Talent42 Keynote: The Current and Future State of Talent Sourcing


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This is the presentation from my closing keynote at the June 2013 Talent42 technical recruiting conference in Seattle, modified to be fully understood from the slides alone. I address the current state of talent sourcing as well as paint a clear picture of what I see to be the future of sourcing talent, including tools and technologies, as well as how sourcing will evolve into a truly strategic function serving as human capital data analysts working in conjunction with data scientists. You will also get a glimpse of "big data" sourcing tools including Dice's Open Web, TalentBin, Entelo and Gild.

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  • http://www.economist.com/news/business/21575820-how-software-helps-firms-hire-workers-more-efficiently-robot-recruiters
  • http://www.forbes.com/sites/joshbersin/2013/02/17/bigdata-in-human-resources-talent-analytics-comes-of-age/
  • Talent42 Keynote: The Current and Future State of Talent Sourcing

    1. 1. The Current and Future State of Sourcing Glen Cathey V.P. Sourcing and Recruiting Center of Expertise
    2. 2. Who is this guy? VP, Sourcing and Recruiting COE • Lead Randstad Sourceright's (RPO) Sourcing Center of Excellence from Alpharetta, GA, U.S.A. • 70,000+ hires annually (Honeywell & Cisco 2 largest clients) 16+ years in recruiting (B.G. – before Google) • I.T. (commercial & Federal), H.I.T., Engineering • Sourcer & recruiter training (1,000+) Sourcing/Recruiting Blogger • www.booleanblackbelt.com • 15K+ unique visitors per week from >100 countries Creator of: • Sourcing Maturity Model, Agile Sourcing Methodology, Probabilistic & Exhaustive Sourcing, Dark Matter/Hidden Talent Pool concepts Speaker • 5X (soon to be 7X) LinkedIn Talent Connect speaker (US, CA, UK), 6X SourceCon speaker, 2X ATC (Sydney & Melbourne), 2X TruLondon, 1X Talent42  LinkedIn Certified, #20 globally, #1 in Seattle  Glen Cathey / Future of Sourcing Tough Tech Fills: • SAN engineer w/Yankee White • TS/SCI full scope poly swe's • mod_perl developer • Vignette Portal Architect (100K users) • DRSN engineers • Exchange Engineer (500K+ users)
    3. 3. Sourcing will always be necessary Glen Cathey / Future of Sourcing Source: LinkedIn & Lou Adler
    4. 4. Unprecedented access Today, recruiting organizations have access to unprecedented volumes of human capital data. - Conventional: ATS + online resume databases - Social: The entire rapidly expanding social media universe - Deep web: several orders of magnitude larger than the surface web Glen Cathey / Future of Sourcing 225M+ users 500M+ users 1B+ users 500M+ users
    5. 5. With so much data… Why isn't it any easier to find talent? Glen Cathey / Future of Sourcing
    6. 6. The current state of sourcing • Heavy focus on and interest in sourcing tips, tricks and hacks rather than methodologies • Many ATS's still offer (extremely) poor search capability • Sentiment that sourcing LinkedIn is "easy" and concern over heavy reliance • Sourcers seek answers rather than learning the how & why • Few purpose-built sourcing tools (structured, deep human capital) • Search providers continue to "dummy down" search interfaces and functionality, promise to do the "thinking" for you • Candidate messaging not significantly different than 10 years ago Glen Cathey / Future of Sourcing
    7. 7. What do you think? Is sourcing today 10 years more sophisticated than 2003? Has there been any significant shift in sourcer/ recruiter behavior? Have we significantly reduced time to fill or increased quality of hire? Glen Cathey / Future of Sourcing
    8. 8. Access ≠ competitive advantage Glen Cathey / Future of Sourcing Source: John Zappe, SourceCon blog And?
    9. 9. Glen Cathey / Future of Sourcing Source: Suzanne Chadwick, The Social Recruiter blog Good question, but lazy recruiters create lazy recruiting, regardless of source. Most sourcers and recruiters use perhaps 20- 30% of the available talent on LinkedIn. The LinkedIn opportunity is largely untapped by the average recruiter.
    10. 10. Glen Cathey / Future of Sourcing All searches "work." Everyone's a winner!
    11. 11. Glen Cathey / Future of Sourcing As LinkedIn grows, finding the right people, and all of the best people becomes more challenging – separating the signal from ever increasing "noise."
    12. 12. Glen Cathey / Future of Sourcing Sourcing on LinkedIn is like fishing the Pacific Ocean
    13. 13. Glen Cathey / Future of Sourcing Beinecke Library, Yale University What is the value of data/information? If you can't find what you need when you need it, it's worthless
    14. 14. Glen Cathey / Future of Sourcing "Has it really?" Glen Cathey
    15. 15. Glen Cathey / Future of Sourcing …has it really? Source: YouTube: Google Analytics In Real Life - Site Search
    16. 16. In reality… No system or database will ever "know" what you want or need, nor can they determine "relevance" Glen Cathey / Future of Sourcing "With most existing online systems, a user makes an information request in a couple of words, and the search engine returns a list of documents ranked by relevance. Search technologists are busily working on relevance- ranking algorithms and question-answering systems so that they can read as much as possible into a query without asking any more of the user. But information- retrieval researchers suggest that these approaches have reached a point of diminishing returns. A search engine cannot reliably surmise the user's intent from a single query." Daniel Tunkelang • Head of Query Understanding at LinkedIn • Former Tech Lead at Google, Chief Scientist at Endeca
    17. 17. HCIR Human–computer information retrieval (HCIR) is the study of information retrieval techniques that bring human intelligence into the search process. This term human–computer information retrieval was coined by Gary Marchionini in a series of lectures delivered between 2004 and 2006.[4] Marchionini’s main thesis is that "HCIR aims to empower people to explore large-scale information bases but demands that people also take responsibility for this control by expending cognitive and physical energy." Source: Wikipedia Glen Cathey / Future of Sourcing
    18. 18. “Society has reached the point where one can push a button and be immediately deluged with…information. This is all very convenient, of course, but if one is not careful there is a danger of losing the ability to think. We must remember that in the end it is the individual human being who must solve the problems.” Eiji Toyoda • Former President and Chairman of Toyota Motor Corporation • Major contributor to the development of Kaizen and the Toyota Way • Probably would have pwned sourcing/recruiting Glen Cathey / Future of Sourcing
    19. 19. “There is an almost universal quest for easy answers and half-baked solutions. Nothing pains people more than having to think." Martin Luther King Jr. • American clergyman, activist, and leader in the African-American Civil Rights Movement. • He is best known for his role in the advancement of civil rights using nonviolent civil disobedience • Nobel Peace Prize winner • Born in Atlanta (sorry S7!) Glen Cathey / Future of Sourcing
    20. 20. “The flood of data means more noise (i.e., irrelevant/useless information) but not necessarily more signal (i.e., relevant results)” Often we expect too much of computers and not enough of ourselves. People blame systems “ when they should be asking better questions.” Nate Silver • Principal, FiveThirtyEight • Author, The Signal and the Noise: Why So Many Predictions Fail-but Some Don't • Correctly predicted 50 out of 50 states in the 2012 presidential election Glen Cathey / Future of Sourcing
    21. 21. Beyond Boolean & Google Sourcing is so much more than Internet search via Boolean strings - it's about information retrieval. Information Retrieval is the science of searching for documents, information within documents, and searching relational databases and the Internet. An information retrieval process begins when a user enters a query into a system. Queries are formal statements of information needs. Glen Cathey / Future of Sourcing
    22. 22. When it comes to sourcing… What's your need? Glen Cathey / Future of Sourcing
    23. 23. Your real sourcing needs… 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% DegreeofPredictiveControl Critical Candidate Variables Job Posting Data-Based Sourcing Glen Cathey / Future of Sourcing That's a lot to ask to accomplish in a Boolean search string! However, it can be accomplished with high ROI resources – highly searchable systems leveraging deep human capital data. Sourcing via human capital data yields a significantly higher degree of predictive control over more critical candidate qualification and matching variables than job posting.
    24. 24. Search ROI – prioritize appropriately! 0 1 2 3 4 5 6 7 8 9 10 0 2 4 6 8 10 DataDepth Searchability Average ATS Internet (Resumes) Job Board Resume Databases LinkedIn Recruiter Internet (non- resume) Facebook (Graph Search) Twitter Glen Cathey / Future of Sourcing Talent Warehouse
    25. 25. SOCIAL & BIG DATA SOLUTIONS Glen Cathey / Future of Sourcing
    26. 26. LinkedIn Recruiter LinkedIn has the opportunity to evolve into a full-blown CRM solution. LIR already has the capability of uploading CV's and offers increasingly searchable candidate metadata. A more robust candidate communication platform could be all that is necessary to establish LIR as *the* CRM of choice. Glen Cathey / Future of Sourcing
    27. 27. Facebook Graph Search Glen Cathey / Future of Sourcing
    28. 28. Graph Search – suggested searches Glen Cathey / Future of Sourcing
    29. 29. "Big data" sourcing solutions Glen Cathey / Future of Sourcing
    30. 30. Dice Open Web – search interface Glen Cathey / Future of Sourcing
    31. 31. Dice Open Web – example results page Glen Cathey / Future of Sourcing
    32. 32. Dice Open Web – example result Glen Cathey / Future of Sourcing
    33. 33. Dice Open Web – straight to stack overflow Glen Cathey / Future of Sourcing
    34. 34. Dice Open Web – straight to Github Glen Cathey / Future of Sourcing
    35. 35. Entelo – search interface and results page Glen Cathey / Future of Sourcing
    36. 36. Entelo – example of single result Glen Cathey / Future of Sourcing
    37. 37. Entelo – candidate contact options Glen Cathey / Future of Sourcing
    38. 38. Entelo Button – easy social cross referencing Glen Cathey / Future of Sourcing
    39. 39. Entelo – Predictive Analytics Engine Glen Cathey / Future of Sourcing Entelo sent out email alerts for approximately 400 professionals and monitored their job activity over 90 days. At the end of that period, 24 percent had taken a new job, compared to the 3.1 percent of the general population of passive candidates who did in the same time frame. Professionals identified by Entelo Sonar are seven times more likely than an average job seeker to leave their existing position in the 90-day period following a Sonar alert.
    40. 40. TalentBin – example search results Glen Cathey / Future of Sourcing
    41. 41. TalentBin – profile matching (similar to) Glen Cathey / Future of Sourcing
    42. 42. TalentBin – exploring interests (Gitub repos, stackoverflow activity, etc.) Glen Cathey / Future of Sourcing
    43. 43. TalentBin – free Chrome extension Glen Cathey / Future of Sourcing
    44. 44. Gild – Algorithmic Sourcing/Recruiting Glen Cathey / Future of Sourcing
    45. 45. Gild – example result & score Glen Cathey / Future of Sourcing
    46. 46. Gild – ranking/scoring and projects Glen Cathey / Future of Sourcing
    47. 47. Gild Source – Chrome extension - LinkedIn Glen Cathey / Future of Sourcing
    48. 48. Gild Source – Chrome extension - Gmail Glen Cathey / Future of Sourcing
    49. 49. THE FUTURE OF SOURCING Glen Cathey / Future of Sourcing
    50. 50. The future state of sourcing • Heavy focus on and interest in sourcing methodologies and a disciplined approach to the retrieval, analysis and action upon human capital data • Manual Internet mining disappears • More purpose-built sourcing tools (structured, deep human capital) • ATS's leveraging best-in-class search/retrieval (Lucene, dtSearch, etc.) • Search providers "smart-up" search interfaces and functionality and involve/communicate with users • Human sourcers will not be replaced by matching algorithms (sorry vendors) • Sourcing (finally!) matches marketing in segmentation and messaging Glen Cathey / Future of Sourcing
    51. 51. The Talent Acquisition Team of the Future Glen Cathey / Future of Sourcing
    52. 52. The value of data "When every business has free and ubiquitous data, the ability to understand it and extract value from it becomes the complimentary scarce factor. It leads to intelligence, and the intelligent business is the successful business, regardless of its size. Data is the sword of the 21st century, those who wield it well, the Samurai." - Jonathan Rosenberg, former SVP of Product Management @ Google "We have clearly entered an economy in which talent is considered a critical and scarce commodity. When this happens, companies should get smarter about every single talent decision. Enter the world of 'data- driven people decision-making.'" - Deloitte Glen Cathey / Future of Sourcing
    53. 53. What sourcers of the future will be doing… "Text mining, also referred to as text data mining, roughly equivalent to text analytics, refers to the process of deriving high-quality information from text." Source: Wikipedia "Information, in its most restricted technical sense, is a sequence of symbols that can be interpreted as a message." "The most valuable commodity I know of is information, wouldn't you agree?" - Gordon Gekko Glen Cathey / Future of Sourcing
    54. 54. Sourcing & Big Data and Analytics Insightful comment on the HBR article from a data scientist with a Ph.D in Machine Learning: "I am not convinced that you can automate the insight part. I work in a large corporation and we have a very nice "big data" infrastructure (we have had an analytics platform for years). The biggest challenge is finding interesting questions that we need answers for. As a Data Scientist (background in machine learning, optimization, data mining etc.), I am not a domain expert in any of the business units that generated the data. If I don't know what questions are, how can an algorithm that I write get me insights? In summary, we always need someone to generate hypotheses and data will help us verify that hypotheses." The real power of "Big Data" isn't the data – it lies in the discovery and communication of meaningful patterns in data (aka analytics). • Where do our best employees come from? (specific schools, companies, industries, etc.) • What is the “DNA” of our best employees? (degrees, prior experience, backgrounds, demographics, personality traits, interests, etc.) • How can we more effectively and consistently find and recruit our ideal employee profile? • Who are our best managers? • Do we really need to hire people with prior industry experience? • Should we biased against “job hoppers?” • How can we leverage assessments to increase our quality of hire? • Does our interview process really “work?” • Do reference checks actually have any value? • Who should I be giving new challenges to/promoting? • Who is likely to quit in the next 6 months? • Where are our talent gaps today, and what will they be in near future? • What are our most effective sources of talent, and why? Glen Cathey / Future of Sourcing Questions Recruiters Can & Should be Asking Source: HBR Blog Network – "The Value of Big Data isn't the Data"
    55. 55. Analyzing massive data sets (30K – 100K employees), Evolv has identified undervalued characteristics and discovered non-intuitive insights, such as: • For hourly workers, people who fill out online applications with 3rd party browsers (Firefox or Chrome) rather than IE perform better and change jobs less often • For call center employees, people with a criminal background actually perform a bit better than those who do not, and "job hoppers" are no more likely to quickly quit than those who have stayed in previous jobs for long periods of time • It is unnecessary to hire people with experience in a similar role for some positions, because they found the probability of survival at 180 days to be virtually identical Source: The Economist, Robot Hiring http://www.economist.com/news/business/21575820-how-software-helps- firms-hire-workers-more-efficiently-robot-recruiters Non-Intuitive Insights Glen Cathey / Future of Sourcing
    56. 56. A large financial services firm believed that employees with good grades who came from highly respected universities made good sales performers. Source: Forbes, Josh Bersin http://www.forbes.com/sites/joshbersin/2013/02/17/bigdata-in-human-resources-talent-analytics-comes-of-age/ Sales productivity and turnover analysis was performed for new sales employees over their first 2 years of employment and correlated with total performance and retention against various demographic factors. Challenging Conventional Wisdom Glen Cathey / Future of Sourcing
    57. 57. ®Evolution in sourcing & recruiting "A new scientific truth does not triumph by convincing opponents and making them see the light, but rather because its opponents eventually die, and a new generation grows up that is familiar with it."* Glen Cathey / Future of Sourcing Max Plank • German theoretical physicist • Originated quantum theory • Nobel prize winner • Hung out with Albert Einstein • Would have been an awesome tech recruiter * Translation: Evolve or die and be replaced by the sourcers and recruiters of the future
    58. 58. Questions? Glen Cathey / Future of Sourcing