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SourceCon Atlanta 2013 Presentation: How to Hire and Build Your Own Sourcing Team

This is my 2013 SourceCon Atlanta presentation on how to hire and grow your own sourcing team. It covers my hiring profile, a few Boolean search strings for finding people who fit my hiring profile, support for my theory that you can create super sourcers (and recruiters for that matter) by hiring people with no experience and training them properly, coming from the book "The Talent Code." It also explores the pros and cons of hiring experienced sourcers vs. hiring people with no experience and building sourcers from scratch.

1 of 37
looking to build or build out your sourcing
capability?

grow your own!

Glen Cathey
VP, Global Sourcing and Talent Strategy
agenda

  intros
  hire with or without experience?
  • pros & cons

  my experience
  •   hiring profile
  •   interview process
  •   training regimen
  •   performance expectations

  why no sourcing/recruiting experience may be better than
  any sourcing/recruiting experience
  • talent code
a little about me

  VP, global sourcing and talent strategy

  16+ years in recruiting/staffing
     -   staffing & RPO

     -   I.T., F&A, Healthcare, Federal, Clinical Research, Energy, Engineering

     -   centralized sourcing/recruiting (40 - 300+ people)

     -   direct MSP/VMS delivery

     -   www.booleanblackbelt.com

     -   SourceCon 2010 (X2), 2011, 2012 (X2)

     -   5-time LinkedIn Talent Connect speaker (U.S. X3, CA, UK)

     -   Australasian Talent Conference (Sydney & Melbourne – X2)

     -   TruLondon (X2)
a little bit about you

   How many manage sourcers?

   How many are planning on hiring and managing sourcers?

   Hire for experience?
    • Years of experience?
    • Specific industries/roles?

   Hire without experience?

   Mix?
experienced


  pros                          cons
  • "hit the ground running"    • more expensive
  • immediate results           • may have bad habits
  • training not required       • their way may not be your
  • bring best practices from     way
    other organizations         • may be resistant to
                                  change – "can't teach an
                                  old dog new tricks"
no experience


  pros                          cons
  • less expensive              • require training
  • no bad habits/nothing to    • take time to ramp
    unlearn                     • results are not immediate
  • create in your vision       • may not work out
  • fresh & clean perspective   • brain drain

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SourceCon Atlanta 2013 Presentation: How to Hire and Build Your Own Sourcing Team

  • 1. looking to build or build out your sourcing capability? grow your own! Glen Cathey VP, Global Sourcing and Talent Strategy
  • 2. agenda intros hire with or without experience? • pros & cons my experience • hiring profile • interview process • training regimen • performance expectations why no sourcing/recruiting experience may be better than any sourcing/recruiting experience • talent code
  • 3. a little about me VP, global sourcing and talent strategy 16+ years in recruiting/staffing - staffing & RPO - I.T., F&A, Healthcare, Federal, Clinical Research, Energy, Engineering - centralized sourcing/recruiting (40 - 300+ people) - direct MSP/VMS delivery - www.booleanblackbelt.com - SourceCon 2010 (X2), 2011, 2012 (X2) - 5-time LinkedIn Talent Connect speaker (U.S. X3, CA, UK) - Australasian Talent Conference (Sydney & Melbourne – X2) - TruLondon (X2)
  • 4. a little bit about you How many manage sourcers? How many are planning on hiring and managing sourcers? Hire for experience? • Years of experience? • Specific industries/roles? Hire without experience? Mix?
  • 5. experienced pros cons • "hit the ground running" • more expensive • immediate results • may have bad habits • training not required • their way may not be your • bring best practices from way other organizations • may be resistant to change – "can't teach an old dog new tricks"
  • 6. no experience pros cons • less expensive • require training • no bad habits/nothing to • take time to ramp unlearn • results are not immediate • create in your vision • may not work out • fresh & clean perspective • brain drain
  • 7. my experience i have hired and/or trained hundreds of sourcers and recruiters i've worked in a national delivery center with over 300 people in my 16+ years, all of top performers i've worked with have had no prior experience i've recently hired and trained a 40 person centralized sourcing team
  • 8. the original team Hires: 41 Turnover: 17% / 2.4% Reason May 28th – 7 1 moving to agency June 4th – 11 0 June 18th – 11 3 2 performance, 1 prev. offer came through 1 relo (staying w/us), 1 engineering, 1 August 13th – 12 3 location (agency)
  • 9. sourcing sourcers What is kik? It's the fast, simple and personal smartphone messenger.
  • 10. hiring profile performance oriented enjoys problem solving committed to excellence positive attitude quick learner solutions oriented
  • 11. wwsjd? Hire pirates
  • 12. hireTurner: "You cheated." Will pirates Capt. Jack Sparrow: "Pirate." Potential candidate: "How did you find me?" Sourcer: "Sourcer."
  • 13. "It’s more fun to be a pirate than to join the navy." - Steve Jobs, 1982
  • 14. why pirates? "A pirate can function without a bureaucracy. Pirates support one another and support their leader in the accomplishment of a goal. A pirate can stay creative and on task in a difficult or hostile environment. A pirate can act independently and take intelligent risks, but always within the scope of the greater vision and the needs of the greater team." "Pirates are more likely to embrace change and challenge convention. 'Being aggressive, egocentric, or antisocial makes it easier to ponder ideas in solitude or challenge convention,' says Dean Keith Simonton, a University of California psychology professor and an expert on creativity." "So Steve’s message was: if you’re bright, but you prefer the size and structure and traditions of the navy, go join IBM. If you’re bright and think different and are willing to go for it as part of a special, unified, and unconventional team, become a pirate." Source: What Would Steve Jobs Do?: How the Steve Jobs Way Can Inspire Anyone to Think Differently and Win by Peter Sander (McGraw Hill)]
  • 15. diversity Steve Jobs appreciated a breadth of background and experience when selecting team members. "Picasso had a saying. He said, 'Good artists copy, great artists steal.’ And we have always been shameless about stealing great ideas and I think part of what made the Macintosh great was that the people working on it were musicians and poets and artists and zoologists and historians who also happened to be the best computer scientists in the world." — Steve jobs, PBS’s "Triumph of the Nerds: The Rise of Accidental Empires” (1996) "He also liked entrepreneurship and signs of success at other endeavors. People who show the ability to get things done in other fields, to synthesize their experiences, and to take a broader view of the human experience are more likely to be the pirates that Steve was searching out." Source: What Would Steve Jobs Do?: How the Steve Jobs Way Can Inspire Anyone to Think Differently and Win by Peter Sander (McGraw Hill)]
  • 16. sourcing pirates • (Laude or "phi beta kappa" or Honor* or scholar* or Deans or "Dean’s" or GPA or "G.P.A.") and (exceeded or most or highest or reached or attained or increased or lead or led or top or best or quota*) • (research* or data or analy* or statistic*) and (captain or lead* or led or president* or manag* or supervise* or football or basketball or baseball or softball or volleyball or lacrosse or tennis or golf or soccer or swimming or Debate or Volunteer* or Varsity or Society or Fraternity or Sorority) and (Laude or "phi beta kappa" or Honor* or scholar* or Deans or "Dean’s" or GPA or "G.P.A.") and (exceeded or most or highest or reached or attained or increased or lead or led or top or best or quota*) • laude (intern OR extern OR junior OR student) • (hardworking OR "work ethic" OR "hard working" OR exceed OR ambition or gold OR platinum OR top OR quota* OR exceeded OR exceeding OR highest OR most OR best OR winner) (research OR researching OR researched OR Boolean OR data OR database OR databases OR researcher OR analysis OR analyze OR analyzed OR math OR mathematics OR calculus OR statistics OR statistical OR "problem solving" OR logic OR logical OR analytical OR analytics OR competitive OR physics)
  • 17. diversity Education Multi-lingual • 8 University of Georgia graduates • 14 multi-lingual associates • 4 Georgia Tech graduates • 4 Spanish • 1 Emory graduate • 2 German • 27 Bachelors degrees • 6 French • 3 Masters degrees • Other languages represented: • 1 JD Bosnian, Bengali, Cantonese, • 21 GPAs 3.0 or higher Russian, Polish, Italian, Korean • 9 GPAs 3.5 or higher Professional Experience Degree Diversity • 0-30 years of work experience • Astrophysics • Substance abuse counselor • Biomedical Engineering • Democratic party fund raiser • Intelligence Studies & Counter- • Legal Analyst Terrorism • Research Analyst with GA Tech • Juris Doctorate • U-Verse Premise Technician • Psychology • Team Leader at Target • Masters of Divinity • Realtor
  • 22. group interviews • Interview sessions were in group sessions ranging from 7 – 12 candidates at a time and included exercises/questions focusing on problem solving, sourcing approach, and creating sample search strings. • The group interview approach saved our team over 60 hours of interview time.
  • 24. performance expectations measure daily daily performance expectations (min) • leads • 40 find & engage, 80 find only • phone screens • 8 • candidate submittals • 2 • referrals
  • 25. roles sourced for loan processor vp, compensation & benefits lead surface wellhead engineer drill sustaining engineer sr accountant parallel switchgear engineer fraud initiation analyst engineering manager fund controller sr. flow control engineer sales manager medical coders mechanical A/C assembly sr. account executive (ecm) structural engineer regional sales executive manufacturing engineer product compliance engineer direct sales rep ap/ar accountant field auditor engineering program manager plant security investigator manufacturing manager quality assurance engine starting & operability netapp engineer regional sales manager embedded sw engineer underwriter
  • 26. grow your own "hire for attitude, train to retain" interviewing experienced sourcers? • leverage whiteboarding and live sourcing exercises – focusing on roles the person has never worked before • thought process and methodology are more important than tools, technology, and syntax
  • 28. talent code short version • myelin (neural insulator) is key "skill is a cellular insulation that wraps neural circuits and • deep (deliberate) practice that grows in response to • struggling is critical certain signals" * • ignition • master coaching *Source: Talent Code by Daniel Coyle
  • 29. mistake focused practice Q: why is targeted, mistake focused practice so effective? A: because the best way to build a good circuit is to fire it, attend to mistakes, then fire it again, over and over. Struggle is not an option: it's a biological requirement Q: why are passion and persistence key ingredients of talent? A: because wrapping myelin around a big circuit requires immense energy and time. If you don't love it, you'll never work hard enough to be great. *Source: Talent Code by Daniel Coyle
  • 30. myelin myelin wraps – it doesn't unwrap • "Once a skill circuit is insulated, you can't un-insulate it (except through age or disease). That's why habits are hard to break. The only way to change them is to build new habits by repeating new behaviors – by myelinating new circuits" • "You can’t teach an old dog new tricks" neural circuits can be developed like muscles • "If you use your muscles in a certain way – trying hard to life things you can barely lift – those muscles will respond by getting stronger. If you fire your skill circuits the right way – by trying hard to do things you can barely do, in deep practice – then your skill circuits will respond by getting faster and more fluent." *Source: Talent Code by Daniel Coyle
  • 31. deep practice "deep practice is built on a paradox: struggling in certain targeted ways – operating at the edges of your ability – where you make mistakes – makes you smarter" "it's important to be forced to slow down, make errors, and correct them" "we think of effortless performance as desirable, but it's really a terrible way to learn" - Robert Bjork, Ph.D., Stanford - Distinguished Professor Emeritus, Cognitive Psychology @ UCLA *Source: Talent Code by Daniel Coyle
  • 32. talent is overrated deliberate practice • improves performance by design • high repetition • continuous feedback • mentally challenging • hard work • focus on the process, not end result • metacognition • continuous improvement
  • 33. grow your own research in occupational training shows that people retain • 10% of what they read • 20% of what they hear • 30% of what they see • 50% of what they hear and use • 70% of what they say • 90% of what they say and do develop • do not assume experience = ability • must be hands-on and interactive to establish habits • verify ability!
  • 34. sourcing challenges what is this person's full name? how many mechatronics engineers are on Monster in a 50 mile radius of Watkins, CO? how would you find a substation engineer that doesn't mention the term "substation? what searches would you use to find storage engineers with significant NetApp experience? use google or bing to find a list that contains contact information (phone and email) for oil and gas professionals, including at least one process engineer in Houston
  • 35. leverage perspective ask for input! • processes • sell sheets • boolean builder • screening form • sharepoint site for knowledge management • search string library

Editor's Notes

  1. 2 performance 1 old offer came through (original industry – retail)2 location (1 staying with us, 1 going agency)1 agency1 career switch (engineering)
  2. Quote made during the days of the original Mac development team. Says a great deal about the kind of people and team behavior admired.
  3. Quote made during the days of the original Mac development team. Says a great deal about the kind of people and team behavior admired.
  4. 2 clients, 4 months: 163 hires - 7 people 400 hires - 16 peoplethat's 6+ hires per month per person