recruitDC Fall 2016 Steve Levy | Recruiting Inferno Consulting | Principal

1. Engaging Human

3. Hello!
I am Steve Levy
 Engineer, Sourcer, Recruiter, Coach,
Mentor, Strategist, Trainer, Therapist
 Consult on strategy, sourcing, recruiting, social, training
 Advisor day100, Hiretual, GigSource
 Tweeting from @levyrecruits; Blogging from
RecruitingInferno.com, RBC, ERE

4. HERE ARE THE PEOPLE

5. HERE ARE THE PEOPLE

6. HERE ARE THE PEOPLE

7. HERE ARE THE PEOPLE

8. 202 to 1
Source: http://www.bls.gov/news.release/empsit.t01.htm
[recruiter OR recruiting OR staffing OR HR OR talent OR employment]
[159,907,000 employed to 791,009 in recruiting]
Employed to recruiting
RATIO in the US

9. VERYONE’S ON LINKED

10. OMG

11. INMAULING

12. Recruiters are

13. Most Important recruiting Tools?
YOUR BRAIN

14. 72% of CEOs are concerned about the availability
of key skills…with 48% planning to increase
headcount in the coming year. [75% of] CEOs say
that a skilled, educated and adaptable workforce
should be a priority for business in the country
where they’re based.
Source: http://www.pwc.com/gx/en/ceo-agenda/ceosurvey/2016.html
State of Recruiting

15. Tough Being
a Recruiter
No
No
No Noooooooooo
Maybe…
[looks at social
media feeds]
[referral from
CEO’s cousin’s
brother’s golfing
partner]
[that hiring manager
you want to kill]

16. Yessssss!

17. When behaviors change…
Source: https://youtu.be/PU6sMOB9b-E

18. THE TALK

19. What do you really think about your
job descriptions?

20. “I’ll know it
when I see
it…”

21. Why have a robust STRATEGY
SESSION?
 Convergent Validity
 Talent Scout
 Honest and Positive Branding
 Sustainable Pipelining
 Talent Community Building

22. The Strategy Session Agenda
 Basics
 Performance & Scorecard
 Team
 Network
 Sourcing Details

23. Filling in the dart board…

24. Basics
 In your words, tell me about the role?
 What skills and experiences should a person bring
with them in order to be successful?
 Describe the day-to-day including a very good day
and a very bad one.
 Where will this position be located?
 What is the budgeted salary? Will there be any
internal equity issues?

25. Basics
 What is your time frame to hire?
 Who will be on the interview team?
 What does the interview process look like?
 Was anything left out of the job description that is
absolutely necessary for success?
 Why would the very best person in a similar title at
<organization> want to come here?
 What would they be doing here that they would not
be doing “there”?

26. Performance & Scorecard
 What will their career projection look like in this role?
What has been the career path for others in this role?
 Tell me about the team’s performance scorecard?
 In the first 90-180 days of working here, what will a
person have accomplished that will tell you that hiring
them was the right move?
 What would you like them to achieve in 12 months?
 Examples of work team has produced?

27. Sourcing The Team
 Who is or was the incumbent? Where did they
succeed? Where did they fail?
 What is or was the background (previous employer,
role, etc.) of others in this role?
 What is the difference between the best and worst
performer on the team?

28. Sourcing The Network
 Who is on your “Please Hire For Me” list who has
remained anonymous to our recruiting team?
 Have you already spoken to any people from your
network who I should know about?
 Who in your network should we be speaking with
who can serve as conduits to others?

29. Sourcing The What
 Alternative Job Titles used on the outside?
 Alternative skills that translate well into this role?
 Desired Target Organizations per Manager?
 Desired Target Organizations per team members?
 Desired Target Universities per Manager?
 Desired Target Universities per team members?

30. Sourcing The Where
 Are Hiring Manager & team members active in
any Alumni association?
 Professional Associations, Meetups, etc. (global,
national, regional, local) attended by the Hiring
Manager & team members? Brick and Mortar
 Which Social Networking sites (global, national,
regional, local) are visited by the Hiring Manager
& team members? Digital
 Organization’s Community work? We’re Hiring!

31. Sourcing The Where
 Functional or Technical Forums where group members
go to post/answer work-related questions? Interactions
 Functional or Technical Conferences attended by the
Hiring Manager & team members during past 12
months?
 Functional or Technical Conferences to be attended by
the Hiring Manager & team members during next 12
months?

32. Sourcing The Where
 Functional or Technical Association eNewsletters or
eZines subscribed to Hiring Manager & team
members?
 Specific software tools, packages or apps used (or
projected to be used) by the team?
 Functional or Technical Articles or Blog posts written
by the Hiring Manager & team members during the
past 12 months? Look at the Comments

33. Sourcing Special
 Awards won by the Hiring Manager or team
members during the past 12+ months
 Running Meetups
 Gym Shirts
 Supermarket Tear-off Sheets
 Patents and patent applications
 Restaurants with business card bowls

34.  Plan ahead – Whom do you covet?
 Assign a Buddy
 Offer a Special Tour
 Hand out the “Special Swag”
 Hey, here’s my card…
 Add a “Buddy Clause” to your Employee Referral
Program
Managing a meetup

36. SUPERMARKET TEAR OFF
SHEETS…

37. From STRATEGY
SESSION to the
local precinct…

38. [little we do in recruiting comes easily]
If done thoughtfully…

39. NEW COOL TOOLS

40. Conferences on Lanyrd.com

41. LISTS ARE THE LOW HANGING
FRUIT ON TWITTERsite:twitter.com inurl:lists inurl:members -inurl:jobs "cybersecurity" VA|DC|MD

42. Crowdriff.com/riffle/
http://cybersecurityventures.com/cybersecurity-associations/

43. Followerwonk.com

44. PATENTLY FABULOUS
http://www.freepatentsonline.com/search.html

45. THE Engagement PROBLEM

47. !!!!!!!!!!!!!!!!!1
Point made
Excessive but
okay if you’re
really pissed off
Now we’re
getting a bit
stupid
Idiot Idiot
bordering
on moron
Moron or
Super
Moron
Please throw
rocks at me

48. My Most Important Advice
You don’t want to lead the horse to water
– you just want to make them thirsty

49. Emails and InMails
 Subject
 First Line
 Self-deprecation
 The Behavioral Contract
 Company Marketing
 Buddah
 How I found you/About me
 What you can do next

50. Subject: Curb Appeal
 Research your target group
 Topical Jokes?
 Controversial issues?
 Quotes?
 Specific problem to be solved?
 The power of the ellipse…

51. Subject: Examples
 “node.js ISN'T cancer" (Google it)…
 We have shaved heads, chin hair, and the same first
name…
 your NAME blog, cute pic of your son, and another
annoying recruiter email…
 More Traffic Means More Earnings for Steve....

52. First Line: Simplicity
 Don’t go the “Pick me! Pick me!” route
 If you can, make it short and sweet
 Continue the pace of the Subject line
 Have fun…show your personality
 Use antiseptics on wounds – not for sourcing

53. First Line: Examples
 Good morning from slushy New York City.
 We've never met but since I did grow up on Hershey's
chocolate – and we're both on the Talent side of
business – I feel that we're almost related.
 If you were to think about taking your NAM skills
elsewhere, where might you go?

54. First line fun: from dating
 Is your name Wi-Fi? Cause I’m feeling a connection
coming on…
 Is your name Waldo? Because someone like you is hard
to find.
 Are you a magician? Because whenever I read your
Tweets about cybersecurity, everyone else disappears!
 Sorry, but you owe me a drink because when I looked at
your code, I dropped mine.

55.  Life without you at my company would be like a
broken pencil... pointless.
 Your profile reminds me of a magnet, because you
sure are attracting me over here!
 On a scale of 1 to 10, you're a 9. I'm the 1 recruiter
you need.
 I'm no mathematician, but I'm pretty good with
numbers. Tell you what — give me yours and I’ll text
you a really cool link about my company.
First line fun: from dating

56.  I may not be a genie, but I can make all of your
career wishes come true!
 You're a Developer with Google. I'm a Recruiter with
Company. Coincidence? I think not.
 If it weren't for that DAMNED sun, you'd be the
hottest thing ever created.
 If your skills were a burger at McDonalds, I'd be
calling you “McGorgeous”
First line fun: from dating

57. First line fun: from literature
 “Quietly, like a shadow, I watch this drama unfold scene by scene. I
am the lucid one here, the dangerous one, and nobody suspects.”
—Love, Anger, Madness: A Haitian Triptych (Marie Vieux-Chauvet)
 “Call me Ishmael. Some years ago - never mind how long precisely -
having little or no money in my purse, and nothing particular to
interest me on shore, I thought I would sail about a little and see the
watery part of the world.” —Moby Dick (Herman Melville)
 “Nobody ever warned me about mirrors, so for many years I was
fond of them, and believed them to be trustworthy.” —Boy, Snow,
Bird (Helen Oyeymi)

58. First line fun: from literature
 "In a hole in the ground there lived a hobbit." —The Hobbit (J. R. R.
Tolkien)
 “Everyone had always said that John would be a preacher when he
grew up, just like his father. It had been said so often that John,
without ever thinking about it, had come to believe it himself.” —Go
Tell It On the Mountain (James Baldwin)
 “Lolita, light of my life, fire of my loins. My sin, my soul.” —Lolita
(Vladimir Nabokov)

59. Self-deprecation: I know we’re bad
 They know why you’re reaching out to them so you
might as well be in on the game
 They’ve already trashed 117 crappy emails and InMails
this week – so they’re really good at it

60. Self-deprecation: Example
Yes, I’m a recruiter – but quite a bit unlike the
others who aren’t well liked by the software dev
community (although I might be after this email). I
came from engineering over to – by chance - the
dark side of recruiting and HR. While there’s
always a chance you’ll <Delete> this right away, I
hope to give you a reason not to…

61. The Behavioral Contract: A/B/C
 I feel your pain, I get crappy, creepy InMauls too
 Jump starting the relationship begins with honesty and
action; let “going farther than any other recruiter” be
your professional mantra…

62. The Behavioral Contract: Example
So (a) I won’t contact you anymore unless you want me to,
(b) I’ll go away if you tell me to, and (c) I’ll help any friend of
yours who might have a need to change jobs or find a job -
even if they aren’t in software development. Not all
recruiters are [add your favorite curse word here].

63. Company Marketing: We’re special
 One line preferred unless you really have a story to tell
that ties into why you’re contacting them
 You know those novels about your company that
proceed the “meat” of your job description? No.
 Be honest (or authentic – if you’re being honest)

64. Company Marketing: Example
Here’s the deal NAME: I work for <company> in
NYC; we’ve created a fully-automated, touchless
TV ad-buying platform that delivers highly-targeted
impressions (the TV ad market is $70 Billion
annually – so much for the demise of TV). We’re
the only company doing this.

65. Company Marketing: Example
I'm not assuming anything about your happiness and
satisfaction at work but I am assuming that you might be open
to hearing about why Gartner places <company> in the Magic
Quadrant for its internally and externally facing online video
platforms (Magic Quadrant link).
As far as specifics, our platform is transforming the way
Educational institutions teach and interact; the way
Enterprises develop their employees and culture; and how
Media & Entertainment companies stream and monetize
content.

66. Buddah: You’re beautiful to me
 There are many reasons why this person will be
receiving your email – tell them why
 Be prepared to go into more detail when they respond

67. Buddah: Example
Our API Layer is heavy node.js. Since you’re one
of its 500+ authors, I’m reaching out to you
because others who use node.js probably look up
to you – and you might know a few who might like
what we’re doing here. I’m equally interested in
connecting with someone who wants to be an
employee or a consultant.

68. How I found you: Sourcing Cool
 Demystifying the blackhole
 I’ve seen yours, here’s mine…

69. How I found you: Sourcing Cool
(Part 1)
Hope you don’t mind but I used this Boolean string
in Google to find your “home” page (inurl:~cv |
intitle:~cv) java agile QA test automation
Selenium MySQL NY -send -jobs -job -apply -
writing (it looks for “resume” pages with SQA
related terms; also shows a good deal of junk so I
was lucky you came up on the first page)

70. How I found you: Sourcing Cool
(Part 2)
Then I read some of your Tweets and checked to
see if Googling “FIRST LAST” forum produced
posts of yours (you seem to like vaadin.com); I
know it looks like cyberstalking but in the recruiting
world it’s called “research”

71. What you can do next: Your move
 Power swap
 It’s up to you…

72. What you can do next: Example
NAME, feel free to ping me if you need more info –
here's a blog post I wrote about the API and
Hadoop layers, relay this email on to those whom
you think might be interested (perhaps coming off
contract or pissed off that they’re not doing the
things they were promised in their current role), or
I suppose ignore me if this email creeped you out.

73. Subject: De acuerdo con "Visual Networking Index" de Cisco...
...in Mexico, IP video will be 85% of all IP traffic in 2018, up from 66%
in 2013;
...total Internet video traffic (business and consumer combined) will be
82% of all Internet traffic in 2018, up from 64% in 2013;
...Ultra HD Video-On-Demand will be 5.2% of IP VOD traffic in 2018, up
from 0.0% in 2013 (353.3% CAGR).
I'm not assuming anything about your happiness at work but I am
assuming that as someone who seems to like technology, you might be
interested in how the exploding use of video has forever changed the
structure and landscape of how Educational institutions teach and
interact; how Enterprises develop their employees and culture; and how
Media & Entertainment companies stream and monetize content…
EXAM

74. ...and how <company’s> open-source video platform is poised to be the
superhighway in Mexico on which the above growth travels. Por
supuesto, el crecimiento significa contratación - y en este momento,
significa ingenieros de ventas.
So I'd enjoy connecting with you here and answering your questions
about <company> and Mexico.
One more thing - if anyone you know needs career assistance, I'll help
them any way I can (I have a very large professional network). Even
from New York. Really.
If you have any questions, please let me know. Thank you very much
for reading all the way to the end.
EXAM

75. Subject: More Traffic Means More Earnings for NAME…
NAME-
If you were to think about taking your NAM skills elsewhere, where might you go?
Link to article
Thoughts?
EXAM

76. Putting it all together…
 This has to go down as the single best email I have ever
received from a recruiter! I would definitely like to know
more about the position. Do you have time to talk
tomorrow?
 Nice! That is by far the best recruiter email I have ever
received.
 It is very refreshing to see a "non" introductory email and
both COMPANY & you has tickled my fancy with regard to
where COMPANY sits now within the market and where it
wants to head.

77. Things you can do tomorrow
 For those challenging searches, schedule a Strategy
Session and follow-ups; later on, extend to all positions
 Hold Personalization Contests; test “risky” campaigns
 Share tools and successes via recruitDC community
channels
 Be creative and experiment – ask your current employees
how they would respond

78. Discuss
ion

79. Contact me: I mean it
 LinkedIn: www.linkedin.com/in/stevenmlevy
 Twitter: www.twitter.com/levyrecruits
 Blog: www.recruitinginferno.com
 Insta: www.instagram.com/stevelevy6
 email/Skype: levy.steve@gmail.com
 Phone: 646-535-6226