The Formula for Sourcing Success:  The Art of Quality-First Talent Sourcing                            October 18, 2012Oct...
ExecuQuest Corp. Snapshot    Conni LaDouceur    Founder & Chief Sourcing Strategist   We deliver unsurpassed ROI for recru...
Agenda: our goals (today and every day)   •  Increase candidate quality   •  Create talent-rich pipelines   •  Maximize ou...
Sourcing Defined     The professional sourcing process does not depend     on luck or shortcuts, but on a step-by-step pro...
Am I game??  Let’s “up the game”:    A) If I commit to these techniques,  + B) to efficiently identify the most qualified ...
Evolution of Recruiting and the Internet     Past                                       Present     •  Heidrick & Struggle...
Is there still a War for Talent??                                          “Someone important is                          ...
So who needs phone sourcing?      1)       Everyone is on LinkedIn*      2)       I can just network with contacts      3)...
LinkedIn Stats, 9/2012         •     180 mil members WW         •     5.8 mil LI members in Canada         •     13.6 mil ...
Post and pray…or…               Be reactive and suffer the consequences…October 2012       C. LaDouceur, 410-667-8400, con...
Post and curse!               or be PROactive: what smarter/faster                ways can we meet our clients’ needs?Octo...
The 7 Habits of Successful Sourcers ™       1.  Be Proactive: Narrow your Search       2.  The End in Mind: The Intake Mee...
1. Be Proactive: Narrow your Search                                                            Time is $$$.               ...
2. The End in Mind: The Intake Meeting        1) What should I take TO the meeting?        2) What will I take FROM the me...
What’s most important?   To set Clients’ expectation   and calibrate success, ask   to force-rank which two   factors are ...
3. 1st Things 1st: The Definitive Target Cos.  Start narrow and remember the goal:  Who are the most qualified candidates ...
Where do I start?    It can take as little as 10 minutes!!    1.  Previous research:        do not reinvent the wheel!    ...
Identify Talent Online   The 4 components of smart search strings:  1. Job Titles:                                     2. ...
Notable Websites                 Google, Bing, Yahoo, Ask and AOL                 1.   http://websearch.recruiting.com/   ...
4. Win-Win: Courage & Consideration               How can I most efficiently identify and                  place the most ...
Ethics and Direct Phone Sourcing      If we’ll call individuals whom we find on      (the new monster), who apply online o...
What do I want to know?  Push the envelope! Get as MUCH as you can:  names, titles, reporting relationships, direct dial  ...
Our Secret to Direct Phone Sourcing    Select the responsibilities & objective qualifiers    from the position profile:   ...
Case Study 1: Bottom-Up  Search:                 Market Risk Executive, IB  Target Company:  OQs: “Measuring and monitorin...
Sourcing Success: Recorded Calls      Listen carefully: what are my observations?      •    What was said first, next…    ...
Fantastic Telephone Sourcing Results                                 MD, Head of Market Risk: well-guarded talent pool:   ...
Phone research may be the answer…                                   MD, Head of Market Risk:    212-XXX-XXXX            XX...
Observations?        •  Is it surprising that we could get all           this information in this way?        •  Did this ...
Case Study 2: Peer/Lateral                   One of the Team Members: Middleware Engineers      Staples, Inc, Framingham, ...
Case Study 3: Top-downSearch: Financial Planners, RBC, Sudbury, ONQuick LinkedIn Advanced search:Keywords:            CSC ...
Sourcing Success: Recorded CallsListen carefully: what are my observations?•  What was said first, next…•  How were questi...
Case Study 3: Deliverer of Results!Search: RBC Financial PlannersCombination of top-down and bottom-up, well-guarded talen...
Case Study 3 (Cont’d):Search: RBC Financial PlannersCombination of top-down and bottom-up, well-guarded talent pool; one c...
Impressive!Yield for research investment/YFRI:  1. 44 OT names in < 60 minutes  2. from a most desirable Target Co.  3. in...
Case Study 4: Another Department  Search: Flight Test Engineers, Patuxent River NAS, MD  Quick LinkedIn Advanced search:  ...
Not every call is a success: BUSTED!     Keep cool!                                     (2:23)     What’s the worst that c...
Case Study 4: Human Resources?!  The Boeing Co., Patuxent River NAS, MD 301-342-3000  480-891-3000    XX XX      Manager, ...
Do not dismiss telephone research        Yield for Research Investment/YFRI:               1. 20 OT*, 7 VA names in < 60 m...
Case Study 5: Peer-to-Peer     Individual Auditors from                              NYC     <Name>, listed as VP, Corpora...
Case Study 6: Top-Down                  , Medical Affairs: a limited talent pool:  VP, Medical Affairs’ name from Corporat...
Case Study 7: ID the most qualified     Search:               Senior UX Design Leaders     Target Company:     OQs: “Deliv...
Case Study 7: Identify the most qualified                        Senior UX Design Leader:               Random and bottom-...
Case Study 8: Ask for an email!       Email from the target company, efficient and reliable:                  (1:17)      ...
Some require phone-sourcing…      Director, NDE: is the on-target talent easily- identifiable      or deeply embedded/high...
Who else can help me?     •  The Operator or Reception     •  The mailroom     •  HR: “Would you to check the org chart pl...
How can I save one week per year?                                                       “You can save 8                   ...
We miss 100% of the shots we don’t take!    We may get the information if we just ask!!  Be polite, professional, persiste...
Prioritize Candidate Calls: Time is $$     •  Call priority prospective candidates first thing        each morning: THEY a...
Qualify First       Vet before interest, our first priority:   •  Are you qualified for this position?   •  Why would this...
6. Synergize: Creative Cooperation                and Competitive Intelligence       When a potential candidate is too $$:...
Candidate Development: Source Call     MD, IT Strategy & Optimization     Mr. XYZ     Managing Director, Education Industr...
What about diversity candidates?               In the US, we are allowed by law to ask:  “We are looking to present the mo...
Manage Your Time Wisely        •  If I’m online, who can I be calling?        •  When I’m on the phone, what           can...
I.D. Recap: Who, What, Where?    •  Who is responsible for (objective qualifier)?    •  How long in the role?    •  Who di...
What Differentiates Good from GREAT?     •  Take responsibility for improving your performance,        YOUR BRAND: the “De...
7. Sharpen the Saw: Delivering Results!        Take the challenge and up your game!               *Audacious: courageous, ...
Control the process                 to control the outcome  •  Are we seeking the most qualified talent or    the most ava...
The 7 Habits of Successful Sourcers ™       1.  Be Proactive: Narrow your Search       2.  The End in Mind: The Intake Mee...
Qualify external research providers:         •  How do you develop your research?            (search strings, subscription...
Challenges?           What challenging positions am I           recruiting for that would benefit            from direct p...
Thank You and RIS!         Conni LaDouceur, conni@eqcadvisors.com                    ExecuQuest Corp., 410-667-8400       ...
ExecuQuest Corp. Value Proposition        Our mission is to provide outstanding search/research solutions,        truly pa...
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The Formula for Sourcing Success: Learning the Art of Quality-First Talent Sourcing By: Conni LaDouceur- Founder and Chief Sourcing Strategist, ExecuQuest Corporation

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Searches are frequently challenging simply because no one has correctly identified the qualified talent and initiated contact with them effectively. Recruitment’s value proposition is “hire the best talent, not the most available talent.” Prepare to be astonished by these direct, ethical, proactive telephone sourcing techniques to supplement and complete your internet and database research. Conni will demonstrate the “how-to” of successful, quality-first talent sourcing, and the steps to identify, in organization chart form, the qualified talent your clients most want to hire.
You will learn:•How to increase candidate quality and hire the most qualified talent, not the most available talent•How to identify the on-target, qualified talent you seek from the very companies the hiring manager wants to recruit from•How to efficiently obtain the names, titles, direct dial numbers of the entire group/department/team in record time•How to build the competitive intelligence and make each call count•How to reel in truly passive talent•How to prioritize research and diminish information overload•How to measure YFRI/Yield for Research Investment•How to add value to your clients beyond presenting candidates, improve your individual ROI in you firm and build your personal brand as the “Deliverer of Results”!





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The Formula for Sourcing Success: Learning the Art of Quality-First Talent Sourcing By: Conni LaDouceur- Founder and Chief Sourcing Strategist, ExecuQuest Corporation

  1. 1. The Formula for Sourcing Success: The Art of Quality-First Talent Sourcing October 18, 2012October 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 1
  2. 2. ExecuQuest Corp. Snapshot Conni LaDouceur Founder & Chief Sourcing Strategist We deliver unsurpassed ROI for recruiting via original telephone research, and customized training: •  Demonstrated passion for the hunt since 1985 •  Customized, results-driven learning for recruiting teams •  Mastered ethical phone sourcing @ Heidrick & Struggles •  10 Research Professionals in Baltimore, MD •  From the largest French-speaking city in the US, Lewiston, MaineOctober 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 2
  3. 3. Agenda: our goals (today and every day) •  Increase candidate quality •  Create talent-rich pipelines •  Maximize our competitive intelligence •  Build our reputations as Deliverers of Results •  While spending a minimum amount of time managing the information overload (it’s as much about time as it is about quality!)October 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 3
  4. 4. Sourcing Defined The professional sourcing process does not depend on luck or shortcuts, but on a step-by-step process whereby a list of potentially suitable candidates is reduced to several uniquely qualified candidates. The aim is not merely to produce qualified candidates – which is easy – but the very best candidates available. Primary Sourcing and Secondary SourcingOctober 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 4
  5. 5. Am I game?? Let’s “up the game”: A) If I commit to these techniques, + B) to efficiently identify the most qualified talent, = C) I will improve candidate quality and increase my brand as the “Deliverer of Results”. What would you do if you knew you could not fail?October 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 5
  6. 6. Evolution of Recruiting and the Internet Past Present •  Heidrick & Struggles •  1970: DOD computer founded in 1953 scientists developed Internet •  Recruiters historically •  1995: Monster began qualified talent by telephone •  2003: LinkedIn •  Identifying in organization •  2004: Facebook chart form, by responsibility •  2006: Twitter and objective qualifiers New* Rules of the Game: as more becomes available online, many Recruiters are becoming Data-Miners. *are new rules replacing tried-and-true methods?October 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 6
  7. 7. Is there still a War for Talent?? “Someone important is bound to see my resume now!”October 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 7
  8. 8. So who needs phone sourcing? 1) Everyone is on LinkedIn* 2) I can just network with contacts 3) Phone sourcing takes too long 4) What if they ask me why I’m calling? 5) What if they won’t give me the names? * is everyone on LI?October 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 8
  9. 9. LinkedIn Stats, 9/2012 •  180 mil members WW •  5.8 mil LI members in Canada •  13.6 mil WC employed (17.5 total) in Canada •  3 in 5 adults are using LI •  7.8 mil may be UN-findable online, ALL PASSIVE 4% Tech/Media 7% Prof Svcs 10% Aero/Auto 13% Govt/Edu/NFP 6% Finl Svcs 12% HC/PharmaOctober 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 9
  10. 10. Post and pray…or… Be reactive and suffer the consequences…October 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 10
  11. 11. Post and curse! or be PROactive: what smarter/faster ways can we meet our clients’ needs?October 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 11
  12. 12. The 7 Habits of Successful Sourcers ™ 1.  Be Proactive: Narrow your Search 2.  The End in Mind: The Intake Meeting 3.  1st Things 1st: The Definitive Target Cos. 4.  Think Win-Win: Courage & Consideration 5.  Understanding: The Compelling Call 6.  Synergize: Creative Cooperation and Competitive Intelligence 7.  Sharpen the Saw: Delivering Results! Right First, Fast Second!October 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 12
  13. 13. 1. Be Proactive: Narrow your Search Time is $$$. Less is more. Quality, not Quantity!October 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 13
  14. 14. 2. The End in Mind: The Intake Meeting 1) What should I take TO the meeting? 2) What will I take FROM the meeting? Strategic Checklist for Research: conni@eqcadvisors.comOctober 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 14
  15. 15. What’s most important? To set Clients’ expectation and calibrate success, ask to force-rank which two factors are most important. How will the weightings affect strategy and tactics?October 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 15
  16. 16. 3. 1st Things 1st: The Definitive Target Cos. Start narrow and remember the goal: Who are the most qualified candidates vs. the most available candidates? •  Where are the experts/who does this best? •  Panel symposiums (OOPSLA, ASQ, etc.) •  Do the TCs meet the qualifications??? Many a search goes awry: too many TCs and the most qualified, prospective candidates go UN-identified and UN-considered.October 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 16
  17. 17. Where do I start? It can take as little as 10 minutes!! 1.  Previous research: do not reinvent the wheel! 2.  Secondary research: ATS, LinkedIn, smart search strings, conference attendee lists, assoc. members, etc. 3.  Our forgotten AWESOME employees: 613-996-5115, ext. 8, 416-393-7650 4. And value-added, direct, telephone researchOctober 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 17
  18. 18. Identify Talent Online The 4 components of smart search strings: 1. Job Titles: 2. Locations: • “SAP Consultant” • (Atlanta OR Marietta OR • “Account Executive” Alpharetta) ,.GA • “Senior * Manager” • (770 OR 678 OR 404) ,.GA • (“Software Engineer” OR • Sydney 61 Australia Programmer) 3. Company Names: 4. Skills, Licenses, Degrees or • (“Hewlett Packard” OR HP OR Certifications: @hp.com) • (“, RN” OR “, CNA” OR “, LPN”) • (IBM OR @ibm.com OR • (“, CPA” OR “, CFA”) @us.ibm.com) • (BSCS OR MSCS) or also try “, MBA”   • (“, CCIE” OR “, CCNA”)   To find lists of people, search Google, Yahoo, Bing: filetype:XLS or filetype:XLSXSeptember 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 18
  19. 19. Notable Websites Google, Bing, Yahoo, Ask and AOL 1. http://websearch.recruiting.com/ 2. http://www.exalead.com/search 3. http://icerocket.com/ 4. http://duckduckgo.com 5. http://clusty.com/September 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 19
  20. 20. 4. Win-Win: Courage & Consideration How can I most efficiently identify and place the most qualified talent, not the most available talent? What challenging or long-standing search would benefit from direct phone sourcing??October 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 20
  21. 21. Ethics and Direct Phone Sourcing If we’ll call individuals whom we find on (the new monster), who apply online or are referred to us, shouldn’t we also ID the entire teams so we can recruit the best-performers on those teams? Isn’t this what our Clients expect of us? Don’t be shy…our competitors aren’t! This is our strategic imperative. ID of on-target, qualified talent will ensure efficient CD.October 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 21
  22. 22. What do I want to know? Push the envelope! Get as MUCH as you can: names, titles, reporting relationships, direct dial and cell phone numbers, email addresses and previous incumbent, # of reports, etc.October 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 22
  23. 23. Our Secret to Direct Phone Sourcing Select the responsibilities & objective qualifiers from the position profile: 1.  “WHO is responsible for (highlighted OQs) …?” 2. “Could I trouble you for their titles please?” 3. “…and who do they report to please?” 4.  “What are their email addresses & direct dial #s?” Breathe, relax and practice efficient professionalism!October 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 23
  24. 24. Case Study 1: Bottom-Up Search: Market Risk Executive, IB Target Company: OQs: “Measuring and monitoring risk exposures, providing risk analytics & related reporting, enterprise-wide” Advanced Search: “market risk”, 10001 zip, Director, JP Morgan Chase current: 10 results: Tom Lochtefeld, Head of Market Risk Reporting at JP Morgan Vice President, Executive Director Market Risk Reporting at J.P. Morgan Advanced Search: ”credit risk”, 10001 zip, Director, JP Morgan Chase current: 17 results: John Gehebe, Vice President, Executive Director, Credit Risk Reporting, Business Manager IB-Americas Risk Management at JP MORGAN We called John Gehebe whose VM said he was on vacation and offered XXX’s name.October 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 24
  25. 25. Sourcing Success: Recorded Calls Listen carefully: what are my observations? •  What was said first, next… •  How were questions to me answered? •  What tone is implied? •  What did the call yield? The lost art of original, ethical, efficient on-target phone research (3:32)October 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 25
  26. 26. Fantastic Telephone Sourcing Results MD, Head of Market Risk: well-guarded talent pool: 212-XXX-XXXX XXX Barry Zubrow, Chief Risk Officer (manages c.750, 17 directly) 212-XXX-XXXX XXX MD, Investment Bank Market Risk (17 direct) 212-XXX-XXXX XXX MD, IB Market Risk 212-XXX-XXXX XXX MD, IB Risk 212-XXX-XXXX XXX MD, IB Risk 212-XXX-XXXX XXX MD, IB Risk 011-44-XXXXX XXX MD, IB Risk 212-XXX-XXXX XXX MD, IB Risk 212-XXX-XXXX XXX MD, IB Risk 212-XXX-XXXX XXX MD, IB Risk 011-44-XXXXX XXX MD, IB RiskOctober 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 26
  27. 27. Phone research may be the answer… MD, Head of Market Risk: 212-XXX-XXXX XXX MD, Investment Bank Risk 011-44-XXXXX XXX MD, IB Market Risk 212-XXX-XXXX XXX MD, IB Market Risk (LI profile) 011-44-XXXXX XXX MD, IB Market Risk 011-44-XXXXX XXX MD, IB Market Risk 212-XXX-XXXX XXX MD, IB Market Risk 212-XXX-XXXX XXX MD, IB Market Risk 011-44-XXXXX XXX MD, IB Risk Reporting 212-XXX-XXXX XXX Executive Director, IB Credit Risk 212-XXX-XXXX XXX Exec Director and VP, IB Credit Risk 212-XXX-XXXX (obtained names from:) XXX, Assoc, IB Credit Risk ReportingOctober 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 27
  28. 28. Observations? •  Is it surprising that we could get all this information in this way? •  Did this phone research take too long? •  Could we have found these otherwise? Yield for Research Investment/YFRI: 1. 17 on-target names in 30 minutes 2. from client’s most desirable TC 3. virtually none on LinkedIn 4. and fantastic organizational dataOctober 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 28
  29. 29. Case Study 2: Peer/Lateral One of the Team Members: Middleware Engineers Staples, Inc, Framingham, MA, firstname.lastname@staples.com LinkedIn Adv’d Search: middleware, 01702, Staples current: 12 results (4:19) Called Dan Jacques, Sr IT Engineering Manager and was connected with a Systems Engineering Cons: asked who Dan managed re: “middleware engineering and WAS installation, configuration and monitoring” He provided all 12 names who report to XXX without asking who I was. YFRI: 8 of the on-target 12 were UN-findable on LI nor could be identified via smartest search strings.October 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 29
  30. 30. Case Study 3: Top-downSearch: Financial Planners, RBC, Sudbury, ONQuick LinkedIn Advanced search:Keywords: CSC (Canadian Securities Course)Title: Financial PlannerCompany: BankPostal Code: M4B 1V4 (0 results for Sudbury)Results: 17, incl’g Jason Nelson who returned my callObjective qualifier: “Expanding existing relationships by consolidating the investible assets of mass affluent customers to increase share of wallet”
  31. 31. Sourcing Success: Recorded CallsListen carefully: what are my observations?•  What was said first, next…•  How were questions from the person we called answered?•  What did the call yield?The lost art of original, ethical, efficient on-target phone research
  32. 32. Case Study 3: Deliverer of Results!Search: RBC Financial PlannersCombination of top-down and bottom-up, well-guarded talent pool; one call (14 mins: 40 secs) yielded all 44 members of the team.
  33. 33. Case Study 3 (Cont’d):Search: RBC Financial PlannersCombination of top-down and bottom-up, well-guarded talent pool; one call (14 mins: 40 secs) yielded all 44 members of the team.
  34. 34. Impressive!Yield for research investment/YFRI: 1. 44 OT names in < 60 minutes 2. from a most desirable Target Co. 3. including value-added competitive data
  35. 35. Case Study 4: Another Department Search: Flight Test Engineers, Patuxent River NAS, MD Quick LinkedIn Advanced search: Keywords: flight + test + engineer Company: Boeing (current) Postal Code: 20670 Results: 23, incl’g M. Spencer and R. Mourad Objective qualifier: “Aircraft configuration with regards to testing sequence, test configuration, risks, etc.”October 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 35
  36. 36. Not every call is a success: BUSTED! Keep cool! (2:23) What’s the worst that can happen?? •  Every obstacle is a stepping stone to success! •  Roadblocks are temporary!! (It’s not that I can’t get it, it’s just that I can’t get it from THAT person) •  Practice creativity!October 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 36
  37. 37. Case Study 4: Human Resources?! The Boeing Co., Patuxent River NAS, MD 301-342-3000 480-891-3000 XX XX Manager, Out Plants 301-757-XXXX XX XX Manager, P-8A Poseidon Testing 301-757-XXXX XX XX Manager II (mgs 20 Flight Test & Eval Engineers thru 3 Managers) 301-757-XXXX XX XX Manager II (mgs 7 FT&E Engineers) 301-757-XXXX XX XX Manager (mgs 7 FT&E Engineers) 301-757-XXXX XX XX Manager (mgs 6 FT&E Engineers) Obtained the names, direct dial numbers and email addresses for all 20 Flight Test and Evaluation Engineers for the P-8A Poseidon from Human Resources.October 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 37
  38. 38. Do not dismiss telephone research Yield for Research Investment/YFRI: 1. 20 OT*, 7 VA names in < 60 minutes 2. from a most desirable TC 3. including value-added competitive data 50% of the Flight Test Engineers identified by phone were unknown to the client. These results are original research and reliable.October 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 38
  39. 39. Case Study 5: Peer-to-Peer Individual Auditors from NYC <Name>, listed as VP, Corporate Audit, Corporate Yellow Leadership Directory, called his office and asked to speak with another individual in corporate audit (3:01): <Name> VP, Corporate Audit First_Last@company.com (mgs 17 thru 4 directly) Associate Director, CAD Financial Operations first_last@company.com (co-manages 11; working in teams of 5 on most projects) Associate Director, CAD Fin’l Opns first_last@company.com (co-mgs 11) Associate Director, CAD Fin’l Opns first_last@company.com m (co-mgs 11) Associate Director, IT 212-XXX-2138 Sr. Auditor, CAD first_last@company.com 212-XXX-2798 Sr. Auditor, CAD first_last@company.com 212-XXX-2488 Sr. Auditor, CAD first_last@company.com 212-XXX-3655 Sr. Auditor, CAD first_last@company.com London Sr. Auditor, CAD first_last@company.comOctober 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 39
  40. 40. Case Study 6: Top-Down , Medical Affairs: a limited talent pool: VP, Medical Affairs’ name from Corporate Yellow Book, Dr. XXX, who answered his own phone and provided name responsible for medical affairs, specific to “protocol development for smoking cessation”: (1:39) Name: Dr. XXX Title: Assoc. Director, Global Medical Affairs Who she reported to: XXX How many she manages: 1 person Confirmed the qualifier: “smoking cessation” How long in the role: new to the company And that there was no predecessor. Subsequent call obtained direct dial and email.October 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 40
  41. 41. Case Study 7: ID the most qualified Search: Senior UX Design Leaders Target Company: OQs: “Delivering the user persona identification, experience vision, UI architecture and interaction design” Advanced Search: “user experience “, Title: Design, eBay current, 25 miles/95125 32 results: Daniela Jorge, Director, User Experience Design Andreas Woelk, Manager, User Experience Design Karlyn Neel, Senior Design Manager, eBay and ex-Lead UX Designer We called repeatedly, while we conducted searches online, until we reached an employee who provided the information we needed.October 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 41
  42. 42. Case Study 7: Identify the most qualified Senior UX Design Leader: Random and bottom-up, a well-guarded talent pool (6:28 & 3:43):October 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 42
  43. 43. Case Study 8: Ask for an email! Email from the target company, efficient and reliable: (1:17) , District Supervisors, Puerto Rico: (5:06) From: <Name> On Behalf Of <Name> Sent: <Date and Time> To: EQC Subject: e-mail information Connie Attached info requested: 787-XXX-XXXX First.Last@company.com District Supervisor, manages 9 stores 787-XXX-XXXX First.Last@company.com DS, manages 1 SC and 8 stores 787-XXX-XXXX First.Last@company.com DS, manages 10 stores 787-XXX-XXXX First.Last@company.com DS, manages 7 stores 787-XXX-XXXX First.Last@company.com DS, manages 1 SC and 7 stores I hope this information helps you. Thanks. <Name> Senior Director of Operations Asst., Phone 787-XXX-XXXX Fax 1-479-XXX-XXXX name@company.com 5 on-target names, titles, # of stores, District Supervisors names, direct dial phone numbers and email addresses for a long-standing, troubled opening.October 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 43
  44. 44. Some require phone-sourcing… Director, NDE: is the on-target talent easily- identifiable or deeply embedded/highly protected, i.e. 75%? …An “impossible” search? Or a critical step omitted?October 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 44
  45. 45. Who else can help me? •  The Operator or Reception •  The mailroom •  HR: “Would you to check the org chart please?” •  Another regional office •  The President’s AA •  Accounts Payable/Receivable •  Investor Relations •  800 customer service # •  After-hours Security It’s amazing what’s available for the asking!October 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 45
  46. 46. How can I save one week per year? “You can save 8 minutes per day, 40 mins. per week, by simply… Using Redial!!October 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 46
  47. 47. We miss 100% of the shots we don’t take! We may get the information if we just ask!! Be polite, professional, persistent and ASK!October 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 47
  48. 48. Prioritize Candidate Calls: Time is $$ •  Call priority prospective candidates first thing each morning: THEY are my most important calls •  After leaving VM, 0#, ask if he/she is in today and ask for his/her cell phone number •  How many VM messages do I leave? •  What impression am I creating via my professional persistence? Quality not quantity!October 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 48
  49. 49. Qualify First Vet before interest, our first priority: •  Are you qualified for this position? •  Why would this be an ideal next step for you? •  What would motivate you to make a change? CONTROL the interview!October 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 49
  50. 50. 6. Synergize: Creative Cooperation and Competitive Intelligence When a potential candidate is too $$: “So that I can understand more about your role and responsibilities, can you tell me how many people you manage directly and in total? What are their titles and what differentiates them?” Then call and reel them in!October 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 50
  51. 51. Candidate Development: Source Call MD, IT Strategy & Optimization Mr. XYZ Managing Director, Education Industry, Globally Top 5 WW Management Consulting Firm 1997 – Present XYZ manages 500 consultants worldwide, through a dozen Partners, for the XYZ Education Industry practice, organized by regions/industry teams: He began by saying he would not suggest anyone and subsequently provided 9 new, on-target recommendations by the end of the 34 minute call.October 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 51
  52. 52. What about diversity candidates? In the US, we are allowed by law to ask: “We are looking to present the most diversified roster of talent we can, specifically to increase our clients’ representation of ________. Who can you suggest who would meet that need?”October 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 52
  53. 53. Manage Your Time Wisely •  If I’m online, who can I be calling? •  When I’m on the phone, what can I be researching online? •  Measure time vs. yield, critical to measuring performance and repeating success (can I simultask??) •  How can I improve my results and productivity?October 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 53
  54. 54. I.D. Recap: Who, What, Where? •  Who is responsible for (objective qualifier)? •  How long in the role? •  Who did s/he replace? •  Where is s/he now? •  Who does Name report to please? •  How many people does he/she manage, directly and in total? •  What is direct dial #, mobile, email address? •  May I call you back if I have add’l questions? •  Who else should I copy? Thank you! ROADBLOCKS ARE TEMPORARY – BUT YOU GOTTA ASK!October 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 54
  55. 55. What Differentiates Good from GREAT? •  Take responsibility for improving your performance, YOUR BRAND: the “Deliverers of Results” •  COMMIT to learning something new! •  Hire most qualified talent, not the most available talent •  Increase your overall versatility and value! PERSEVERANCEOctober 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 55
  56. 56. 7. Sharpen the Saw: Delivering Results! Take the challenge and up your game! *Audacious: courageous, creative, enterprising, tenacious, undaunted!!October 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 56
  57. 57. Control the process to control the outcome •  Are we seeking the most qualified talent or the most available talent? •  Would we rather call 5 highly targeted prospects or 50 people to network with? •  How will this competitive intelligence increase our reputation as the go-to experts in recruiting? •  How are our competitors recruiting for this talent?October 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 57
  58. 58. The 7 Habits of Successful Sourcers ™ 1.  Be Proactive: Narrow your Search 2.  The End in Mind: The Intake Meeting 3.  1st Things 1st: The Definitive Target Cos. 4.  Think Win-Win: Courage & Consideration 5.  Understanding: The Compelling Call 6.  Synergize: Creative Cooperation and Competitive Intelligence 7.  Sharpen the Saw: Delivering Results! Right First, Fast Second!October 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 58
  59. 59. Qualify external research providers: •  How do you develop your research? (search strings, subscription databases, original telephone ID, etc.) •  Is your staff employee or contract? •  How do you measure the quality of your work? •  If you have developed research similar to the position I am seeking to fill, can I purchase that research? (do you resell your research?) •  Will you come onsite and demonstrate your original phone techniques? (or do you ruse??)October 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 59
  60. 60. Challenges? What challenging positions am I recruiting for that would benefit from direct phone sourcing?? Is it really an “impossible” search or have I omitted this critical step?October 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 60
  61. 61. Thank You and RIS! Conni LaDouceur, conni@eqcadvisors.com ExecuQuest Corp., 410-667-8400 I welcome your comments and questions.October 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 61
  62. 62. ExecuQuest Corp. Value Proposition Our mission is to provide outstanding search/research solutions, truly passive candidates, expeditiously. Be assured that as hourly research providers, we endeavor to impress you with our on-target talent mapping and insight and will be careful stewards of the research investment. We develop the information as efficiently as possible each and every time, for each and every client, with each and every phone call. We are relied upon for our on-target sourcing expertise, taking great pride in our work. And call us to train you in these results-driven techniques. Conni LaDouceur, Chief Sourcing Strategist and Trainer ExecuQuest Corporation, 410-667-8400, conni@eqcadvisors.com EXECUTION • QUALITY • CAPACITY GLOBAL TALENT SOURCINGOctober 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 62
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