Sourcing News and Knowledge – Beyond the Obvious

Industry News, Technology & Resources

RescueTime Introductions: Productivity Meets Hiring Needs



On Monday, TechCrunch reported that RescueTime, a web-based time management and analytics tool for knowledge workers who want to be more efficient and productive, just launched a new offering called Introductions. This is a new ‘matching’ service that the company developed when friends and other startups started asking them for recommendations for good programmers (the company never set out to delve into the world of recruiting).

As a result, RescueTime has created a highly tech-based “recruiting agency” of sorts, using its own productivity management software to match its currently 350,000 users with hand-picked ‘client companies’ that have job opportunities to share.

RescueTime, which was launched back in 2007, can really help recruiters and sourcers (as well as any other knowledge workers) become more time efficient and productive with technology and resources. It lets users monitor the time they spend using various desktop applications and visiting websites, in an effort to help identify heavy program use or website visits and make you a more productive worker.

So, just how does Introductions work?

Challenges, SourceCon, Technology & Resources

Answers To Your Google Custom Search Engine Questions

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The webinar on how to create Google Custom Search Engines last week was well-received and has left lots of you hungry for more! As promised, below we’ve taken most of the questions asked by you in the chat during the webinar and answered them below. The questions have been divided up into four sections: General Questions, Inclusions/Exclusions, Refinements, and Additional Resources. We hope you find these references helpful, and if you have further questions, leave them in the comments section!

Below also is the recording of the webinar for you to check out and review. Just a reminder: if you’re planning to participate in the SourceCon Challenge that’s currently underway, you’ve got only a few days left! Friday, June 17 is the deadline to submit your entry for the first round of judging. So get your CSE pulled together, because the prize is certainly worth it!

Industry News, Social Media

Facebook’s Tag Suggestions Raise Recruiting Issues

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Ever since Facebook started rolling out its facial recognition service — officially “Tag Suggestions” — a few months ago, pictures have been getting tagged with the names of the people who are in them, without their permission and even without their knowledge.

As you might imagine, this is causing an outcry about the privacy implications. Last week, just days after Facebook extended its facial recognition to Europe and other countries, a group of privacy organizations filed a complaint with the Federal Trade Commission. One of the issues is that Facebook requires users to opt-out rather than opt-in to the service. The bigger part, however, is over what data Facebook is collecting and how it will be used.

European Union regulators raised the alarm last week, and now some in Congress are complaining about Facebook’s implementation.

Facebook’s response? “We should have been more clear with people during the roll-out process when this became available to them.” To be fair to Facebook, the service has been around for months in the U.S. without much complaint. But a Sophos blog post complained that it was turned on for users elsewhere without any notification, and that the default is on.


Webinar: Sourcing For Diversity

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Sourcing For Diversity Panel

Thursday, June 16: 1:00 PM ET

There’s lots of firepower… but silver bullets are in short supply. Complicating the challenge of sourcing top talent is the added commitment to ensuring an appropriately diverse slate of candidates.

In this webinar panel moderated by Gerry Crispin, some of the most interesting companies on the planet and a few of their top recruiters will discuss the challenges, strategies, and tactics for the future of building diverse pipelines and slates.

Panelists include:

  • Annie Chae: Corporate Staffing – Legal & Corporate Affairs at Microsoft Corporation
  • Megan Holte: Sourcing & Pipeline Manager at ADP
  • Carmen Hudson: Engagement Manager, Sourcing and Social Media Strategy at Recruiting Toolbox
  • Jim Schnyder: Sourcing Leader at PepsiCo

Register here

Social Media

Job Boards vs. Social Networking Sites


boxing gloves

I follow a number of recruiting blogs as well as many sourcers and recruiters on Twitter and I see a growing trend of job board bashing – typically comparing them (very) unfavorably to social networking sites and applications.

I love and leverage social networking as much as the next recruiting professional, but I refuse to just blindly follow the crowd or jump on the bandwagon when it comes to anything. With all of the buzz about social media and so many people running away from and disparaging the job boards, I am going to step out of the crowd and try to figure out where this perspective that job boards = old/bad, social networking = new/good comes from, because to me, some of the reasoning doesn’t add up.

Editor's Corner, The Sourcing Function

On Lazy Sourcing


lazy computer

In a recent article on Forbes, Dan Schawbel wrote, “Job boards are becoming more irrelevant to the corporate recruitment process every single year. They are ineffective because of the sheer amount of competition on them and how they’re perceived by recruiters. Only lazy recruiters source candidates from them.”

Hold the phone (pun intended).

Only lazy recruiters (or sourcers) source candidates from job boards? Last time I checked, I was not a lazy sourcer. Even though in my current role I am not sourcing candidates anymore, I spent a good eight years in direct sourcing roles, and job boards / resume databases were certainly tools I used.

I know I am not lazy. But I also know that there is some truth behind this allegation. Let me explain why…

Challenges, Technology & Resources

How to Build a Google Custom Search Engine


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Custom search engines (CSE’s) may seem like a tool for advanced users — but in fact anyone can build one, even not knowing much about advanced Boolean operators. If you have never built a CSE, start with this: Create a Custom Search Engine on the fly. All you need is to input a site you’d like to search, such as your own website, or any site you like.

Let’s try, for example. You can ignore the “code” section on the left – just go ahead and use your engine. Let’s try a search for “Vice president of business development.”

…This feels like magic, doesn’t it?

The Sourcing Function

Sourcing One Stroke At A Time

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It was the summer of 2006. I had just graduated from the University of Wisconsin and was back in my hometown of Nashville, TN. I had just completed my journalism degree and I was procrastinating in my job search. I had no idea what I wanted to do. I was training with my old swim club, attempting to lose that “freshman 15,” and was entertaining national media publications. I was your typical lost college graduate.

After one of my swim practices, I was approached by a member of our coaching staff, Jeremy Organ, and David Williams, Vice Chancellor of Vanderbilt University. Vanderbilt was looking to hire an Assistant Coach and Recruiting Coordinator to help build the reinstated women’s swim team. The original program was terminated in 1990. Organ was already slated to take the helm.

At only 22, I was offered my first professional job as a coach for a major university in a large, competitive conference. This opportunity was too good to be true. Many athletes dream of this, but the reality is limited. According to the NCAA, there are 167,089 athletes and 22,131 coaches, a 13% student athlete/coach ratio. With few openings each year, I knew this was an opportunity of a lifetime. I was eager and determined to help build the team.

I arrived early on my first day with a smile from ear to ear. I walked straight into my new office (which I shared with Organ), and declared I was ready to get to work. Organ looked at me with a grin, and asked, “Do you know how to recruit?”

I responded, “No, but I was recruited, can’t be that hard.”

“Good,” Organ stated, “Your computer is right there, figure it out.”

Technology & Resources

Sourcing 101: Finding Target Organisations, Part 2


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Over the next few weeks I will be running a Finding Target Organisations series. A good way to start identifying potential target organisations is by first looking at your client’s direct competitors. By targeting the competition, you achieve two things:

  1. You strengthen your client’s position in the market by acquiring highly relevant performing talent.
  2. You weaken the competitor’s hold in the market by targeting their best staff.

The impact of this approach varies, depending on the seniority and position of the role you’re sourcing for and whether they have succession plans in place.

There are three main sources you can find your client’s key competitors: Online Databases, Boolean Search, and People. Last week, we covered Online Databases.

The next installment of our ‘Finding Target Organisations’ series focuses on Boolean Search.

Editor's Corner, The Sourcing Function

Sourcing: Choose Your Own Adventure

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choose your own adventure

Being a young kid in the ’80s, I remember reading a bunch of books from the “Choose Your Own Adventure” series. For anyone who doesn’t know what these books are, they are stories written in second person where, at key points in the plot, you pick what action you would like to take, and that changes the course of the story. Example: after an introduction to the story, the reader is given choices of how the story should progress. For instance:

If you decide to start back home, turn to page 4.
If you decide to wait, turn to page 5.

So what happens is that you can read the same book multiple times and always get a new story. There are over 100 books in this series and they’ve become one of the best selling book series in history.

For the last several years, I have believed that there are a lot of similarities between these books and the function of research.