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Identifying the sourcer DNA SourceCon 2015

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My deck presented on SourceCon Fall 2015.

Published in: Business
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Identifying the sourcer DNA SourceCon 2015

  1. 1. identifying the sourcer DNA Balazs Paroczay
  2. 2. 2Jan 2013
  3. 3. 3 May 2013
  4. 4. 4 Aug 2013
  5. 5. 5 Oct 2013
  6. 6. 6 June 2014
  7. 7. 7 Feb 2015
  8. 8. 8 June 2015
  9. 9. 9 Dallas EMEA Budapest where to play
  10. 10. 10 qualified interested available how to win
  11. 11. 11 sourcing recruiting sourcing at its best position
  12. 12. We need native/close-to-native language skills... ...we cannot hire only experienced sourcers/recruiters. We have to build our own regiment. ONETWOoo very first lessons learnt
  13. 13. 13 what is not a selection requirement
  14. 14. 14 what is not a selection requirement
  15. 15. 15 what is not a selection requirement
  16. 16. 16 digital connection/„geek” <3 social media somewhere to start... analytical skills talking qualifying consulting searching communication hard working/resilience sales in the blood learning openness/360 responsible diversity be very smart out of the box thinking social problem solver
  17. 17. 17 digital connection/„geek” <3 social media somewhere to start... analytical skills talking qualifying consulting searching communication hard working/resilience sales in the blood learning openness/360 responsible diversity be very smart out of the box thinking social problem solver
  18. 18. 18 psychometrical testing
  19. 19. 19 psychometrical testing cognitive skills behaviour drivers
  20. 20. 20 1 2 3 4 5 6 7 8 9 10 entire Center (#rsrsrc) top performers bottom performers learning index distribution
  21. 21. 21 implementing into a sourcing world 1. Check what seems to be a general sourcing competency 2. Understand where the best of the best make a significant difference/peaks 3. Look for similarities in the bottom performers’ DNA
  22. 22. 22 cognitive capabilities learning index verbal skill verbal reasoning numeric abality numeric reasoning
  23. 23. 23 0% 5% 10% 15% 20% 25% 30% 35% 40% 1 2 3 4 5 6 7 8 9 10 verbal skill (vocabulary) Extraordinary great sourcers seem to speak less... colorful  
  24. 24. 24 0% 5% 10% 15% 20% 25% 30% 35% 40% 1 2 3 4 5 6 7 8 9 10 verbal skill (vocabulary) 0% 5% 10% 15% 20% 25% 30% 35% 40% 45% 50% 1 2 3 4 5 6 7 8 9 10 numeric reasoning (analysis) Extraordinary great sourcers seem to speak less... colorful   Bottom-end performers may struggle more with data-driven analysis  
  25. 25. 25 behaviour traits energy level/multitasking assertiveness sociability manageability attitude/trust decisiveness accomodating independance objective judgement
  26. 26. 26 0 1 2 3 4 5 6 7 8 energy level assertiveness sociability manageability attitudedecisiveness accomodating independance objective judgement first look on the average of the nine behaviour traits – top vs. bottom
  27. 27. 27 1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10 energy level (multitasking) decisiveness Extraordinary great sourcers are faster and can well multitask   Bottom-end performers may need more time and info to make a decision  
  28. 28. 28 average is just one measurement – be careful! Assertiveness 1 2 3 4 5 6 7 8 9 10 Assertiveness gives a significant sourcing skill, however, it may not be the ultimate differentiator between top/bottom performers 
  29. 29. 29 0 1 2 3 4 5 6 7 8 energy level assertiveness sociability manageability attitudedecisiveness accomodating independance objective judgement first look on the average of the nine behaviour traits – all sourcers
  30. 30. 30 skills where you are good to have a wide range – build diversity! Manageability Attitude Accomodating Independance 1 2 3 4 5 6 7 8 9 10
  31. 31. 31 1 2 3 4 5 6 7 8 9 10 objective judgement – strong middle value is the best! Most top sourcers have middle-value objective judgement skill  
  32. 32. 32 drivers
  33. 33. 33 driver mix – all sourcers 0 1 2 3 4 5 6 7 enterprising financial/administrative people service scientific/technical mechanical creative
  34. 34. 34 0 1 2 3 4 5 6 7 enterprising financial/administrative people service scientific/technical mechanical creativecreative enterprising people services driver mix +top performers
  35. 35. 35 0 1 2 3 4 5 6 7 enterprising financial/administrative people service scientific/technical mechanical creativecreative enterprising people services driver mix +bottom performers
  36. 36. 36  High learning capabilities that both require continuous and quick learning. Top sourcers with high learning will always be on the move to get new ways to recruit  Okay vocabulary is more than perfect. You do not need Shakespeares in this role but the ones that can communicate and negotiate well by using powerful patterns and simpler expressions  Very strong data-analysis skill set, feeling comfortable with numbers and making decisions based on data  Higher energy level will simultaneously run every portion of the wheel in the same time and look for and make quick wins  Strong decisiveness to not be afraid of making quick (and less sure) decisions  Middle objectivity will help constantly balance between the candidates’ story and the HMs’ strict requirements  Most ideally your sourcer have a driver of creativity (approaching problems in a new and colorful way), enterprising (keeping your colleagues in the lead who build and request commitment and dedication to their projects) and people services sourcer DNA
  37. 37. 37 re-fining #rsrsrc recruitment  Testing built into the regular selection procedure (early stage)  Data gathered on 400+ applicants/ employees  Attrition is <8%  Helped us build and experience competency- based graph theory
  38. 38. 38 questions?

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