How to master candidate sourcing and nurturing

@cathystaylor @ambell610 #Sourcingwins
How to Master Candidate
Sourcing and Nurturing

● Why proactive recruiting matters
● How to build a successful sourcing &
nurture strategy
● How to supercharge your sourcing with
Lever Nurture
● Questions
What you will learn

Join the conversation
● Please use the Q&A chat box for questions
● Tweet at us using #Sourcingwins @Lever
● $100 Amazon Gift Card prize for the most thought-provoking tweet

Speaker Introduction
Cathy Taylor
Senior Manager of Global Talent Sourcing
Medallia
@cathystaylor
Amanda Bell
Director of Recruiting
Lever
@ambell610

Sourcing
“The days of post and pray are gone. Today’s modern recruiting function is taking ownership of the talent
pipeline.”
- Stacy Zapar, Founder or Tenfold and The Talent Agency
Proactively searching for and
reaching out to candidates
Nurturing
Following up with candidates
and maintaining
communication over time

Why bother?

1. Top candidates no longer just apply
There’s a
talent shortage
You want the best Your competition
is sourcing!
80% of CEOs are
worried about
finding the right
talent
(PWC)
Talent is a top
strategic business
priority
30% of hires today
are sourced
(Lever Benchmarks)

2. Sourcing is twice as efficient as relying on applicants
1 in 100
Total candidates get hired
Our data shows that:
1 in 152
Applicants get hired
1 in 72
Sourced candidates get hired

How to build a successful sourcing & nurturing strategy
Know who you’re
looking for
1 2
Source outside of
the box
3
Ace your outreach
& nurture
4
Measure results

1. Know who you’re looking for
The logistics
Who are the interviewers? How
many times a week can we expect
them to interview?
What is the compensation/equity
band?
What does the interview process
for this role look like (stages)?
The search
Where might this community
congregate?
What companies are focused on
similar tech/products/ services?
Do people in this role go by
multiple job titles? What are they?
Candidate criteria
Tell me about the best [job title]
you’ve ever worked with. What
qualities made them so successful?
Tell me about the most/least
successful candidates for this role so
far. Why did/didn’t they succeed?
What technology proficiencies and
specific skills are must-haves for this
role? What can be learned on the
job?
What talent gaps are we looking to
fill with this specific individual?

Role function
What is the team makeup and what
other teams will this person
interact with?
What are the functions/
responsibilities of the role within
the scope of the team?
What are the functions/
responsibilities of the role within
scope of company at large?
What is the growth potential for
someone in this role over time?
The sell
How would you sell this role to
someone who’s content where they
are, particularly as it relates to the
mission/scope of the company?
What might set this role apart from
similar roles in other companies (if
applicable)?
Questions for team members
Why did you come here? What keeps
you here?
What are the best/most rewarding
parts of your role and team? What
are the most challenging?
How would you sell your role to
someone who’s content in theirs?
What sets it apart?
1. Know who you’re looking for

2. Source outside the box
Alerts

Your own ATS!
2. Source outside the box

Got emails?
Rapportive: Free
RocketReach: Free with limit
Connectifier: w/LinkedIn Recruiter
Nymeria: Packages starting at $9/month
Discover.ly: Free
Hiretual: Find 10 emails/month free
Hunter: 100 requests/month free
Find That Email: Starting at $29/month
Generate every email permutation based on
name and company here!

Linkedin
● What titles do the people
you’re searching for go by?
● No description? That’s okay
● Try starting from the bottom
of your results
Glen Cathey,
Boolean Black Belt
Lever + Linkedin Recruiter Integration

3. Ace your outreach
Craft the right
message
Send for hiring
manager and execs
Follow up

● Personalize your message (Flatter them!)
● Explain why the role is exciting
● Explain why the company is exciting
Cold Outreach Strategies

Author:
Amanda Bell, Director
of Recruiting at Lever
Secret sauce:
Impact

Author:
Jen Kim, Startup consultant
Secret sauce:
Highly personalized
“The second paragraph was
key, because she tied her
personal experience to my
feelings about work.”
Charmaine Ng, Product Ops
@ Lever

Secret sauce:
Targeted search

Author:
Steve Levy, Talent Strategist
Secret sauce:
Industry opportunity

Response rates increase by
31%when sending for a hiring
manager or executive
Send for hiring managers and execs

3
is the magic number!
Of all responses, 99% of
them will happen by the
third touchpoint
Follow up

Lever Nurture
Sourcing automation software for hiring
top passive talent
Engage candidates at scale
through personalized email
campaigns.
Campaigns
Track and optimize all of
your sourcing activity with
powerful analytics.
Reports
Kickstart your hiring with
smart recommendations of
past candidates.
Recommendations

19% 31%
Agency spend
38%
Time to hire
Accounting and consulting firm, BPM, saved $900,000 on agencies in
one year using Lever
Sourced hires
Lever Nurture
Proven success

Medallia’s results with Lever
2x 33%
Candidate NPS
43%
Sourced hires
"We’ve increased our sourced hires by 43 percent and
hired 8 candidates directly through Lever Nurture."
—Molly Stark, Head of Global People Operations
Coordinator
Productivity

Easily prove your sourcing strategy
See a snapshot of company-wide
sourcing that tracks candidates from
first response to successfully hired.
Know which campaigns, sourcers,
and senders drive results, so you can
hone your sourcing strategy.
Go granular to identify exactly what’s driving
your success. View campaigns for a specific
role, success by touchpoint, and more.
4. Measure results
Constantly improve your campaigns
Drill down on what matters to you

Recap
1
Sourcing is increasingly critical
in today’s talent market
2
The formula for sourcing
candidates =
Know who you’re looking for
+ source in creative places
+ ace your outreach
3
Nurturing candidates increases
sourced hires, increases hiring
speed, and reduces other
recruiting costs

Questions?
Cathy Taylor
Senior Manager of Global Talent Sourcing
Medallia
Amanda Bell
Director of Recruiting
Lever

Thank you for joining us!

How to master candidate sourcing and nurturing

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