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Quality-First Sourcing

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Presentation from the Fordyce Forum 2011, presented by Connie LaDouceur

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Quality-First Sourcing

  1. 1. Empower Your Sourcing: The Art of the Call June 2, 2011June 2, 2011 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2011 1
  2. 2. Search/Research Success™by ExecuQuest ExecuQuest Corp. Snapshot Conni LaDouceur, Founder & Chief Sourcing Strategist, ExecuQuest Corp., delivers unsurpassed ROI for recruiting solutions via original telephone research, sourcing, and customized, onsite training: ~ Demonstrated passion for the hunt since 1985 ~ Customized, results-driven learning for recruiting teams ~ Mastered ethical phone sourcing at Heidrick & Struggles ~ 10 Research Professionals in Baltimore, MDJune 2, 2011 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2011 2
  3. 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) Efficiently identify the most qualified talent, obtaining names, titles, direct dial #s, in a few phone calls.+ B) Commit to trying these techniques!= C) Mastering direct, evidence-gathering phone tips will increase my brand as the “Deliverer of Results”.June 2, 2011 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2011 3
  4. 4. Evolution of Recruiting   Heidrick & Struggles was founded in 1953; Recruiters historically qualified talent by telephone, identifying in organization chart form, by responsibility and objective qualifiers.                                Internet developed by US DOD computer scientists in 1970; Monster began in the mid-90s, LinkedIn in 2003, Facebook in 2004. New* Rules of the Game:•  As more and more is available online, Recruiters have become more reliant on data-mining•  Phone research is still required to ID all, qualify and expand internet findings (imp. organizational info)June 2, 2011 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2011 4
  5. 5. US & EMEAWhite-Collar Workforce US Europe ME/Africa Total 307 million 731 million 1.2 billion Population Total 154.9 million 216 million 481 million Workforce Web 66% 9% 3% Discoverable LinkedIn 44.7 million 27.8 million 4.2 million Profiles 2010 World Population Data Sheet, complied by the Population Reference Bureau and The State of LinkedIn, complied by LinkedIn LI Profiles: 61% of members are men. Both users between 25-34 and 35-54 years old are 36%, while 18-24 years old are 21%. Most represented industries: 17% hi-tech, 14% finance, 12% sales, 10% manufacturing, 10% academics, 10% administrative.June 2, 2011 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2011 5
  6. 6. Is there still a War for Talent?? “Someone important is bound to see my resume now!”June 2, 2011 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2011 6
  7. 7. Today’s reality: ü  Labor pool is growing – but is qualified talent harder to find?ü  Economy is finally improving which is fueling competitionü  Traditional recruiting methods just won’t doü  Professional brand: what are others saying about me?June 2, 2011 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2011 7
  8. 8. Post and pray…or… Be reactive and suffer the consequences…June 2, 2011 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2011 8
  9. 9. Post and curse! or be PRO-active: when time and quality matter, what smarter & faster ways are there to meet the critical need?June 2, 2011 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2011 9
  10. 10. I. Intake/Strategy Meeting 1)  What should I take TO the meeting? My recruiting expertise: potential profiles, competitors recruiting for the same talent, associations/attendee lists and suggestions from Search/Research Success™ 2)  What will I take FROM the meeting? Nice-to-haves, compelling reasons, qualifying Qs, MDTCs, counterparts who manage the groups we seek, do-not-contacts, SLA/timeline, etc.June 2, 2011 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2011 10
  11. 11. 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?June 2, 2011 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2011 11
  12. 12. The Definitive Target Companies How can I develop TCs based on Key Factors for Success/OQs? Start narrow and remember the goal: Quality vs. Quantity •  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 derails: too many TCs and the most qualified , prospective candidates go UN-identified and UN-considered.June 2, 2011 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2011 12
  13. 13. The Definitive Target Companies What creative ideas have I employed to develop definitive target companies?June 2, 2011 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2011 13
  14. 14. LinkedIn Stats •  100 million + LinkedIn profiles worldwide 44.7 million/US of 154.9 million employed in the US •  Did you know? Fewer than half are degreed. •  Predominately US then India, U.K and Brazil. Most active EU are The Netherlands, France and Italy. •  61% of members are men. Both users 25-34 and 35-54 years old are 36%, while 18-24 years old are 21%. •  Industry representation: hi-tech (17%), finance (14%) and manufacturing (10%), while sales (12%), academics (10%), administrative (10%) are the most common jobs.June 2, 2011 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2011 14
  15. 15. Identify Talent OnlineThe 4 components of smart search strings: 1. Job Titles: 2. Locations: • “SAP Consultant” • (Atlanta OR Marietta OR • “Account Executive” Alpharetta) ,.GA • “Senior * Manager” • (770 OR 678 OR 404) ,.GA • (“Software Engineer” OR • Sydney 61 Australia Programmer) 3. Company Names: 4. Skills, Licenses, Degrees or • (“Hewlett Packard” OR HP OR Certifications: @hp.com) • (“, RN” OR “, CNA” OR “, LPN”) • (IBM OR @ibm.com OR • (“, CPA” OR “, CFA”) @us.ibm.com) • (BSCS OR MSCS) or also try “, MBA” • (“, CCIE” OR “, CCNA”) Printed with permission, Shally Steckerl, Arbita, 2011June 2, 2011 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2011 15
  16. 16. Notable Search Enginesand WebsitesJune 2, 2011 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2011 16
  17. 17. Ethics and Direct Phone Sourcing If I’ll call people whom we find on who apply online or are referred to me, shouldn’t I also ID the entire teams so I 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.June 2, 2011 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2011 17
  18. 18. Identify Qualified Talent by Phone How do I prepare? 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. But when I call… what will I say???June 2, 2011 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2011 18
  19. 19. What do I want to know? What questions will I ask? How much information am I aiming for? Why am I calling?June 2, 2011 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2011 19
  20. 20. 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!June 2, 2011 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2011 20
  21. 21. Phone Sourcing Rules –  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 the pause: “Thank you for looking that up for me” –  Follow up a question with a question –  Mirror their tone, pace and cadence –  “Thank you! I appreciate your help!”June 2, 2011 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2011 21
  22. 22. Case study: identify the most qualifiedSearch: Market Risk ExecutiveTarget Company:OQs: “Measuring and monitoring risk exposures, providing risk analytics & related reporting, enterprise-wide” Advanced Search: “market risk”, 10001 zip, Director, JP Morgan Chase10 results: Tom Lochtefeld, Head of Market Risk Reporting, JPMC Vice President, Exec Dir, Market Risk Reporting, JPMC Advanced Search: ”credit risk”, 10001 zip, Director, JP Morgan Chase17 results: John Gehebe, Vice President, Exec Dir, 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.June 2, 2011 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2011 22
  23. 23. Sourcing Success: Recorded calls Listen carefully: what are my observations? •  What was said first, next… (4:11) •  How were questions from the person we called answered? •  What did the call yield? The lost art of original, ethical, efficient on-target phone researchJune 2, 2011 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2011 23
  24. 24. Go get ‘em!: Bottom-up approach MD, Head of Market Risk:Bottom-up, a well-guarded talent pool (4 mins:06 secs):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 Risk212-XXX-XXXX XXX MD, IB Risk212-XXX-XXXX XXX MD, IB Risk212-XXX-XXXX XXX MD, IB Risk011-44-XXXXX XXX MD, IB Risk212-XXX-XXXX XXX MD, IB Risk212-XXX-XXXX XXX MD, IB Risk212-XXX-XXXX XXX MD, IB Risk011-44-XXXXX XXX MD, IB RiskJune 2, 2011 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2011 24
  25. 25. Phone research can be impressive… MD, Head of Market Risk:212-XXX-XXXX XXX MD, Investment Bank Risk011-44-XXXXX XXX MD, IB Market Risk212-XXX-XXXX XXX MD, IB Market Risk (LI profile)011-44-XXXXX XXX MD, IB Market Risk011-44-XXXXX XXX MD, IB Market Risk212-XXX-XXXX XXX MD, IB Market Risk212-XXX-XXXX XXX MD, IB Market Risk011-44-XXXXX XXX MD, IB Risk Reporting212-XXX-XXXX XXX Executive Director, IB Credit Risk212-XXX-XXXX XXX Exec Director and VP, IB Credit Risk212-XXX-XXXX (obtained names from:) XXX, Assoc, IB Credit Risk ReportingJune 2, 2011 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2011 25
  26. 26. Observations?•  …is it surprising that we could get all this information in just a few calls?•  …did this phone research take too long?•  …could we have found these otherwise? Yield for research investment/YRI: 1. 17 on-target names in 30 minutes 2. from the client’s most desirable TC 3. virtually none on LinkedInJune 2, 2011 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2011 26
  27. 27. Recorded Example: Peer/Lateral One of the Team Members: Middleware EngineersStaples, Inc, Framingham, MA, firstname.lastname@staples.comLinkedIn 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 He provided the 12 names who report to XXX 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.June 2, 2011 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2011 27
  28. 28. Recorded Example: Top-down , Medical Affairs: a limited talent pool:VP, Medical Affairs’ name from Corporate Yellow Book,Dr. Padre Diaz, who answered his own phone andprovided name responsible for medical affairs, specific to“protocol development for smoking cessation”: (1:28) Name: Dr. XXX Title: Assoc. Director, Global Medical Affairs Who she reported to: Dr. Padre Diaz 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.June 2, 2011 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2011 28
  29. 29. Case study: reel in the most qualifiedSearch: Senior UX Design LeadersTarget 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 and randomly, while we conducted searches online, until we reached a very nice lady and subsequently called Kevin Lee as well as others.June 2, 2011 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2011 29
  30. 30. Direct phone research can save time Senior UX Design Leader:Random and bottom-up, a well-guarded talent pool (6:28 & 3:43): <NAME> President & CEO <NAME> <NAME> CTO, SVP, Global SVP, North America Platforms, eBay Marketplaces <NAME> VP, Global Product Management Manages c. 75 thru 3 in Design <NAME> <NAME> <NAME> Director, User Director, Site-wide Director, Verticals & Experience Design Design PreVIZ Design Manages c. 40 thru 4 <NAME> <NAME> <NAME> <NAME> Sr. Manager, User Sr. Manager, User Sr. Manager, User Manager, User Experience Design Interface Experience Design Experience Design Manages c. 10 Manages c. 10 Manages c. 10 Manages c. 10June 2, 2011 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2011 30
  31. 31. Recorded Example: 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 Financial Operations first_last@company.com (co-mgs 11) Associate Director, CAD Financial Operations 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.comJune 2, 2011 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2011 31
  32. 32. 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 I would like to sendinformation and wanted to ask the proper spelling of the names please and shereturned my call.787-XXX-XXXX XXX VP, (manages 2 Centers and 54 stores)787-XXX-XXXX XXX Sr. Director, Operations787-XXX-XXXX XXX Director, Operations (manages 5 District Supervisors)June 2, 2011 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2011 32
  33. 33. 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, # of stores, District Supervisors’ names, direct dial phone numbers and email addresses for a long-standing, “troubled” opening.June 2, 2011 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2011 33
  34. 34. 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?June 2, 2011 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2011 34
  35. 35. Not every call will work: BUSTED!!! Keep cool! (1:19) 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!June 2, 2011 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2011 35
  36. 36. No one is safe!•  J&J: entire consumer insights group & Nielsen (5:02)•  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 engineers (4:52)June 2, 2011 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2011 36
  37. 37. Who else can help me? It’s amazing what’s available for the asking! •  The mailroom •  HR: “Would you to check the org chart please?” •  Another regional office •  The President’s AA •  Accounts Payable/Receivable •  Investor Relations •  800 customer service # •  After-hours SecurityJune 2, 2011 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2011 37
  38. 38. How can I save one week per year? “You can save 8 minutes per day, 40 mins. per week, by simply…June 2, 2011 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2011 38
  39. 39. We miss 100% of the shots we don’t take! “Ask, and it shall be given you; seek, and you shall find; knock, and it shall be opened to you” Matthew 7:7 Be polite, professional, persistent and ASK!June 2, 2011 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2011 39
  40. 40. Conquering Temporary Roadblocks If you hear… 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?June 2, 2011 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2011 40
  41. 41. Candidate Development: Voicemails •  Call priority prospective candidates first thing each morning so they’ll know that THEY are my most important call of each day •  After leaving VM, 0#, ask if he/she is in today and if she/he knows the best time I might reach the prospective candidate •  Ask for his/her cell phone number – he or she might be out of the office and available to connect Time is $$: quality not quantity!June 2, 2011 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2011 41
  42. 42. How many VMs do I leave?•  How many VM messages do I leave?•  What impression am I creating via my professional persistence? Dont just "work smart", work smart on the right things. Become one of the top 20%!June 2, 2011 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2011 42
  43. 43. What if he or she says no?•  “I encourage you to take a look at this opportunity until you know fully 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?”June 2, 2011 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2011 43
  44. 44. Continuing to build vital intelligence When interviewing a candidate who 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, ID and reel them in!June 2, 2011 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2011 44
  45. 45. Recoms for Qualified Individuals •  What 3 or 4 people do you consider to be the 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 others like you/your group online? •  Who have you interviewed for this role whom you thought was great?June 2, 2011 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2011 45
  46. 46. What about diversity candidates? “We are looking to present the most diversified roster of talent we can, specifically to increase our client’s representation of_________. Who can you suggest who would meet that need?” site:myspace.com”ethnicity*Hispanic”JOB TITLE intitle:LOCATIONJune 2, 2011 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2011 46
  47. 47. Time Management•  If I’m online, who can I be calling?•  When I’m on the phone, what can I be researching online?•  Measuring time vs. yield, critical to measuring performance and repeating success (can I simultask??)•  How can I improve my results and productivity?June 2, 2011 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2011 47
  48. 48. I.D. Recap: who, what, where? •  Who is responsible for (objective qualifier)? •  How long has he /she been in the role? •  Who did he/she replace? •  Where is he/she 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? Thank you!June 2, 2011 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2011 48
  49. 49. What differentiates Good from Great? PERSEVERANCEOur greatest glory is not in ever falling, but in rising every time we fall. ~ ConfuciusJune 2, 2011 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2011 49
  50. 50. Challenges? What challenging positions am I recruiting for that would benefit from direct phone sourcing?•  Could identifying the entire team help??•  Is it really an “impossible” search???•  Or have I omitted this critical step????June 2, 2011 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2011 50
  51. 51. How am I building MY brand? •  Take responsibility for improving my performance by COMMITTING to learning something new! •  Strengthen both MY personal and MY team’s brand within my organization as the “Deliverers of Results” •  Place the most qualified talent, not the most available talent •  Competitive intel/market data adds value to the business •  Repeating and improving a learned process makes me smarter and more effective each time, increasing my versatility, value and INCOME!June 2, 2011 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2011 51
  52. 52. Become AUDACIOUS*! Take the challenge and up your game! *Audacious:courageous, creative, enterprising, tenacious, undaunted!!June 2, 2011 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2011 52
  53. 53. What will I do tomorrow? OPPORTUNITYISNOWHERE! OPPORTUNITY IS NOW HERE ! Commit to a new learning!June 2, 2011 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2011 53
  54. 54. Questions to qualifyexternal 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??)June 2, 2011 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2011 54
  55. 55. Thank you for your participation! Conni LaDouceur 410-667-8400 - conni@eqcadvisors.com - Baltimore, MD Follow Conni on Twitter and connect on LinkedInJune 2, 2011 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2011 55
  56. 56. ExecuQuest Corp. Value PropositionWe offer three services which can be stopped and started as needs dictate: 1) On-Target Talent ID/Competitive Landscaping 2) Candidate Development 3) Results-driven training and one-one-one coaching, Search/Research Success™ by ExecuQuestHow can you become empowered as Recruiters and Research Associates toIdentify passive talent at an unprecedented pace and bring efficiencies and valueto your businesses? We can train your teams to infuse quality prospectsthroughout the process; achieve a higher ROI and bring your search and recruitingteams far closer to meeting and exceeding goals. Let us help you meet your challenging needs and increase your income!June 2, 2011 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2011 56
  57. 57. ExecuQuest Corp. Commitment Our mission is to provide outstanding search/research solutions, truly qualified, 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 primary research development and take 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 SOURCINGJune 2, 2011 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2011 57

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