Last fall, one of the attendees at the conference in Santa Clara told me that a document we posted to provide some tangible evidence of the benefit of attending SourceCon had worked for her: she printed up the document and gave it to her manager, who read it and said, “Looks like something you should go to!”

I was recently asked by someone interested in sending a small team of recruiters to SourceCon in Atlanta to share some further information about the conference and answer some questions. While responding, I really started getting excited about the event and all it represents, and my response ended up being quite long-winded.

The answers I provided, however, are truly a reflection of why I feel this event is singularly the most important event for sourcers and those who desire to learn more about sourcing to attend this year. Below are the questions as well as my responses — I hope these will help you make a decision to come to SourceCon or give you the tools you need to ask your manager to send you!

Can you give me background about the conference?

The conference is unique in that it was developed based on a community desire for a learning experience dedicated just to those in sourcing functions or those who desire to learn more about sourcing. So essentially it was developed BY sourcers, FOR sourcers, and has since come to envelope all areas that sourcing touches including social media, branding, marketing, management, technology, and other related topics.

How long has the conference been around?

The conference got its beginnings in 2007; it ran again in 2008 and was subsequently purchased by ERE Media in 2009. Since the spring of 2010, there have been 4 additional SourceCon events, with the one coming up in Atlanta to be #5 since the change in ownership.

What is the attendance like?

We have an eclectic mix of attendees ranging from brand-new entry-level sourcers to seasoned veterans who’ve been around sourcing since the 80s and before the Internet was available to the general public. Attendees consist of those who work strictly in sourcing roles, individual contributing recruiters who do their own sourcing, recruiters who want to learn how to source, managers who oversee sourcing professionals, consultants, thought leaders, and resource vendors who all enjoy coming to the conference.

What makes this conference stand out from any other conference?

Quite frankly, it’s the first and only conference that’s JUST for sourcing topics by people who actually source — not just vendors or consultants. Not to sound like the genie from Aladdin, but it is often imitated but never duplicated. As the Editor of SourceCon for the last 4 1/2 years (3 of those on a voluntary basis) and a successful sourcer myself since 2002, I can attest that the content from these events is carefully selected and evaluated to provide powerful take-aways and action items for attendees. Selected speakers are experts in their given areas and many topics are ones you’d never think to learn about but are pertinent to the achievement of excellence in sourcing (we had a social engineer at our NYC conference and the CIO of a semantic search engine company at our last event). Consequently, the learning experience is unique — we like to make things interesting by having a diverse mix of well-known experts and people you may not recognize but who have a ton of great knowledge that they want to share. And my favorite part of this event is the networking — the people who attend this conference are very community-oriented and absolutely LOVE to freely share what they know with one another, as evident in the grass-roots growth of the After Dark portion of the conference.

* * *

As an aside, I may be biased due to my role as the person in charge of this conference, but I was a presenter at the very first SourceCon in 2007 and I loved it so much that I became involved by editing the newsletter, which used to come out monthly in PDF format. This is an event that was very near and dear to my heart long before I was paid to feel that way.

As an added resource for you, we’ve revised and updated the conference fact sheet to help you present a compelling case to your manager for you to attend SourceCon in Atlanta next month. To download the fact sheet, follow this link.

Hope to see you next month in Atlanta!

Some might say that Sourcing is the kind of profession that attracts the passionate; fanatics, devotees, and life-long learners.

Take Mike Notaro, for example.

He was winner of the AIRS Extreme Sourcing Challenge in 2007, and in 2007 and and 2008 he was crowned the Sourcecon Grandmaster.

“Hardcore” is the word that comes to mind. Mike is known for sourcing innovation, and feels strongly about exploring new ideas, tactics, and tools:

Things are changing and evolving so rapidly that it’s nearly impossible to stay with the curve, let alone get ahead of it. With so much going on, you should really have something new almost every day to talk about with your colleagues and co-workers. (SourceCon, April 2010)

Automation 201 is the theme of Mike’s SourceCon presentation – a follow-up to his 2010 SourceCon presentation. I’m pretty certain we will all benefit from his passion and learn something new in Silicon Valley.

You were in sales and you were a stockbroker. I think I read that you were once a taxi driver in New York. How did you get into sourcing, or why did you get into sourcing?

Hahahaha! Never a cab driver though I did consider it for a while as a social experiment. I got into sourcing by complete fluke actually. Once I left my position as a stockbroker in the finance world I decided I wanted something a bit less stressful and decided that I would like to be a manager for a Radioshack. Things were going well with that when out of the blue I got a call from a friend of mine at a recruitment agency who was hiring. She felt that my sales/phone experience coupled with my technical prowess, I’d make a good recruiter. I figured I’d give it a shot, and one thing led to another, and now here I am.

We’ve never met, but I feel like I know you because I follow you on Twitter. What is your approach to Twitter? What do you get out of it?

Honest, Twitter has been kind of a passing fad for me. Currently I don’t use it very much and really don’t have much of an interest in using it. I have multiple accounts, some of which are streamlined feeds for job advertisement and re-tweeting of team members, and a few of which are more personal. My primary Twitter account, @MikeNotaro, I no longer use for anything work related aside from reading the tweets of colleagues in the industry. Most of the time I just banter on about non-sense with the occasional nugget of useful information, but overall I really don’t aim to get much out of Twitter besides the occasional laugh or potentially useful bit of information.

Do you use Twitter to source candidates? If so, what is your secret?

I used to use Twitter for sourcing when it first became a hot topic in the sourcing world but as mentioned I’ve moved away from it. The way I currently use it for sourcing is simply the RT/Feed capability for my team. I’m not so sure there is a lot one can make of Twitter in terms of sourcing as I’ve yet to meet anyone who had any sort of impressive metrics. I think that targeting specific individuals, groups, and hashtags can be more valuable then blind tweeting but overall it only accounts for a very small percentage of sourcing. I think the most valuable way to utilize twitter is if you’re using it to find meet-ups and venues where people gather to discuss the subject you’re recruiting for.

If I had a secret, it would be using tools like dlvr.it to push feeds out for you. Connect it to your LinkedIn, share feeds w/ your colleagues and hiring managers who aren’t using them, and hope that someone notices.

You like to automate things. What have you automated recently? How did you do it?

This might sound silly, but I think automation is a state of mind. It’s about solving problems and making more free time for yourself at the end of the day. Most recently, I automated the posting of jobs to various media outlets. How did I do it? I learned to program in VB.net. Explaining that further would be kind of a mess that would go over 99% of the readers’ heads and I’m not here to sell my product – yet — so I’ll leave it at that.

You also like to explore “overlooked” or “undervalued” technology. Please share an example.

My favorite piece of undervalued and overlooked technology would be a piece of software called “OutWit Hub“. It’s a plug-in for FireFox that comes in two flavors, Free and Paid. The paid model is leaps and bounds ahead of the free one but the free one does quite a bit of things in and of itself. The plug-in allows you to manipulate data from web pages easily and effectively. You can scrape profiles, links, images, documents, and just about anything you can think of. The paid version is only $40 and it saves tons of time. One way I use it on occasion is to run a LinkedIn search, then use it to scrape out all the profile data from each and every result into a handy little spreadsheet.

What do you do that others sourcers don’t do? Why do you win all of the sourcing challenges?

That’s not entirely true; I did lose the last challenge. I think what I do that others don’t is that I look for the problems then deconstruct them to the lowest common denominator. I’m not so sure a lot of people in sourcing or outside of sourcing take the time to objectively deconstruct their problems and focus on them from the ground up. Most people in this industry are very limited by time restraints and I’ve been fortunate enough to find myself in positions where time wasn’t as critical for me as it was for others. If I come across a problem, I will find a solution or if none exists, I’ll figure out what it will take to make one and then make it reality.

You have worked at some very top-shelf companies. Do you adjust your sourcing strategies to match the company culture? How aggressive are you? Do you hold back?

Each company treated me very differently and each time the positions I was hired for were different. As a researcher for Deloitte I was responsible for pure list/candidate generation. When I was with Coach, I was trying to establish a sourcing department as well as source for candidates in fashion. Over at Hewitt, I was more of a “Sourcer” by traditional definition in that I was required to contact and facilitate the candidate process. Now with Accenture I started as a “Sourcer” and now have transitioned into more of a sourcing/developmental role where I’m coming up with ideas, creating applications/tools, and helping to train our sourcing teams.

With each company prior to Accenture I was able to put a little bit of my own ingenuity into what I did, but not a whole lot. Since I’ve been with Accenture I’ve really had the opportunity to spread my wings and give it my all.

What do you like to do for fun? Have you ever jumped out of a plane? Led a parade? Wrestled bears? Share something interesting!

I have jumped out of a plane and one day I would love to be the Grand Marshall of a parade, but I’m not sure how to even get into that sort of thing. As for fun, I do the typical closet geek sorts of things, i.e. playing video games, watching lots of cartoons and SciFi, and playing Angry Birds for hours. The love of my life in terms of fun though would have to be playing pool. At one point in my life I had aspired to go professional with it and now it’s more of a favorite past time. Some of the other things I enjoy include reading, writing, watching horror films, traveling, visiting museums, and having a nice night out with some friends at a bar or restaurant.

Anything else you’d like to know from Mike? Ask it in the comments below.

Stay tuned in the coming weeks as we bring you more interviews from the presenters for the upcoming SourceCon conference in Silicon Valley, October 12-14. Don’t forget to register – we’ll see you there!

We’ve know we’ve teased you long enough — and we are happy to share with you that registration for SourceCon’s fall conference is officially open!

This coming October, sourcing professionals from across the globe will invade Silicon Valley to attend the best sourcing conference out there. Join us in Santa Clara, CA, October 13-14 for the sourcing conference that started it all — SourceCon is heading West!

Hosted by Yahoo!, SourceCon will take place at the Network Meeting Center in Santa Clara — a beautiful meeting and conference facility deep in the heart of Silicon Valley. A five minute drive from the conference center will take you to the Yahoo! headquarters where we will be hosted for a welcome reception following the first day’s sessions. And, for those who want to continue learning and sharing, SourceCon After Dark will take place at Yahoo! after the sun goes down. While not an “official” part of the agenda, those who stayed up late to attend SourceCon After Dark at the NYC event claimed that it was one of the best memories of the conference — a chance to further develop new friendships and learn from one another.

We are still finalizing the conference agenda, so make sure to keep checking back on the event site as more information becomes available. Our speakers have some great things in store for conference attendees, including covering some topic areas that have never been covered before. We look forward to having you join us to experience some of the following:

• A discussion on high volume sourcing: The topic of high volume sourcing has not been covered before at SourceCon. You will receive metrics-backed information on how to best source for cyclical and/or high churn positions within your organization.
• Global sourcing team management: The topic of “global” was requested after the NYC conference, and this session will give you some insight into working with and effectively managing multi-national sourcing teams.
• Best practices for using paid resources: We spend an awful lot of time talking about free resources, but how often do we actually talk about getting the most out of the tools we pay for? If you (or your organization) are paying good money for a resource, it makes sense to use it to its fullest capacity. We have assembled a panel of sourcing professionals who are “superusers” of some popular resources such as Jigsaw, Monster’s Power Resume Search, LinkedIn Recruiter, and others to share with you some of their best practices for getting the absolute most bang for your buck with your paid resources.
• How to take your sourcing team from 0-50 in less than two years: You will learn how one Fortune 500 corporation’s team of nearly 50 sourcers adds value to other areas of their company outside of recruiting. And by the way, this company’s sourcing team did not even exist two years ago.
• A hard-hitting look at your own sourcing function’s effectiveness: You will get some tips on how to evaluate your own sourcing function’s or team’s effectiveness. Managers, you will not want to miss this presentation.
• And much more to come…

Additionally, we are pleased to have as our Conference Chair Carmen Hudson, Engagement Manager, Sourcing and Social Media Strategy for Recruiting Toolbox and Founder and CEO of Tweetajob, Inc. Carmen has been part of the sourcing community for over 10 years, having worked for several Fortune 500 companies, including previously serving as Senior Manager, Talent Acquisition at Yahoo!. She is a loved and well-respected member of the sourcing ‘family’ and we are looking forward to having her lead conference attendees through a wonderful learning experience.

And… what would SourceCon be without a Challenge? That’s right — we are bringing back the SourceCon GrandMaster Sourcing Challenge. To kick things off, we will be announcing the first Challenge of 2011 in the next couple of weeks. Stay tuned for more information — this challenge will surely test your sourcing prowess to the limits!

We hope you’ll make the decision to come to Silicon Valley in October and experience SourceCon for yourself. Registration is officially open — get your ticket today!

“The only source of knowledge is experience.” ~Albert Einstein

LinkedIn recently integrated its new offering, Signal (Beta Labs), last week. It is preparing a firm base for itself in the market prior going public this year. In the coming days, LinkedIn will be heavily investing and promoting its R&D wing to strengthen its business case to attract investors.

Within the last two weeks, LinkedIn released a Beta version of a new section called Skills & Expertise. This section essentially adds a new field in user profiles, just like Monster. This way your profile can be tagged with the skills you possess. LinkedIn then goes on to use those tags in a variety of different places on its site like Jobs, Companies, Groups etc. It also creates a correlation between related skills like Java –> JavaScript. This will help users to search and view results related to a unique field called “Skills.” 

How does it work?

• In your LinkedIn menu bar, select More and then Skills.
• Search your skills in the expertise box. LinkedIn has already captured thousands of skills in their database; hence try to match those skills to increase visibility. Start typing and it will automatically suggest a few skills.

• Once you select your skill, it will display a Skill-Board connecting all the dots within LinkedIn. It will basically map your skills with Jobs, profiles, locations, companies, relative skills, and even show you a Wikipedia entry.

• If this is your skill, go ahead and click on “Add Skill” button.
• You will then be asked for your “level of expertise” and number of years of experience, just like Monster.
• You can add multiple skills and also view related skills as well which you can add to your profile.

Interesting, but how does this help in sourcing?

1. Adding these skills make a profile looks like a “Resume.” People typically may not mention all of their skills on their LinkedIn profile; however now LinkedIn provides a special field to list your skills. One ends up listing more than 2 – 3 skills (primary and secondary) that might not be present in the form of keywords previously in their profile.
2. Related skills provide suggestions with inter-connected skills (or even alternative) to the specific skill. This helps you in gathering related keywords in your search string. In this case you know a typical Java professional comes with other skills like JSP, Struts, Spring, etc.
3. This page also lists various companies that are prominent in these technologies. Target companies, anyone?
4. You can also have a look at which other companies are hiring for the same skills. It also shows various jobs (Recruiting Solutions) for the same skill. Bit of Market Intelligence, perhaps?
5. Apart from this you can view related groups and statistics on main locations for these professionals. More than handy information to go with.
6. In addition, you can also view profiles having those skills in their bio; does not necessarily search in the Skills section. However I’m not fully convinced whether these results are driven by relevant ratings. You get very different results if you run an independent search in “Advance Search.” I am not very sure about the algorithm for these search results. You can do better by running an independent normal searches – do not rely on this feature.

Being in Beta release, it has taken the liberty of showing Bar Diagrams, year-to-year comparison, etc. but without much of explanation.

For time being though this is a very interesting new feature from LinkedIn Labs. Going forward “Skills” will play as a unique field in LinkedIn database which will connect various dots within LinkedIn like jobs, candidates, companies, searching, etc. With such a huge database at its disposal, creating these relationships between various aspects provides a good dimension to their offering.

LinkedIn has smartly created a huge database with a pure intention of networking in the past. Now they have now realized the enormous potential and value of this data for recruitment, which has become a driving factor for their growth recently.

As for now – get “Skilled” with LinkedIn!!!!

As Lawrence states in his session description, “…locating the candidate prospect is only half of the battle. We need to place equal emphasis on ‘making the conversion’ – crafting targeted, role-based messages that will compel these prospects to take action and become active in our pipeline.”

Lawrence leads a global sourcing team, so he speaks from a great deal of experience. He knows the importance of good communication – particularly because what works in one region may not work in another. This session promises to leave you with some things to think about as you head home from the conference and return to your sourcing duties.

Lawrence is Global Head of Sourcing at SAP. He has approximately twenty years of progressive experience in building teams to attract and retain professionals with management, strategy, and emerging technology skills. Prior to joining SAP he was the VP of Service Delivery for Yoh Talent Solutions where he managed its recruiting, supplier management, and sourcing functions as well as its retail (boutique recruiting) lines of business. His team included 190 recruiters, sourcers, and support team members in both the US and Europe. Lawrence has also worked on the agency side of sourcing so he has an incredibly well rounded background. We are looking forward to having him wrap things up for our SourceCon NYC conference!

Over the next several weeks leading up to SourceCon NYC, we will be bringing you quick-hit interviews with the folks who will be presenting at the conference. This is a great way for you to get to “meet” the speakers and get a taste of what you can expect at the conference. We hope you’ll join us February 8-9 in New York City!

In our pocast chat, Holte shares how, even though their team was effective, there were areas in which they could certainly improve. The changes the sourcing team has made over the last year or so has led to them nearly quadrupling their productivity, and her team has nearly doubled in size. What manager wouldn’t want to see that?

With nine years combined experience in sales and recruiting, Holte has quickly gained a breadth of experience that contributed to her expertise and success in staffing leadership. Additionally, she holds leadership roles over several staffing initiatives related to global sourcing, staffing technology, and talent community management.

As a Sourcing and Pipeline Manager at ADP, Holte strategically built and developed processes to support the core function, roles and responsibilities, and output of her sourcing team. Today, her team consists of nine US-based Service, Executive, and IT-focused Sourcers and five Researchers in India.

Holte consistently challenges her team to use creative and innovative sourcing techniques to achieve greater results. Under her leadership, this sourcing team has made a significant impact in pipelining candidates for critical positions and decreased the time-to-find ratios which has resulted in the Sourcing and Pipeline team nearly quadrupling their year-over-year offers.

Over the weeks leading up to SourceCon NYC, we will be bringing you quick-hit interviews with the folks who will be presenting at the conference. This is a great way for you to get to “meet” the speakers and get a taste of what you can expect at the conference. We hope you’ll join us February 8-9 in New York City!

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. Whether you are looking to build an in-house training program or are investigating outside resources to bring continuing education opportunities to those responsible for sourcing within your organization, you’re not going to want to miss this presentation. Cathey promises to present a highly interactive session, facilitate discussion, and provide you with tools you will need to effectively design a training program to keep your sourcing team up-to-date on their skills.

Glen Cathey has more than fourteen years of experience in the recruiting and staffing industry and currently serves as the Market Vice President  for Kforce, a large publicly traded staffing firm. When not working a recruiting desk, he has recruited, trained, and managed highly productive teams of up to 24 recruiters responsible for 700-900 hires per year. He is extremely passionate about leveraging technology (applicant tracking systems, social networks, job board resume databases, and the Internet) for talent identification and acquisition and is considered a thought leader in Boolean and semantic search techniques.

In his personal time, he is the author of www.booleanblackbelt.com where he shares his thoughts and theories.

Over the weeks leading up to SourceCon NYC, we will be bringing you quick-hit interviews with the folks who will be presenting at the conference. This is a great way for you to get to “meet” the speakers and get a taste of what you can expect at the conference. We hope you’ll join us February 8-9 in New York City!

Even though we are in an economic down cycle and unemployment in the U.S. is hovering around 10%, recruiters are still struggling to find people with the skills and experience their hiring managers are looking for.

Partly this is driven by the commonly held assumption that these skilled and experienced people have been affected by the recession and are actually in the job market. Recruiters know this is not the case and that many candidates have become even more difficult to find and entice away from a secure position.

While demand for lesser-experienced, educated, and skilled candidates has slacked, it has risen for those with higher-level skills. Many firms are trying to replace the employees they had with moderate skills or who were in learning roles, with people already accomplished in their profession.

This is a poor time to be an apprentice or a mid-level worker, as the focus is on paying a bit more for people with better skills who are more capable of achieving goals with minimal help right away.

This has put a huge burden on recruiters. It has increased the number of searches needed for the hard-to-find candidates while almost eliminating the need to source for the easier-to-find positions. This, in turn, has driven recruiting leaders to take a hard look at developing specialized internal sourcing functions or finding an outside firm or individuals to do it for them.

Things to Consider

Before deciding whether to keep sourcing inside or find an external provider, a recruiting leader needs to make sure they have answered three questions carefully: (1) is there a sufficient volume of need that will last over some period of time to justify focused sourcing, (2) do you need to simply have the names and contact information of potential candidates so that a recruiter can screen and assess them, or do you also need screening and assessment or even more than that, and (3) do you have the internal staff with the capability, knowledge, and bandwidth to be effective?

If there is an ongoing need and you lack staff, looking at an outsourcing provider might be both time and cost effective. Building an internal sourcing capability can take months of training in addition to the time needed to find recruiters with the needed skills. Many firms turn to contractors for this service, and that may make sense. Contractors are often local, may be very familiar with your organization and both its culture and skill needs, and work for a reasonable fee. However, they also often increase the leader’s workload significantly.

When sourcing needs are high, timelines are short, needs varied and changing, and the skills hard to find locally, then other solutions may be better.

What Kind of Outsourcing Do You Need?

There are three types of outsourcing:

1. Generating names of potential candidates, often called research, which results in a list of names and contact information. These may turn out to be viable candidates, but many will not. All screening and assessment is made by internal recruiters and hiring managers. Results are most likely measured by how many names were generated, how quickly it was done, and how closely they met the previously-agreed-to specifications.
2. Generating names and then screening and assessing them. This usually means that only candidates who meet certain qualifications are presented. Results are measured by how many qualified candidates are presented and by the speed with which this takes place.
3. An emerging type of sourcing involves all of the above but also includes developing and managing a proprietary talent community of qualified candidates. This might include frequent communication with candidates, setting up and maintaining a Facebook page or something similar, and providing a means for internal recruiters and perhaps hiring managers to communicate with candidates.

Tips for Outsourcing Success

Clarity and Transparency: You need to have a clear strategy that outlines how sourcing fits into your overall success, where it is most needed, and be very open about why you are seeking an outside source.

Know which of the three types of outsourcing above you are primarily interested in: Obviously that choice will affect which outsource partner to use and will impact what level of relationship you need to have. Names generation can be performed by individual contractors and they can be located almost anywhere. The major choice criteria are ability to find the people you are looking for and the speed they can do it. Other sourcing arrangements are more complex; often need face-to-face contact at some point; and require a more sophisticated level of negotiation.

Choose an appropriate partner: Many times I see recruiting leaders choosing outsourcing partners without full knowledge of how deep their skills go or what their previous clients thought about them. You need to get references, spend time making sure their expertise matches your needs, and perhaps even start with a trial to see how they perform. You also need to make sure they can grow with your needs and fit your corporate culture.

Define your service level expectations: Work with your outsourcing partners to write down a set of expected performance levels, including time to find candidates, how many need to be presented, and what constitutes quality. Defining what a quality candidate is often becomes the most difficult aspect of a relationship. Take the time to be sure the definition is clear and how it will be measured is agreed to by the hiring manager, the outsourcing provider, and yourself.

Establish a vendor relationship manager: Relationships don’t just happen, and they are far more than a contract. Good communication, access to hiring managers when needed, and a willingness to negotiate through difficult issues are necessary components of any successful relationship.

Having a single person who acts as the account manager with the outsource provider is the best way to begin building a long-term-success model. When I speak with parties to failed outsourcing arrangements, lack of communication and difficulty to get issues resolved are significant factors.

Develop conflict resolution processes: Be sure to set up some informal and formal ways for conflicts, disagreements, and uncertainties to be addressed. This can be through the vendor relationship manager or through a committee or other body that is set up to deal with conflicts. The more defined this process is, the better it will be. It should answer questions such as: when is a conflict at the level of needed more formal resolution, how is a complaint raised, and whose decision is final.

Allow access to hiring managers and other key employees: Make sure you allow an appropriate level of direct interaction between the outsource team and the hiring managers. After all, the goal should be finding and placing a quality candidate, not about internal power struggles and politics.

There are many success stories, and all of them are because these basic steps were followed.

reposted with permission from ERE.net

As a self-employed individual, Stone is a busy woman – and she knows that many of you are as well! In her SourceCon NYC presentation, she will share some of her secrets for productively and effectively sourcing while balancing everything on your plate. While Stone will approach this topic from the standpoint of a self-employed “solopreneur,” the information she will share is relevant to sourcers from companies of all shapes and sizes.

Stone owns BizWerks, a niche recruiting firm in the Midwest. She has been AIRS Certified as a Certified Internet Recruiter twice, and was one of the first to get the designation in the 90s. She won a SourceCon Challenge in 2008 and helped create the challenges in 2009-10. She considers herself a student of sourcing and is always looking for new ways of reinventing her work. Stone is also a hands-on recruiter and sourcer, spending every day in the trenches trying to multi-task her way through both jobs and a few others along the way.

We are looking forward to Stone’s presentation at SourceCon NYC – there will be something for everyone. Don’t miss it!

Over the weeks leading up to SourceCon NYC, we will be bringing you quick-hit interviews with the folks who will be presenting at the conference. This is a great way for you to get to “meet” the speakers and get a taste of what you can expect at the conference. We hope you’ll join us February 8-9 in New York City!