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Metrics, SourceCon, Technology & Resources

Sourcing and CRMs — An Interview with Carl Kutsmode


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Carl Kutsmode photo

Carl Kutsmode, one of the speakers for the upcoming SourceCon conference, has quietly influenced the sourcing profession since the mid ‘90s, when he founded the Tiburon Group, an RPO firm with a reputation for developing creative sourcing strategies. Since then, Carl has continued to consult with Fortune 500 companies in a variety of industries. Carl contributes to the sourcing and recruiting community as a volunteer board member of the Staffing Management Association of Greater Chicago and a non-profit organization that helps skilled immigrants find opportunities, Upwardly Global. Oh, and he writes a blog, and is working on a book for jobseekers. Where does he find the time?

Editor's Corner, Metrics, Technology & Resources

The Sourcing Bull’s-Eye – Are You Using Your Resources or Wasting Money?


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bullseye Jake Sutton

Whether or not you want to admit it, we all use some paid resources for our recruiting efforts. This could include any of the following products: job boards, resume databases, information gathering resources (like Jigsaw or Zoom Info), ATS’s, the list goes on and on. Yes – I am talking to you! I know you post jobs on Monster and CareerBuilder. I know you have purchased an applicant tracking system (that most likely is simply used as a repository for resumes with very little, if any, data organization). If we are spending money on these resources, why, then, do we so adamantly preach and train against using them when conducting candidate searches? If we’re paying for them, then why not justify the cost of using them by actually using them? And if we are not using them, then why continue to pay for them???

I learned great “Target Sourcing” in my early days of working in the world of recruiting. The idea of the candidate sourcing bull’s-eye is to guide sourcers as well as recruiters in the process of using resources effectively to find candidates.

Industry News, Metrics

Referrals Lead; Social Media Thrives; Job Boards Survive as Hiring Source


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SOH-2011

Job boards are far from dead. For the second consecutive year, internal transfers and promotions were the primary source of hire. A quarter of the companies that have a contingent workforce have no idea how big it is. More than half the companies use social media exclusively or as a significant part of their direct sourcing programs.

And finally, and least surprising of all, referrals continue to be the leading source of external hires.

These are among the highlights of the 10th annual Source of Hire study by CareerXroads. Released this week, the study reports the results of a survey of 36 large, “well-branded” but anonymous U.S. companies who cumulatively employ 1.32 million workers and hired not quite 133,000 employees in 2010.

This is the 10th year that Gerry Crispin and Mark Mehler have conducted the survey to see where companies source their hires. As has been the case from the beginning in 2001, referrals from employees, vendors, alumni, customers, and other sources was the leading source of external hires. Last year, the surveyed companies reported 27.5 percent of their external hires came from referrals. The percentage has fluctuated only modestly over the years.

Metrics, Social Media, Technology & Resources

HootSuite’s New Social Analytics


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hs-social-analytics-header

Those of you who attended SourceCon NYC last month got a sneak peek from HootSuite CEO, Ryan Holmes, of what HootSuite just announced yesterday regarding their new Social Analytics. If you have struggled to really show ROI on time spent “playing” on various social networks for sourcing and recruiting, these new tools will really help you to prove that you aren’t wasting your time (unless of course you’re really just playing FarmVille on company time).

Leadership, Metrics, Social Media

Metrics: Creating Efficiencies in Sourcing Through Media Spend Tracking


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Metric

Company Q is a leader in the athletic apparel space, using digital sources to their advantage, generating millions in revenue online per year. Did you know Company Q also uses the same consumer advertising technology to source and track quality hires? How do they do it while keeping a lean budget? How do recruiters report efficiencies in sourcing spend to their VPs?

The answer? Metrics! 

Metrics, Technology & Resources, The Sourcing Function

Editor’s Pick: The Sourcing Plan – Selling the Hiring Manager on Smart Sourcing Tactics


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business-plan

Editor’s Note: This week, SourceCon.com will be sharing a few of our favorite past posts. We’ll continue to do this through New Year’s Eve and will return to our regular content on Monday January 3, 2011.

When a job order is received from a hiring or HR manager, often the first thing he or she will want to know is how you plan to source quality talent. Quickly developing a sourcing plan that’s right for everyone as far as strategy, time, and cost has become both an art and science beyond the scope of the average sourcing specialist. Here are some tips to help create and deliver a top plan that will engage the hiring staff, let them know you are the expert, and get candidates faster.

Leadership, Metrics

The Champion Challenge: December 2010 Update


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Champion folks

Editor’s note: In November the sourcers from Champion Recruiting Associates issued The Champion Challenge, a complete overhaul of their candidate sourcing based on the things they learned from attending the SourceCon D.C. conference. They will be providing monthly updates to the SourceCon community, sharing their progress, and actively engaging the community for pointers and tips as they put to practice what they learned and share the immediate as well as the long-term benefits of applying learned techniques and attending and participating in conferences and other continual learning opportunities.

Happy Holidays to all! We remain excited about the progress we have made this past month in our sourcing roles.  As a team, our performance in finding qualified candidates has improved. We want to share updates on both our metrics and overall progress.

Leadership, Metrics, Technology & Resources

Candidate Pipelines vs. Just-In-Time Recruiting, Part 2


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candidate pipelining-Glen Cathey

In Part 1 of this series, I explored and challenged the practice of traditional candidate pipelining.

Some people may have interpreted my last post on the subject to mean that I don’t believe in any form of proactively building candidate pipelines. That would be incorrect. Anyone that really knows me knows that I am not a black/white, either/or kind of guy.

What I am is the kind of guy that will tell you that anyone who says there is only one way to do something is ALWAYS wrong, because there is always more than one way to do anything. I’m also the kind of person who wants to find the BEST way of doing a thing – I am not satisfied to do things “the way they’ve always been done,” nor will I blindly accept what other experts tout as best practices.

There is always a better way.

Contract Sourcing, Leadership, Metrics, SourceCon

The Champion Challenge: A #SourceCon Case Study


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Scott

Editor’s note: You may recall at the last SourceCon conference in Washington, D.C., a group of people performed a funny skit during Earl Mann’s presentation. These individuals were brand-new sourcers from Champion Recruiting Associates, and over the coming months, they will be sharing information on SourceCon.com about how attending the conference has changed the way they are approaching their sourcing and recruiting processes. This will be an unfiltered glimpse into the inner workings of Champion’s business, and they hope that sharing their activities will show the immediate as well as the long-term benefits of applying learned techniques and attending and participating in conferences and other continual learning opportunities.

Look for their challenge to YOU below… 

Leadership, Metrics

The Good-Fast-Cheap Model – A Job Aide to Better Decision-Making


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goodfastcheap

The Situation

You are a researcher or sourcer and you need to convince your boss to make a change.   So, you ask yourself . . . How can I convince the decision-maker of this change in our priorities that are best in this specific situation. And how can I avoid the selection of the priorities that would cause this initiative to fail.

Preparation

First, all decisions are a trade-off of one form or another.  It’s a fact.  You can look it up.

Second, the decision is being considered to address a concern, deal with an issue, or to solve a problem. Let’s define a problem as the gap between what you now have and what you want; it’s the gap, disparity, the variance, the difference, or for you whiz kids in Math, the Delta.

Let’s take a quick look at the model

A simple Equilateral Triangle. In the center of the triangle is a decision point. The labels at the three angles are “Good”, “Fast”, and “Cheap.” And there can be an “Arrow” signifying the direction of your organization.

The Terms

  • Good: refers to quality or effectiveness, perhaps quality of hire
  • Fast: refers to speed of delivery; time to deliver; perhaps time to fill
  • Cheap: refers to total resources used; money, people, supplies, etc.