Check out this presentation to learn how to: Track, Measure & Manage: We’ll break down how to determine what’s working – and what’s not – when it comes to your processes and products dedicated to talent acquisition. We’ll also show you how to adjust, measure and manage your efforts to ensure maximum return on your recruiting investment. Save Time and Money: Get to know some of the most essential low and no cost tools for sourcing, recruiting and staffing, and how to incorporate these tools into your existing strategies and daily workflow. Learn how to effectively tackle recruiting challenges like mobile, social, big data easily and efficiently. What Works: Actual examples of what works in the corporate and third party recruiting world from the long working histories of these accomplished recruiting practitioners.

1. Doing
More
With
Less:
Maximizing
Your
Recrui8ng
Efforts

2. 2
Moderated by:
Matt Charney
Managing Editor
RecruitingBlogs.com
@mattcharney
@RecruitingBlogs

3. 3
Tips
for
using
your
Control
Panel
Ø Grab
Tab
Ø Audio
Mode
Ø How
to
ask
a
Ques6on
This
program
is
being
recorded.
You
can
download
the
recording
at
h@p://www.recrui6ngwebinars.com/

4. 4
Sponsored by:
Learn
more
here!

5. Today’s Presenters
Glenn Gutmacher, N. America Sourcing
Group Mgr., Avanade Inc.
Founder, Recruiting-Online.com
@glenngutmacher
Raleen Gagnon, Raleen Director Market
Intelligence and Strategy, ManpowerGroup
Solutions/TAPFIN
@cic_raleen

6. Agenda
• Ways
to
save
6me
and/or
scale
be@er
• Ways
to
save
money
– Free
tools
&
scaling
with
be@er
use
of
paid
tools
• Ways
to
make
money
– Sourcing
+
compe66ve
intelligence,
lead
genera6on
• Leveraging
metrics
(real-­‐world,
not
theore6cal)

7. “Time
is
Money”

8. What
to
Delegate
vs.
Core
• Evaluate
what’s
a
high-­‐
value/high-­‐touch
ac6vity
vs.
low
(par6cularly
if
low
ones
=
large
volume
+
6me
requirement)
Examples
of
delegate-­‐able
ac6vi6es:
• Job
pos6ng
• Inbox
monitoring
(various
sourcing
channels)
• ATS
data
entry
• Basic
online
sourcing
• Outsource
or
offshore
the
low
ones
• Inbox
volume
reduc6on:
Use
short
online
assessments
to
knock
out
candidates
who
are
absolutely
no-­‐fit
(e.g.,
reloca6on,
work
visa)
• Recruiters
must
phone
screen
the
rest
(high
value
ac6vity)
–
reduced
response
rate
if
you
use
e-­‐communica6ons
only

9. Online
Sourcing
Research
• Watch
out
for
“shiny
objects”
-­‐
cool
tools
that
don’t
add
much
ongoing
value
• Consult
respected
industry
peers
(including
recruiter
discussion
lists
and
blogs)
for
recommenda6ons
• Tap
online-­‐savvy,
curious
staff
to
evaluate
promising
things
for
relevance
to
your
org
• Ongoing
collabora6on:
can
evolve
into
a
periodic
team
mee6ng/
webinar
with
sharing
of
tools
and
other
best
prac6ces
Some
categories
with
high
impact:
• Mul6-­‐resume
db
spiders
• Mul6-­‐social
network
profile
aggregators
• Mul6-­‐network
social
media
outreach
tools
• Web
scrapers
• Contact
info-­‐finding
tools

10. Back
to
Basics
–
Sourcing
Made
Easy
When
LinkedIn
lets
you
down…
• h@ps://email-­‐format.com/
• Search
for
area
and
prefix
codes
• Search
for
email
domains
and
6tles
Simple
Sourcing:
• Build
a
Phone
Tree
• Change
the
way
you
use
Social
Media
• Conferences
• Speaker
notes
• A@endee
lists

11. Big
Data
Aggregators
• What
alterna6ve
job
6tles
should
you
search
on?
Use
Indeed.com
or
SimplyHired.com
• 2
pioneers
are
s6ll
worthwhile,
though
(as
with
all
tools)
current
employer
and
contact
info
may
be
outdated:
ZoomInfo.com
(its
full
people
search
Community
Edi6on
is
free)
and
Data.com
Connect
(formerly
Jigsaw)
provides
work
email
and
phone
(free
if
you
use
points
system)
• Newer
“predic6ve”
players:
Bullhorn,
Entelo
• Deep
&
wide
data:
Dice
OpenWeb,
Gild,
HiringSolved,
SwoopTalent,
TalentBin,
WANTED
Analy6cs
• Most
are
expensive,
so
scale
by
giving
one
license
to
part-­‐6me
dedicated
user
who
supports
mul6ple
recruiters
Free
BigData
tools
(mostly
for
contact
info,
limited
value):
• Broadlook
Capture
(Chrome
extension)
• SellHack
(Chrome
Firefox,
Safari)
• Vibe
(Chrome)
• Search
by
name
+
loca6on:
Pipl.com,
Radaris.com,
Zabasearch.com
• WhoWorksAt
(use
when
on
target
company’s
website)

12. A
New
Perspec6ve
on
Your
Network
Common Use: Self Promotion, Job Search, Sales, Recruitment
Better Use: Org Charts, Headcount, Budgets, Schedules
Common Use: Gossip, Chat, Games, Photos Sharing, Jokes,
and Venting
Better Use: Employees Talking Too Much, Employers Testing
Marketing Concepts
&
&
Common Use: Self Promotion, Entertainment, Marketing
Better Use: Client Presentations, Training Material,
Marketing Strategy

13. Value
Add:
The
Web
Works
for
You
• Lead
Genera6on
–
Brief
thought
leadership,
6ps
and
best
prac6ces…
make
them
available
for
download
• Technical
user
groups
(e.g.,
Google
for
RedHat,
search
by
company
name
and
area
code,
find
conversa6ons
with
relevant
people
by
loca6on)
• MeetUp.com
(can
easily
web-­‐scrape
group
member
lists)
• How
to
best
find
people
varies
by
site
(e.g.,
Google
x-­‐
ray
for
StackOverflow
profiles
but
use
Github.com’s
na6ve
search)
Some
online
techniques:
• Use
conference
hashtags
to
search
archive
of
older
posts
• Honeypot
whitepapers
with
short
registra6on
form
placed
strategically
=
lead
generators
• Off-­‐the-­‐Grid
Candidates
–
they
might
not
be
on
LinkedIn,
but
they
are
out
there
• Gain
larger
share
of
client
business
by
giving
value
beyond
candidates

14. Value
Add
-­‐
Compe66ve
Intelligence
Using CI to differentiate yourself with clients…

15. Key
Metrics
• a/k/a
KPIs
=
Key
Performance
Indicators
• Sourcing:
Leads
to
Submit
ra6o,
Submit
to
Accept
ra6o,
Hires
by
Sourcing
Channel
• Recrui6ng:
Submit
to
Offer,
Interview
to
Offer,
Offer
Accept
Rate
• Problema6c
metrics:
Time
to
Fill
• Performance
within
MSP
programs
• Other
interes6ng
metrics
(plus
ones
for
reten6on,
branding,
etc.)
here
and
here
Good
granular
metric
for
front-­‐end
sourcers
is
quality
of
search
string:
• In
each
row
of
your
Excel-­‐based
search
strings
library,
add
3
columns
(#
of
results
found,
#
worth
pursuing,
quo6ent
of
previous
2
columns)
• Sort
spreadsheet
by
quo6ent
column
• “Golden”
strings
bubble
up
to
top
of
list

16. Ques6ons?
If
we
can’t
answer
it
today,
please
feel
free
to
reach
out
to
us
later
(and
feel
free
to
connect/follow
us
on
social
networks,
read
our
latest
6ps,
etc.):
Raleen
Gagnon
Email:
raleen.gagnon@tapfin.com
LinkedIn:
www.linkedin.com/pub/raleen-­‐
gagnon-­‐lion/1/74a/459
Twi@er:
@cic_raleen
Glenn
Gutmacher
Email:
glenn@recrui6ng-­‐online.com
LinkedIn:
www.linkedin.com/in/gutmach
Twi@er:
@glenngutmacher

17. 17
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