How Do You Know When You Have Done a Good Job Sourcing for Talent?

How Do You Know When You Have Done a Good Job Sourcing for Talent?

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


Our Panelists…

Name & LinkedIn Profile Group Title Company
Eric Jaquith Enterprise Sales SeekOut
Marvin Smith Recruiting Seattle Talent Sourcer, Software Engineering | Talent Engagement 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:

  • Ats
  • ATS
  • Avature
  • beamery
  • Calendly, seekout
  • entelo
  • Entelo
  • Excel and HireTual
  • Gogig
  • google
  • Google
  • HackerRank
  • Hiretual
  • Hiretual
  • Hiretual
  • Hiretual, Indeed
  • iCIMS
  • indeed
  • Indeed
  • Indeed
  • Indeed
  • Indeed
  • Indeed
  • indeed
  • indeed
  • Indeed Resume search
  • Multihighlighter
  • Networking for referrals
  • networks
  • OneNote
  • orgnaizations
  • our ATS
  • our ATS system & Indeed
  • Our CRM
  • Referrals
  • Referrals
  • Referrals!
  • search
  • stackoverflow
  • talking
  • Zoominfo

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 jake@seekout.io?

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
Cindy McWilliams Talent Manager American College of Surgeons
John Merciadez Senior Technical Recruiter zulily
Kristine Nemeth Corporate Recruiter | Talent Acquisition | Senior Recruiter | Full-cycle Recruitment | Diageo
Antonia Ndi Sr. Recruiter Academic Partnerships
Rose Nolen Talent Acquisition Sourcer ManpowerGroup Talent Solutions
Maureen Daly Talent Acuuisition Consultant Rose International
Sandra Maldonado HR Business Partner and Recruiter Esri
Yanin Fucile Recruiter Spectrum
Paul Van Dillen Sr. Technology Recruiter Charter Communications
Catherine Hansen Talent Acquisition Manager, Global Talent Acquisition Hippo Insurance
Krystan Silva Senior Technical Recruiter Amazon Web Services (AWS)
Deanna Berry Human Resources Manager CASA of Los Angeles
Mike Mattson Strategic Talent Advisor (VIA SecureVision) Papa Murphy's International
Bennett Yang Director Talent Acquisition Unknown
Allyson Leszman Lead Experienced Hire Recruiter Open to Opportunity
Saundra Ramsey Recruiting Atlanta Recruiting Manager (Sr IT Talent Acquisition Business Partner) & Wahooligan Wahoo Fitness
Michelle McKnight Recruiting LA Recruitment Lead, Corporate Functions, Marketing & Sales Herbalife
Roseanne Donohue Recruiting NYC Senior Talent Acquisition Manager, North America Radware
Lance Phillips Recruiting Seattle Senior Manager Talent Acquisition Taleo
Marita Arevalo Recruiting Seattle Senior Healthcare Recruiter-Diversity Channels Aegis Living
Danielle French Recruiting SFBA Senior Corporate Recruiter VMware
Melisa Medrano Recruiting SFBA Manager, Talent Acquisition Sonoma Biotherapeutics
Katie Hoffmeister Recruiting.Work Talent Acquisition Recruiter H&A Architects & Engineers
JoDee Klinker TA Leaders Director of Talent Acquisition Carson Group
Christine Smith TA Leaders Talent Acquisition Lead North America CommScope
Daniella McDonald TA Leaders Manager, Talent Acquisition WorkCare, Inc.
Manisha Bavabhai TA Leaders Senior Talent Partner MURAL
Nancee Martin TA Leaders Managing Director, Corporate Recruiting AvAirPros
Abby Snauwaert TA Leaders Director, Talent Acquisition Revenue Analytics, Inc.
Melissa Rutledge TA Leaders Talent Acquisition Director Point B
Stacey Kramer TA Leaders Recruitment Advisor, Information Technology, EHR Medix
Jared Schulcz TA Leaders Director of Recruiting The National Academies of Sciences, Engineering, and Medicine

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