The Sourcing Tool You Are NOT Using; News Flash, You Should!

If you have ever read anything that I have written on SourceCon you know, it’s not the conventional how to source or try this Boolean string. I try and help you think outside of the box, and I tell you a #truestory from my personal experiences in this crazy world that we choose to live in. This one is not going to be any different; this story will hopefully open a few eyes about a whole new way of staffing from a place most people sadly forget.

 

The Daily Hustle 

You did your sourcing due diligence, and you found a developer that the recruiting team was desperately needing.

You crafted a persuasive email to this candidate, dazzled them with an enticing phone conversation, and finally presented this candidate to the recruitment team on a silver platter. After patting yourself on the back, you’re off to fill yet another developer position. It’s a similar skill set, and yet you are back to data mining, finding lists of cold leads, and banging your head on the desk because you just cannot find another person.

Smart, real smart.

 

The Trust

You see developers, well hell, everyone works in a professional team oriented environment most of the time. We are in the age of connections with more social tools than in the history of man. The tools that sourcers have are tremendous in locating people, emails, phone numbers, etc. However, the caveat is these developers are strangers to you, they don’t know you, and they more than likely don’t trust you. Our profession has done a great deal to fuel that fire. There is another way, and it is right in front of you. You already know it (them) because you helped get them hired.

As shocking as it may be, it’s the person you sourced and helped get the job for your company or client.

They are right there, sitting, working, bonding with their new coworkers and you do nothing to converse with them? What is wrong with you? Please don’t give me the typical excuses of “I’m so busy,” or, “I’m offsite so I cannot talk to them.” YES YOU CAN!

It should be a priority that you do in fact talk to them. If you are on site, you should be there for their orientation, or checking in with them to see how their first week went.

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Take the time to care about your new hire and hit when the iron is hot. They are excited about starting a new job, learning a new team and there is no varnish or tar on them yet, no scars.

Ask them for referrals within the first week. I once had a gentleman ask if he could buy me lunch for helping him transition through the whole hiring process. I said I would rather learn who you know and who would want to work here with you. Who have you worked with in the past that you would want to work with again? So many people are on teams, in similar situations, or are future people that you could use.

Listen; people know good people.

#truestory

Derek Zeller

Derek Zeller draws from over 20 years in the recruiting industry. The last 16 years he has been involved with federal government recruiting specializing in the cleared IT space under OFCCP compliance. Currently, he is the Director of Recruiting Solutions for Engage Talent. He has experience with both third-party agency and in-house recruiting for multiple disciplines. Using out-of-the-box tactics and strategies to identify and engage talent, he has had significant experience in building referral and social media programs, the implementation of Applicant Tracking Systems, technology evaluation, and the development of sourcing, employment branding, and military and college recruiting strategies. Derek currently lives in the Portland area. Now, he is the Director of Recruiting Solutions and Channels with Engage.