Talent sourcing is undergoing a paradigm shift, new game, new rules. Agility is key. In this increasingly digitized and networked business environment, winning organizations proactively go beyond traditional workforce sourcing for competitive advantage. Learn the efficient, metrics-driven process to recruit the best candidates and learn the what-you-say and what-you-don’t-say via NLP/Neuro-linguistics programming. Conni will share the most efficient talent sourcing web search strategies and dissect actual calls identifying, sourcing and reeling-in the most qualified talent--not the most easily findable or easiest to connect with--from IT to healthcare to defense to financial services and beyond. Now that LinkedIn has leveled the playing field, how are you distinguishing your results and demonstrating Staffing Subject Matter Expertise? In this session, identify, contact and compel candidates for any function, from individual contributors to senior management with empowering sourcing best practices/case studies. Excel in connecting with the people you most want to place for the most challenging open positions via this fun, fearless formula and improve your reputation as the Deliverer of Results!
Sourcing on Social Media - Jeremy Bonewitz; recruitDC Spring 2018RecruitDC
This seminar is to learn and embrace social media in one’s weekly sourcing and recruiting efforts. We will cover the basic 3 including using and targeting people & groups on LinkedIn and Facebook, sourcing candidates on Twitter. Besides these big 3 we touch on sites sites such as Zoominfo, Duck Duck Go, SlideShare and the use of Advanced Google Searching to source for potential candidates.
We will also cover tools that you can use to help make sourcing faster and more efficient!
Finally, we will cover resources that can help you learn about new tools, sourcing and recruiting techniques: LinkedInTalent Blog, ERE Media.com, and SocialTalent
Good to Really Great: 5 Simple but effective things that top performing recr...Johnny Campbell
As presented at SHRM Talent, San Diego in April 2015:
Good to Really Great: 5 Simple but effective things that top performing recruiters do differently
Sourcing on Social Media - Jeremy Bonewitz; recruitDC Spring 2018RecruitDC
This seminar is to learn and embrace social media in one’s weekly sourcing and recruiting efforts. We will cover the basic 3 including using and targeting people & groups on LinkedIn and Facebook, sourcing candidates on Twitter. Besides these big 3 we touch on sites sites such as Zoominfo, Duck Duck Go, SlideShare and the use of Advanced Google Searching to source for potential candidates.
We will also cover tools that you can use to help make sourcing faster and more efficient!
Finally, we will cover resources that can help you learn about new tools, sourcing and recruiting techniques: LinkedInTalent Blog, ERE Media.com, and SocialTalent
Good to Really Great: 5 Simple but effective things that top performing recr...Johnny Campbell
As presented at SHRM Talent, San Diego in April 2015:
Good to Really Great: 5 Simple but effective things that top performing recruiters do differently
Proactive networking: How to use connections to reel in the big fish | Talen...LinkedIn Talent Solutions
Forget about candidates. Great prospects are the key to great hires. But to hire great prospects, hiring managers must play a bigger role than ever before in the entire process. In this session, Lou Adler walks us step-by-step from the intake meeting to the final close describing how recruiters can partner with their hiring managers to improve quality of hire.
6 Steps to Triple your Productivity in Candidate Engagment (REC)Johnny Campbell
Here's a variant of Johnny's presentation on Candidate Engagement as delivered to the members of the REC in London in April 2015.
How do you triple your response rates from passive approach.
Talent Sleuthing in the Intelligence Community - Jo Weech; recruitDC Spring 2018RecruitDC
How do you recruit for people with clearances? In 2016, I won the HRLA Leadership Excellence award for successfully growing a software engineering firm by 30% with zero attrition on contract. All had to have full scope polys. I will share all of my secret sauces so that you can be inspired to borrow mine or create your own!
From bicycle to Harley: Turbocharging the power of employee networks | Talent...LinkedIn Talent Solutions
Shannon Marquardson, LinkedIn
Harpaul Sambhi, LinkedIn
The value of employee networks is clear: employee referrals are the #1 source of hire for many companies. But how can you unlock your employees’ networks in an even more efficient and effective way? In this session, we’ll show you how LinkedIn Referrals can help you reach your strategic talent acquisition goals such as diversity hiring and executive recruiting, while at the same time addressing some of the most significant pain points often associated with managing a referral program.
Key highlights:
-Leverage employee networks to drive diversity hiring.
-Unlock your executives’ networks for your recruiters to reach warm leads within hard to find talent pools.
-Learn how to eliminate manual processes in managing a referrals program.
Catch the best of Talent Connect: http://bit.ly/2e5ojNe
Recruiting for Tech Talent on Social Media #LDNTechWeekJohnny Campbell
How do you find, recruit, assess, attract and engage with top tech talent on places liked LinkedIn, Github, StackOverflow, Twitter, Facebook and more!
As presented at ITJobBoard's HQ in London for London Tech Week 2015
HRdergi Istanbul 2015 Good to Great: The 6 traits of High Performing RecruitersJohnny Campbell
6 traits of High Performing Recruiters as delivered at the HRdergi Annual HR Conference in Istanbul, Turkey, 6th October by 2015 by Johnny Campbell, Social Talent
As presented at Social Recruiting Days in Berlin on Sept 13th and Hireconf in San Francisco on Sept 7th 2017 by Johnny Campbell of Social Talent.
Learn more about how the recruiting and talent acquisition sector is being disrupted by AI, machine learning and technology and how recruiters can be prepared for this change, even embrace it by focusing on their efficiency.
Johnny presents insights from the 2017 Global Recruiting Survey that zooms in on 4 areas where we should focus our attention.
Learn how to source like a boss and win in recruiting PLUS be more productive than you ever thought possible. Test and use these tools to decipher what is the best use of your time and money. Ask questions if you need help @marieburns
30 Tricks to Turn you into a Recruiting Ninja!Johnny Campbell
Hiring is a game of inches. Most hiring processes have in excess of 70 discrete steps. How do you get better at hiring? By mastering each one, perfecting the small. Here are 30 recruiting and hiring tips, a sample of those available on the SocialTalent platform, to help your hiring team recruit great talent better.
(Originally presented at SHRM Talent in Nashville on April 9th & 10th 2019)
Market Yourself! Your Online Brand is Hurting Your Career and Costing You Ca...RecruitDC
Candidates are researching you online just as recruiters are researching them. A great personal brand will increase your response rate from passive candidates and encourage qualified active candidates to reach out to you (inbound marketing). Talent Acquisition professionals are very busy these days but it is worth it to take the time to invest in yourself. It will help you grow your career and could mean the difference between winning and losing the perfect candidate.
Are you a Talent Acquisition Innovator? Let's Change the Game, Together.Marie Burns
You're here because you're already a leader in human capital development and have a roadmap to where you're headed for the rest of 2015. Let's go ahead take it to another level. We all FEEL the pain: talent acquisition continues to rapidly evolve and transform in response to in-flux business demands, talent shortages, technology enhancements, generational shifts –you get the point –all while rarely being respected as a "make-it-or-break-it" department. Do these points hit home for anyone? If your answer is no, I'd welcome you to co-host this session with me (@marieburns).
Join in for a fresh, interactive session that will remind and show you the path to enhance innovation within your talent organization. We'll discuss how to change the game, stay ahead of the curve with fresh trends and set yourself up for success by re-engaging the entrepreneur inside yourself. By learning new ways to tap into your outside-the-box self, you will be able to create the "innovative momentum" to drive change, or at least move the dial forward with:
-An easy to apply methodology and examples for finding entrepreneurial white space within your organization
-Brand new talent acquisitions strategies for your current and future workforces
-Understanding how new talent acquisition strategies will be impacted by technology and economic factors (ah,the future)
-Steps to become a talent innovation hub despite the increased difficulty of talent attraction.
It's time to move the needle away from the decaying "tried and true" approaches to ensure that our profession is set up to empower our organizations and people for a successful future.
What is a Sourcing Ninja and how does a Black Belt in Internet Recruitment use LinkedIn? Check out these slides from the Recruitment Agency Expo North, delivered in Birmingham on October 1st 2014. Also featuring our new tool SourceHub for auto building Boolean strings and launching your searches from one dashboard
How to Build Community to Get Clients, Candidates, Dates and Fame - Chris Com...RecruitDC
Learn why building your network is the single best thing you can do for you, your company, and people you want to help. The rules have changed, it's not as hard as people want you to think. This talk applies to both megastars and those early in their careers.
This is for you if:
Candidates aren’t answering your email, phone, InMails or DMs.
You want to show you are not a TRANSACTIONAL Recruiter or Sourcer and care about giving back.
You want to learn how to join the Recruiting and Sourcing Influencer "Gold Rush" before it’s too late.
What you get:
Learn the exact steps to get in front of potential candidates and clients in a more meaningful way.
Learn the psychology of why people like to buy and nobody likes to be sold.
And what you need to learn from Justin Bieber, Facebook, and the 80/20 Principle.
Introduction to online marketing strategies and tactics for nonprofit organizations (501c3), including Google search engine optimization, online advertising & Facebook marketing.
Proactive networking: How to use connections to reel in the big fish | Talen...LinkedIn Talent Solutions
Forget about candidates. Great prospects are the key to great hires. But to hire great prospects, hiring managers must play a bigger role than ever before in the entire process. In this session, Lou Adler walks us step-by-step from the intake meeting to the final close describing how recruiters can partner with their hiring managers to improve quality of hire.
6 Steps to Triple your Productivity in Candidate Engagment (REC)Johnny Campbell
Here's a variant of Johnny's presentation on Candidate Engagement as delivered to the members of the REC in London in April 2015.
How do you triple your response rates from passive approach.
Talent Sleuthing in the Intelligence Community - Jo Weech; recruitDC Spring 2018RecruitDC
How do you recruit for people with clearances? In 2016, I won the HRLA Leadership Excellence award for successfully growing a software engineering firm by 30% with zero attrition on contract. All had to have full scope polys. I will share all of my secret sauces so that you can be inspired to borrow mine or create your own!
From bicycle to Harley: Turbocharging the power of employee networks | Talent...LinkedIn Talent Solutions
Shannon Marquardson, LinkedIn
Harpaul Sambhi, LinkedIn
The value of employee networks is clear: employee referrals are the #1 source of hire for many companies. But how can you unlock your employees’ networks in an even more efficient and effective way? In this session, we’ll show you how LinkedIn Referrals can help you reach your strategic talent acquisition goals such as diversity hiring and executive recruiting, while at the same time addressing some of the most significant pain points often associated with managing a referral program.
Key highlights:
-Leverage employee networks to drive diversity hiring.
-Unlock your executives’ networks for your recruiters to reach warm leads within hard to find talent pools.
-Learn how to eliminate manual processes in managing a referrals program.
Catch the best of Talent Connect: http://bit.ly/2e5ojNe
Recruiting for Tech Talent on Social Media #LDNTechWeekJohnny Campbell
How do you find, recruit, assess, attract and engage with top tech talent on places liked LinkedIn, Github, StackOverflow, Twitter, Facebook and more!
As presented at ITJobBoard's HQ in London for London Tech Week 2015
HRdergi Istanbul 2015 Good to Great: The 6 traits of High Performing RecruitersJohnny Campbell
6 traits of High Performing Recruiters as delivered at the HRdergi Annual HR Conference in Istanbul, Turkey, 6th October by 2015 by Johnny Campbell, Social Talent
As presented at Social Recruiting Days in Berlin on Sept 13th and Hireconf in San Francisco on Sept 7th 2017 by Johnny Campbell of Social Talent.
Learn more about how the recruiting and talent acquisition sector is being disrupted by AI, machine learning and technology and how recruiters can be prepared for this change, even embrace it by focusing on their efficiency.
Johnny presents insights from the 2017 Global Recruiting Survey that zooms in on 4 areas where we should focus our attention.
Learn how to source like a boss and win in recruiting PLUS be more productive than you ever thought possible. Test and use these tools to decipher what is the best use of your time and money. Ask questions if you need help @marieburns
30 Tricks to Turn you into a Recruiting Ninja!Johnny Campbell
Hiring is a game of inches. Most hiring processes have in excess of 70 discrete steps. How do you get better at hiring? By mastering each one, perfecting the small. Here are 30 recruiting and hiring tips, a sample of those available on the SocialTalent platform, to help your hiring team recruit great talent better.
(Originally presented at SHRM Talent in Nashville on April 9th & 10th 2019)
Market Yourself! Your Online Brand is Hurting Your Career and Costing You Ca...RecruitDC
Candidates are researching you online just as recruiters are researching them. A great personal brand will increase your response rate from passive candidates and encourage qualified active candidates to reach out to you (inbound marketing). Talent Acquisition professionals are very busy these days but it is worth it to take the time to invest in yourself. It will help you grow your career and could mean the difference between winning and losing the perfect candidate.
Are you a Talent Acquisition Innovator? Let's Change the Game, Together.Marie Burns
You're here because you're already a leader in human capital development and have a roadmap to where you're headed for the rest of 2015. Let's go ahead take it to another level. We all FEEL the pain: talent acquisition continues to rapidly evolve and transform in response to in-flux business demands, talent shortages, technology enhancements, generational shifts –you get the point –all while rarely being respected as a "make-it-or-break-it" department. Do these points hit home for anyone? If your answer is no, I'd welcome you to co-host this session with me (@marieburns).
Join in for a fresh, interactive session that will remind and show you the path to enhance innovation within your talent organization. We'll discuss how to change the game, stay ahead of the curve with fresh trends and set yourself up for success by re-engaging the entrepreneur inside yourself. By learning new ways to tap into your outside-the-box self, you will be able to create the "innovative momentum" to drive change, or at least move the dial forward with:
-An easy to apply methodology and examples for finding entrepreneurial white space within your organization
-Brand new talent acquisitions strategies for your current and future workforces
-Understanding how new talent acquisition strategies will be impacted by technology and economic factors (ah,the future)
-Steps to become a talent innovation hub despite the increased difficulty of talent attraction.
It's time to move the needle away from the decaying "tried and true" approaches to ensure that our profession is set up to empower our organizations and people for a successful future.
What is a Sourcing Ninja and how does a Black Belt in Internet Recruitment use LinkedIn? Check out these slides from the Recruitment Agency Expo North, delivered in Birmingham on October 1st 2014. Also featuring our new tool SourceHub for auto building Boolean strings and launching your searches from one dashboard
How to Build Community to Get Clients, Candidates, Dates and Fame - Chris Com...RecruitDC
Learn why building your network is the single best thing you can do for you, your company, and people you want to help. The rules have changed, it's not as hard as people want you to think. This talk applies to both megastars and those early in their careers.
This is for you if:
Candidates aren’t answering your email, phone, InMails or DMs.
You want to show you are not a TRANSACTIONAL Recruiter or Sourcer and care about giving back.
You want to learn how to join the Recruiting and Sourcing Influencer "Gold Rush" before it’s too late.
What you get:
Learn the exact steps to get in front of potential candidates and clients in a more meaningful way.
Learn the psychology of why people like to buy and nobody likes to be sold.
And what you need to learn from Justin Bieber, Facebook, and the 80/20 Principle.
Introduction to online marketing strategies and tactics for nonprofit organizations (501c3), including Google search engine optimization, online advertising & Facebook marketing.
How nonprofit organizations can effectively use search engines (SEO/PPC), Facebook and other social networks to attract more volunteers, donors and publicity for their causes.
We Are Young: Tactics for Hiring Junior DevelopersShelley Reece
Historically, recruiters have avoided recent grads and junior talent because they didn’t have the tools or tactics to measure a candidate on aptitude or even know where to find them in the first place outside of college job fairs. This webinar will help you overcome that hesitation, teaching you strategies to identify, source and hire junior developers.
How Do You Google? 4 Actions to Personal and Professional Search Engine Optim...kolbygoodman
4 Actions to Personal and Professional Search Engine Optimization. Setting up a personal or vanity URL. Using Social Networks responsibly. Why you need a LinkedIn Profile. Setting up Google Alerts.
Game Changer: Applying marketing mindset to recrutmentAndy, Xinbin Hu
In this increasingly social and connected era, the recruitment market and candidates' behavior have both transformed dramatically. To successfully get a new hire across your door, your recruiting journey needs to start way before you have an actual job opening. Applying a marketing mindset to recruitment will be your game changer and help you be successful.
Led by our Talent Brand Consultant Mandy Wong, this Game Changer session will cover:
Why recruitment and candidate behavior have fundamentally changed
How to apply a marketing mindset to change your game of recruitment
What metrics can measure the success of Recruitment Marketing
Incorporating numbers and data into your design process is much simpler than you think. IAs and UX designers are already "web analysts”: Our in-depth knowledge of user behavior provides us the ability to glean vital, actionable insights from analytics data that others, such as marketers and business analysts, often miss.
Search Engine Results: The Best Measure? Fan Foundry
Learn the basic evergreen SEO tactics that defy algorithm changes. Experiment with creating Lead Magnet emails that outperform. Look into future trends that could affect your business fortunes. It's all in here. Enjoy!
Presentation delivered at Social Media Masters Kansas City. A lot of the slides were delivered with a number of builds, so will not look the same on Slideshare.
Linked in means business - a free downloadable playbookFan Foundry
Learn Social Selling, amp up your Networking, and get updated insights on:
- Career Management
- Content marketing
- Brand journalism
- Profile enrichment
- Group management
- Lead generation
- Company pages
... and more.
Be sure to download it (it's free) so you can make use of the embedded menu, navigation features and resource links. Subscribe to receive quarterly updates!
McGraw-Hill Professional Business Insider Work Smarter Webinar Series presents Leading with Data: Boost Your ROI with Open and Big Data.
Joel Gurin and Prasanna Tambe discuss 2 hot new topics - open data and big data! You will learn how you can use them to gain the competitive edge in creating and developing a business and building an effective workforce.
For the webinar recording visit: http://bit.ly/mhpworksmarter
Everywhere we look, we are surrounded by communities, both at work and at home. Studies show that in the office, maximizing your community members’ engagement leads to better retention and higher productivity. But how do you maximize that engagement?Take a journey with me as I dissect the elements of a strong community. I’ll start with my full circle career from Community Relations Intern with the Baltimore Orioles to Director of Talent and Community Engagement at a cutting edge software company. Next, we will look at building a community in your office, metrics and ROI around community engagement, and real life examples of community building successes. We’ll even identify your less active members and discuss approaches of how to engage them more- or even get value from them at their current status. We’ll also analyze the relationship between culture and community- how they are different and how they are dependant upon one another.Finally, I’ll provide suggestions on a handful of resources that can be be helpful in your workplace community planning.
Navigating the Path to Diversity in HiringRecruitDC
Like eating the proverbial elephant, successfully navigating the path to diversity requires a series of small
steps rather than a single leap. It is a journey that combines people, processes, and technology across a wide
range of topics, each with its own challenges and rewards.
During this session, we will explore the rich landscape of hiring and how to blaze a trail to an unbiased,
diverse program: from communication and candidate experience, to qualifications, candidate evaluations,
assessments, and finally candidate selection. We will define goals, tactics and techniques, along with insights
on how to effect change within your organizations.
Join us as we map a step-by-step path to a more diverse and inclusive hiring program.
Job boards and resume databases have long been the primary methods of sourcing for Recruiters. While resume databases contain millions of “opt in” candidates, the open-web contains billions of profiles and web pages. This track will discuss alternative means of finding talent which leverage open-source methods and open web sourcing. We will discuss the use of automation tools and repurposed open-source solutions to create custom recruiting solutions to improve sourcing efficiency.
Building a Best-in-Class Recruiting FunctionRecruitDC
A company is only as exceptional as the people in it, and to get exceptional people, a strong recruitment process is a must. Whether you’re building a recruitment process for the first time or want to optimize a current one, Brian Fink will provide guidelines and resources that will get put your process ahead of the pack. From understanding your needs to providing a positive candidate experience, we'll create a comprehensive and actionable process that will nurture candidates and eliminate bottlenecks! At a glance we will focus on:
Knowing your must-haves from your nice-to-haves
Understanding what success will look like in the role
Attracting active and passive talent
Nurturing candidates until the timing is right
RecruitDC President leads a panel of four top recruiting executives from global companies such as Hilton Worldwide, Leidos, Facebook, and Fannie Mae. Questions and responses cover topics ranging from how do you build, train, and retain a best in class recruiting team, how did you grow your career to get you where you are today, how do you manage underperforming team members, what stands out to you in your top hires, what are the latest trends and upcoming innovations you are seeing in the industry of global talent acquisition
We will start with the basics of sourcing and some tips for LinkedIn (Basic and Recruiter). We will then delve deeper into useful tools, tips, tricks, and techniques. We’ll also cover some ways to help you better navigate the DC landscape. Since the DC metro area is an eclectic mix of organizations and people unlike anywhere else in the country, we will discuss some sourcing tactics that are specific to the area.
Who Should Attend: Sourcers, recruiters, and talent acquisition leaders who realize the importance of the interaction between techniques, technology and tools in their daily recruiting efforts. Anyone looking for ways to improve their sourcing methodologies and best practices should also consider attending.
Overcoming the Urgent: Time Management in Talent Acquisition RecruitDC
How many times have you looked up at 4:00pm and wondered "What have I accomplished today? Talent Acquisition Professionals, and particularly those on the Corporate side have constant and competing demands on their time. This session will provide insight into those demands and how to manage your time so that the urgent does not overcome the important. The session will look at the psychology of time management, and provide an in depth look at some practical and tactical ways to overcome the major time drains that we all face.
Gut Check: Candidate Behaviors Can Predict Quality of Hire - Ryan Healy; recr...RecruitDC
There is no doubt predictive analytics can play a big role in helping talent acquisition teams target the best candidates for their organizations. However, without statisticians or business analytics professionals on the team, making sense of all the data can be next to impossible. Learn how recruiting teams can learn more about candidates from the behaviors they display. Gain insight into leading organizations' recruiting processes that enables top talent to find them as opposed to the other way around.
How To Be An Effective, One Person Recruiting Team - Veronika Henderson; recr...RecruitDC
Let’s get down to the bottom of recruiting, the really exciting part that goes beyond just order taking and sourcing. My session would cover smart recruiting approach to data and communication.
Learning Objectives:
1. Setting expectations with both hiring managers and candidates;
2. How and why it is important to utilize the recruiting data (I will show how to create Google Analytics accounts and run the reports);
3. Recruitment Branding
Your Employer Brand IS Your Brand: Recruit Candidates & Customers with the Ta...RecruitDC
Don’t just hire great people… turn them into great recruiters! When making decisions, both candidates and consumers are influenced by branding, referrals, references, and reviews. The Talent Attraction Lifecycle combines employer branding with the recruiting process to create a continuous cycle enabling your employees to become your best recruiters. We’ll show you how to use every stage of the candidate lifecycle to attract talent, from careers web pages to culture-infused job descriptions, from employee referral campaigns to reputation management, from onboarding to thought leadership. When you harness the power of the Talent Attraction Lifecycle, you win the war for talent!
For those in the Cleared Recruiting Community who are looking for a few tips on getting started building and implementing a Social Media recruiting strategy.
Tracking the Essential Talent Acquisition Technologies & Trends - William TincupRecruitDC
Learn the most critical 10 trends in talent acquisition technology. By understanding these technologies and trends and what’s driving these trends, you’ll make better technology purchases. You’ll understand what criteria you should use, and what tradeoffs should you expect to make with your purchases. Talent acquisition technology is NOT rocket science, but technology advancements are moving quite fast. The three goals with this session are that you are aware, you understand and you’re confident about the immediate future of talent acquisition technology.
Choose Your Own Adventure, Recruitment Marketing Edition! - Lauryn SargentRecruitDC
Looking to create content to engage candidates, but not quite sure where to begin? Recruiter-turned recruitment marketer Lauryn Sargent will present on three companies, three story-based strategies, and three effective ways to get any employer brand off the ground:
1. Discover how Sodexo captured mission and purpose across their organization
2. Take a deep dive into niche talent groups with Dell Technologies
3. Tackle tough recruiting areas by highlighting an individual team, like CVS Health did with their Pharmacy Benefits Management team.
Attend for a behind-the-scenes look at the story collection process, and nab some tips you can try out yourself!
Recruiting & On-Boarding: Like Peanut Butter and Jelly - Anna HalbrooksRecruitDC
Lessons learned from building out the recruiting and onboarding functions for local start-ups and the importance of connecting the two to create a seamless experience for employees to launch them to achieve their full potential
Blueprint - Building a World-Class Data Program for Recruiting - Andrew GadomskiRecruitDC
A presentation on how to set up a data analytics system and/or dashboard for all of recruiting. Andrew will review the foundations of building a strong program as well as the 6 categories of measures that matter to recruiting and sourcing and the measures themselves. We will then review how to segment data and present it in a progressive way – first for those that are beginners and just getting started, and then for full-on experts with sophisticated data sources and sets.
Referral Programs: We Can Do So Much Better - Alan HenshawRecruitDC
Referral programs in most orgs are very outdated and not made a focal point. Considering how many hires most organizations get are from referrals, we can really supercharge these programs by thinking outside the box. Thinking about what really drives human behavior to go out of their way to refer someone for a role.
We’re living in a golden age of recruiting. Technology has transformed the way recruiters work. The field has become specialized, with new disciplines that didn't exist five years ago. Recruiting is now creative, data-driven, and analytical like never before. The challenge for most recruiters? How to keep up and ensure your skill set keeps pace with these changes. This session will examine some of the new “open source” approaches to learning and innovation in the field that are designed to help equip recruiting leaders to future-proof their careers, and their organizations.
Cohesively connecting both social media and mobile technology is crucial to a company’s success in today’s competitive recruitment marketplace. Companies need to engage and attract candidates in order to stay ahead of the competition. From a candidate’s perspective, it’s an expectation to be able to communicate and interact with prospective employers via social and mobile platforms. This session will examine how to harness and implement a process to integrate cutting edge mobile and social media practices into a current recruitment strategy.
Future of Recruiting: Tech Trends and Tools For the Talent of TomorrowRecruitDC
This presentation will take a look at some of the biggest trends and emerging technologies impacting recruiting and hiring today. From NGOs to Fortune 500 companies to Mom and Pop shops, we will look across markets, industries and specialties to identify what talent leaders can do today to compete - and win - the top talent of tomorrow. The goal of this presentation is to talk about real issues that really matter to real recruiters, and focus on identifying what's really new and what's really next. For real. Ditch the buzzwords and BS for a data driven look into the changing world of work - and what that means for the work of HR and recruiting.
Future of Recruiting: Tech Trends and Tools For the Talent of Tomorrow
The Art of Connecting: Recruit Like an FBI Agent, the Original Social Engineers - Conni LaDouceur
1. Recruit Like
FBI Agents
The Original Social Engineers
12/7/2017
The Art of Connecting
Conni LaDouceur
President, Chief Sourcing Strategist and Trainer, #sourcingguru
4. A Challenging Position to Fill
Search:
Target:
Middleware Engineers
Advanced Search:
middleware, 01702, Staples current
12 results
Too few??
60
5. Solid, Targeted Sourcing
Listen carefully: what are my observations?
•
• What was said first, next…
• How were questions answered?
• What did the call yield?
•
(3 minutes, 28 seconds)
6. “I do not belong to that group…”
Search:
Target:
Middleware Engineers 3:08
Advanced Search: 12 results
Yield for Sourcing Investment/YFSI:
8 of the on-target 12 were UN-findable on LI
and unknown to our client in the same city
WHAT CHALLENGE COULD THIS BE THE ANSWER FOR??
60
7. Can they possibly have 200+ in their
Advanced Analytics Team?
EQC identified the 32 A leading online
on-target team members vs. sourcing guru
with verified contact identified 226,
and reporting data none verified
Only 2 duplicates:
are you seeking on-target names or just names?
Fantastic Phone AND Internet Results!
Top 10 Insurance Company
8. Social Engineering
While it is amazing and complex, it is also
very simple.
The perfect blend of
Science Psychology Art
10
9. 2
The Intake Meeting
As Recruiting SME/Consultant:
What should I take to the meeting?
Competitors recruiting for the same talent, heat maps,
potential profiles, best target cos., associations/attendee
lists, comp analyses, etc.
What will I take from the meeting?
Nice-to-haves, compelling reasons, qualifying Qs,
# reports, counterparts known to client, do-not-contacts,
SLA/timeline, etc.
1
10. What’s most important?
To set HM’s expectation
and calibrate success, ask
to force-rank which two
factors are most important.
How will the weightings
affect strategy and tactics?
17. The Targeted Approach
Previous
Research
Secondary
Research
Our
Adjunct
Employees
Value-added
Telephone
Research
Do not
reinvent the
wheel!
Previous offer
candidates
and previous
incumbents
LinkedIn
FB
Attendee Lists
Twitter
Yatedo
Hoovers
Data.com
Indeed
Factiva
Corp/Fin’l Lead Dirs
MLS Librarians!
202-707-3156
Pharma/Philly
Tech/San Jose
Lib of Congress
NYPL/Brooklyn
(from your laptop!)
Distinguish
Yourself!
Build a valuable
original talent
library with
competitive org
charts
1 2 3 4
22
19. BOOLEAN: Get Creative!!
1) Google, Bing & Yahoo – Start Simple Search for name. Possibly add location or co.
2) Use Contact Databases
Paid: Data.com Connect, Lead411, Zoominfo Free: Pipl, PeekYou, Zabasearch, LeadFerret
(To find other databases: search Crunchbase, compare with g2crowd or Alternativeto, Google)
3) Email Addresses Find the format, guess the address –
• "email * * company.com" Booleanstrings.com Email Format Custom Search Engine
• Emails4corporations email-format.com
4) Phone Numbers
• Search like this "Ashlee Speight" "510 420"
• Call and ask the receptionist/operator
• If you know where they live, try the local number range, for example:
• "jay smith" "801 200..999"
• "call me * cell * 215 200..999". Google name plus area code from where they lived 1998-2000
5) SEE EXECUQUEST HANDOUT
21. Q: I need to develop 2 lists of top 10 companies in
order of size/sales for competitors to these 2 DuPont
products please:
Corian and Zodiaq (countertop)
Tyvek (building weatherproofing wrap)
A: Unlike Reference USA and Mergent which profile
companies,Thomas Net (http://www.thomasnet.com/ )
Thomas examines products. No “Top” lists but
provides distributors and manufacturers of products
as well as competitor products (ex brand/Tyvek or
type weather resistive barrier) and it’s FREE.
23. From: connistring@gmail.com
Sent: April 4, 2016 9:37 PM
To: jangelos@orioles.com
Subject: Big-time Os fans, see attached
Hi, Just had to send you this picture of our son, Jesse String, and
grandson, Otto String, in Los Angeles, on Opening Day. They LOVE you!!
GO O's!!! Conni String
From: John Angelos [mailto:jangelos@orioles.com]
Sent: Monday, April 04, 2016 10:06 PM
To: Conni String <connistring@gmail.com>
Subject: Re: Big-time Os fans, see attached
Thanks Conni. Good day to be an O's fan, for everyone. Take care.
John Angelos
COO and EVP, Baltimore Orioles, President and COO, MASN, Mid-Atlantic Sports Network
Jangelos@Orioles.Com, Jangelos@Masnsports.Com
M: 410.340.8364 O: 410.547.3079
24. Title Name
Vice President Of Technology Jim Naylor
Software Engineer Le Chung
Software Engineer Faizal Khan
Product Manager Dori Merifield
Software Engineer Stephanie Byrd
Project Manager/Product Development/Operations Emily Baraan
Software Engineer Lorenz Verzosa
Director Business Analytics Nataliya Sayko
Director Product Management Bradley Spannbauer
Manager, It John Kuo
Technical Lead Aidan Short
Network Manager Evvy Mankowitz
Associate Business Analyst Jennifer Han
33
25. Creative Sourcing:
Our Tax Dollars At Work
Our client needed to know chemical
plants within # production power
and NAICS code in a certain location.
Online searches not cutting it?
Try the EPA!
http://iaspub.epa.gov/triexplorer/tri_release.facility
A search on an EPA database to record chemical
emissions can give us location, industry, size of
plant by emissions released – as well as names
and contact numbers. Don’t forget Uncle Sam!
34
26. Mandarin-speaking CPG
Marketing Talent
Talent
Name Company Title City ST
Chen, Gao
Newell
Rubbermaid Inc.
Director of Marketing Atlanta GA
Chen, Heidi
LVMH Moët Hennessy -
Louis Vuitton
Global Senior Brand Manager,
Officer Premise a
New York NY
Liang,
Jeanette
The Estee Lauder
Companies Inc.
Executive Director, Global Digital
Marketing
New York NY
Liu, Henry
The Estee Lauder
Companies Inc.
Executive Director, New Brand
Development
New York NY
Huang, Lily
The Procter & Gamble
Company
Company Marketing Research
Manager
Cincinnati OH
Wang, Richard
The Coca-Cola Company
Brand
Director of The Fanta Brand Atlanta GA
Wu, Peggy Avon Products, Inc.
Associate Brand Manager, Global
Skincare
New York NY
Zhang, Alvin
The Procter & Gamble
Company
Assistant Brand Manager Cincinnati OH
35
28. Name Title
Reports
to
Email
Primary
Phone
City ST Country
Jill Brannon Sr VP Sales Brannon
jill.brannon@
fedex.com
901-434-4677 Memphis TN USA
Robert
Baldwin
Director
Sales
Brannon
rabaldwin@f
edex.com
860-830-0800 Wallingford CT USA
Adrian
Becerra
MD Sales Brannon
adrian.becerr
a@fedex.co
m
+52 33
32683661
Guadalajara Mexico
Ingmar
Bergman
VP Sales
EU
Brannon
ibergman@f
edex.com
+49 17 06 32
86 39
Neu-Isenburg AL Germany
Sandrine
Buisson
MD Sales Brannon
sbuisson@fe
dex.com
+00322
7527873
Brussels Belgium
Patrick
Charles
Director
Sales
Brannon
jpcharles@fe
dex.com
317-223-4229 Indianapolis IN USA
Jaideep
Chauhan
Global Bus
Dev Director
Brannon
jchauhan@fe
dex.com
630-875-6517 Elk Grove Village IL USA
37
31. Ethics and Direct Phone Sourcing
If we’ll call individuals whom we find on
LI, who apply online or are referred to us,
shouldn’t we also ID the entire teams to
recruit the best-performers on those teams?
Isn’t this what our Clients expect of us?
Don’t be shy…our competitors aren’t!
DISTINGUISH YOURSELF! Do all you can to hire the very best talent!
33. What do I want to know?
What questions will I ask?
How much information
am I aiming for?
Push the envelope!
Get as MUCH as you can:
names, titles, reporting relationships, direct
dial and cell phone numbers, email addresses
and previous incumbent, # of reports, etc.
40
35. Highlight the Objective Qualifiers
1. Accountant, Senior Staff:
“Who prepares financial statements, statistics and
supporting schedules for the monthly close pls?”
2. Process/Reliability Engineers, Honeywell:
“Who signs off on the LOPAs?”
3. Software Engineer:
“Who contributes to the development of large
distributed systems and cloud services?”
47. ”That’s still me” BUSTED!
Search:
Target:
“Delivering the user persona ID, experience
vision, UI architecture and interaction design”
Advanced Search: 10 results
“user experience”, 94301 zip, Director, Facebook
XX, Dir of Design, and ex-Sr. Mgr,
User Experience and Design at eBay
Senior UX Design Leaders 2:06
Objective Qualifiers:
57
49. Reverse-Research the New Names
1. Validates original phone research
2. Educates on unknown, online resources/sites (cool!)
3. Improves your sourcing results
50. Are Flight Test Engineers on LinkedIn??
Search:
Target:
Flight Test Engineers
Some are….call and build it out!!
Impress the Hiring Manager!
51. “I’m not going to give you all those names…”
Search:
Target:
Flight Test Engineers
480-891-3000 XX XX Manager, Out Plants
301-757-XXXX XX XX Manager, P-8A Poseidon Testing
301-757-XXXX XX XX Manager II
(mgs 20 Flight Test & Eval Engrs thru 3 Mgrs)
301-757-XXXX XX XX Mgr II (mgs 7 FT&E Engineers)
301-757-XXXX XX XX Manager (mgs 7 FT&E Engineers)
301-757-XXXX XX XX Manager (mgs 6 FT&E Engineers)
Obtained all 20 Engineers, P-8A Poseidon,
10 previously unknown to client
53. The Kindness of Strangers
The President’s
AA or other
executives’ AAs
Human
Resources:
could you check
an org chart
please?
The 800 # (call
repeatedly and
after hours)
Ask the
Operator:
What # to call
to dial by name?
Media Relations The Mail Room
Another
regional office
vs headquarters
Loading Dock or
Shipping and
Receiving for
the facility
The Help Desk
or the Copy
Center
Investor
Relations and/or
Corporate
Library
Marketing
Communications
Accounts
Payable
62
55. I.D. Recap: Who,
what,
where?
Who is responsible for (objective qualifier)?
Who does Name report to please?
How many people does he/she manage, directly and in total?
Who else should I copy?
What is direct dial number, mobile, email address?
May I call you back if I have additional Qs?
65
56. The Help Desk might help you…just for the asking!!!
56
SAP Basis Administrator Solution Manager, Plano, TX
Called in, asked for IT Help Desk, given name Lauren Luensmann by Help Desk,
called Lauren, got VM, #0, asked who’s resp for “SAP installation and technical admin”.
214-296-1436 John Corpany SAP Change Control Manager
214-296-1318 Sharon Jarratt SAP Solution Manager
830-372-8590 Lauren Luensmann SAP NetWeaver Manager
(manages 50+)
830-372-8779 Luigi Lombardo SAP NetWeaver (BASIS) Team Lead – ABAP
214-296-1142 Satchi Naik SAP BASIS Development Lead
972-409-5167 Slava Plyushchikov SAP NetWeaver (BASIS) Team Lead – JAVA
972-409-5168 Lakshmana Akasapu SAP NetWeaver Technical Admin
972-409-5199 Abhay Ambegaonkar SAP NetWeaver Technical Admin
972-409-4761 Durga Pilli SAP NetWeaver Technical Admin
972-409-5170 Ravi Tupurani SAP NetWeaver Technical
972-409-5150 Ranney Yau Senior SAP BASIS Admin
972-409-5166 Andrey Kalinin SAP NetWeaver Technical
830-372-8200 Dennis Solis SAP Enterprise Architect
57. Think your company is safe?
• consumer insights group
• electromagnetic, low-observables,
cleared engineers in defense contracting
• R&D Directors and Managers,
class II medical device product development
• open innovation teams
• patented skincare packaging engineers
57
58. Would you rather call
50 people to network with
or
the 5 most qualified
individuals?
69
61. “This is XX. Your name came up in a meeting
this morning and I'd like to talk with you about
a project I'm working on. Thank you.”
Peter Leffkowitz
“This is XX. I know you don’t typically return
recruiters’ calls but this is a great next move
for you. I would hate to see this search come
to a close without your having an opportunity
to consider it. Thank you.”
Successful Voicemails/Texts
62. Time is $$: the 1-2 Punch
Schedule 6 am email, call at 8:30 and 4 pm
Yesware, Chrome ext. tracks emails and opens
Call priority candidates first thing each morning:
THEY are my most important calls
After leaving VM, 0#, ask if he/she is in today
and ask for his/her cell phone number
Call throughout the day and catch
him or her at their desks
What impression am I creating via
my professional persistence?
72
63. Qualify First
Vet before interest, our first priority:
• Are you qualified for this position?
• Why would this be an ideal next step
for you?
• What would motivate you to make a
change?
CONTROL the interview!
64. Candidate too $$?
“So that I can understand more about
your role and responsibilities, can you
tell me how many people you manage
directly and in total? What are their
titles and what differentiates them?”
Then call and reel them in!
65. I’m not interested…
“That’s exactly why
we should talk”
“I encourage you to take a look
at this oppt’y until you know
what you are saying no to”
“Do you see yourself
as open-minded
enough to consider a
new opportunity?”
“Don’t you owe it to
your career to consider
this outstanding
opportunity?”
73
66. Recoms for Qualified Individuals
Don’t ask: CAN you recommend someone?
What 3 people do you consider BEST at this?
Who did you replace? Where is he/she now?
Who have you interviewed for this role
whom you thought was great?
Who is the best manager you have worked for?
How can I identify you online? (FDA Patents)
74
67. Diversity Candidates?
“We want to consider the most diversified roster of talent
we can to increase our client’s representation of ________.
Who can you suggest who would meet that need?”
75
68. It’s All About TIME
If I’m online, who can I be
calling?
When I’m on the phone, what
can I be researching online?
Measure time vs. yield, critical
to measuring performance and
repeating success
76
69. Become the Deliverer of Results!
What is our ROI from this database and that
job board vs. the FREE, forgotten phone??
70. Luck is the result of preparation
meeting opportunity
71. Why engage an audacious* sourcing partner?
• Access to the most qualified talent pool
• Contact best talent before competitors
• Proactive developmt of a quality pipeline
• Sourcing = more effective recruiting
• Economies of scale (time and cost savings)
• Fantastic competitive intelligence
* Audacious: bold, courageous, creative, enterprising, tenacious, undaunted!!
72. GO for IT!
What challenging positions am I recruiting for
that would benefit from this targeted approach??
Is it really an
“impossible” search
or have I omitted
a best practice?
COMMIT
to a new learning!
73. EQC Talent Sourcing Experts
Value Proposition
We deliver outstanding sourcing solutions, expeditiously.
We are relied upon to find the right people, get the right
contact information, get the right hierarchy – and we do it
in real-time, on every call, every click, every hour, every
day of every engagement, with push-back at every turn.
We are passionate about our results-driven research
and training services and take great pride in our work.
Conni LaDouceur
Chief Sourcing Strategist and Trainer
EQC Talent Sourcing Experts
Conni@EQCTalentSourcingExperts.com, 410-667-8400
Connect with the people you most want to hire or place!
75. IT’S A NEW DAY FOR EVERYONE IN
TALENT ACQUISITION
Welcome to the
Association of
Talent Acquisition Professionals
ATAP is a non-profit professional association,
representing the interests of talent acquisition
professionals at every level worldwide.
Join us @ http://atapglobal.org/