Sourcing talent a key recruiting differentiator Part 2 B Sourcing Craftsmanship

Recruitment Workshop
Sourcing
in a global talent landscape
Part 2 B
Sourcing Craftsmanship
1
Alexander Crépin
recruitment strategist, coach & trainer
freelance, interim recruiting & management
Alexander Crépin AC@Recruitmentcoach.nl

Recruitment Workshop
Sourcing in a global talent landscape
Part 1: What & How (A STEP process)
Part 2 A: Data Landscape Overview
Part 2 B: Sourcing Craftsmanship
Part 3: Sourcing Tools, Methods & Tech
2

Modern Talent Landscape:
Full-cycle Recruitment Processes:
• Strategize
• Attract
• Assess
• Appoint
Holistic point of view: integrated, collaborative processes
Sourcing Talent
3

Recruitment (re)defined:
• Integrated set of processes
• to ensure business of external talent supply
• by cooperatively attracting & hiring new talent
• for permanent (and temporary?) positions
• in a data driven, cost-efficient & timely manner
Sourcing Talent
4

AttractStrategize
SAAA Corporate Recruitment Model
AppointAssess
Talent
Acquisition
(TA)
Employer
Branding
Hiring
On-
boarding
Selecting
Forecasting
Planning
Engaging
Talent Pool
Talent Acquisition subset of Recruitment !
TA: process of attracting, finding, engaging, matching &
pre-qualifying Target Talent
5

AttractStrategize
SAAA Corporate Recruitment Model
Analyse Search Trace Engage Present
AppointAssess
Talent
Acquisition
A STEP = Sourcing Talent
Outbound
Job Branding
6
Inbound

Sourcing in the Digital Age
Big Data & Analytics in 2016 & beyond
• The “algorithm economy” is coming …..
• Marketing profiling tech being introduced ….
• Tech developing fast & likely to transform (&
disrupt) recruiting/sourcing in coming years
• not yet?! a process to be fully automated
Sourcing Talent

People still (?!) main differentiator
• Actually make sense of data
• Point methods, tools & tech in the right direction
• Configure facets/filters (also out of the box!)
• Make appropriate decisions
• Take appropriate actions
• Connect, Engage, Relate be human!
• After all it is about people, not (only!?) about
data!
Sourcing Talent

People, the X-factor
• Hiring isn’t an algorithm. It’s about people,
talent & culture fit
• Be able to straddle both sides of the equation, tech
& human ………..
Meghan M. Biro global HR Tech brand strategist
Sourcing Talent

Sourcing Pillars of Success
• Data / Digital Technology & Tools
•Craftsmanship
Sourcing Talent

Great Sourcers know to make A STEP
• Analyse Talent need, talent landscape & talent competitors
• Search Identify hard-to-find target talent
• Trace Find contact options & details, contact to gain interest
• Engage Match & pre-qualify, close & convert prospects to
curious, interested applicants
• Present Introduce
Sourcing Talent

Top Class Standard, fitting all?
‒ Ask 100 sourcers to search for a profile
‒ Likely their output will differ!
Alexander Crépin Recruitmentcoach.nl
Sourcing Talent

Combining as good as possible
• (very) good analytical expertise
• savvy applying technology & tools
• good (virtual) interpersonal skills
• learning attitude, acquiring in depth expertise
Sourcing Talent

Sourcing “Limited” point of view
Finding/Search only
• Identifying target talent
• Finding contact data
• NO direct contact
Using contact data, starting to engage,
qualifying & converting to an applicant is
recruiting, the recruiters job ….. !!!!!!
Sourcing Talent
14

Known Sourcing types, doing different things ……
• Internet Sourcers
• Phone Sourcers
• Referral/Network Sourcers
• Blended Sourcers
• Full cycle recruiter
Sourcing Talent

Known Sourcing types, doing different things ……
• Talent Landscape researchers, analysts
• CV/Resume data base Sourcers
• Name & Contact Sourcers
• Find, Match & Engage Sourcers
Sourcing Talent

Sourcing specialists & generalists
Tech/Specialist & Generalist both familiar with:
• Industry & industry jargon
• Company’s overall technology concept
Tech/Specialist Sourcer extra:
• Actually speaking “the language” of target group
• Really knowledgeable, understands industry, position &
complex terminology associated with target talent
Sourcing Talent

Emerging sourcing profile
The Centaur Sourcer *
Half-machine & Half-human
• Craftsmanship to handle Data Technology & Tools
• Craftsmanship to get in touch with Target Talent, to
gain interest & engage to apply
* Centaur Recruiter Joe Murphy, vice president and co-founder at Shaker
Sourcing Talent

Sourcers Good & Great
• Good sourcers analyse, search, trace &
engage data driven to convert candidates
• GREAT sourcers engage, advise & manage
expectations of recruiters, HR & hiring
managers as well*
* Inspired by Jim Stroud (recruiting guru) defining good & great recruiters
•
Sourcing Talent

What else makes a sourcer great?
Sourcing today & future is:
• Logic & Data Analytics
• Psychology
• Technology
• Marketing / Branding
• Collaboration / Teamwork
• Innovation
• Strategy
Sourcing Talent

What else makes a sourcer great?
• Use of state-of-the-art technology, tools & methods
• Data relevance, quality & access
• Efficient & engaging processes
• Great recruiting team
• Stakeholder cooperation & collaboration, teamwork
• Excellent network
• Budget for tech, tools & branding
• Expert, specialist expertise
• Experience & competencies/skills
Sourcing Talent

Sourcing Expertise of Great Sourcers
• Search technology, methods & tools
• Profiling
• Omni channel sourcing
• Social media/networking
• Job Branding, compact storytelling
• Targeted messaging
• Pre-qualifying, matching
• Company’s EVP & EoC ambition
• Data Mining, Visualisation& Analytics
• Talent Landscape
Sourcing Talent

Sourcing Competencies 1.
• Analytical, precise & data savvy
• Investigative, inquisitive mind, curious, open minded
• Organised, systematic, overview, multi-tasking, follow-up
• Tenacity to fill vacancy, perseverant, persistent
• Patient & stress resistant
• Adaptive, flexible & resilient, learning, combining
creativity & common sense, pragmatism
• Team player, collaborative, sharing expertise
Sourcing Talent

Sourcing Competencies 2.
• Working virtually & remotely
• Passionate for offering candidate experience
• Integrity, trustworthy, genuine person
• Influencing, convince leads to explore opportunity, both
in writing & speaking
• Drive to use best possible sourcing methods, techniques
& technologies, offering improved Roi
Sourcing Talent

Sourcing Specialist/Experience Level
What level required for sourcing:
• Senior - Medior - Starting Mngmnt roles
• Executive - Senior - Medior Mngmnt roles
• Specialist - Experienced - Starters roles
• International - National - Local roles
• Difficult - Medium - Easier (scarce) roles ?
Sourcing Talent
25

SAAA process excellence by Team work
• Collaboration & cooperation in DNA for
‐ Great candidate & HM experience
‐ Sourcing success, speed & referred sources
• Stakeholders MUST be in tune, know,
understand & perform accordingly
Sourcing Talent

Sourcing internal Stakeholders
• Recruiter / Recruitment manager
• Recruitment (Shared) Services, process support
• Hiring manager
• HR manager / Business Partner
• HR Analyst / Controller
• Employer Branding specialist
• Workforce Forecasting & Planning specialist
• Assessment & Selection Specialist & Hiring Team
• Referring employees
• (Employer) Brand ambassadors
Sourcing Talent

Hiring manager types
• Experienced & sophisticated know how to play
the game. Have confidence to do the right things
right
• Inexperienced & unsophisticated missing trust
Quite difficult to get (good) hiring decisions made
quickly, often terrified of making a mistake!
Like testing & references & team interviewing
Sourcing Talent

Hiring manager mindset
• “fit to profile” (majority) Very specific what to
search Want specs almost fully match talent profile
• “decide as we go along” Think to know what to
search for but change mind meeting candidates
• “fit to talent” Have open mind on available talent,
see long term, seek people who are flexible Hire for
attitude & train for skills
Sourcing Talent

Hiring Manager alignment
Setting expectations:
• Show expertise, gain trust in professionalism
• Share information, be transparent, real- time
dashboards
• Ensure responsiveness, timely follow-up
• Offer reliability, predictable deliverables
• Be decisive on presented candidates
• Be open for continuous feedback to learn & improve
Sourcing Talent

Hiring manager role in sourcing
• Do also fair share of finding talent (sources)
• Providing (data) input for sourcing team
• Exploring industry contacts & established
networks
• Read analytics, understand Talent Landscape
• Ensuring timely following-up & feedback
Sourcing Talent

Sourcing Talent

Some Types of Prospects / Candidates
• Detail-Oriented
• Flexible
• Confident & Outgoing
• Driven, highly motivated
• Quiet & shy
Sourcing Talent
33

Some Types of Prospects / Candidates
• Starters
• Second & third steppers
• Experienced
• Managers
• High potentials
• Non-native speakers
• Local, national, international (requiring mobility)
Sourcing Talent
34

Sourcing Pillars of Success
Craftsmanship
& applying
• Data / Digital Technology & Tools
Sourcing Talent

State-of-the-art, best possible tech, tools
& methods
• Not a goal in itself !!!!
• Efficient
• (Cost) Effective, added value, Roi
• Consistent
• Creative & Pragmatic
• Sourcing Toolkit
Sourcing Talent

Great Sourcers know that
• Digital tools made it
• Easier to find & contact people
• NOT yet much easier to engage without
human interaction
Sourcing Talent

Tools are basically nothing, but …..
in sourcing maximized usage of a tool is
everything!
Balazs Paroczay
Understanding
• added value of a tool (mix)
• which tool (mix) to use when
• how to use it
Sourcing Talent

Company Sourcing Toolkit
• Tools & Methods to support, simplify, automate,
the sourcing / recruiting process
• Step by step developing a company sourcing (data)
eco-system / user platform / portal
• All smart (customized) ways of how to identify &
engage target talent efficiently & effectively
• Developing core competitive advantage for a top
sourcer / top sourcing team
Sourcing Talent

Sourcing Toolkit
• Overview of all “contracted” tech & tools vendors
• Overview of interesting “free” & “nice to have” tools
• Overview of which Methods, Tools & Tech to use
when, for what kind of jobs & how to use them?
• (Check)lists, sources overviews etc.
• Best practices, updates
• Sourcing / Search agent/string archive
• Continuity in sourcing not fully depending on sourcers expertise
Sourcing Talent

Sourcing Toolkit Example
Sourcing Talent

…….. I’ve used dozens of Chrome extensions, CRM and
ATS plug-ins, ….. experimented with pretty much every
social network or search engine ……
At end of the day, all I really know is that things
might have drastically changed online, but the same
basic best practices for finding a right candidate
just in time (or anytime) remain the same as when I
first started out in recruiting ………………
Matt Charney Recruiting Daily
Sourcing Talent

Sourcing Toolkit Usage
• “Simplicity” transparency, transferrable expertise
• Output, pragmatism, consistency, creativity
• Craftsmanship of people in recruitment team
• Understanding of why & how
• Training, basic & in depth, specialist level
• Collaboration, cooperation, sharing expertise
• Tools & Tech not a goal!! Just means to use smartly!!
Sourcing Talent

Sourcing Toolkit Usage
• Constantly evaluate tools being used
• Experiencing, measuring, analysing &
knowing which is best
‒ how best to use them & how to optimise search efforts
• Make sure tools fit the purpose of identifying target
talent as “easy”/ ”simple” as possible
Sourcing Talent

Using Tech – Tools – Methods for
Optimizing the Sourcing Process
• Automate by using tools & tech
‒ Cutting out extra (manual) steps
‒ Eliminating (time) barriers to get wanted information
‒ Getting to talent data as lean as possible
‒ Get easy repeatable process
• Dashboard for real time monitoring process
• Act, measure, compare, analyse, improve
Sourcing Talent

Sourcing Using Tech – Tools – Methods
Dashboard for real time monitoring process
Source QSXL
Sourcing Talent

Sourcing End of Part 2:
Big Data Tech Overview & Sourcing
Craftsmanship
Next:
Part 3: Sourcing Tools, Methods & Tech
Sourcing Talent
47

Next
Sourcing
in a global talent landscape
Part 3
Tools, Methods & Tech
48
Alexander Crépin
recruitment strategist, coach & trainer
freelance, interim recruiting & management

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