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State of Sourcing - 2014 - Denver

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Keynote Slides from SourceCon Denver - Fall 2014

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State of Sourcing - 2014 - Denver

  1. 1. The State of Sourcing (and SourceCon) 2014 Jeremy Roberts
  2. 2. About Me • Jeremy Roberts • 10+ years in recruiting divided between third party search, RPO, and corporate recruiting • Recently was responsible for leading sourcing teams and establishing strategic sourcing programs • Editor of SourceCon.com (ERE Media, Inc) • Married for 16 years – Father of 3
  3. 3. SourceCon • A community of practitioners passionate about sourcing. • The spirit of the community is based on sharing information to help us all grow as sourcing practitioners. • SourceCon After Dark • The SourceCon Challenge!
  4. 4. 2014 Challenge • Online Challenge (Julia Stone, Katherine Robinson, Sharon Jimenez Meyers ) • We added a new level to the SourceCon Challenge this year (Glen Cathey) – Kameron Swinton – Jim Schneider – Amie Ernst – Aaron Lintz – Randy Bailey
  5. 5. American Red Cross
  6. 6. Sourcing and Recruiting Teams are Growing Larger 52% Same Size 32% Smaller 13% ? 3%
  7. 7. Problems Have Changed • The problems have gone from a lack of names to a lack of qualified, interested, and available (QIA) candidates. • Companies have had to evolve the definition of a “sourcer” over the years. • The new problem: How do we organize massive amounts of data and engage with candidates?
  8. 8. 0 20 40 60 80 100 120 Online Sourcing ATS Talent Communities Phone Screens Phone Sourcing Competitive Intelligence H.M. Presentations Process Applicants Marketing Interviews Reference Checks Offers Sourcer Recruiter How do most corporations define a sourcer?
  9. 9. Usage SUMMARY sample size = from 391 to 447; total sample size = 479; 88 missing Which tools are sourcing practitioners using?
  10. 10. 75% 18% 4% 10% 13% 0% 1% 89% 24% 20% 12% 11% 2% 1% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% LinkedIn Twitter Facebook Personal Blog Google+ Instagram Pinterest 2013 2014 Where are sourcers and recruitiers experiencing success?
  11. 11. 0% 2% 4% 6% 8% 10% 12% Entelo Gild Identified Talentbin HiringSolved 3Sourcing Dice Open Web People Aggregator Market Penetration
  12. 12. Researcher Sourcer Recruiter Sourcing Lead Recruiting Lead Sourcing Manager Recruiting Manager Corporate $65,250 $73,740 $67,299 $72,000 $83,000 $96,000 $102,573 RPO $0 $54,697 $57,308 $53,400 $64,833 $85,000 $85,300 $0 $20,000 $40,000 $60,000 $80,000 $100,000 $120,000 In 2014 Sourcers in corporations earned more than recruiters
  13. 13. Usage SUMMARY sample size = from 391 to 447; total sample size = 479; 88 missing Corporate RPO Independents Male $90,070 $59,245 $103,750 Female $76,728 $58,423 $75,800 $0 $20,000 $40,000 $60,000 $80,000 $100,000 $120,000 Salary Compensation by Gender 85% 73%
  14. 14. 72,155 66,731 77,671 84,284 71,338 78,528 82,000 63,527 81,167 Manufacturing Health/Pharma Food & Beverage Professional Services Govmt/Edu/Non-Profit Tech/Telecom Airlines & Aerospace Retail/Hospitality Financial Services Average Salary by Industry
  15. 15. $0 $10,000 $20,000 $30,000 $40,000 $50,000 $60,000 $70,000 $80,000 $90,000 Never Rarely Sometimes Fair Amount Extensive Never Rarely Sometimes Fair Amount Extensive HM Interaction $58,400 $65,507 $73,208 $76,134 $80,513 Hiring Manager Interaction
  16. 16. 92% 86% 28% 33% 41% 19% 10% Blogs Experience Books Conference Training Seminar Mentor Certification Knowledge Source
  17. 17. The Fundamentals • Understand internet taxonomy • Master Boolean Search • Master Internal Databases • Phone Sourcing • Paid resources like job boards and LinkedIn • Memorize documented techniques the company teaches • Discover new productivity tips for each tool • Learn to use data and metrics to make decisions
  18. 18. • Study Sourcing Methodologies like peer regression search, natural language search, etc • Utilize exhaustive search methodologies – Look at every candidate by ensuring you slice the database by every possible date range and geography
  19. 19. • Sell the job to candidates • Gather relevant info from hiring manager and candidate • Move the process forward on each call • Educate managers • Demonstrate client control and candidate control (possibly recruiter control)  Communication is key
  20. 20. Custom Search Engines Bookmarklets

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