Web 2.0 Your Recruiting:Sourcing Strategies and Optimizing           Techniques               GAPS 2011              Prese...
Who is Steve?                                  Developer +                                               Staffing Agency +...
Agenda   DEFINE     Qualified requirement from hiring manager – intake mtg (why work      here? – wants in it for me)   ...
What in the Wide World is Web 2.0????Web 2.0 is a collection of technologies that allows users tointeract with online cont...
What is Social Media?According to Wikipedia: Social media is media designed to bedisseminated through social interaction, ...
Top Social Media Sites1 Facebook  2 - eBizMBA Rank | 550,000,000 - Estimated Unique Monthly Visitors | 3 - Compete Rank | ...
7
What are Social Networks?A social network service focuses on building onlinecommunities of people who share interests and/...
Great Information – but what does it allmean to me??? It’s the base line for understanding the power of  the internet for...
Preparation for a sourcing/recruiting is vital and as  important as the prep work involved prior to painting.  One doesn’t...
One of my Corporate assessments – a“very” typical scenario Overall vision/purpose of team – cloudy; not sure of  identity...
You have a new requirement – nowwhat?   Manager needs people now!   Needs it filled yesterday!   Wants “A” candidates o...
How to find what to take to meeting: Find niche competitors (large & under-the-radar) – many  of the best tools are free:...
Requisition Intake – Why? Generate a sourcing plan / strategy Positions you as an authority Show immediate value (what ...
Schedule Intake Meeting – send Agenda Discussion of process – recruiting lifecycle Sourcing Strategy Discussion of expe...
Take To The Meeting: Names of competitor companies and/or similar companies Alternative job titles from above Synonyms ...
Take From The Meeting: Profile of an ideal candidate Prospect qualification questions Validation of keywords, competito...
Service Level Agreement (SLA) Keep it simple! If you need an attorney to decipher your SLA, then  your customers wont kn...
Where is your candidate? Are they mostly being talked about or do they talk    about themselves?   Are they in resume da...
Suggested Soucing Channels1.  Traditional Job Postings and Job Board Resumes2.  Resumes from company’s ATS and/or CRM3.  R...
Partial View of Sourcing Universe  Social Networks                                  Recruiting Exchanges  •   Twitter & Bl...
Sourcing Protocol Post Requirement (ACTIVE) Search job boards   Premium Board   Free Boards Search LinkedIn (PASSIVE)...
LinkedIn -> Direct Contact                 Right below their name is…                    Their title                   ...
Get Them at Home                You know where he lives...                So call him at home9-Sep-11           24        ...
Argali: look up work & home phones Argali.com (free     download) – the best free     home/business phone     lookup tool...
“Profile Powered By” Hack Simply search for "profile powered by" Works on any search engine (except modify as  “professi...
27
New LinkedIn Tips            Get the name of “Private” profiles with this:                  http://www.linkedin.com/msgT...
29
You Retrieve the Name in LinkedIn http://www.linkedin.com/msgToConns?displayCreate=&connId=29766510WOW                    ...
TIP: site:www.linkedin.com gets you USA results Outside LinkedIn                                               only! Chang...
Deep Web with Google Numrange finds years on profiles/resumes   "ETL developer" (1990..1999 OR 2001..2007)   intext:pres...
Blogsearch.google.com Syntax                                                              Filter by date! inblogtitle: (w...
Best Strings Include…Regardless of how or where you source, these tips will get you higher-qualitycandidate search results...
Ongoing results – Free AlertsOnce you get great results from a search engine, keep getting them just asyou would resume ag...
Tools Infogist InsideConnector Broadlook Diver eGrabber Resume/Lead Generator Candidates Direct CVTracer (ATS)      ...
Gathering Contact Info and Reaching out www.123people.com www.Pipl.com www.Spokeo.com www.Zabasearch.com www.Whitepag...
Calling or Email??? Do both! Email + call + follow-up email Do not email or call more than three times over a  week; th...
Creating a winning sourcing strategy game plan willincrease candidate flow, set realistic expectations, andcreate stakehol...
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Gaps May 2011 Presentation1

  1. 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. 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 Mgrand New Business Development – MATRIX, CarsonAssoc, CCCi• 5 yrs in Corporate Staffing – Consultant for: THD,MANH, IGT, MSFT, RNOW, DOLBY, HSL, and TBS 2
  3. 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. 4. What in the Wide World is Web 2.0????Web 2.0 is a collection of technologies that allows users tointeract with online content. This means Web surfers areno longer bound by the static experience of Web 1.0. Thesetools engage users by letting them participate in, controland guide their online visit. Some of the most popular Web2.0 applications include: social networks, blogs, podcasts,and online video. Widespread adoption of Web 2.0 inAmerica indicates that Web users have become moresophisticated and desire a personalized experience. 4
  5. 5. What is Social Media?According to Wikipedia: Social media is media designed to bedisseminated through social interaction, created using highlyaccessible and scalable publishing techniques. Social mediasupports the human need for social interaction, using Internet- andweb-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. 6. Top Social Media Sites1 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 5/6/20112 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 5/6/20113 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 5/6/20114 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 5/6/20115 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. 7
  8. 8. What are Social Networks?A social network service focuses on building onlinecommunities of people who share interests and/or activities,or who are interested in exploring the interests and activitiesof others. Most social network services are web based andprovide a variety of ways for users to interact, such as e-mailand instant messaging services. 8
  9. 9. Great Information – but what does it allmean 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. 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. 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. 12. You have a new requirement – nowwhat?  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. 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. 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. 15. Schedule Intake Meeting – send Agenda Discussion of process – recruiting lifecycle Sourcing Strategy Discussion of expectations Request Pre-qualification questions ~5 15
  16. 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. 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. 18. Service Level Agreement (SLA) Keep it simple! If you need an attorney to decipher your SLA, then your customers wont 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. 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. 20. Suggested Soucing Channels1. Traditional Job Postings and Job Board Resumes2. Resumes from company’s ATS and/or CRM3. Resumes from Job Boards and Free Boards4. 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 Orgs9. University and Corporate Alumni Organizations10. Specialized Leads Databases (Zoominfo, Jigsaw, Ziggs, etc.)11. Diversity Communities and Affinity Groups12. Online Communities (mailing lists, user groups, forums)13. Other Social Media (Blogs, Microblogs) 20
  21. 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. 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. 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. 24. Get Them at Home You know where he lives... So call him at home9-Sep-11 24 24
  25. 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 website25 25
  26. 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. 27
  28. 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.) here9/9/2011 28
  29. 29. 29
  30. 30. You Retrieve the Name in LinkedIn http://www.linkedin.com/msgToConns?displayCreate=&connId=29766510WOW 30
  31. 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. 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. 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. 34. Best Strings Include…Regardless of how or where you source, these tips will get you higher-qualitycandidate 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. 35. Ongoing results – Free AlertsOnce you get great results from a search engine, keep getting them just asyou 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. 36. Tools Infogist InsideConnector Broadlook Diver eGrabber Resume/Lead Generator Candidates Direct CVTracer (ATS) 36
  37. 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. 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. 39. Creating a winning sourcing strategy game plan willincrease candidate flow, set realistic expectations, andcreate 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 processWhat you do and how you conduct yourself affects eachstakeholder. A positive effort will promote your reputationand accomplishments in the eyes of each. 39

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