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Podcast – Meet the Speakers for #SourceCon NYC: Glen Cathey


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Glen Cathey

Did you know that Glen Cathey went to his first recruiting conference when he attended SourceCon in 2008? Look at what he’s done since then…

We are pleased to have Cathey join us again for SourceCon NYC. As you know, we have featured the “Boolean Black Belt Archives” here on SourceCon, showcasing some of his work, thought processes, and theories on Just-In-Time sourcing, leveraging your own database, and how to get the most out of  LinkedIn searches.

Cathey will be discussing a new topic at SourceCon NYC – he will be talking about sourcing training.

Leadership, Technology & Resources

Candidate Pipelines vs. Just-In-Time Recruiting, Part 4


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Glen Cathey JIT ID

In Ben Franklin’s The Way to Wealth, he talks about the issues associated with carrying unnecessary inventory, “You call them goods; but, if you do not take care, they will prove evils to some of you…You expect they will be sold…but, if you have no occasion for them, they must be dear to you.”

If Ben were alive today and in the recruiting industry, he’d tell you that building, maintaining, and managing the turnover associated with in-process candidate inventory (traditional candidate pipelines) consumes a great amount of time and effort which ultimately may provide little-to-no value to candidate or client alike, at great cost to you.

So how can recruiters go about creating more value for their candidates and hiring managers with less work?

Leadership, Technology & Resources

Candidate Pipelines vs. Just-In-Time Recruiting, Part 3


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JIT-identification

In Part 1 and Part 2 in this series, I explored many of the intrinsic limitations and hidden costs of traditional candidate pipelining – sourcing, screening, and “keeping warm” candidates for which you do not have a current need.

To recap, traditional candidate pipelining:

  • Is a “push” based strategy that is not based on an actual customer (client or candidate) need
  • Often results in recruiters pushing their candidate inventory (what they have on hand) to clients rather than going out finding the best candidates
  • Creates a work-in-process inventory that is highly perishable and requires significant time and effort to maintain
  • Poses an opportunity cost when recruiters spend time re-qualifying and re-verifying the availability of their candidate pipeline when an actual hiring need arises
  • All of the time and effort spent maintaining relationships with candidates that will never be submitted to a hiring manager, interviewed, or hired is waste – it provides no value to candidate or client alike
  • Creates five of the seven classic wastes of Lean production: over-production (recruiting more candidates than necessary), over-processing of candidates that will never be advanced in the hiring process, excessive WIP inventory, defects (candidates who do not match actual hiring requirements), and waiting (the vast majority of WIP candidates never move forward in the hiring process and spend most of their time waiting for something to happen that never happens)

Now that I’ve bloodied my knuckles putting a serious beating on candidate pipelining, let’s explore what I think is a better way to get the job done and provide value to candidates and clients: Just-In-Time (JIT) recruiting.

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.

Leadership, Technology & Resources

Candidate Pipelines vs. Just-In-Time Recruiting, Part 1


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Candidate-Pipeline-2-300x247

Last year I wrote about how I learned to use Boolean search to leverage information systems to quickly source candidates, and I challenged the concept and practice of building candidate pipelines.

Amybeth Hale commented on my post (thank you – you inspired me to finally write this one!) and mentioned that she was puzzled by the mention of the fact that I never pipelined candidates. I’ve literally never had to. Not for the rarest skillset, the most challenging under-market compensation, the highest security clearance, 3rd shift, 100% travel - I’ve successfully recruited for these and more from scratch. Honestly, I’ve never known any other way.

Technology & Resources, The Sourcing Function

“Real Recruiting”: Talent Identification AND Acquisition


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head-scratch

As you might be able to tell from the name of my blog, I’m passionate about leveraging information systems for finding candidates. Unless you’re running one-word or title-only queries, you can’t search the Internet, LinkedIn, Twitter, your ATS/CRM, or a job board resume database without using at least the most basic Boolean logic.

When I post links to my search-focused articles in various LinkedIn groups, I often get comments and responses expressing the sentiment that using various sites and technologies to search for candidates isn’t “real recruiting.” I’m always a little saddened and frustrated to see responses like this, because it reflects the fact that there are plenty of people in the recruiting and staffing industry that just don’t “get it.”

SourceCon

#SourceCon – Two Perspectives


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Two of our regular contributors wanted to share their experiences from last week’s SourceCon conference. Their experiences were night and day, because one was in attendance at the conference, while the other observed parts of the conference from the livestream that was provided. Here are Marvin’s and Andrea’s reviews of their SourceCon experiences…

Ladies first – Andrea!

Watching SourceCon from afar I couldn’t help but be impressed by how polished the conference looked, almost as much as I was impressed by the quality of the speakers and the depth and breadth of information. The speakers presented a holistic view of sourcing that really reasonated with me as it is something I try to push as much as possible. Starting off with Sheila Greco‘s presentation around phone sourcing and process was a great way to set the scene. Sheila said a couple of things that stick in my mind; the main one was “find the tools that work for you”. This is key to the sourcing process and something that I kept thinking about throughout the conference. Sheila also mentioned that “research is a talent”, and both of these statements were reiterated to me when Shally said “even the greatest, most expensive tools do not a sourcer make”. I had expected SourceCon to have a focus around the tools, but was surprised to see it was really balanced. Not that I don’t love tools, I love internet research and discovering cool tools that help me to better find and connect with people. Eric Jaquith‘s presentation was jam packed with tools that serve this exact purpose, so much so it was hard to keep up. I have yet to watch Eric’s presentation again but I will, and this time I will be writing down every cool and unusual tool that he highlights.

I liked how Shally gave us the strategic view with statistics from the Recruitment Genome project as well as the more tactical Boolean “goodness” that he is so great at. Speaking of Boolean, Glen Cathey‘s presentation showed how we could leverage semantic search applications in conjunction with Boolean and your own intelligence and natural curiosity and to find the right candidates.

Social media was also a focus, both from a tools perspective and for building relationships and communities. This was highlighted by Marvin Smith as well as TerriGail from Intuit. Terri and Gail showed that social media can be used to find and place candidates from all levels, and that it is important to have a strategy to “engage the candidates where they’re at”. I think that Marvin’s session was a great way to sum up and to show that with all the technology and cool tools we need to make sure we keep the human element in recruitment.

Marvin

Looking back on SourceCon 2010, one week removed, I have some random thoughts on the experience.

My initial insight is on the weekend that daylight saving time rolls in, do not take an early morning flight.  Even coffee with @researchgoddess did not fully awaken me and prepare me for a very busy Sunday.

I think ERE did a great job of keeping the DNA that Leslie (and Rob aka the sourcing dude) rolled out in the previous two events.  ERE retained the event talents of Kate & Crew, so everything went off without a hitch.

Jim Stroud continues his run as SourceCon Master of Ceremonies.  Between hawking magazines and giving away cash, Jim  kept things light and the agenda moving forward in a timely manner.

Eric Jaquith made a return visit to SourceCon and was insightful and thought provoking as usual.  Honestly, I do not know where he gets some of his techniques.

For me, meeting Glen Cathey was a was a real treat.  He had a great presentation and lived up to his billing a entertaining speaker and a sourcing thought leader.

I also was impressed with Terri ColiganGail Houston with Intuit.  As a fellow traveler on the talent community pathway, I enjoyed hearing about their workstream.

There was some new ideas used at SourceCon.  The Firefox Lab with Russ Moon and John Turnberg was very cool.

I thought the sourcing labs sessions were intriguing and seemed to really resonated with the sourcing community.  Interestingly, one of my colleagues went the lab on Sunday and I never saw him again.  I am not certain what went on there, but GlennShally & the rest of the lab presenters seemed to keep people captivated.

I think the streaming the SourceCon and ERE events over the internet is just plain cool.  A big shout out to ERE (and their sponsors) for making that investment.  Personally, being streamed live over the internet is interesting.  It certainly impacts how one answers questions from the audience.

My biggest disappointment at SourceCon was not being able to listen to my friends Kay KelisonMarie Journey present as we were scheduled at the same time.

I must admit, I had a great time last week.  Next Sourcecon will be my 4th and I look forward to gathering with the sourcing community to catch up on the great work that is being done in global talent identification and the tools and techniques to do our jobs.

SourceCon

Artificial Intelligence vs. Human Cognition – A Synopsis


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Glen_Cathey

Are you attending or thinking about attending SourceCon 2010? Glen Cathey is going to be the keynote speaker for the event, and he will be presenting on Artificial Intelligence vs. Human Cognition when it comes to sourcing and matching. Even our regular contributors are eager to hear what Glen has to share. Here’s what our own Marvin Smith had to say:

“A person that I want to meet is Glen Cathey. I read his blog and know him from the point of view as an author, but want to learn more about his story in recruiting and sourcing. Glen is the type of writer that shares the secrets of our craft, yet is a man of mystery with respect to himself.

“As an alumnus of the previous two SourceCons, I have found that the venue and the agenda foster conversations and sharing. It provides opportunities to make new friends with thought leaders like Glen.”

We asked Glen to give us a teaser of what he’ll be presenting…


If you’re curious to know what kinds of things I’ll be addressing during the session, here is a sneak peek:

  1. The intrinsic and often overlooked challenges associated with sourcing resumes
  2. What artificially intelligent semantic search and match applications claim to do and how they actually work
  3. The limits of artificial intelligence
  4. What people can do that semantic search applications cannot
  5. The 5 levels of semantic search
  6. The 4 levels of secondary/e-sourcing
  7. What I think is the ideal candidate sourcing solution

If you’ve ever wondered about the fantastic claims that some of the semantic search application vendors on the market make as to how their solution can mimic a senior recruiter when finding candidates, then you will be very interested in hearing what I have to say about the reality of what they can do.

If you’re a sourcer and you’re concerned that your role/position might eventually be replaced by sourcing software, you will be encouraged by my analysis and supporting arguments that explain why the abilities of creative and investigative sourcers will always be in demand – tomorrow and 50 years from now.

I hope you will be able to attend SourceCon 2010 – I know I’m looking forward to it!


About our guest author:

Glen Cathey started out as a technical recruiter in January 1997 and has accumulated 13 years of experience in the recruiting and staffing industry. He currently serves as the Vice President of Recruiting for a billion dollar staffing firm. His experience spans full life cycle recruiting “at the desk” to hiring, training, and managing large recruiting and delivery teams, as well as training hundreds of Technology, Defense, Finance and Accounting, and Healthcare recruiters who are responsible for nearly 10,000 hires nationally on an annual basis.