This document summarizes a presentation about sourcing strategies and techniques for recruiting using Web 2.0 and social media. The presenter, Steve Rath, has experience as a developer, in staffing agencies, and corporate recruiting. He discusses defining requirements, finding prospects through active and passive channels, and engaging candidates. Key topics include intake meetings, building candidate profiles, sourcing channels, outreach tips, and vetting.

1. Web 2.0 Your Recruiting:
Sourcing Strategies and Optimizing
Techniques
GAPS 2011
Presented by:
Steve Rath
Talent Strategy Consultant
(770) 803-0444
Bluewaveinc@gmail.com
1

2. Who is Steve? Developer +
Staffing Agency +
Corp Recruiting+
Sourcing
• 13 yrs as a Developer – IBM, KO, G-P
• 8 yrs in Staffing Agency industry as Account Mgr
and New Business Development – MATRIX, Carson
Assoc, CCCi
• 5 yrs in Corporate Staffing – Consultant for: THD,
MANH, IGT, MSFT, RNOW, DOLBY, HSL, and TBS
2

3. Agenda
 DEFINE
 Qualified requirement from hiring manager – intake mtg (why work
here? – wants in it for me)
 Intake mtg – prep work, provide competitive analysis, position your
company as the authority in hiring, SLA, etc…
 Build profile with quantitative skills – search
 FIND
 Sourcing channels – Active vs Passive
 Sourcing tips and tricks
 Located prospects – now what?
 ENGAGE
 Convert Prospect to Candidate!!!
 Reaching out – Email vs Phone – always networking Who do you know
within your professional network
 Provide compelling reason to join company
 Vetting Candidate
3

4. What in the Wide World is Web 2.0????
Web 2.0 is a collection of technologies that allows users to
interact with online content. This means Web surfers are
no longer bound by the static experience of Web 1.0. These
tools engage users by letting them participate in, control
and guide their online visit. Some of the most popular Web
2.0 applications include: social networks, blogs, podcasts,
and online video. Widespread adoption of Web 2.0 in
America indicates that Web users have become more
sophisticated and desire a personalized experience.
4

5. What is Social Media?
According to Wikipedia: Social media is media designed to be
disseminated through social interaction, created using highly
accessible and scalable publishing techniques. Social media
supports the human need for social interaction, using Internet- and
web-based technologies to transform broadcast media monologues
(one to many) into social media dialogues (many to many).
Examples of Social Media
•Forums and Online Communities (yahoo.groups,
google.groups, etc)
•Blogs
•Social Networks (facebook, myspace, etc)
•Multimedia Sharing (YouTube, Flickr, Picaso, etc)
•Digg
•RSS readers
•Microblogging (Twitter, Jaiku, Plurk)
5

6. Top Social Media Sites
1 Facebook
2 - eBizMBA Rank | 550,000,000 - Estimated Unique Monthly Visitors | 3 - Compete Rank | 2 - Quantcast
Rank | 2 - Alexa Rank.
Most Popular Social Networking Websites | Updated 5/6/2011
2 Twitter
17 - eBizMBA Rank | 95,800,000 - Estimated Unique Monthly Visitors | 35 - Compete Rank | 7 - Quantcast
Rank | 10 - Alexa Rank.
Most Popular Social Networking Websites | Updated 5/6/2011
3 MySpace
34 - eBizMBA Rank | 80,500,000 - Estimated Unique Monthly Visitors | 20 - Compete Rank | 25 - Quantcast
Rank | 56 - Alexa Rank.
Most Popular Social Networking Websites | Updated 5/6/2011
4 LinkedIn
47 - eBizMBA Rank | 50,000,000 - Estimated Unique Monthly Visitors | 61 - Compete Rank | 50 - Quantcast
Rank | 29 - Alexa Rank.
Most Popular Social Networking Websites | Updated 5/6/2011
5 Ning
143 - eBizMBA Rank | 42,000,000 - Estimated Unique Monthly Visitors | 180 - Compete Rank | 120 -
Quantcast Rank | 128 - Alexa Rank.
Most Popular Social Networking Websites | Updated 5/6/2011
6

7. 7

8. What are Social Networks?
A social network service focuses on building online
communities of people who share interests and/or activities,
or who are interested in exploring the interests and activities
of others. Most social network services are web based and
provide a variety of ways for users to interact, such as e-mail
and instant messaging services.
8

9. Great Information – but what does it all
mean to me???
 It’s the base line for understanding the power of
the internet for locating prospects
 You can reach out beyond traditional job boards
 Active vs Passive candidates and how to find them
on the internet
9

10. Preparation for a sourcing/recruiting is vital and as
important as the prep work involved prior to painting.
One doesn’t jump in and start painting without
ensuring the work area is fully prepared –
mudding, sanding, tape work, placing drop cloths, etc.
Same goes with sourcing. One shouldn’t jump in and
start looking – without first doing the research and
prep work to understand what to look for and where.
10

11. One of my Corporate assessments – a
“very” typical scenario
 Overall vision/purpose of team – cloudy; not sure of
identity or message; lacking initiatives
 Strategy – missing; good ideas but lacking
leadership/direction
 Current state - fire fighting mode; constantly addressing
fires (and similar fires), not solving source of fires
11

12. You have a new requirement – now
what?
 Manager needs people now!
 Needs it filled yesterday!
 Wants “A” candidates only!
 Requirement reads like hieroglyphics!
Your job is to set expectations! You are the
recruiting expert – that’s why they hired
you!!
12

13. How to find what to take to meeting:
 Find niche competitors (large & under-the-radar) – many
of the best tools are free:
 ZoomInfo company search
 Jigsaw company search
 LinkedIn company search
 Regional sites: LinkSV, ValleyWag, Bizjournals (Book of Lists)
 Industry sites: FiercePharma (one of a family of 32 industry-specific sites,
Dealbreaker, Drudge Report
 Google related ~ command
 Job Titles
 Do a search on a large job aggregator (Indeed or SimplyHired)
 Under Title subheading in left-hand column, click the “more” link
 Copy the whole set of job titles, then sift to the relevant ones
 You can also validate job titles from LinkedIn and Jigsaw
13

14. Requisition Intake – Why?
 Generate a sourcing plan / strategy
 Positions you as an authority
 Show immediate value (what to bring to the meeting)
 Gather all the necessary search terms to ensure success
 Set timelines and manage expectations
 Don’t waste time – is the hiring manager REALLY
ready to hire?
14

15. Schedule Intake Meeting – send Agenda
 Discussion of process – recruiting lifecycle
 Sourcing Strategy
 Discussion of expectations
 Request Pre-qualification questions ~5
15

16. Take To The Meeting:
 Names of competitor companies and/or similar companies
 Alternative job titles from above
 Synonyms to the keywords in the requisition
 Niche community websites, job boards or career sites
 List of possibly relevant organizations, associations,
certification, standards or consortiums
 Similar positions previously filled
 Backgrounds of successful placements (resumes or bios)
 Suggest possibly relevant technologies, niches and/or
product categories
16

17. Take From The Meeting:
 Profile of an ideal candidate
 Prospect qualification questions
 Validation of keywords, competitors or similar companies, job titles,
jargon, associations, conference, etc.
 “Absolute Must Have" keywords that if absent will eliminate candidate:
 Preferred or "Nice to Have" keywords that would elevate a candidate to
the top of the list
 Names of Vendors /Partners, and companies that are off-limits
 Tools, industry terms, buzz words, jargon used by target candidates
 Names of members of the interview panel
 Individuals they recommend we contact, and individuals to NOT
contact
 Is relocation available? Visa sponsorship?
 If we bring you the perfect candidate, are you ready to hire now?
17

18. Service Level Agreement (SLA)
 Keep it simple!
 If you need an attorney to decipher your SLA, then
your customers won't know what to make of you
 Provide a simple commitment that promises "if we deliver
that, then this is what you promise to do in return" and
includes
 Everything you need from them in order to effectively
source leads
 What you absolutely guarantee you will deliver if you get
exactly what is needed
18

19. Where is your candidate?
 Are they mostly being talked about or do they talk
about themselves?
 Are they in resume database?
 Are they on social networks?
 Alternative companies, job titles, roles?
 What’s the most efficient way to get to them?
 Yes, practically anyone be found but what is the
quickest, or least expensive way to get to them?
19

20. Suggested Soucing Channels
1. Traditional Job Postings and Job Board Resumes
2. Resumes from company’s ATS and/or CRM
3. Resumes from Job Boards and Free Boards
4. Online Social Networks (LinkedIn, Facebook, Twitter,
Ning)
5. Resumes from Search Engines (Google, Bing, etc.)
6. Recruitment Marketing (direct ads, mobile)
7. Deep Web Research (direct sourcing)
8. Professional Associations, Conferences, Non-profit Orgs
9. University and Corporate Alumni Organizations
10. Specialized Leads Databases (Zoominfo, Jigsaw, Ziggs,
etc.)
11. Diversity Communities and Affinity Groups
12. Online Communities (mailing lists, user groups, forums)
13. Other Social Media (Blogs, Microblogs)
20

21. Partial View of Sourcing Universe
Social Networks
Recruiting Exchanges
• Twitter & Blogs
• Facebook & MySpace • Dayak & Bounty Jobs
• LiveJournal & Live Spaces • TalentHire
• Xanga and Imeem • HotGigs & WorkGiant
Professional Networks Data Capture/Process
• Ning & Plaxo
• Broadlook
• LinkedIn
• infoGIST,
• Xing & Viadeo
• TalentHook & eGrabber
• eCademy
• Affinity Circles • AIRS SourcePoint
• Select Minds
Leads Databases
Job Advertising Distribution
• Zoominfo
• Arbita • JigSaw, Hoovers & Spoke
• eQuest • And 100’s more…
• First Advantage
21

22. Sourcing Protocol
 Post Requirement (ACTIVE)
 Search job boards
 Premium Board
 Free Boards
 Search LinkedIn (PASSIVE)
 Internet Mining/Web Sourcing for Resumes (PASSIVE)
 Socials Networks (PASSIVE)
 Facebook
 MySpace
 Twitter
 Xing
 Other…
 Groups, Blogs, Associations (PASSIVE)
 Company Pages (PASSIVE)
22

23. LinkedIn -> Direct Contact
 Right below their name is…
 Their title
 Their employer
 Their City and State
 So you could…
 Google “Company, City, State” for work numbers
 Use Zabasearch or Argali to get their home number
 Google “Firstname Lastname @company.com”
9-Sep-11
 Or you can use LinkedIn’s InMail
23

24. Get Them at Home
You know where he lives...
So call him at home
9-Sep-11
24 24

25. Argali: look up work & home phones
 Argali.com (free
download) – the best free
home/business phone
lookup tool that searches
multiple online directories
and de-duplicates results
 Home search: Enter name
and state (not efficient for
VERY common names
yielding too many results)
 Business search: Great
way to find lots of small
office locations not listed
on company website
25 25

26. “Profile Powered By” Hack
 Simply search for "profile powered by"
 Works on any search engine (except modify as
“professional profile on LinkedIn” on Yahoo)
 Be sure to turn off site compression
 On Google, insert &filter=0 into URL
 On Yahoo, append &dups=1 to end of URL
 For Example:
"profile powered by" at.iway.software
"profile powered by“ at.teradata

27. 27

28. New LinkedIn Tips
 Get the name of “Private” profiles with this:
 http://www.linkedin.com/msgToConns?displayCreate=&connId=USERKEY
 Combine LinkedIn with Jigsaw to verify leads at companies
 Cross reference titles/keywords from SimplyHired to refine searches
 Find LinkedIn contacts on Facebook and “Add Friend”
 Include a link to your LinkedIn profile (& Facebook, Twitter) in your default
email signature file of your outgoing messages!
 LinkedIn apps (Twitter integration, presentation uploads, blogpost feeds, etc.)
here
9/9/2011
28

29. 29

30. You Retrieve the Name in LinkedIn
http://www.linkedin.com/msgToConns?displayCreate=&connId=29766510
WOW
30

31. TIP: site:www.linkedin.com gets you USA results
Outside LinkedIn only! Change to site:linkedin.com if you want
profiles from US and other countries.
 On most search engines you can use the – But this may yield different resultsfor
site: command to find profiles: current job titles: site:linkedin.com
 site:linkedin.com (inurl:in OR inurl:pub) "software development engineer * Past"
KEYWORDS -inurl:jsearch -inurl:events - (inurl:in OR inurl:pub) -inurl:jsearch -
inurl:"/companies/" -inurl:"/dir/" - inurl:events -inurl:"/companies/" -inurl:"/dir/"
inurl:"/jobs/" Recommended keywords -inurl:"/jobs/"
are job titles and company names • The following works particularly well
(each related group in a separate
parenthetical clause – see below). on Yahoo. Make sure to click the
 You can add other keywords like “repeat the search with the omitted
university names. For locations, use results included” link:
country names or metro areas as
labeled on LinkedIn, e.g.: – inurl:linkedin.com intitle:linkedin
 site:www.linkedin.com ("account executive" OR COMPANY OR TITLE
"sales executive" OR "account manager" OR
"business development") (minolta OR staples
• Find people who link back to their
OR panasonic) "greater new york city area" profiles even if you aren’t connected.
(inurl:in OR inurl:pub) -inurl:jsearch -
inurl:events -inurl:"/companies/" -inurl:"/dir/" - This one works best on Yahoo:
inurl:"/jobs/" – linkdomain:www.linkedin.com
Find people by CURRENT job title software electronics consultant
 Try this first: site:linkedin.com "Current *
software development engineer" (inurl:in OR • Search LinkedIn groups here
inurl:pub) -inurl:jsearch -inurl:events -
inurl:"/companies/" -inurl:"/dir/" -inurl:"/jobs/" • Save any of the above as search
engine alerts!
31

32. Deep Web with Google
 Numrange finds years on profiles/resumes
 "ETL developer" (1990..1999 OR 2001..2007)
intext:present ", GA"
 Member Directories
 "search|find * name" +licensed therapist
(intitle:member OR intitle:directory)
 Substitute your desired company in all the
places where company appears in this
template:
 (mailto.*.company.com OR “at company” OR
“company dot com” OR *at.company.com OR
@company.com) “Job Title” (City OR Areacode) ,.ST
32

33. Blogsearch.google.com Syntax
Filter by date!
 inblogtitle: (words in the name of the blog)
 inblogtitle:nurse "about me"
 inposttitle: (words in the blog post headline)
 inposttitle:"transfer pricing" deloitte
 blogurl: (words in the blog’s address)
 blogurl:blogspot.com "regulatory affairs manager" -jobs
 inpostauthor: (name of the author)
 inpostauthor:kpmg
33

34. Best Strings Include…
Regardless of how or where you source, these tips will get you higher-quality
candidate search results:
 Job Titles like
 “SAP Consultant”
 “Account Executive”
 “Senior * Manager”
 (“Software Engineer” OR Programmer)
 Company Names like
 (“Hewlett Packard” OR HP OR @hp.com)
 (IBM OR @ibm.com OR @us.ibm.com)
 Skills, Licenses, Degrees or Certifications
like
 (“, RN” OR “, CNA” OR “, LPN”)
 (“, CPA” OR “, CFA”)
 (BSCS OR MSCS) or also try “, MBA”
 (“, CCIE” OR “, CCNA”)
 Locations like
 (Atlanta OR Marietta OR Alpharetta) ,.GA
 (770 OR 678 OR 404) ,.GA
 Sydney 61 Australia
34

35. Ongoing results – Free Alerts
Once you get great results from a search engine, keep getting them just as
you would resume agent results from a job board:
 Google Alerts – goes to your email address; includes News, Blogs, Web,
Groups (Google groups includes all Usenet newsgroups postings) or all
those types of search results. Or get as an RSS feed from FeedMySearch
 Google’s Blog search (which includes Blogger.com results) also publishes
RSS (see bottom of results page after “Stay up to date on these results”),
but FeedMySearch can turn any Google search into a feed (also see
Google Alerts)
 IceRocket has RSS alerts in the right column of any search result
Also.. Free news
monitoring: e.g.,
visit the major
search engines’
News sections
(Google, Live,
Yahoo)
35

36. Tools
 Infogist
 InsideConnector
 Broadlook Diver
 eGrabber Resume/Lead Generator
 Candidates Direct
 CVTracer (ATS)
36

37. Gathering Contact Info and Reaching out
 www.123people.com
 www.Pipl.com
 www.Spokeo.com
 www.Zabasearch.com
 www.Whitepages.com
 www.Switchboard.com
 www.PeopleLookup.com
 www.local.live.com
 www.local.google.com
 www.zipmath.com
37

38. Calling or Email???
 Do both!
 Email + call + follow-up email
 Do not email or call more than three times over a
week; they get the message
 No response = not compelling
 BE COMPELLING and RELEVANT
 Follow Up is CRITICAL
38

39. Creating a winning sourcing strategy game plan will
increase candidate flow, set realistic expectations, and
create stakeholder value. Who are your stakeholders?
 Recruiting organization, your manager
 Business Line – your hiring managers/clients
 Candidate pool – those candidates you engage into the hiring
process
What you do and how you conduct yourself affects each
stakeholder. A positive effort will promote your reputation
and accomplishments in the eyes of each.
39