Last but not least by conni la douceur

622 views

Published on

Published in: Business, Career
0 Comments
1 Like
Statistics
Notes
  • Be the first to comment

No Downloads
Views
Total views
622
On SlideShare
0
From Embeds
0
Number of Embeds
81
Actions
Shares
0
Downloads
29
Comments
0
Likes
1
Embeds 0
No embeds

No notes for slide

Last but not least by conni la douceur

  1. 1. The Forgotten Freeway: 7 Habits of Successful Sourcers™September 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 1
  2. 2. ExecuQuest Corp. Snapshot Conni LaDouceur Founder & Chief Sourcing Strategist We deliver unsurpassed ROI for recruiting via original telephone research, and customized training: •  Demonstrated passion for the hunt since 1985 •  Customized, results-driven learning for recruiting teams •  Mastered ethical phone sourcing @ Heidrick & Struggles •  10 Research Professionals in Baltimore, MDSeptember 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 2
  3. 3. Agenda: our goals (today and every day) •  Increase candidate quality •  Create talent-rich pipelines •  Maximize our competitive intelligence •  Build our reputations as Deliverers of Results •  While spending a minimum amount of time managing the information overload (it’s as much about time as it is about quality!)September 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 3
  4. 4. Sourcing Defined The professional sourcing process does not depend on luck or shortcuts, but on a step-by-step process whereby a list of potentially suitable candidates is reduced to several uniquely qualified candidates. The aim is not merely to produce qualified candidates – which is easy – but the very best candidates available. Primary Sourcing and Secondary SourcingSeptember 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 4
  5. 5. Am I game?? Let’s “up the game”: A) If I commit to these techniques, + B) to efficiently identify the most qualified talent, = C) I will improve candidate quality and increase my brand as the “Deliverer of Results”. What would you do if you knew you could not fail?September 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 5
  6. 6. Evolution of Recruiting and the Internet Past Present •  Heidrick & Struggles •  1970: DOD computer founded in 1953 scientists developed Internet •  Recruiters historically •  1995: Monster began qualified talent by telephone •  2003: LinkedIn •  Identifying in organization •  2004: Facebook chart form, by responsibility •  2006: Twitter and objective qualifiers New* Rules of the Game: as more becomes available online, many Recruiters are becoming Data-Miners. *are new rules replacing tried-and-true methods?September 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 6
  7. 7. Is there still a War for Talent?? “Someone important is bound to see my resume now!”September 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 7
  8. 8. So who needs phone sourcing? 1) Everyone is on LinkedIn* 2) I can just network with contacts 2) Phone sourcing takes too long 3) What if they ask me why I’m calling? 4) What if they won’t give me the names? * is everyone on LI?September 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 8
  9. 9. LinkedIn Stats, 8/2012 •  180 mil members WW •  67 mil LI members in the US (c.65) •  121 mil WC employed (145 total) in the US •  3 in 5 adults are using LI •  56 mil may be UN-findable online ALL PASSIVE 18% Tech/Media 17% Prof Svcs 14% Aero/Auto 13% Govt/Edu/NFP 11% Finl Svcs 10% HC/PharmaSeptember 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 9
  10. 10. Post and pray…or… Be reactive and suffer the consequences…September 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 10
  11. 11. Post and curse! or be PROactive: what smarter/faster ways can we meet our clients’ needs?September 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 11
  12. 12. The 7 Habits of Successful Sourcers ™ 1.  Be Proactive: Narrow your Search 2.  The End in Mind: The Intake Meeting 3.  1st Things 1st: The Definitive Target Cos. 4.  Think Win-Win: Courage & Consideration 5.  Understanding: The Compelling Call 6.  Synergize: Creative Cooperation and Competitive Intelligence 7.  Sharpen the Saw: Delivering Results! Right First, Fast Second!September 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 12
  13. 13. 1. Be Proactive: Narrow your Search Time is $$$. Less is more. Quality, not Quantity!September 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 13
  14. 14. 2. The End in Mind: The Intake Meeting 1) What should I take TO the meeting? 2) What will I take FROM the meeting? Strategic Checklist for Research: conni@eqcadvisors.comSeptember 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 14
  15. 15. What’s most important? To set Clients’ expectation and calibrate success, ask to force-rank which two factors are most important. How will the weightings affect strategy and tactics?September 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 15
  16. 16. 3. 1st Things 1st: The Definitive Target Cos. Start narrow and remember the goal: Who are the most qualified candidates vs. the most available candidates? •  Where are the experts/who does this best? •  Panel symposiums (OOPSLA, ASQ, etc.) •  Do the TCs meet the qualifications??? Many a search goes awry: too many TCs and the most qualified, prospective candidates go UN-identified and UN-considered.September 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 16
  17. 17. Where do I start? It can take as little as 10 minutes!! 1.  Previous research: do not reinvent the wheel! 2.  Secondary research: LI, smart search strings, Hoovers, Mergent online, ISI Emerging Markets, Leadership Corp/Fin’l Directories, 212-627-4140 3.  Our forgotten AWESOME employees: AskALibrarian@oclc.gov, 202-707-3156 4. And value-added, direct, telephone researchSeptember 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 17
  18. 18. 4. Win-Win: Courage & Consideration How can I most efficiently identify and place the most qualified talent, not the most available talent? What challenging or long-standing search would benefit from direct phone sourcing??September 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 18
  19. 19. Ethics and Direct Phone Sourcing If we’ll call individuals whom we find on (the new monster), who apply online or are referred to us, shouldn’t we also ID the entire teams so we 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.September 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 19
  20. 20. What do I want to know? Push the envelope! Get as MUCH as you can: names, titles, reporting relationships, direct dial and cell phone numbers, email addresses and previous incumbent, # of reports, etc.September 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 20
  21. 21. Our Secret to Direct Phone Sourcing Select the responsibilities & objective qualifiers from the position profile: 1.  “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!September 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 21
  22. 22. ExecuQuest Corp. Strategic ID Identification of on-target, qualified talent will ensure efficient Candidate Development. These steps are BEST PRACTICES for Original Telephone Identification.September 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 22
  23. 23. Case Study 1: Bottom-Up Search: Market Risk Executive, IB Target Company: OQs: “Measuring and monitoring risk exposures, providing risk analytics & related reporting, enterprise-wide” Advanced Search: “market risk”, 10001 zip, Director, JP Morgan Chase current: 10 results: Tom Lochtefeld, Head of Market Risk Reporting at JP Morgan Vice President, Executive Director Market Risk Reporting at J.P. Morgan Advanced Search: ”credit risk”, 10001 zip, Director, JP Morgan Chase current: 17 results: John Gehebe, Vice President, Executive Director, 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.September 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 23
  24. 24. Sourcing Success: Recorded Calls Listen carefully: what are my observations? •  What was said first, next… •  How were questions from the person we called answered? •  What tone is implied? •  What did the call yield? The lost art of original, ethical, efficient on-target phone research (3:32)September 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 24
  25. 25. Fantastic Telephone Sourcing Results MD, Head of Market Risk: well-guarded talent pool: 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 Risk 212-XXX-XXXX XXX MD, IB Risk 212-XXX-XXXX XXX MD, IB Risk 212-XXX-XXXX XXX MD, IB Risk 011-44-XXXXX XXX MD, IB Risk 212-XXX-XXXX XXX MD, IB Risk 212-XXX-XXXX XXX MD, IB Risk 212-XXX-XXXX XXX MD, IB Risk 011-44-XXXXX XXX MD, IB RiskSeptember 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 25
  26. 26. Phone research may be the answer… MD, Head of Market Risk: 212-XXX-XXXX XXX MD, Investment Bank Risk 011-44-XXXXX XXX MD, IB Market Risk 212-XXX-XXXX XXX MD, IB Market Risk (LI profile) 011-44-XXXXX XXX MD, IB Market Risk 011-44-XXXXX XXX MD, IB Market Risk 212-XXX-XXXX XXX MD, IB Market Risk 212-XXX-XXXX XXX MD, IB Market Risk 011-44-XXXXX XXX MD, IB Risk Reporting 212-XXX-XXXX XXX Executive Director, IB Credit Risk 212-XXX-XXXX XXX Exec Director and VP, IB Credit Risk 212-XXX-XXXX (obtained names from:) XXX, Assoc, IB Credit Risk ReportingSeptember 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 26
  27. 27. Observations? •  Is it surprising that we could get all this information in this way? •  Did this phone research take too long? •  Could we have found these otherwise? Yield for Research Investment/YFRI: 1. 17 on-target names in 30 minutes 2. from client’s most desirable TC 3. virtually none on LinkedIn 4. and fantastic organizational dataSeptember 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 27
  28. 28. Case Study 2: Peer/Lateral One of the Team Members: Middleware Engineers Staples, Inc, Framingham, MA, firstname.lastname@staples.com LinkedIn 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 all 12 names who report to XXX without asking who I was. YFRI: 8 of the on-target 12 were UN-findable on LI nor could be identified via smartest search strings.September 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 28
  29. 29. Case Study 3: 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 Fin’l Opns first_last@company.com (co-mgs 11) Associate Director, CAD Fin’l Opns 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.comSeptember 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 29
  30. 30. Case Study 4: Not every call is a success: BUSTED! Keep cool! (2:23) 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!September 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 30
  31. 31. Case Study 5: ID the most qualified Search: Senior UX Design Leaders Target 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, while we conducted searches online, until we reached an employee who provided the information we needed.September 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 31
  32. 32. Case Study 5: identify the most qualified Senior UX Design Leader: Random and bottom-up, a well-guarded talent pool (6:28 & 3:43):September 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 32
  33. 33. Case Study 6: Top-Down , Medical Affairs: a limited talent pool: VP, Medical Affairs’ name from Corporate Yellow Book, Dr. XXX, who answered his own phone and provided name responsible for medical affairs, specific to “protocol development for smoking cessation”: (1:39) Name: Dr. XXX Title: Assoc. Director, Global Medical Affairs Who she reported to: XXX 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.September 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 33
  34. 34. Case Study 7: Bottom-up Search: Senior Actuarial Consultants, Mercer, Denver Quick LinkedIn Advanced search: Keywords: FSA Title: Actuary OR Actuarial Postal Code: 80202 Results: 8, incl’g Michelle Tloughan Aubin Objective Qualifier: “Performing actuarial calculations on health plans…advanced strategy and design”September 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 34
  35. 35. Case Study 7: Bottom-up Search: Senior Actuarial Consultant from Mercer Bottom-up identification yielded 11 on-target names (3:32) West Zone Leader Partner, Head, Principal, Health & Principal, Health & Retirement Benefits Benefits Group Benefits Group Group Manages c. 4 Manages c. 5 Analyst Office Manager and Senior Analyst Benefit Analyst Sr. Associate, Actuary Manages c. 5 Analyst Benefit Analyst Actuarial Analyst Senior Analyst Actuarial Analyst, Sr. Associate Actuarial Analyst Actuarial Analyst Actuarial AnalystSeptember 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 35
  36. 36. Observations? Yield for Research Investment/YFRI: 1. 11 OT names in < 4 minutes 2. from a most desirable TC 3. including value-added competitive data Consider the ROI of all your sourcing tools… the phone is FREE!September 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 36
  37. 37. Case Study 8: Another Department Search: Flight Test Engineers, Patuxent River NAS, MD Quick LinkedIn Advanced search: Keywords: flight + test + engineer Company: Boeing (current) Postal Code: 20670 Results: 23, incl’g M. Spencer and R. Mourad Objective qualifier: “Aircraft configuration with regards to testing sequence, test configuration, risks, etc.”September 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 37
  38. 38. Case Study 8: Human Resources?! The Boeing Co., Patuxent River NAS, MD 301-342-3000 480-891-3000 XX XX Manager, Out Plants 301-757-XXXX XX XX Manager, P-8A Poseidon Testing 301-757-XXXX XX XX Manager II (mgs 20 Flight Test & Eval Engineers thru 3 Managers) 301-757-XXXX XX XX Manager II (mgs 7 FT&E Engineers) 301-757-XXXX XX XX Manager (mgs 7 FT&E Engineers) 301-757-XXXX XX XX Manager (mgs 6 FT&E Engineers) Obtained the names, direct dial numbers and email addresses for all 20 Flight Test and Evaluation Engineers for the P-8A Poseidon from Human Resources.September 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 38
  39. 39. Do not dismiss telephone research Yield for Research Investment/YFRI: 1. 20 OT*, 7 VA names in < 60 minutes 2. from a most desirable TC 3. including value-added competitive data 50% of the Flight Test Engineers identified by phone were unknown to the client.September 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 39
  40. 40. Case Study 9: Top-Down Search: Senior UX Design Leaders Target Company: OQs: “Delivering the user persona identification, experience vision, UI architecture and interaction design” Advanced Search: “user experience”, 94301 zip, Director, Facebook current: 10 results: Kate Aronowitz, Director of Design, Facebook and formerly Senior Mgr, User Experience and Design at eBay Advanced Search: “user experience”, 94301 zip, Design Facebook current: 6 results: Julie Zhou, Product Design Mgr, formerly in charge of the design and UX for the original FB API, Platform &Connect. We called Kate Aronowitz and others to identify the UX Design Leaders.September 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 40
  41. 41. Case Study 10: Ask for 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.September 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 41
  42. 42. 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?September 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 42
  43. 43. No one is safe! •  J&J: entire consumer insights group & Nielsen group •  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 UN-identifiable? Let’s challenge that!September 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 43
  44. 44. Who else can help me? •  The Operator or Reception •  The mailroom •  HR: “Would you check the org chart please?” •  Another regional office •  The President’s AA •  Accounts Payable/Receivable •  Investor Relations •  800 customer service # •  After-hours Security It’s amazing what’s available for the asking!September 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 44
  45. 45. How can I save one week per year? “You can save 8 minutes per day, 40 mins. per week, by simply… Using Redial!!September 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 45
  46. 46. We miss 100% of the shots we don’t take! We may get the information if we just ask!! Be polite, professional, persistent and ASK!September 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 46
  47. 47. Prioritize Candidate Calls: Time is $$ •  Call priority prospective candidates first thing each morning: THEY are my most important calls •  After leaving VM, 0#, ask if he/she is in today and ask for his/her cell phone number •  How many VM messages do I leave? •  What impression am I creating via my professional persistence? Quality not quantity!September 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 47
  48. 48. Qualify First Vet before interest, our first priority: •  Are you qualified for this position? •  Why would this be an ideal next step for you? •  What would motivate you to make a change? CONTROL the interview!September 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 48
  49. 49. 6. Synergize: Creative Cooperation and Competitive Intelligence When a potential candidate 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 and reel them in!September 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 49
  50. 50. Candidate Development: Source Call MD, IT Strategy & Optimization Mr. XYZ Managing Director, Education Industry, Globally Top 5 WW Management Consulting Firm 1997 – Present XYZ manages 500 consultants worldwide, through a dozen Partners, for the XYZ Education Industry practice, organized by regions/industry teams: He began by saying he would not suggest anyone and provided 9 new, on-target recommendations by the end of the 34 minute call.September 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 50
  51. 51. What about diversity candidates? In the US, we are allowed by law to ask: “We are looking to present the most diversified roster of talent we can, specifically to increase our clients’ representation of ________. Who can you suggest who would meet that need?”September 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 51
  52. 52. Manage Your Time Wisely •  If I’m online, who can I be calling? •  When I’m on the phone, what can I be researching online? •  Measure time vs. yield, critical to measuring performance and repeating success (can I simultask??) •  How can I improve my results and productivity?September 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 52
  53. 53. I.D. Recap: Who, What, Where? •  Who is responsible for (objective qualifier)? •  How long in the role? •  Who did s/he replace? •  Where is s/he now? •  Who does Name report to please? •  How many people does he/she manage, directly and in total? •  What is direct dial #, mobile, email address? •  May I call you back if I have add’l questions? •  Who else should I copy? Thank you!September 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 53
  54. 54. What Differentiates Good from GREAT? •  Take responsibility for improving your performance, YOUR BRAND: the “Deliverers of Results” •  COMMIT to learning something new! •  Hire most qualified talent, not the most available talent •  Increase your overall versatility and value! PERSEVERANCESeptember 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 54
  55. 55. 7. Sharpen the Saw: Delivering Results! Take the challenge and up your game! *Audacious: courageous, creative, enterprising, tenacious, undaunted!!September 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 55
  56. 56. Control the process to control the outcome •  Are we seeking the most qualified talent or the most available talent? •  Would we rather call 5 highly targeted prospects or 50 people to network with? •  How will this competitive intelligence increase our reputation as the go-to experts in recruiting? •  How are our competitors recruiting for this talent?September 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 56
  57. 57. The 7 Habits of Successful Sourcers ™ 1.  Be Proactive: Narrow your Search 2.  The End in Mind: The Intake Meeting 3.  1st Things 1st: The Definitive Target Cos. 4.  Think Win-Win: Courage & Consideration 5.  Understanding: The Compelling Call 6.  Synergize: Creative Cooperation and Competitive Intelligence 7.  Sharpen the Saw: Delivering Results! Right First, Fast Second!September 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 57
  58. 58. Qualify external research providers: •  How do you develop your research? (search strings, subscription databases, original telephone ID, etc.) •  Is your staff 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 onsite and demonstrate your original phone techniques? (or do you ruse??)September 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 58
  59. 59. Challenges? What challenging positions am I recruiting for that would benefit from direct phone sourcing?? Is it really an “impossible” search or have I omitted this critical step?September 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 59
  60. 60. In appreciation! May I ask for your honest and candid feedback? Your comments are greatly appreciated.September 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 60
  61. 61. Thank You and SourceCon! Conni LaDouceur, conni@eqcadvisors.com ExecuQuest Corp., 410-667-8400September 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 61
  62. 62. ExecuQuest Corp. Value Proposition Our mission is to provide outstanding search/research solutions, truly passive candidates, expeditiously. 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 on-target sourcing expertise, taking great pride in our work. And call us to train you in these results-driven techniques. Conni LaDouceur, Chief Sourcing Strategist and Trainer ExecuQuest Corporation, 410-667-8400, conni@eqcadvisors.com EXECUTION • QUALITY • CAPACITY GLOBAL TALENT SOURCINGSeptember 2012 C. LaDouceur, 410-667-8400, conni@eqcadvisors.com Material Copyright 2012 62

×