine Hansen : Further, assuming in the job boards search, assuming you are using date of resume posted
10:25:40 >> From David Marr to All panelists : He’s talking about a strategy they used to rotate between strategy
10:25:51 >> From David Marr to All panelists : Candidates so people weren’t looking the same
10:38:27 >> From Kristine Nemeth : Workday didn’t let us see candidates in our recruiters reqs
10:38:40 >> From Kristine Nemeth : we could only search our candidates
10:38:47 >> From Kristine Nemeth : not other recruiters candidates
10:39:17 >> From Daniella McDonald : Sometimes searching in an ATS is not great or cumbersome so it’s hard to get thoss kinds of results.
10:39:57 >> From Kristine Nemeth : we were not able to see other recruiter candidates
10:40:15 >> From Antonia Ndi to All panelists : In my previous company, we would share candidates as we couldn’t see each other’s candidates.
10:40:42 >> From Kristine Nemeth : and it made it difficult because I would phone screen someone and then they would tell me they also spoke to another recruiter in London about another job- it was frustrating they didn’t let us see the candidate activity in another req
10:42:33 >> From Sean Rehder : @Kristine…we called that “double recruiting.” Creating a shared shared ATS/CRM environment and assigning a “owner” helped solve that. Each candidate could only have one owner…which was a Sourcer/Recruiter.
10:44:42 >> From Stacey Kramer : We did ownership also and had engagement rules to contact other recruiters’ candidates. We also had rules for how to earn and keep ownership.
10:45:23 >> From Kristine Nemeth : it was annoying, the candidate could be receiving an offer for a role in south America and I would have to ask the candidate which recruiter they were working with and reach out to them to ask them and discuss the candidates candidacy. If I could just look it up in workday I would see this person was also being considered for that other role in another region. I wouldn’t be working so blindly!
10:46:16 >> From Kristine Nemeth : it would have been nice to see all the candidates I the data base, not sure why we only could see our own and that’s all
10:46:40 >> From Catherine Hansen : @Eric/Marvin, have you had much luck with social media recruiting (esp for engineers)?
10:47:06 >> From Sean Rehder : I’m hoping that was just a Workday setting and not an “absolute rule” when it comes to Workday. Does anyone know?
10:49:38 >> From Marvin Smith : Github
10:51:12 >> From Catherine Hansen : That’s awesome Eric
10:51:39 >> From Rose Nolen : Yes
10:54:33 >> From Antonia Ndi to All panelists : @Eric – What were some of these diversity channels?
10:58:31 >> From Antonia Ndi to All panelists : Great. Thanks
10:58:40 >> From Rose Nolen : Oh, I like that search with diversity lens.
10:58:45 >> From Catherine Hansen : @Erci – that’s email@example.com?
10:58:55 >> From Catherine Hansen : Yes- have heard of stockpiling 🙂
10:59:23 >> From David Marr to All panelists : Talent Map is same thing
10:59:35 >> From Kristine Nemeth : isn’t the same as pipelining?
10:59:56 >> From yanin fucile to All panelists : what was the email for eric Jaquith?
11:00:00 >> From Kristine Nemeth : HAHAHAH
11:00:04 >> From Catherine Hansen : another hilarious term is “sandbagging”
11:00:06 >> From Kristine Nemeth : that’s funny
11:00:41 >> From Kristine Nemeth : NICE
11:00:43 >> From Catherine Hansen : THANK YOU PANEL
11:00:45 >> From Kristine Nemeth : I will ski soon too
11:00:49 >> From Maureen Daly : Thanks everyone!
Some of the attendees…
|Name & LinkedIn Profile||Group||Title||Company|
|Saundra Ramsey||Recruiting Atlanta||Talent Acquisition Business Partner hiring all levels of Technology||Wahoo Fitness|
|Cindy McWilliams||Recruiting Chicago||Talent Manager||American College of Surgeons|
|Antonia Ndi||Recruiting Dallas||Talent Acquisition Partner||Academic Partnerships|
|Krystan Silva||Recruiting DCBmore||Talent Acquisition Manager||Looking for Work|
|Allyson Leszman||Recruiting Denver||Talent Acquisition / Operations Transformation||Looking for Work|
|Rose Nolen||Recruiting Houston||Election Judge, HR Corporate Recruitment||Harris County Clerk|
|Michelle McKnight||Recruiting LA||Senior Recruiter||Herbalife|
|Bez Rengifo||Recruiting LA||Sr. Manager / Director, People Services (HR Business Partner department)||Loma Linda University Health Care|
|Deanna Berry||Recruiting LA||Human Resources Manager||CASA of Los Angeles|
|Yanin Fucile||Recruiting LA||Recruiter||Spectrum|
|Sandra Maldonado||Recruiting LA||HR Business Partner and Recruiter||Esri|
|Christine Smith||Recruiting Minneapolis||Senior Corporate IT Recruiter||CommScope|
|Kristine Nemeth||Recruiting NYC||Talent Engagement Manager||Diageo|
|Roseanne Donohue||Recruiting NYC||Senior Talent Acquisition Manager, North America||Radware|
|Mike Mattson||Recruiting Portland||Corporate Recruiter||Papa Murphy's International|
|John Merciadez||Recruiting Seattle||Senior Technical Recruiter||zulily|
|Lance Phillips||Recruiting Seattle||Talent Acquisition Manager||Oracle|
|Marita Arevalo||Recruiting Seattle||Recruiter||Aegis Living|
|Maureen Daly||Recruiting Seattle||Talent Acuuisition Consultant||Rose International|
|Melisa Medrano||Recruiting SFBA||Manager, Talent Acquisition||NGM Biopharmaceuticals|
|Danielle French||Recruiting SFBA||Senior Recruiter - Non Tech||VMware|
|Catherine Hansen||Recruiting SFBA||Senior Manager, Recruiting||Hippo Insurance|
|Paul Van Dillen||Recruiting.Work||Sr. Technology Recruiter||Charter Communications|
|Katie Hoffmeister||Recruiting.Work||Talent Acquisition Recruiter||H&A Architects & Engineers|
|Manisha Bavabhai||TA Leaders||Head of Recruiting||Hudson MX|
|JoDee Klinker||TA Leaders||Director of Talent Acquisition||Carson Group|
|Daniella McDonald||TA Leaders||Talent Acquisition Leader||Looking for Work|
|Nancee Martin||TA Leaders||Managing Director Corporate Recruiting||AvAirPros|
|Abby Snauwaert||TA Leaders||Director, Talent Acquisition||Revenue Analytics|
|Bennett Yang||TA Leaders||Director Talent Acquisition||SoundHound|
|Stacey Kramer||TA Leaders||Director, Recruiting||314e Corporation|
|Jared Schulcz||TA Leaders||Director of Recruiting||The National Academies of Sciences, Engineering, and Medicine|
|Melissa Rutledge||TA Leaders||Talent Acquisition Director||Point B|