Dfwtrn SourceCon2012 recap
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Dfwtrn SourceCon2012 recap



Presentation to DFWTRN on highlights of SourceCon Dallas 2012 that interested me.

Presentation to DFWTRN on highlights of SourceCon Dallas 2012 that interested me.



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Dfwtrn SourceCon2012 recap Dfwtrn SourceCon2012 recap Presentation Transcript

  • 3 Tips and 3 Trends | SourceCon 2012Filtered by Dorothy Beach MBA PHRStrategic Sourcing Consultant atAccenture
  • Image Search via Google Search Getting more information using a picture
  • Cheap recruiter training onsearch techniquesPower Search• Curriculum developed forgrade schoolers• Six hours, self-paced, overthree weeks• Pass two tests to get acertificate
  • Marketing’s Relationship WithRecruiting Marketing needs to sit in Recruiting Or Should Recruiting Sit In Marketing?
  • Research on what prospects want from Bryan Chaney Advise (transparency) Advocate me Prepare me Broaden my connections Keep me in the loopLanguage change: “prospects” not “candidates or talent”; consultants not recruiters; sourcers do not support they consult.
  • What if selling jobs was likeselling shoes? Prospects are customers Blogging about a job
  • Telephone sourcing – remindersfrom Conni LaDouceur Six Sigma techniques used to streamline their process Why use the telephone to source names? Q1 – Where does the best candidate exist? Resource: askalibrarian@oclc.gov or Leadership Director at 212-627-4140
  • Telephoning… Be evasive but say Push the envelope “disarming techniques” - when you know others by name that are there Control the call – “who are you?” – answer and then lob back another Q Get names first | fill in contact info later Keep calling (>3 times)
  • 3 Trends in Sourcing/Recruiting• Sourcing teams going back in-house• Big Data used to better understand targetedprospects• Six Sigma or Quality processes to cut costs andstreamline process
  • …forms a sourcing team Sarah Wegener’s 10 newbies went through bootcamp 8 survived15 offers (not hires) in 4 months
  • How FB draws engineers in: Events that are local Pick brains of employees Sell engineering bootcamp – 6 weeks on coding Get through bootcamp you get choice of project
  • “Big Data” is in your ATS, onyour website and with yourvendors
  • My “big data” recruiting story Does a banner ad for SAP jobs work well enough to keep it in the budget? Make an hypothesis on the outcome Push on vendors to give you more data and get a large enough set to span at least a year Analyze in Excel or other SW package Look for trends and make comparisons Q: How does your target audience behave when they look for jobs? Make hypothesis
  • The Report on “Big Data”Insights Banner ad drove between 10-150x more CTs – recommend keeping in the budget SAP developers start their CTs on Friday night tapering off on Sunday Consistent for every week except the last week of the month – no traffic Reco is to post banner ads in the beginning of the month and on other sites before Friday
  • Quality Driving RecruitingProcess Chris Havrilla (xDeloitte, now consulting) recommends using SS Black Belt to look at your end to end process Recruiting Operations should be a separate job Info on SS Recruiting
  • Link to me – send an invite toQUESTIONS? Dorothy.Beach@kcc.com Follow me @DorothyBeach on Twitter Like my Pins? ResearchNut - Pinterest RTOY recap of “Best Practices” from corporate and agency winners: thedfwtrnblog.blogspot.com NOT covered here: Shally’s talk about Uncommon Search Engines Shallys slidedeck SourceCon 2012