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The One Best Practice You Can Implement Today for Unbelievable Sourcing Success
The One Best Practice You Can Implement Today for Unbelievable Sourcing Success
The One Best Practice You Can Implement Today for Unbelievable Sourcing Success
The One Best Practice You Can Implement Today for Unbelievable Sourcing Success
The One Best Practice You Can Implement Today for Unbelievable Sourcing Success
The One Best Practice You Can Implement Today for Unbelievable Sourcing Success
The One Best Practice You Can Implement Today for Unbelievable Sourcing Success
The One Best Practice You Can Implement Today for Unbelievable Sourcing Success
The One Best Practice You Can Implement Today for Unbelievable Sourcing Success
The One Best Practice You Can Implement Today for Unbelievable Sourcing Success
The One Best Practice You Can Implement Today for Unbelievable Sourcing Success
The One Best Practice You Can Implement Today for Unbelievable Sourcing Success
The One Best Practice You Can Implement Today for Unbelievable Sourcing Success
The One Best Practice You Can Implement Today for Unbelievable Sourcing Success
The One Best Practice You Can Implement Today for Unbelievable Sourcing Success
The One Best Practice You Can Implement Today for Unbelievable Sourcing Success
The One Best Practice You Can Implement Today for Unbelievable Sourcing Success
The One Best Practice You Can Implement Today for Unbelievable Sourcing Success
The One Best Practice You Can Implement Today for Unbelievable Sourcing Success
The One Best Practice You Can Implement Today for Unbelievable Sourcing Success
The One Best Practice You Can Implement Today for Unbelievable Sourcing Success
The One Best Practice You Can Implement Today for Unbelievable Sourcing Success
The One Best Practice You Can Implement Today for Unbelievable Sourcing Success
The One Best Practice You Can Implement Today for Unbelievable Sourcing Success
The One Best Practice You Can Implement Today for Unbelievable Sourcing Success
The One Best Practice You Can Implement Today for Unbelievable Sourcing Success
The One Best Practice You Can Implement Today for Unbelievable Sourcing Success
The One Best Practice You Can Implement Today for Unbelievable Sourcing Success
The One Best Practice You Can Implement Today for Unbelievable Sourcing Success
The One Best Practice You Can Implement Today for Unbelievable Sourcing Success
The One Best Practice You Can Implement Today for Unbelievable Sourcing Success
The One Best Practice You Can Implement Today for Unbelievable Sourcing Success
The One Best Practice You Can Implement Today for Unbelievable Sourcing Success
The One Best Practice You Can Implement Today for Unbelievable Sourcing Success
The One Best Practice You Can Implement Today for Unbelievable Sourcing Success
The One Best Practice You Can Implement Today for Unbelievable Sourcing Success
The One Best Practice You Can Implement Today for Unbelievable Sourcing Success
The One Best Practice You Can Implement Today for Unbelievable Sourcing Success
The One Best Practice You Can Implement Today for Unbelievable Sourcing Success
The One Best Practice You Can Implement Today for Unbelievable Sourcing Success
The One Best Practice You Can Implement Today for Unbelievable Sourcing Success
The One Best Practice You Can Implement Today for Unbelievable Sourcing Success
The One Best Practice You Can Implement Today for Unbelievable Sourcing Success
The One Best Practice You Can Implement Today for Unbelievable Sourcing Success
The One Best Practice You Can Implement Today for Unbelievable Sourcing Success
The One Best Practice You Can Implement Today for Unbelievable Sourcing Success
The One Best Practice You Can Implement Today for Unbelievable Sourcing Success
The One Best Practice You Can Implement Today for Unbelievable Sourcing Success
The One Best Practice You Can Implement Today for Unbelievable Sourcing Success
The One Best Practice You Can Implement Today for Unbelievable Sourcing Success
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The One Best Practice You Can Implement Today for Unbelievable Sourcing Success

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Presentation from Sourcecon 2012 in Atlanta, presented by Conni LaDouceur.

Presentation from Sourcecon 2012 in Atlanta, presented by Conni LaDouceur.

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  • 1. The One Best Practice You Can Implement Today for Unbelievable Sourcing Success Conni LaDouceur C. LaDouceur, 410-664-8400,February 2012 conni@eqcadvisors.com Material Copyright 2012 1
  • 2. ExecuQuest Corp. Snapshot Conni LaDouceur, Founder & Chief Sourcing Strategist, ExecuQuest Corp., delivers unsurpassed ROI for recruiting solutions via original telephone research, sourcing, and customized, coaching and training: ~ Demonstrated passion for the hunt since 1985 ~ Mastered phone sourcing Heidrick & Struggles ~ 10 Research Professionals in Baltimore, MD ~ Search/Research Success™by ExecuQuest ~ The Seven Habits of Successful Sourcers™February 2012 C. LaDouceur, 410-664-8400, conni@eqcadvisors.com Material Copyright 2012 2
  • 3. Agenda: am I game?? Is improving quality-of-hire my #1 priority? •  How can I succeed at challenging searches? •  Do I want to present the same talent as my competitors? 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”.February 2012 C. LaDouceur, 410-664-8400, conni@eqcadvisors.com Material Copyright 2012 3
  • 4. Be Proactive: Narrow your Search Time is $$$. Less is more. Quality, not Quantity!February 2012 C. LaDouceur, 410-664-8400, conni@eqcadvisors.com Material Copyright 2012 4
  • 5. Evolution of Recruiting and the Internet Past Present •  Heidrick & Struggles was •  Internet developed by US founded in 1953 DOD computer scientists in •  Recruiters historically 1970 qualified talent by telephone •  Monster began in the •  Identifying in organization mid-90’s chart form, by responsibility •  LinkedIn in 2003 and objective qualifiers •  Facebook in 2004 New* Rules of the Game: As more and more is available online, Recruiters are becoming Data-Miners. *are new rules replacing tried-and-true methods?February 2012 C. LaDouceur, 410-664-8400, conni@eqcadvisors.com Material Copyright 2012 5
  • 6. How can we be SURE we have identified the most qualified talent? (SHRM) 34%+- Candidates you might miss if not supplemented by telephone research Source: Bureau of Labor Statistics 2011February 2012 C. LaDouceur, 410-664-8400, conni@eqcadvisors.com Material Copyright 2012 6
  • 7. 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? What will I say??? What questions will I ask?February 2012 C. LaDouceur, 410-664-8400, conni@eqcadvisors.com Material Copyright 2012 7
  • 8. Is there still a War for Talent?? “Someone important is bound to see my resume now!”February 2012 C. LaDouceur, 410-664-8400, conni@eqcadvisors.com Material Copyright 2012 8
  • 9. Today’s reality: ü  Labor pool is growing: is qualified talent harder to find? ü  Economy is finally improving, fueling competition ü  Traditional recruiting methods won’t do Where do we begin?February 2012 C. LaDouceur, 410-664-8400, conni@eqcadvisors.com Material Copyright 2012 9
  • 10. Post and pray…or… Be reactive and suffer the consequences…February 2012 C. LaDouceur, 410-664-8400, conni@eqcadvisors.com Material Copyright 2012 10
  • 11. Post and curse! or be PROactive: what smarter/faster ways can we meet the critical need?February 2012 C. LaDouceur, 410-664-8400, conni@eqcadvisors.com Material Copyright 2012 11
  • 12. The Definitive Target Company List 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? •  Industry Rankings (Bus Ref Guide) •  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.February 2012 C. LaDouceur, 410-664-8400, conni@eqcadvisors.com Material Copyright 2012 12
  • 13. I. Intake/Strategy Meeting 1)  What should I take TO the meeting? My recruiting expertise: potential profiles, competitors recruiting for the same talent, comp analyses, associations/attendee lists S/RS™ ideas 2)  What will I take FROM the meeting? Nice-to-haves, compelling reasons, qualifying Qs, MDTCs, re-hires, counterparts who manage the groups we seek, do-not-contacts, SLA timeline, etc.February 2012 C. LaDouceur, 410-664-8400, conni@eqcadvisors.com Material Copyright 2012 13
  • 14. What’s most important? To set Client’s expectation and calibrate success, ask to rank these factors. How will the weightings affect strategy and tactics?February 2012 C. LaDouceur, 410-664-8400, conni@eqcadvisors.com Material Copyright 2012 14
  • 15. How do I prepare to pick up the phone? It can take as little as 10 minutes!! 1.  Previous research: do NOT reinvent the wheel! 2.  Secondary research: Hoovers, LI, smart search strings, Corporate/Financial Yellow Books (212-627-4140) 3.  Our forgotten AWESOME employees: public library Business Reference Librarians! 4. And value-added, direct, telephone research • February 2012 C. LaDouceur, 410-664-8400, conni@eqcadvisors.com Material Copyright 2012 15
  • 16. 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.February 2012 C. LaDouceur, 410-664-8400, conni@eqcadvisors.com Material Copyright 2012 16
  • 17. Our Secret to Direct Phone Sourcing Select the responsibilities & objective qualifiers from the position description: 1.  “If I want to send correspondence, 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!February 2012 C. LaDouceur, 410-664-8400, conni@eqcadvisors.com Material Copyright 2012 17
  • 18. 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.February 2012 C. LaDouceur, 410-664-8400, conni@eqcadvisors.com Material Copyright 2012 18
  • 19. Sourcing Success: Recorded Calls Listen carefully: what are my observations (4 mins:06 secs): •  What was said first, next? •  How were questions answered? •  What did the call yield? The lost art of original, efficient on-target phone researchFebruary 2012 C. LaDouceur, 410-664-8400, conni@eqcadvisors.com Material Copyright 2012 19
  • 20. 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 RiskFebruary 2012 C. LaDouceur, 410-664-8400, conni@eqcadvisors.com
  • 21. 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 ReportingFebruary 2012 C. LaDouceur, 410-664-8400, conni@eqcadvisors.com Material Copyright 2012 21
  • 22. Observations? …is it surprising that we could get all this information in an ethical manner? …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 the client’s most desirable TC 3. virtually none on LinkedIn 4. including value-added competitive dataFebruary 2012 C. LaDouceur, 410-664-8400, conni@eqcadvisors.com Material Copyright 2012 22
  • 23. Case Study 2: Peer-to-Peer 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.comFebruary 2012 C. LaDouceur, 410-664-8400, conni@eqcadvisors.com Material Copyright 2012 23
  • 24. Case Study 3: 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.February 2012 C. LaDouceur, 410-664-8400, conni@eqcadvisors.com Material Copyright 2012 24
  • 25. Case Study 4: Peer/Lateral One of the Team Members: Middleware Engineers 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” Provided all 12 names who report to X without asking who I was. YFRI: 8 of those on-target 12 were UN-findable on LI nor could be identified via Shally’s smartest search strings.February 2012 C. LaDouceur, 410-664-8400, conni@eqcadvisors.com Material Copyright 2012 25
  • 26. Not every call is a success: BUSTED!!! Keep cool! (1:17) 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!February 2012 C. LaDouceur, 410-664-8400, conni@eqcadvisors.com Material Copyright 2012 26
  • 27. Case Study 5: Top-Down Search: Senior UX Design Leaders Target Company: OQs: “Delivering the user persona identification, experience vision, UI architecture and interaction design” Advanced Search: “user experience”, 94301 zip, Director, Facebook current: 10 results: Kate Aronowitz, Director of Design, Facebook and formerly Senior Manager, User Experience and Design at eBay Advanced Search: “user experience”, 94301 zip, Design Facebook current: 6 results: Julie Zhou, Product Design Manager, and formerly in charge of the design and UX for the original FB API, Platform and Connect. We called Kate Aronowitz, (surprised to learn she managed 55) and others to identify the UX Design Leaders.February 2012 C. LaDouceur, 410-664-8400, conni@eqcadvisors.com Material Copyright 2012 27
  • 28. Case study 5: 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 a very nice lady who provided the information we needed.February 2012 C. LaDouceur, 410-664-8400, conni@eqcadvisors.com Material Copyright 2012 28
  • 29. Case study: identify the most qualified Senior UX Design Leader: Random and bottom-up, a well-guarded talent pool (6:28 & 3:43):February 2012 C. LaDouceur, 410-664-8400, conni@eqcadvisors.com Material Copyright 2012 29
  • 30. Challenging position to fill? TOP-DOWN: the MOST efficient way to ID on-target talent: District Supervisors, Puerto Rico: Start with the person who heads the group, from the Corp Yellow Book: , CEO, Puerto Rico (5:06): Called and left a VM message for his AA, <Name>, saying if I would like to send information, what is the proper spelling of the names please and she returned my call. 787-XXX-XXXX XXX VP, (manages 2 Centers and 54 stores) 787-XXX-XXXX XXX Sr. Director, Operations 787-XXX-XXXX XXX Director, Operations (manages 5 District Supervisors)February 2012 C. LaDouceur, 410-664-8400, conni@eqcadvisors.com Material Copyright 2012 30
  • 31. Ask: we might get 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, # stores, District Supervisors’ names, direct dial numbers and email addresses for a long-standing, “troubled” opening.February 2012 C. LaDouceur, 410-664-8400, conni@eqcadvisors.com Material Copyright 2012 31
  • 32. 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?February 2012 C. LaDouceur, 410-664-8400, conni@eqcadvisors.com Material Copyright 2012 32
  • 33. Phone Sourcing Rules •  Smile! Your smile will be “heard” over the phone •  Be professional…but time is money! •  Obtain NAMES first •  Ask for ONE thing at a time •  Be honest •  Listen carefully - don’t miss the little details •  Don’t ask “yes or no” questions •  Maximize/pause: “Thank you for looking that up for me” •  Follow up a question with a question •  Mirror their tone, pace and cadence •  Can you offer a sincere compliment? •  Get all the information you can in one call •  “Thank you! I appreciate your help!”February 2012 C. LaDouceur, 410-664-8400, conni@eqcadvisors.com Material Copyright 2012 33
  • 34. How can I save one week per year? “You can save 8 minutes per day, 40 mins. per week, by simply… Using Redial!!February 2012 C. LaDouceur, 410-664-8400, conni@eqcadvisors.com Material Copyright 2012 34
  • 35. No one is safe! •  J&J: entire consumer insights group & Nielsen •  Boeing: electromagnetic, low-observables, cleared engineers in defense contracting •  CBS: diversity ID and CD for GM and top 3 Directors from TV and radio stations nationwide •  GE Medical: R&D Directors and Managers, class II medical device product development •  Coca-Cola: open innovation teams •  Abercrombie & Fitch: entire merchand’g teams, by line •  Unilever: skincare packaging engineersFebruary 2012 C. LaDouceur, 410-664-8400, conni@eqcadvisors.com Material Copyright 2012 35
  • 36. Conquering Temporary Roadblocks If you are asked: Then you say… What type of correspondence do you need to send and why? What company are you calling from? What does your firm do? Why are you calling? I’m sorry, but I’m not at liberty to share that information with you (employee names, titles, mail codes, reporting structure, etc.) Please don’t call again I’m too tied up at the moment to get that information for you Someone from your company just called yesterday. Why are you calling again? Silence (while you are waiting for a response) Is this a recruiting call?February 2012 C. LaDouceur, 410-664-8400, conni@eqcadvisors.com Material Copyright 2012 36
  • 37. Candidate Development: Voicemails •  Call priority prospective candidates first thing each morning: THEY are my most important call •  After leaving VM, 0#, ask if he/she is in today and best time I might reach him/her •  Ask for his/her cell phone number •  How many VM messages do I leave? •  What impression am I creating via my professional persistence? Time is $$: quality not quantity!February 2012 C. LaDouceur, 410-664-8400, conni@eqcadvisors.com Material Copyright 2012 37
  • 38. “I’m not interested…” •  That’s exactly why we should talk!” •  “I encourage you to take a look at this opportunity until you know what you are saying no to. •  Do you see yourself as open-minded enough to consider a new opportunity? •  Don’t you owe it to your career to consider this outstanding opportunity?February 2012 C. LaDouceur, 410-664-8400, conni@eqcadvisors.com Material Copyright 2012 38
  • 39. Continuing to build vital Intel 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 back in, ID them and reel them in!February 2012 C. LaDouceur, 410-664-8400, conni@eqcadvisors.com Material Copyright 2012 39
  • 40. Recoms for Qualified Individuals •  What 3 or 4 people are BEST at this? •  Who did you replace? Where is he/she now? •  Who trained you for this role? •  From what companies does your company recruit? •  Who is the best manager you have ever worked for? •  How can I identify your group online? (FDA Patents) •  Who have you interviewed who was great?February 2012 C. LaDouceur, 410-664-8400, conni@eqcadvisors.com Material Copyright 2012 40
  • 41. What about diversity candidates? Did you know that we are allowed by law to ask: “We are looking to present the most diversified roster of talent we can, specifically to increase our representation of_________. Who can you suggest who would meet that need?” site:myspace.com”ethnicity*Hispanic”JOB TITLE intitle:LOCATIONFebruary 2012 C. LaDouceur, 410-664-8400, conni@eqcadvisors.com Material Copyright 2012 41
  • 42. Control the process to control the outcome •  Are we seeking the most qualified talent or the most available talent? •  Would we rather call 50 people to network with or 5 highly targeted prospects? •  How will this competitive intelligence increase our reputation as the go-to experts in recruiting and sourcing? •  How are our competitors recruiting for this talent?February 2012 C. LaDouceur, 410-664-8400, conni@eqcadvisors.com Material Copyright 2012 42
  • 43. Time Management •  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?February 2012 C. LaDouceur, 410-664-8400, conni@eqcadvisors.com Material Copyright 2012 43
  • 44. I.D. Recap: who, what, where? •  Who is responsible for (objective qualifier)? •  How long has he /she been 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 number, mobile, email address? •  May I call you back if I have additional questions? •  Who else should I copy? Thank you!February 2012 C. LaDouceur, 410-664-8400, conni@eqcadvisors.com Material Copyright 2012 44
  • 45. Become AUDACIOUS*! Take the challenge and up your game! *Audacious: courageous, creative, enterprising, tenacious, undaunted!!February 2012 C. LaDouceur, 410-664-8400, conni@eqcadvisors.com Material Copyright 2012 45
  • 46. We miss 100% of the shots we don’t take! We won’t get the information that we don’t ask for!! Be polite, professional, persistent and ASK!February 2012 C. LaDouceur, 410-664-8400, conni@eqcadvisors.com Material Copyright 2012 46
  • 47. 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?February 2012 C. LaDouceur, 410-664-8400, conni@eqcadvisors.com Material Copyright 2012 47
  • 48. Questions to qualify external research providers •  How do you develop your research? (search strings, subscription databases, original telephone ID, etc.) •  Is your staff onsite or virtual? 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 to our offices and demonstrate your original telephone techniques? (or do you ruse??)February 2012 C. LaDouceur, 410-664-8400, conni@eqcadvisors.com Material Copyright 2012 48
  • 49. Thank you to SourceCon and for your participation! Conni LaDouceur ExecuQuest. Corp. 410-667-8400 - conni@eqcadvisors.com - Baltimore, MD Follow Conni on Twitter and connect on LinkedInFebruary 2012 C. LaDouceur, 410-664-8400, conni@eqcadvisors.com Material Copyright 2012 49
  • 50. ExecuQuest Corp. Value Proposition Our mission is to provide outstanding search/research solutions, truly passive candidates, expeditiously. Please 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. Conni LaDouceur, Founder and Chief Sourcing Strategist ExecuQuest Corporation, 410-667-8400, conni@eqcadvisors.com EXECUTION • QUALITY • CAPACITY GLOBAL TALENT SOURCINGFebruary 2012 C. LaDouceur, 410-664-8400, conni@eqcadvisors.com Material Copyright 2012 50

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