When I started my sourcing career I spent my very first day on the job signing up to LinkedIn. After a brief introduction on the product and how it worked, my window to “networking” was open and I was determined to make my mark. With the helping hand of my manager, I spent the rest of the day joining relevant open networking groups and communities both within LinkedIn and without and generally optimising my profile. Fast-forward to the present day and if I were to do it all again starting from scratch I would have built my LinkedIn profile completely differently…
The Basics of LinkedIn – A quick overview
The vast majority of recruiters and sourcers use LinkedIn to help identify passive candidates. These days that is almost all that LinkedIn is used for. Unless you are an in-house recruitment function and … Read More »
In recent years there has been a lot of exposure around the practice of companies entering non-poaching pacts (see also here, here and here) to prevent their competitors from headhunting their staff. Aside from the legal issues, Fraser Hill takes a different perspective in his latest article and talks about the ethics behind using headhunters. Essentially he argues that there is no ethical dilema in companies headhunting from their competitors “because companies don’t own people”. Furthermore, he highlights the somewhat flawed perception that although it is unethical for corporations to headhunt directly from their competitors, the practice is condoned if it is performed by a third-party. He illustrates his point with the following example:
“In the criminal world, you’re still considered as bad as the person who pulled the trigger if you hired the hit man to do it. The person who hires the hit … Read More »
Late last year I had a status update on LinkedIn that my business recently implemented SalesForce.com as our sourcing platform. Prior to that I wrote an unpublished article about the frustrations of not having a reasonably affordable solution. I didn’t end up publishing it because by the end of it all I realised that I had not really come up with a solution and it was literally a haphazard string of thoughts cobbled together into one semi-coherent rant.
Actual photo half way through my initial draft.
I’ve summarised portions of it to help put things into perspective.
I’ve re-written this section more times than I care to remember in the hope of keeping it short and succinct. The final iteration is as follows:
“It is so frustrating that there are no reasonably affordable solutions based in the cloud that is catered specifically for sourcing. I’ve … Read More »
Shane Barnfield highlights the importance of managing a pipeline of talent reminding us that its as critical as finding them. First and foremost, talent pipelining is not a database.
The KENTZ approach
What they do?
Maintain relations with their hard-to-find and high-volume talent. Not dissimilar to what agency recruiters do but it goes beyond the phone catch-up every quarter or so…
How they do it?
Shane sees that there are 4 key elements to talent pipelines:
Know what your business needs and profile the hard-to-find and high volume roles cf: Lou Adler. Know where to find these talent. They utilise external search firms to identify talent which they use to build their talent pipeline. They also rely on LinkedIn.
Prequalify candidates through phone calls – not necessarily about an active job. This process is normally just an introduction and … Read More »
Mahsuri Bianchi talks about how best to build a sourcing capability from an internal perspective at Monadelphous, an Engineering firm. She covered what it takes to be a successful sourcer in the world of engineering, resources, energy and infrastructure.
When she was brought on-board to build a sourcing team she found that there was more administration activity than “pure recruiting”, a frustration many internal recruiters share. She hired end-to-end recruiters however she found that some were initially disenchanted. Specifically she found that they simply had no time to:
Fill out job briefs
Properly respond to candidates, if at all
Phone screen candidates
She reminds us that candidate is king especially for hard-to-fill roles. To address this, she implemented a sourcing team that functioned as an internal search service with minimal administration that were empowered to affect change and to be able to use … Read More »