Sourcing Technical Reqs by Mark Tortorici

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Sourcing Technical Reqs by Mark Tortorici

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Sourcing Technical Reqs by Mark Tortorici

  1. 1. sourcing TECHNICAL REQUISITIONSMark TortoriciSourcing & Training Managermark.nexus@gmail.com
  2. 2. about Mark Tortorici Mark Tortorici is the Training and Sourcing Manager at netPolarity, a Silicon Valley-based contingent workforce solutions provider serving Fortune 500 companies nationwide. Since 1997, Mark has trained thousands of technical staffing professionals including hundreds at Google, where he taught sourcers and recruiters onsite throughout the company’s global staffing organization. Mark is also the head instructor for netPolarity’s newly-launched MARS (Master Accreditation in Recruiting and Sourcing) program, which has gained early traction, with iconic companies such as Apple, Facebook, Tagged, and Nationwide Insurance among the program’s first clients.
  3. 3. what is the problem? Does technology scare you?
  4. 4. what is the problem? Does technology scare you?
  5. 5. what is the problem? Are you frustrated by technical reqs because you don’t understand them?
  6. 6. what is the problem? Are you frustrated by technical reqs because you don’t understand them?
  7. 7. what is the problem? Do you search for technology terms without understanding them?
  8. 8. what is the problem? Do you search for technology terms without understanding them? Pinky, are you contemplating the same thing that I am contemplating? Yeah Brain, basically it’s a bunch of computers up in a cloudy sky?
  9. 9. what is the problem? If a software developer told you that they write code for facebook.com, would you believe them? Do you know what that means? Do you know how to validate their experience?
  10. 10. what is the solution? Understand Tech! If the answer is yes to any of these, you are not alone.
  11. 11. what is the solution? Understand Tech! If the answer is yes to any of these, you are not alone. Sourcing and recruiting for technical requisitions can be a difficult task if you don’t understand what you are looking for.
  12. 12. what is the solution? Understand Tech! Even the most sales-savvy recruiter in the world can still talk to the wrong candidate for a job and not even know it
  13. 13. how do we do this?To understand thetechnical reqs youwork on, there aremultiple steps youcan take which willput you above thesea of sourcers andrecruiters out in theworld
  14. 14. howdo we do this?So how do yougain the skills togo after the rightresumes?
  15. 15. howdo we do this?We follow thesteps forresearch andsourcing.
  16. 16. howdo we do this?We follow thesteps for(P)research and(Pre)sourcing** Thanks to Amybeth Hale!
  17. 17. how do we do this? Sourcing Steps 1
  18. 18. how do we do this? Sourcing Steps 1Conduct a Req Huddle to get the Manager, Recruiter, and Sourcer on the same page. 1
  19. 19. how do we do this? Sourcing Steps 1 2 Understand the Technical Requirements & the Job Function.Conduct a Req Huddle to get the Manager, Recruiter, and Sourcer on the same page. 1
  20. 20. how do we do this? Sourcing Steps 1 3 Formulate the correct Advanced Boolean Search Strings 2 Understand the Technical Requirements & the Job Function.Conduct a Req Huddle to get the Manager, Recruiter, and Sourcer on the same page. 1
  21. 21. how do we do this? Sourcing Steps 1 4 Ask the candidate the right kind of screening questions. 3 Formulate the correct Advanced Boolean Search Strings 2 Understand the Technical Requirements & the Job Function.Conduct a Req Huddle to get the Manager, Recruiter, and Sourcer on the same page. 1
  22. 22. But I’m so afraid… …of technology
  23. 23. understand technology You must learn to not be afraid…Daniel-san
  24. 24. understand technology
  25. 25. understand technology If we don’t understand the technical functions of the job, then whole hiring process will be wrong, from start to finish. Here are three problems that can occur:
  26. 26. understand technology If we don’t understand the technical functions of the job, then whole hiring process will be wrong, from start to finish. Here are three problems that can occur: 1.Wrong keywords = wrong search strings = wrong people
  27. 27. understand technology If we don’t understand the technical functions of the job, then whole hiring process will be wrong, from start to finish. Here are three problems that can occur: 1.Wrong keywords = wrong search strings = wrong people 2.“Buzz-wording” the resumes to death
  28. 28. understand technology If we don’t understand the technical functions of the job, then whole hiring process will be wrong, from start to finish. Here are three problems that can occur: 1.Wrong keywords = wrong search strings = wrong people 2.“Buzz-wording” the resumes to death 3.And the worst one of all: When you talk to a candidate, you are trying to sell them a job that they are not a fit for.
  29. 29. understand technology If we don’t understand the technical functions of the job, then whole hiring process will be wrong, from start to finish. Here are three problems that can occur: 1.Wrong keywords = wrong search strings = wrong people 2.“Buzz-wording” the resumes to death 3.And the worst one of all: When you talk to a candidate, you are trying to sell them a job that they are not a fit for. Example: You need an engineer who will build a Java front end application for an OS in a router, and you’re talking to the 500th J2EE developer.
  30. 30. understand technology The technical understanding of a job is the hardest concept to explain to the average person and the one that is the most necessary. But the right training will combine:
  31. 31. understand technology The technical understanding of a job is the hardest concept to explain to the average person and the one that is the most necessary. But the right training will combine: •Higher-than-average technical knowledge
  32. 32. understand technology The technical understanding of a job is the hardest concept to explain to the average person and the one that is the most necessary. But the right training will combine: •Higher-than-average technical knowledge •Razor-sharp search string skills
  33. 33. understand technology The technical understanding of a job is the hardest concept to explain to the average person and the one that is the most necessary. But the right training will combine: •Higher-than-average technical knowledge •Razor-sharp search string skills •In-depth technical screening questions.
  34. 34. understand technology A better understanding of the job req can change one person’s view of a resume into something different… Take a look at the following job requisition…
  35. 35. understand technology Title: Software Engineer In Test Primary Skills: QA Tools Engineer Secondary Skills: frameworks Description: QA Tools Engineer - We are looking for a highly motivated senior software engineer who is passionate about working on building tools using python. This role is responsible for defining and planning the evolution of our social networking test management tool. Required Skills: - 5+ years of experience programming in Python - Software QA skills - Hands on experience with DBMS’s (MySQL a plus) & interfacing with them. - Experience with building test tools/frameworks - Web stack knowledge - JavaScript, CSS and xpath - HTTP, sessions, cookies, headers - Comfortable with Linux and Mac OS, as well as networking concepts
  36. 36. understand technology Now take a look at a sourced resume:
  37. 37. understand technology Now take a look at a sourced resume:
  38. 38. understand technology Now take a look at a second resume:
  39. 39. understand technology Now take a look at a second resume:
  40. 40. understand technology And finally, take a look at this third resume:
  41. 41. understand technology And finally, take a look at this third resume:
  42. 42. understand technology Which resume is a fit and why?
  43. 43. understand technology The first resume is wrong: They have QA experience with Python, but they lack the programming skills They are also using test automation software that someone else developed
  44. 44. understand technology The second resume is wrong: They have the development experience with test frameworks… ...but are programming with the wrong language (they develop in Java, we need Python)
  45. 45. understand technology The third resume is right: They have the development experience with test frameworks… ...and are developing the frameworks using Python
  46. 46. understand technology What strings did we use to find these? The first resume was found with this string: python AND framework* AND (qa OR sqa OR "quality assurance" OR "software test") AND (unix OR linux) AND mysql The second and third resumes were found with the same string: ("python framework*" OR "test framework*" OR "automation framework*" OR "qa tool*" OR "sqa tool*") AND python AND (qa OR sqa OR "quality assurance" OR "software test") AND (unix OR linux) AND mysql AND develop*
  47. 47. understand technology Here’s Another Example: Highlights obviously serve a purpose but the words around the highlighting are often the most important.
  48. 48. understand technology Here’s Another Example: Highlights obviously serve a purpose but the words around the highlighting are often the most important. Take into consideration the context in which your highlights appear, in this example of a req that calls for an Engineer who can create a QA Framework used to test a web-services based C#.NET application.
  49. 49. understand technology Here’s Another Example: Highlights obviously serve a purpose but the words around the highlighting are often the most important. Take into consideration the context in which your highlights appear, in this example of a req that calls for an Engineer who can create a QA Framework used to test a web-services based C#.NET application. This is the string we created: (“test framework*” OR “automation framework*” OR “qa framework*” OR “qa tool*” OR “sqa tool*”) AND (soap OR rest OR “web services” OR webservices OR uddi OR wsdl) AND c# AND .net
  50. 50. understand technology Resume Snippet #1 Tested a c# web service utilizing SOAP and REST using an internally developed test automation framework.
  51. 51. understand technology Resume Snippet #1 Tested a c# web service utilizing SOAP and REST using an internally developed test automation framework. Resume Snippet #2 Developed a test automation framework for testing web services based on C#, SOAP and REST.
  52. 52. understand technology Resume Snippet #1 Tested a c# web service utilizing SOAP and REST using an internally developed test automation framework. Resume Snippet #2 Developed a test automation framework for testing web services based on C#, SOAP and REST. The 1st resume is WRONG…the 2nd resume is RIGHT!
  53. 53. understand technology Resume Snippet #1 Tested a c# web service utilizing SOAP and REST using an internally developed test automation framework. Resume Snippet #2 Developed a test automation framework for testing web services based on C#, SOAP and REST. The 1st resume is WRONG…the 2nd resume is RIGHT!
  54. 54. how do we do this? Sourcing Steps 1Conduct a Req Huddle to get the Manager, Recruiter, and Sourcer on the same page. 1
  55. 55. it all starts with the req huddle…
  56. 56. it all starts with the req huddle…1 Whether you are an internal recruiter, a staffing coordinator, a VMS partner, a sourcer, or a contingent recruiter, you need to get the right information out of the hiring manager.
  57. 57. it all starts with the req huddle…1 Whether you are an internal recruiter, a staffing coordinator, a VMS partner, a sourcer, or a contingent recruiter, you need to get the right information out of the hiring manager. When you start working any requisition, your first order of business should be an initial “Req Huddle”. This meeting is crucial, no matter what type of recruiting that you do.
  58. 58. how do we do this? Req Huddle These are the key elements that will help you get the right information from your hiring manager when working a new req:
  59. 59. how do we do this? Req Huddle1 Why has this position been created? What need are we trying to fill?
  60. 60. how do we do this? Req Huddle1 Why has this position been created? What need are we trying to fill? What is the product being developed, or what is the project that is being worked on / managed?
  61. 61. how do we do this? Req Huddle1 What environment/companies would you like to see your candidates come from? This is a question that you probably should already know, so when you ask, make sure you state the ones that are obviously already known.
  62. 62. how do we do this? Req Huddle1 For example, if you are talking to a hiring manager that hires for a SW group at a large-scale e-commerce company that needs a PHP web application developer, then your question would be re-phrased to: “Besides PHP/LAMP SW engineering candidates from companies like Amazon, Zappos, Ebay, Expedia, Overstock.com, etc, what other company experience would you like to see?”
  63. 63. how do we do this? Req Huddle1 For example, if you are talking to a hiring manager that hires for a SW group at a large-scale e-commerce company that needs a PHP web application developer, then your question would be re-phrased to: “Besides PHP/LAMP SW engineering candidates from companies like Amazon, Zappos, Ebay, Expedia, Overstock.com, etc, what other company experience would you like to see?” (This lets the manager know that you understand the technical / competitive landscape, and they will treat you with respect)
  64. 64. how do we do this? Req Huddle1 What are the qualifications for your perfect candidate profile?
  65. 65. how do we do this? Req Huddle1 What are the qualifications for your perfect candidate profile? What are some “alternate profiles” that can work for this job?
  66. 66. how do we do this? Req Huddle1 Now, asking blindly about what “alternate profiles” a hiring manager may consider could get you shut down in the conversation.
  67. 67. how do we do this? Req Huddle1 Now, asking blindly about what “alternate profiles” a hiring manager may consider could get you shut down in the conversation. Instead, you want to pitch these alternate profiles to the hiring manager yourselves. This will come from experience and understanding of the entire industry landscape, similar technologies, available candidate pool, and any geographic limitations.
  68. 68. how do we do this? Req Huddle1 This means that you have to do your research before you start asking questions.
  69. 69. how do we do this? Req Huddle1 For example, your client wants an Automation Developer who will create a Test Automation Framework in Python. Python Perl Developer? Developer?
  70. 70. how do we do this? Req Huddle1 For example, your client wants an Automation Developer who will create a Test Automation Framework in Python. But will the manager consider development in a different language, such as Perl? Python Perl Developer? Developer? Since the syntax of Python is so similar to Perl, the option might be plausible.
  71. 71. how do we do this? Req Huddle1 Also ask your hiring manager for the resumes of candidates that have been hired for this position in the past, or candidates that were offered the job but did not take it.
  72. 72. how do we do this? Sourcing Steps 1 2 Understand the Technical Requirements & the Job Function.Conduct a Req Huddle to get the Manager, Recruiter, and Sourcer on the same page. 1
  73. 73. how do we do this? Research & UnderstandDon’t be afraid of learningtechnology…embrace it!Many others before you havetrained themselves to better theirtechnical understanding andknowledge.
  74. 74. how do we do this? Research & Understand2It’s not we want you to have a MSCS degree (though that would be nice!), we just want understanding of technology on a basic level. This is one place where I see many people in staffing fail. It’s not just a matter of copy ‘n paste technical acronyms from job req into a search string. With every job req, there is an underlying technology that average people cannot discern.
  75. 75. how do we do this? Research & Understand2We don’t have to: •Program a C++ API •Create a CAD layout for an ASIC chip. But we should know: •Basics that are involved •Differences between other types of similar technologies. By doing this, you gain credibility with not only your candidates, but your hiring managers as well.
  76. 76. how do we do this? Research & UnderstandKnowledge is Power!
  77. 77. how do we do this? Research & UnderstandKnowledge is Power!•Whether you are sourcing forcandidates or interviewing them onthe phone, you must be in the know!
  78. 78. how do we do this? Research & UnderstandKnowledge is Power!•Whether you are sourcing forcandidates or interviewing them onthe phone, you must be in the know!•You need to AT LEAST research andlearn about the job, group, company,and industry.
  79. 79. how do we do this? Research & UnderstandKnowledge is Power!•Whether you are sourcing forcandidates or interviewing them onthe phone, you must be in the know!•You need to AT LEAST research andlearn about the job, group, company,and industry.• This means learning new technologies and job functions so you can speak intelligently about them with the candidate.
  80. 80. how do we do this? Research & UnderstandResearch is King!
  81. 81. how do we do this? Research & UnderstandResearch is King!•There is no limit to how much youshould learn.
  82. 82. how do we do this? Research & UnderstandResearch is King!•There is no limit to how much youshould learn.•The more you learn, the better youbecome at technical screening.
  83. 83. how do we do this? Research & UnderstandResearch is King!•There is no limit to how much youshould learn.•The more you learn, the better youbecome at technical screening.•This includes going to websites like answers.com, or searching thetechnology on google.com, or even following technical forums used byengineers.
  84. 84. how do we do this? Research & UnderstandYou can be a step ahead of everyone else!
  85. 85. how do we do this? Research & UnderstandYou can be a step ahead of everyone else!Think about what you are prepared to do. In the pursuit of technicalunderstanding, I have:
  86. 86. how do we do this? Research & UnderstandYou can be a step ahead of everyone else!Think about what you are prepared to do. In the pursuit of technicalunderstanding, I have: • Taught myself how to build websites
  87. 87. how do we do this? Research & UnderstandYou can be a step ahead of everyone else!Think about what you are prepared to do. In the pursuit of technicalunderstanding, I have: • Taught myself how to build websites • Understand basic programming
  88. 88. how do we do this? Research & UnderstandYou can be a step ahead of everyone else!Think about what you are prepared to do. In the pursuit of technicalunderstanding, I have: • Taught myself how to build websites • Understand basic programming • Read white papers on C#, Java, IC design, & cellular networking
  89. 89. how do we do this? Research & UnderstandYou can be a step ahead of everyone else!Think about what you are prepared to do. In the pursuit of technicalunderstanding, I have: • Taught myself how to build websites • Understand basic programming • Read white papers on C#, Java, IC design, & cellular networking • Attended engineering talks
  90. 90. how do we do this? Research & UnderstandYou can be a step ahead of everyone else!Think about what you are prepared to do. In the pursuit of technicalunderstanding, I have: • Taught myself how to build websites • Understand basic programming • Read white papers on C#, Java, IC design, & cellular networking • Attended engineering talks • Administered Windows networks
  91. 91. how do we do this? Research & UnderstandYou can be a step ahead of everyone else!Think about what you are prepared to do. In the pursuit of technicalunderstanding, I have: • Taught myself how to build websites • Understand basic programming • Read white papers on C#, Java, IC design, & cellular networking • Attended engineering talks • Administered Windows networks
  92. 92. how do we do this? Research & Understand2You don’t have to stay up all night and day doing research Caffeine!!!
  93. 93. how do we do this? Research & Understand2You don’t have to stay up all night and day doing research •Just set aside time to do the research before starting the sourcing and recruiting Caffeine!!!
  94. 94. how do we do this? Research & Understand2You don’t have to stay up all night and day doing research •Just set aside time to do the research before starting the sourcing and recruiting •And make sure you are researching the right things Caffeine!!!
  95. 95. how do we do this? Research & Understand2For example, if you work for an Internet-based software company, then you have to AT LEAST learn about:
  96. 96. how do we do this? Research & Understand2For example, if you work for an Internet-based software company, then you have to AT LEAST learn about: •SDLC – From initial architecture to coding to release & testing
  97. 97. how do we do this? Research & Understand2For example, if you work for an Internet-based software company, then you have to AT LEAST learn about: •SDLC – From initial architecture to coding to release & testing •Web development – Front end coding, UI design, and Web Application development
  98. 98. how do we do this? Research & Understand2For example, if you work for an Internet-based software company, then you have to AT LEAST learn about: •SDLC – From initial architecture to coding to release & testing •Web development – Front end coding, UI design, and Web Application development •Databases / Big Data – Database development, administration, replication and clustering
  99. 99. how do we do this? Research & Understand2For example, if you work for an Internet-based software company, then you have to AT LEAST learn about: •SDLC – From initial architecture to coding to release & testing •Web development – Front end coding, UI design, and Web Application development •Databases / Big Data – Database development, administration, replication and clustering •Production support – Systems engineering, application support, software debugging, and software configuration
  100. 100. how do we do this? What’s in a name? You also need to have an idea about every OTHER engineer’s role
  101. 101. how do we do this? What’s in a name? You also need to have an idea about every OTHER engineer’s role
  102. 102. how do we do this? What’s in a name? Why is that???
  103. 103. how do we do this? What’s in a name? Because you need to know what to look for, and what NOT to look for
  104. 104. how do we do this? What’s in a name? Mask/Layout Engineers Validation Engineers And so on… And so on… And so on… And so on… This means understanding the job functions of And so on… And so on… Software Developers Project Managers And so on… Build/Release Engineers And so on… And so on… Business Analysts Software Test Developers Software Architects And so on… And so on… Visual Designers And so on… User Experience Analysts Software Quality Assurance Database Administrators Database EngineersAnd so on… Data warehouse Developers Business Intelligence Analysts And so on… And so on… And so on… Systems Administrators Production/Application Support Product Engineers And so on… And so on… And so on… Solutions Architects Embedded Engineers Mobile SW Engineers And so on… And so on…Hardware Systems Engineers IC Designers Design Verification Engineers And so on… And so on… And so on… And so on…
  105. 105. how do we do this? What’s in a name?Once you have a basic understanding of the mostcommon job functions in the technical world, then youwill be able to:
  106. 106. how do we do this? What’s in a name?Once you have a basic understanding of the mostcommon job functions in the technical world, then youwill be able to:•Source through resumes quicker
  107. 107. how do we do this? What’s in a name?Once you have a basic understanding of the mostcommon job functions in the technical world, then youwill be able to:•Source through resumes quicker•Come up with search strings that capture moretargeted candidates
  108. 108. how do we do this? What’s in a name?Once you have a basic understanding of the mostcommon job functions in the technical world, then youwill be able to:•Source through resumes quicker•Come up with search strings that capture moretargeted candidates•Recognize candidates that are not a fit very quickly
  109. 109. how do we do this? What’s in a name?Follow along with a/your company’s:•SDLC (Software Development Life Cycle)•PDLC (Product Development Life cycle)•IC Product Life Cycle.This should ideally be done for the company you aresourcing/recruiting for.
  110. 110. how do we do this? What’s in a name?How do you recognize the plethora of engineering roles?
  111. 111. how do we do this? What’s in a name?Research the “classic” definitions of these engineeringroles online. There are tons of technical documents,articles, wikis, and encyclopedias that cover this.
  112. 112. how do we do this? What’s in a name?Research the “classic” definitions of these engineeringroles online. There are tons of technical documents,articles, wikis, and encyclopedias that cover this.Don’t use Wikipedia only! Use multiple sources of info.
  113. 113. how do we do this? What’s in a name?Look at resume after resume of people who work in similar jobsor companies.There is no better way to learn how to instantly recognize andprofile resumes, other than to look at TONS of them.
  114. 114. what they have vs. what they do• It’s not what they HAVE it’s what they DO that matters• Are they doing what we need them to do?• They may have “software engineering” but are they a software engineer?• Or are they just working with “software engineering”?• Look for ACTION words• They will indicate: • Levels of responsibility • Ownership of tasks
  115. 115. what they have vs. what they do• ACTION words can be grouped around JOB FUNCTION:
  116. 116. what they have vs. what they do• ACTION words can be grouped around JOB FUNCTION:• Developed / Programmed – Engineers that are developing a software program using a programming language
  117. 117. what they have vs. what they do• ACTION words can be grouped around JOB FUNCTION:• Developed / Programmed – Engineers that are developing a software program using a programming language• Involved with / Assisted / Part of – Implies involvement in a project but not sole ownership or a higher level of individual responsibility
  118. 118. what they have vs. what they do• ACTION words can be grouped around JOB FUNCTION:• Developed / Programmed – Engineers that are developing a software program using a programming language• Involved with / Assisted / Part of – Implies involvement in a project but not sole ownership or a higher level of individual responsibility• Created / Designed – signifies creation and design of a product
  119. 119. what they have vs. what they do• ACTION words can be grouped around JOB FUNCTION:• Developed / Programmed – Engineers that are developing a software program using a programming language• Involved with / Assisted / Part of – Implies involvement in a project but not sole ownership or a higher level of individual responsibility• Created / Designed – signifies creation and design of a product• Architected – high level conceptual design of a software / hardware / systems product
  120. 120. what they have vs. what they do• ACTION words can be grouped around JOB FUNCTION:• Developed / Programmed – Engineers that are developing a software program using a programming language• Involved with / Assisted / Part of – Implies involvement in a project but not sole ownership or a higher level of individual responsibility• Created / Designed – signifies creation and design of a product• Architected – high level conceptual design of a software / hardware / systems product• Implemented – when used in a systems/network role, refers to Engineers who implement the design of a Systems Architect
  121. 121. what they have vs. what they do• ACTION words can be grouped around JOB FUNCTION:• Developed / Programmed – Engineers that are developing a software program using a programming language• Involved with / Assisted / Part of – Implies involvement in a project but not sole ownership or a higher level of individual responsibility• Created / Designed – signifies creation and design of a product• Architected – high level conceptual design of a software / hardware / systems product• Implemented – when used in a systems/network role, refers to Engineers who implement the design of a Systems Architect• Modified – signifies code updates, systems updates, or code maintenance of an already existing project.
  122. 122. what they have vs. what they do• ACTION words can be grouped around JOB FUNCTION:• Administered – when used with a systems/network role, refers to Administrators who install, configure, update and keep computer systems running
  123. 123. what they have vs. what they do• ACTION words can be grouped around JOB FUNCTION:• Administered – when used with a systems/network role, refers to Administrators who install, configure, update and keep computer systems running• Managed (projects) – used by project managers or other candidates who have project management experience
  124. 124. what they have vs. what they do• ACTION words can be grouped around JOB FUNCTION:• Administered – when used with a systems/network role, refers to Administrators who install, configure, update and keep computer systems running• Managed (projects) – used by project managers or other candidates who have project management experience• Gathered (requirements) – used by Business / Systems Analysts to understand the needs of the business users
  125. 125. how do we do this? Research & UnderstandWe’re not saying that you have to do everything OUR WAY…
  126. 126. how do we do this? Research & UnderstandWe’re not saying that you have to do everything OUR WAY…
  127. 127. how do we do this? Research & UnderstandWe’re not saying that you have to do everything OUR WAY…You just have to put in the extra work to identify the correct jobfunction and candidate profile
  128. 128. how do we do this? Research & UnderstandHere is a simple example of job req analysis for a well known creditcard company:
  129. 129. how do we do this? Research & UnderstandMust have skills:• 5+ years experience developing mission critical Web and backendapplications• Should be self motivated and able to work independently.• Strong understanding of C#, ASP, ASP.NET 1.1 to 3.5.• Strong knowledge of Transact SQL and ability to write and debugstored procedures.Nice to have skills:• Strong SOA (Service-Oriented Architecture)• Experience with JavaScript, VBScript, AJAX, custom ASP.NETcontrols and CSS• At least 2 years of experience with writing SQL. XML, XPATH andXSL. C++ in a Windows environment Will lead efforts to design and implement various aspects of ourglobal transaction processing systems.
  130. 130. how do we do this? Research & UnderstandMust have skills:• 5+ years experience developing mission critical Web and backendapplications• Should be self motivated and able to work independently.• Strong understanding of C#, ASP, ASP.NET 1.1 to 3.5.• Strong knowledge of Transact SQL and ability to write and debugstored procedures.Nice to have skills:• Strong SOA (Service-Oriented Architecture)• Experience with JavaScript, VBScript, AJAX, custom ASP.NETcontrols and CSS• At least 2 years of experience with writing SQL. XML, XPATH andXSL. C++ in a Windows environment Will lead efforts to design and implement various aspects of ourglobal transaction processing systems.
  131. 131. how do we do this? Research & UnderstandWhat we can discern from the description:• This engineer will be developing mission critical Web and backendapplications• They will construct the application in C# and ASP.NET• The need strong web services experience – SOA• The need backend development – T-SQL and stored procedures• They need front end web development: JavaScript, VBScript,AJAX, custom ASP.NET controls and CSS• They will lead efforts to design and implement various aspects of aglobal transaction processing system
  132. 132. how do we do this? Research & Understand How did we figure that out?
  133. 133. how do we do this? Research & Understand By looking up the key terms we highlighted
  134. 134. how do we do this? Research & Understand This req is a classis example of:
  135. 135. how do we do this? Research & Understand Key reference materials: www.answers.com Computer Desktop Encyclopedia Look it up on Google! There are so many different sites, encyclopedias, white papers, and technical journals out there…USE THEM!
  136. 136. how do we do this? Sourcing Steps 1 3 Formulate the correct Advanced Boolean Search Strings 2 Understand the Technical Requirements & the Job Function.Conduct a Req Huddle to get the Manager, Recruiter, and Sourcer on the same page. 1
  137. 137. find them now! Start Your Search Find Those Impossible to Find Candidates!
  138. 138. find them now! Start Your Search3 Get the bulls-eye candidate profiles first Start with that near-impossible profile your hiring manager described to you. You call this a match???
  139. 139. find them now! Start Your Search3 Use the answers to the questions that you asked the hiring manager to build your search.
  140. 140. find them now! Start Your Search3 Envision the profile = think of the variations
  141. 141. find them now! Start Your Search3 Envision the profile = think of the variations If your client wants a candidate with Hadoop database experience, then don’t just put “Hadoop”. Expand your search terms with as many variations as you can think of:
  142. 142. find them now! Start Your Search3 Envision the profile = think of the variations If your client wants a candidate with Hadoop database experience, then don’t just put “Hadoop”. Expand your search terms with as many variations as you can think of:(bigtable OR hadoop OR nosql OR "no-sql" OR "map/reduce" OR mapreduce OR hive ORhbase OR couchdb OR mongodb OR "unstructured data")
  143. 143. find them now! Start Your Search3 Formulating the correct Advanced Boolean Search Strings •Anyone can create a Boolean string, but do you understand it? •Can you create the right one with the right keywords?
  144. 144. find them now! Start Your Search3 You must have thorough understanding of the job function and/or technology
  145. 145. find them now! Start Your Search3 You must have thorough understanding of the job function and/or technology •Boolean cheat sheets won’t cut it
  146. 146. find them now! Start Your Search3 You must have thorough understanding of the job function and/or technology •Boolean cheat sheets won’t cut it •You must understand the technology
  147. 147. understand technology Break it down again
  148. 148. understand technology• We need an engineer who will develop webpages for asocial media application in PHP• They must have front-end web programming in HTML,CSS, Javascript, and Javascript libraries like Jquery,Dojo, Ext-js, etc.• Must have strong SQL query abilities• Experience with unstructured databases preferred
  149. 149. understand technology Let’s illustrate this with a well-known social network
  150. 150. understand technology Let’s illustrate this with a well-known social network
  151. 151. understand technology
  152. 152. understand technology • HTML – static elements, text, images, and links • javascript – enhances page • .css – style sheets
  153. 153. understand technology • Refreshes timeline using customized XML & javascript or AJAX
  154. 154. understand technology • Basic web development to display information • PHP code to dynamically display
  155. 155. understand technology • Every single user’s timeline is different • The ads displayed are customized
  156. 156. understand technology • One billion users • Only 1 template is used • Changes based on the information from the database • PHP dynamically displays • SQL queries the database for the info
  157. 157. understand technology Let’s take another look at that req
  158. 158. understand technology• We need an engineer who will develop webpages for asocial media application in PHP• They must have front-end web programming in HTML,CSS, Javascript, and Javascript libraries like Jquery,Dojo, Ext-js, etc.• Must have strong SQL query abilities ("web developer" OR "web application") php• Experience with unstructured databases preferred
  159. 159. understand technology • We need an engineer who will develop webpages for a social media application in PHP • They must have front-end web programming in HTML, CSS, Javascript, and Javascript libraries like Jquery, Dojo, Ext-js, etc. • Must have strong SQL query abilities ("web developer" OR unstructured databases preferredOR "user • Experience with "web application") php (ui OR guiinterface" OR "front end" OR frontend) html css (javascript OR "java script") (jquery OR "j-query" OR "ext-js" OR dojo OR "node-js" OR mootools)
  160. 160. understand technology • We need an engineer who will develop webpages for a social media application in PHP • They must have front-end web programming in HTML, CSS, Javascript, and Javascript libraries like Jquery, Dojo, Ext-js, etc. • Must have strong SQL query abilities ("web developer" OR unstructured databases preferred "user • Experience with "web application") php (ui OR gui ORinterface" OR "front end" OR frontend) html css (javascript OR "java script") (jquery OR "j-query" OR "ext-js" OR dojo OR "node-js" OR mootools) sql
  161. 161. understand technology • We need an engineer who will develop webpages for a social media application in PHP ("web developer" OR "web application") php (ui OR gui OR "user • They must have front-end web programming in HTML,interface" OR "front end" OR frontend) html css (javascript OR "java CSS, Javascript, and Javascript libraries like Jquery, script") (jquery OR "j-query" OR "ext-js" OR dojo OR "node-js" OR Dojo, Ext-js, etc. mootools) sql (bigtable OR hadoop OR nosql OR "no-sql" OR "map/reduce" OR mapreduce OR hive OR hbase OR couchdb OR • Must have strong SQLmongodb) query abilities • Experience with unstructured databases preferred
  162. 162. understand technologyLook for:• Applicationdevelopment• Front enddevelopment• Javascriptframeworks• Database &SQL querying
  163. 163. find them now! Start Your Search3 REMEMBER! •Engineers do NOT write resumes for recruiters
  164. 164. find them now! Start Your Search3 REMEMBER! •Engineers do NOT write resumes for recruiters •Engineers write resumes to describe what they’ve done in the terms they understand
  165. 165. find them now! Start Your Search3 REMEMBER! •Engineers do NOT write resumes for recruiters •Engineers write resumes to describe what they’ve done in the terms they understand •That means we must understand what they do, what tools they use, what companies they come from, and what products they work on
  166. 166. find them now! Start Your Search3 If you can continuously learn about the different job functions, technology, and competitive landscape…you will be able to see the Matrix
  167. 167. how do we do this? Sourcing Steps 1 4 Ask the candidate the right kind of screening questions. 3 Formulate the correct Advanced Boolean Search Strings 2 Understand the Technical Requirements & the Job Function.Conduct a Req Huddle to get the Manager, Recruiter, and Sourcer on the same page. 1
  168. 168. what are the questions? Better Questions The Right Screening Questions 4 Anyone who initially contacts the candidate, must get their telephone skills up to par.
  169. 169. what are the questions? Better Questions The Right Screening Questions 4 Anyone who initially contacts the candidate, must get their telephone skills up to par. Not only do they have to do that, but they need to know how to weed out the mediocre candidates from the superstars.
  170. 170. what are the questions? Better Questions The Right Screening Questions 4 Anyone who initially contacts the candidate, must get their telephone skills up to par. Not only do they have to do that, but they need to know how to weed out the mediocre candidates from the superstars. To the average sourcer or recruiter, this is not always evident.
  171. 171. what are the questions? Better Questions The Right Screening Questions 4 Anyone who initially contacts the candidate, must get their telephone skills up to par. Not only do they have to do that, but they need to know how to weed out the mediocre candidates from the superstars. To the average sourcer or recruiter, this is not always evident. A complete understanding of the job requirements and what the company is looking for will bolster their credibility with the candidates and hiring managers.
  172. 172. what are the questions? Better Questions The Right Screening Questions
  173. 173. what are the questions? Better Questions The Right Screening Questions •Screening questions are the key to your success
  174. 174. what are the questions? Better Questions The Right Screening Questions •Screening questions are the key to your success •They will help you weed out any candidates that are wrong
  175. 175. what are the questions? Better Questions The Right Screening Questions •Screening questions are the key to your success •They will help you weed out any candidates that are wrong •They will help you focus on candidates that are right
  176. 176. what are the questions? Better Questions The Right Screening Questions •Screening questions are the key to your success •They will help you weed out any candidates that are wrong •They will help you focus on candidates that are right •If your questions can be answered with a “yes” or “no” then you aren’t recruiting – You are taking a survey
  177. 177. what are the questions? Better Questions The Right Screening Questions •Screening questions are the key to your success •They will help you weed out any candidates that are wrong •They will help you focus on candidates that are right •If your questions can be answered with a “yes” or “no” then you aren’t recruiting – You are taking a survey •Create questions that require the candidate to describe their experience in depth
  178. 178. what are the questions? Better Questions Who, What, Where, Why, & How – Base your questions around the JOB FUNCTION:
  179. 179. what are the questions? Better Questions Who, What, Where, Why, & How – Base your questions around the JOB FUNCTION: • WHO •WHAT • WHAT • HOW • WHY • WHERE
  180. 180. what are the questions? Better Questions Who, What, Where, Why, & How – Base your questions around the JOB FUNCTION: • WHO is the company and group/division that this job is for? •WHAT • WHAT • HOW • WHY • WHERE
  181. 181. what are the questions? Better Questions Who, What, Where, Why, & How – Base your questions around the JOB FUNCTION: • WHO is the company and group/division that this job is for? •WHAT (tool, software, method) did you use to complete the job / task? • WHAT • HOW • WHY • WHERE
  182. 182. what are the questions? Better Questions Who, What, Where, Why, & How – Base your questions around the JOB FUNCTION: • WHO is the company and group/division that this job is for? •WHAT (tool, software, method) did you use to complete the job / task? • WHAT was your level of involvement? • HOW • WHY • WHERE
  183. 183. what are the questions? Better Questions Who, What, Where, Why, & How – Base your questions around the JOB FUNCTION: • WHO is the company and group/division that this job is for? •WHAT (tool, software, method) did you use to complete the job / task? • WHAT was your level of involvement? • HOW long did it take to complete the (project, application) on time? • WHY • WHERE
  184. 184. what are the questions? Better Questions Who, What, Where, Why, & How – Base your questions around the JOB FUNCTION: • WHO is the company and group/division that this job is for? •WHAT (tool, software, method) did you use to complete the job / task? • WHAT was your level of involvement? • HOW long did it take to complete the (project, application) on time? • WHY did you choose this (software, method, programming paradigm) over others? • WHERE
  185. 185. what are the questions? Better Questions Who, What, Where, Why, & How – Base your questions around the JOB FUNCTION: • WHO is the company and group/division that this job is for? •WHAT (tool, software, method) did you use to complete the job / task? • WHAT was your level of involvement? • HOW long did it take to complete the (project, application) on time? • WHY did you choose this (software, method, programming paradigm) over others? • WHERE can we see examples of your work?
  186. 186. what are the questions? Better Questions Elementary, my dear Watson • Remember that you are a detective • A candidate is not a fit until you get the answers you need Sherlock Holms great-great-grandson: Suh P. Holms, world renowned recruiter
  187. 187. what are the questions? Better Questions Turning technical knowledge into a candidate screening tool is the difference between…
  188. 188. what are the questions? Better Questions …a GOOD Recruiter
  189. 189. what are the questions? Better Questions …and a BAD Recruiter
  190. 190. in SUMMARY
  191. 191. in SUMMARY • Conduct a Req Huddle – Understand the technical requirements and job function
  192. 192. in SUMMARY • Conduct a Req Huddle – Understand the technical requirements and job function • Do your Research – Research the company, the group, the product, the corporate vertical, and look up every term you don’t know
  193. 193. in SUMMARY • Conduct a Req Huddle – Understand the technical requirements and job function • Do your Research – Research the company, the group, the product, the corporate vertical, and look up every term you don’t know • Formulate the Correct Search Strings – Based off of your research, create search strings that describe your candidates in multiple ways
  194. 194. in SUMMARY • Conduct a Req Huddle – Understand the technical requirements and job function • Do your Research – Research the company, the group, the product, the corporate vertical, and look up every term you don’t know • Formulate the Correct Search Strings – Based off of your research, create search strings that describe your candidates in multiple ways • Ask the right Screening Questions – If you don’t know the technology, how can you validate the candidate’s experience?
  195. 195. words of WISDOM Use the Force…“Do, or do not. There is no try” - Yoda It takes discipline and drive to continuously learn about technology. Do this, and there will be no limits in your understanding, and no limit to the technologies you can source & recruit for.
  196. 196. important Future Events There’s more where this came from!February 13 Webinar: Sourcing Tools & Trends in 201360 minute ERE webinar by Mark Tortorici•The Sourcing function today•Skill sets that every Sourcer must have in their tool belt•New search tools and social networksContact: Lisa Amorao at lisaa@netpolarity.com for details.
  197. 197. important Future Events There’s more where this came from!March 19 webinar: Boolean Basics to Advanced75 minute webinar by Mark TortoriciThe complete break-down of Boolean Search, using different searchengines, limiting your searches locally, optimizing your search enginepreferences to get different results, AND creating search strings that areso powerful, NOBODY else is using them!Contact: Lisa Amorao at lisaa@netpolarity.com for details.
  198. 198. ask Mark!Ask your most profound questions and Mark will answer in a post onStaffing alchemy: http://blog.netpolarity.com
  199. 199. ask Mark!Ask your most profound questions and Mark will answer in a poston Staffing alchemy: http://blog.netpolarity.com• Facebook: https://www.facebook.com/MARSbynetPolarity• Tweet us: @netPolarity• MARS website: http://mars.netpolarity.com/
  200. 200. sourcing TECHNICAL REQUISITIONS Special thanks to SourceCon www.netPolarity.com Mark Tortorici | Manager, Sourcing & Training | netPolarity | 408.971.3736 | mark.nexus@gmail.com

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