Downloaded 111 times
![Corny sourcing pickup lines
Life without you at my company would be like a broken pencil... pointless.
Your [LinkedIn profile][Portfolio][Code Repo] reminds me of a magnet,
because you sure are attracting me over here!
On a scale of 1 to 10, you're a 9. But I'm the 1 recruiter you need.
I'm no mathematician, but I'm pretty good with numbers. Tell you what —
give me yours and I’ll text you a really cool link about my company.](https://image.slidesharecdn.com/sourcecon2017keypresentationslides-170316070724/75/2017-Spring-SourceCon-Key-Presentation-Slides-Compiled-by-Susanna-Conway-ohsusannamarie-72-2048.jpg)
![Corny sourcing pickup lines
Life without you at my company would be like a broken pencil... pointless.
Your [LinkedIn profile][Portfolio][Code Repo] reminds me of a magnet,
because you sure are attracting me over here!
On a scale of 1 to 10, you're a 9. But I'm the 1 recruiter you need.
I'm no mathematician, but I'm pretty good with numbers. Tell you what —
give me yours and I’ll text you a really cool link about my company.](https://crownmelresort.com/image.slidesharecdn.com/sourcecon2017keypresentationslides-170316070724/75/2017-Spring-SourceCon-Key-Presentation-Slides-Compiled-by-Susanna-Conway-ohsusannamarie-72-2048.jpg)
Uploaded bySusanna Conway
2017 Spring SourceCon: Key Presentation Slides - Compiled by Susanna Conway @ohsusannamarie
The document discusses trends in recruitment and diversity, highlighting that companies with diverse workforces outperform less diverse ones. It emphasizes the importance of leveraging technology, data analysis, and effective communication in the hiring process while advocating for empathy and rapport in candidate interactions. The text also includes various resources, search strategies, and tools to optimize recruitment practices.
More Related Content
![[Keynote] Trifecta for Recruitment Success, Susanna Frazier - Recruiters’ Hub...](https://cdn.slidesharecdn.com/ss_thumbnails/rhubnzkeynote-trifectaforrecruitmentsuccesssusannafrazier-191128135502-thumbnail.jpg?width=640&height=640&fit=bounds)
![IT TALENT SOURCING AUTOMATION [José Kadlec]](https://cdn.slidesharecdn.com/ss_thumbnails/recruitechhuv3-220606205159-c376ebdc-thumbnail.jpg?width=640&height=640&fit=bounds)
Similar to 2017 Spring SourceCon: Key Presentation Slides - Compiled by Susanna Conway @ohsusannamarie
![[Workshop] Best-Practice Tech Sourcing, Susanna Frazier - Recruiters’ Hub New...](https://cdn.slidesharecdn.com/ss_thumbnails/rhubnzworkshop-best-practicetechtalentsourcingsusannafrazier-191128135613-thumbnail.jpg?width=640&height=640&fit=bounds)
2017 Spring SourceCon: Key Presentation Slides - Compiled by Susanna Conway @ohsusannamarie
- 1. 2017 Spring SourceCon: KeyPresentation Slides Compiled by Susanna Conway @ohsusannamarie
- 2. AND 56% of recruiters expecttheir hiring volume to increase in 2017 90% of professionals are open to new opportunities
- 3. Focus on your TotalAddressable Market (TAM) High HighLow Brand Affinity Hard + Soft Skills 1:Many 1:1 1:Many 1:Many
- 4. 85% of multinationalcorporations believe diversity is crucial to innovation in the workplace.
- 5. ● Companies withgender diversity outperform less diverse companies by 15% ● Companies with ethnic diversity outperform less diverse companies by 35% ● For every 10% increase in racial and ethnic diversity on the senior executive team, company earnings in the US rise 0.8%
- 6. ● Survey Monkey ●QZZR ● Facebook ● LinkedIn ● Professional Hubs ● Quora ● Reddit ● ...ASK!
- 7. JOB ADVERTISEMENTS SECOND Put yourad through Textio. No ad? Your email, message, whatever… Unitive can help you select a channel. Sparc allows you to create short videos to share with candidates. Of course, so does your smartphone.
- 8. MATCHING 67% of activeand passive job seekers admitted a diverse workforce was important to them when evaluating companies and job offers. Entelo
- 9. CONTENT INCLUDES ● ResourceList ● Ratings ● Hidden Thought ● Research Focused ● Series ● Product Spotlight ● Mini Case Study ● Industry Spotlight ● Now and Then ● Shopping List ● Opinion ● Reasons ● Infographic ● Podcast Post ● Video Post ● Stats Piece/Brief ● Quote Based ● GIF Post ● Quora ● Reddit ● Trend Pieces
- 10. CONTENT INCLUDES ● Newsjacking ●Pop Culture Tie In ● How To (at least 3 steps) ● 10x (long as HEEEELL) ● Example (at least 3) ● Fight Club ● Q+A (can be faked) ● Why ● Comparison/versus ● Roundup ● Metaphor ● Personal Story ● Predictions ● Fails! ● Guides ● Worksheets ● Templates ● Checklists ● Podcast
- 11. CONTENT INCLUDES ● Tearsheets ● Listicles ● Diaries ● Infographics ● One Graphic ● Diagram ● Meme ● Posters ● Comics ● Cartoons ● Webinars ● Presentations ● Photo Galleries ● FAQs ● Recaps (events/twitter chat) ● Placed articles ● Press releases ● Cartoons ● Screenshots ● GIFs ● Illustrations ● Handwritten things ● Polls ● Surveys ● Quizzes ● Video
- 12.
- 13. Trendscouting is thenew competence of a recruiter who lives and represents the innovative image of the company Deutsche Bahn AG | Talent Acquisition | March 201713 Trendscout
- 14. With our marketand performance analysis team, we spot trends and evaluate the impact of our measures Deutsche Bahn AG | Talent Acquisition | March 201714 Analyzing the development of the labour market Identifying benchmark companies and evaluating trendsetting Screening other industries for implemented technology Being close to the newest tech trends / Continuously analyzing the performance of all channels and measures along the whole candidate journey Market research Technology trends Performance analysis
- 15. The evolution ofsourcing data • Getting correct information was our challenge in 2002 • Sourcing and gathering information was a manual process most of the time • When SourceCon launched in 2008, it focused on online research and practitioners discussed new ways to gather data online • In 2017, we all have access to the same data • (2015 SourceCon Survey: 72% of people with the title of “sourcer” were responsible for submitting Qualified, Interested, Available candidates)
- 16. The Tech BasicsAll Must Master 1) Boolean (yes, you still need to know this) 2) Expert understanding of Human Capital Data Information Retrieval and Analysis (HDIR&A) - ATSs and CRMs - Social and professional networks - Candidate profile aggregators 3) Understand tools that will supplement what your organization provides
- 17. What the TechExpert Must Know 1) Basic coding skills (bookmarklet – scraping – API) 2) How enterprise software integrates 3) Understand how tools can supplement impact ROI NOTE: You still have to influence people, sell ideas, understand business problems, candidate experience, etc. - Automate tasks with bookmarklets - Gather data by scraping / crawling - Acquire data with APIs - scale - What data can you bring to the table to enable better decisions
- 18. The Intake Meeting Don’ttake orders! Use this opportunity to establish credibility. Use data to tell a story. Get the manager to commit to the process What the process looks like isn’t important. It just needs to be consistent. Strange candidate behaviors typically start with a broken process.
- 19. Candidate Management Candidate controlstarts with the first phone screen. Become their friend. Give them advice. Help them understand and tell their own story. Uncover hidden objections and hot buttons. Why do they do what they do?
- 20. Assessing / Screening/ Interviewing Quickly determine if they have the basic skills required by the manager If they will be a fit, proceed with the interview. Start at the bottom of the resume. (Why did you study ___?) Understand all of their transitions. What motivated each move? Ask the three top hot buttons. Tell me three things that will be important to you in your next opportunity that have nothing to do with salary, benefits, or location. Dig deeper until you have 9 motivators.
- 21. Briefing / Debriefing Briefand debrief the hiring manager and candidate before and after each interview Prepare the manager for things they may object to. Prep the candidate for an awkward interview if the first impression isn’t always good Prep the manager for what is important to the candidate so they can mention it in the meeting. On a scale of 1-10, how would you rate your interest?
- 22. 1. Keyword/Title Search 2.Conceptual Search 3. Implicit Search 4. Semantic Search 5. Indirect Search For more info: http://bit.ly/2lYx0vr & http://bit.ly/1MorqIM
- 23. Textkernel Glen Cathey |#HIREconf
- 24. Textio is amachine learning platform for writing. Hiring teams who maintain a Textio Score of 90 or higher attract an applicant pool that is on average 24% more qualified and 12% more diverse— and they do it 17% faster than their competition. Glen Cathey | #HIREconf
- 25. Crystal Knows has developeda proprietary personality detection technology leveraging NLP and ML in the Harvard Innovation Lab. Crystal analyzes public data to tell you how you can expect any given person to behave, how he or she wants to be spoken to, and perhaps more importantly, what you can expect your relationship to be like. Glen Cathey | #HIREconf
- 26. Social Engineering inRecruitment Empathy Rapport Elicitation Appealing to emotion Framing Handling objections Closing Mirroring Preloading Scarcity Social proof Obligation Reciprocity Referrals
- 27. Creativity, emotion, dexterity based/harder to automate recruitingtasks Rules based/ easier to automate Interview Scheduling Matching Existing Candidates Hunting New Candidates Behavioral Interviewing Requisition Intake Branding and Advertising Reference Checking Offer Letter Generation Standard Screening/Knockout Background Checking Onboarding Paperwork Management
- 28. mapping the HRtechnologies 28
- 29. Matching Technology Review •Brilent • Monster Match • Restless Bandit
- 31.
- 32. AIRSboolean RECRUITER PRC CDR ACIR CSSR CIR hiringsemantic search ApplicantTracking System ATS RPO iCIMS BullHorn BambooHR TrackerRMS PCRecruiter Taleo salary negotiation SmartRecruiters iRecruit Jobvite JobDiva SourcePoint ManPower Group SourceRight The RightThing ZipRecruiter SuccessFactors HireVue BY TOOLS BY EMPLOYERBY CERTIFICATIONBY SKILL / FUNCTION perm placement temporary placement resume screening permanent placement PeopleScout Cornerstone RP Wilson HCG KellyOCG Accolo FutureStep Alexander Mann Solutions TalentFusion ECRE TSI CPSP CTS CSP TSCPRC CSC career fairs Recruiting Talent Advisor Talent Acquisition Staffing Recruitment Sourcer Sourcing Talent Attraction TA Scout Search Consultant Head Hunter Executive Search BY JOB TITLE #SourceCon @matthewjleblanc
- 33.
- 34. intitle: – Restricts resultsto pages containing a particular word in its title inurl: – Restricts results to pages containing a particular word in its URL (inurl:resumeof OR intitle:resumeof) -intitle:sample AND "nashville, tn" @matthewjleblanc#SourceCon
- 35. filetype: – Restricts resultsto files on internet with particular extensions (doc, pdf, ppt, etc) Excel (xls) PowerPoint (ppt) Word (doc) Works (wks, wps) MS Write (wri) Rich Text Format (rtf) Text (ans, txt) MacWrite (mw) Portable Document Format (pdf) (filetype:doc OR filetype:pdf) AND ~resume AND (java OR j2ee) AND (nashville OR "franklin, tn" OR "hendersonville, tn") @matthewjleblanc#SourceCon
- 36. site: –Limits results tocertain keywords within a specific site or domain site:sourcecon.com AND "Shannon Pritchett" @matthewjleblanc#SourceCon
- 37. @matthewjleblanc#SourceCon Resume Hosting site:visualcv.com ANDkey word site:cvmkr.com AND key word site:resumup.com AND key word site:jresume.com AND key word site:connectcv.com AND key word Document Hosting site:scribd.com AND key word AND (intitle:resume OR intitle:cv OR intitle:vitae) site:slideshare.net AND key word AND (intitle:resume OR intitle:cv OR intitle:vitae) site:docs.google.com AND key word AND (intitle:resume OR intitle:cv OR intitle:vitae) Site / Blog Hosting site:wordpress.com AND key word AND (intitle:resume OR intitle:cv OR intitle:vitae) site:wix.com AND key word AND (intitle:resume OR intitle:cv OR intitle:vitae) site:weebly.com AND key word AND (intitle:resume OR intitle:cv OR intitle:vitae) URL Shortener site:bit.ly AND key word AND (intitle:resume OR intitle:cv OR intitle:vitae)
- 38. Fill in theblank: The best pool is a ___________ pool.neighbors @matthewjleblanc#SourceCon http://sourcingcertification.com/cses/
- 39.
- 40. Did You Know: 51%of Sourcers use CareerBuilder 80% of Sourcers use Indeed 80% of overall hires come from LinkedIn 97% of Sourcers use LinkedIn, 66% on a daily basis *Taken from the 2016 SourceCon State of Sourcing Survey
- 41. • scoperac.com/bool • Stringgenerator •X ray search
- 42. Scope of Services: Data/Contact accuracy ATSintegration Boolean/X-ray automation Social aggregation Sourcing reports
- 45.
- 46.
- 47. Custom Search Engines:www.cse.google.com
- 48. CONTROL PANEL SEARCH OPTIONS SEARCHING THE ENTIRE WEB?DON’T FORGET ADD TAB HEADERS
- 49.
- 50.
- 51. Leveraging Networks &Expertise – the message Highly customizable, geared towards the prospect Use your “hook” – what’s in it for the prospect?
- 55. Leveraging Expertise &Networks – why it worked Short, sweet, and personal Clear call to action – sizzle share HM on cc and link to profile Response time? About 10 minutes
- 56. Be more… H –Hyper-personalization U - Unleash your creativity M - Make a connection A - Anticipate change N - Nudge gently
- 57. First off, Ihappily stumbled upon your Wunderlist Year in Review and found your level of productivity last year amazing. Ironically, it was a year ago today January 11th that happened to be your most productive day. Since history tends to repeat itself, I imagine today you are just killing it. Although I would love to discuss how you were able to keep such a high level of productivity throughout the full year, there's actually another reason I am contacting you... SUBJECT: MURAT’S WUNDERLIST YEAR IN REVIEW - WHAT’S NEXT?
- 58. I couldn't resistthe cheeky subject line, I loved reading your profile and of course like every other message you get, I'm a recruiter that believes you could really shed those moody blues with a new challenge at indeed. Did you know we had an office in Dublin? I am sure you are not considering a move right now, it looks like it is lots of fun working at SUSE. However I am sure it is not all Nights in White Satin and I would love to get to know you better for when the time is right to make a move. We are looking for Dutch speakers who are motivated, love hitchhiking and can dance. Would you be up for a quick chat to find out a bit more about life at Indeed? SUBJECT: At Indeed we will help you dance those moody blues away!
- 59. First off, Ihappily stumbled upon your Wunderlist Year in Review and found your level of productivity last year amazing. Ironically, it was a year ago today January 11th that happened to be your most productive day. Since history tends to repeat itself, I imagine today you are just killing it. Although I would love to discuss how you were able to keep such a high level of productivity throughout the full year, there's actually another reason I am contacting you... SUBJECT: MURAT’S WUNDERLIST YEAR IN REVIEW - WHAT’S NEXT?
- 60. I couldn't resistthe cheeky subject line, I loved reading your profile and of course like every other message you get, I'm a recruiter that believes you could really shed those moody blues with a new challenge at indeed. Did you know we had an office in Dublin? I am sure you are not considering a move right now, it looks like it is lots of fun working at SUSE. However I am sure it is not all Nights in White Satin and I would love to get to know you better for when the time is right to make a move. We are looking for Dutch speakers who are motivated, love hitchhiking and can dance. Would you be up for a quick chat to find out a bit more about life at Indeed? SUBJECT: At Indeed we will help you dance those moody blues away!
- 61.
- 62. Agree with you.If I can't summarise it in a tweet, I don't understand it well enough. So, I'd like to keep it simple and sweet. How about a chat in hopes of intertwining your interests with Indeed now or in the near future? SUBJECT: Both good and bad leaders are great - We still want a good leader like you
- 63. I came acrossyour blog writing through Medium and your "I'm a Fraud" post caught my eye. I think we are one in the same because we are trying to make a personal impact on communities - locally, domestically and internationally. I think you hit it right on the head in this post - I'd add that through our mission, the interaction we have with others can possibly come across as disingenuous if we aren't authentic 100% of the time. I'm not sure how much you know about Indeed.com, but we are experiencing significant growth and specifically focusing on our UX/UI teams. I'm looking for a strong UX leader to join our team as the Senior Manager of UX. I'm assuming that we'd have to do something pretty compelling to pull you away from Google. We are ready to do that if you are open to a 10-minute chat about the impact Indeed is making on people's lives - both domestically and internationally. Can you spare a few minutes for us to tell you about where we are heading and let you make the call on whether the opportunity here could be a great move for you? SUBJECT: Choose authenticity
- 64. Actions taken 6months prior to current job among the 90% hired in the past year Asked a professional connection for a referral Attended job or career fairs 17% 15% Enlisted the help of a recruiter Something else 14% 5% Visited an online job site or job board Looked at job opportunities on company career websites 60% 39% Asked friends and/or family for a referral Used a mobile job search app 28% 25% Visited an online professional social networking site 21% Source: Harris Poll (Base=Employed and did something 6 months prior to getting current
- 65. average number ofdays to develop a candidate from passive prospect to active job seeker in January 34
- 66. layoffs OR “needsfunding” OR “shares dropped” OR ”bad earnings” OR “job cuts” OR "troubled startup” Set A Google Alert
- 67. 15% of candidates developedfrom passive prospects to active job seekers required an extra 2-3 follow-ups
- 68. Understanding its footballseason and your favorite NFL team (the Buffalo Bills) takes priority, I was hopeful that we could connect during their bye week. I know I missed my opportunity. Hopefully you have some time in the upcoming weeks. Until then, I'll keep calm and root for the bills for you.
- 69. 20% of candidates scheduleda call with a Sourcer by clicking on a scheduling link directly included in the original message
- 70. Speed up theconversation Phrases to use Book a time to chat with me here You can schedule time with me directly here Access my calendar below to chat immediately Tools to use YouCanBook.me Calendly Assistant.to
- 71. Corny sourcing pickuplines Is your name Wi-Fi? Cause I’m feeling a connection coming on… Is your name Waldo? Because someone like you is hard to find. Are you a magician? Because whenever I read your Tweets about cybersecurity everyone else disappears! Sorry, but you owe me a drink because when I looked at your code, I dropped mine.
- 72. Corny sourcing pickuplines Life without you at my company would be like a broken pencil... pointless. Your [LinkedIn profile][Portfolio][Code Repo] reminds me of a magnet, because you sure are attracting me over here! On a scale of 1 to 10, you're a 9. But I'm the 1 recruiter you need. I'm no mathematician, but I'm pretty good with numbers. Tell you what — give me yours and I’ll text you a really cool link about my company.
- 73. Corny sourcing pickuplines I may not be a genie, but I can make all of your career wishes come true! You're a Developer with SecretOrg. I'm a Recruiter with BetterSecretOrg. Coincidence? I think not. If it weren't for that damned sun, you'd be the hottest Accountant ever created. If your PM skills were a burger at McDonalds, I'd be calling you “Project McGorgeous”
- 74. Do these work?Ask Jess Roberts… #1: Fun loving xxxxx role seeking like minded xxxxx. Long walks on beach optional. #2: You're a xxxx at xxxxx I'm in recruiting at xxxxx. Coincidence, I think not. #3: Hey do you have WiFi in your background because I feel like we should be connected.
- 75. And the responses? I'd love to connect. Long walks on the beach are ok too. (#1) Thanks! This is the most original email I've seen. I'm not looking for anything new right now, but we can stay in touch for sure! (#1) Ha! Sure let's chat. (#2) It must be the new range extender that I just installed. Let's chat. (#3) Hey I love extra cheese in the mornings! Thanks for making me smile this morning. Not looking to leave right now, but let's stay in touch. (#3)
- 76. Initial Target List Forbes Top 10 Hiring 2016 Grads2016 Best Staffing Agencies SourceCo n 2017 Top 100 for Recruitin g Jobs (Flex) o Deloitte o E&Y o PWC o Amazon o Oracle o Aerotek o Atrium Staffing o CSI Healthcare IT o Kforce o Insight Global o Randstad (4 divisions) o Microsoft o Randstad o Walmart o PepsiCo o Kforce o Indeed.com o Wells Fargo o Salesforce o CyberCoders o Creative Group o Kaiser o Accenture o Target o Chase o Insight Global o Lockheed Martin
- 77. Sourcing Search –Define Your Goals Create an Agenda Outline Sourcing Timeline Discuss Recruitment Workflow Review Company Target Research Schedule Weekly Update Syncs
- 78. Sourcing Search – Stickto the Fundamentals Business Overview – Priorities / Selling Points Overview of Team Structure & History Position Overview Sourcing Strategy Team Interview Goals & Execution Plan
- 79. The Best Tool: yourBrain! Keywords Job Research Boolean Syntax Market Research Competitors Directories Facebook Search Site Searches Publication Sites Patents CSEs Chrome Tools Google Conferences Associations Registration Sites Government Sites Existing Network “Top sites to find” “Find a”
- 80. Hiretual • Automated Boolean/SkillsBuilder • Linkedin, Facebook, and other sites (for several industries INCLUDING HEALTHCARE) • Free Version as well as Paid-For Versions • New Features including a JD/Resume Parser and Pipeline/Export Data
- 81. Alternative FaceBook Search •Search is Back: Log into Facebook • Select Search for “All People” (via drop down menu) • Enter Job Title or other info • Click “Find People!” • Web Based (not an Extension)
- 82. Federal Election Committee(fec.gov) • Start your search here and scroll down or read about it • http://www.fec.gov/finance/disclosure/advindsea.shtml
- 83. Free Patents Online(Patents and Scientists) • Search FPO: • http://www.freepatentsonline.com/search.html • Different syntax to search • IC = Inventor City • AC = Assignee City
- 84. Publications Sites Google Scholar(Research and Publications) site:scholar.google.com/citations?user (keywords) GREAT FOR SCIENTISTS !
- 85. Custom Search Engines(Create Your Own) •For more info on Creating CSEs •Custom Search Engine – Part 1 •Part 2: Searching the Entire Web •Part 3: Site Searches With a Side of URL Manipulation •Adding Complex Refinements •More FREE CSEs on HRSourcingToolBox2017
- 86. BizStanding Business Directory CompanyProfiles with Former Employees listed: site:bizstanding.com/p/ (keywords)
- 87.
- 88. Medical/Healthcare • Doximity (MDsand NPs) • www.doximity.com • site:doximity.com inurl:pub (keywords) • Doctors, Dentists, and Nursing: • http://npino.com
- 89. Start Ups • AngelList • https://angel.co/medicinal-chemistry • site:angel.co “people skilled at * ” biomedical
- 90. Matrix of ToolsAppendix • Greg’s Custom Search Engines: • Full List of my Free CSEs can be found here: http://hrsourcingtoolbox.com. Here’s a few for the sites we went over: • Greg’s Google Scholar CSE (Publications): • Greg’s Angel List CSE (Start ups) • Other CSEs • Docs Engine (Search for Word, Excel, PDF Documents) • Recruitment Geek CSE (Global) • Recruiting Live CSE (Wide Array of Search Refinements) • Boolean Strings CSEs (Great Inventory of CSEs) • Facebook Search Tools • Intelligence Search – Facebook (McCusker’s) • Search is Back • Healthcare • Npino (healthcare) • Doximity (healthcare) • Publications/Research/Science • Google Scholar (Publications): • Loop (Publications): • Kaggle (Data Science) • Research Gate Pubmed • Pubfacts • PubPDF • Start Ups • Angel List • F6S.com • Upwork.com (Freelance Researchers) • Other Social Networks • Archinect - Architectural/Structural • Remote.com - Marketing/Personal Branding • Rallypoint - Miltary • Github - (sourcinglab) • Stackoverflow - IT Social Network • Reddit – Everything Nerdy • Paid Aggregators • Hiring Solved • Talentbin (owned by Monster, free trial search) • Entelo • Gild • Business Focused Databases • www.zoominfo.com • www.Data.com • The Ladders Passport
- 91. Matrix of ToolsAppendix • Other Cool Tools • Autopagerize (infinite google results) • Search-Preview (preview from Google results) • Dataminer (Data Extraction) • Cometdocs (PDF to Excel) • Other Chrome Extensions (Search in Chrome Store) • Hiretual • Prophet • Email Hunter • Rapportive • Connectifier • Hound • Contact Out • Lusha • 360 Social • Vibe • Discoverly • More Tools • The Search Authority - Dean Da Costa • The Candidate Generator - Todd Davis • Boolean Strings – Irina Shimaeva
- 92.
- 93.
- 94.
- 95.
- 96.
- 97. Talent Level Mapping CompetitorCorresponding Title Equivalent Level Comp/Benefits Location XYZ www.xyz.com Director L6 $250K plus Competitor Corresponding Title Equivalent Level Comp/Benefits Location ABC www.Abc.com Sr. Director L7 $300K Competitor Corresponding Title Equivalent Level Comp/Benefits Location LLC www.LLC.com Vice President L8 $425K
- 98.
- 106. What should Ido to find contact information? Humm…. • Radaris.com • Spokeo.com. • “name” xyz company “contact me”, “email me” at* • “email me at* “xxxxx” • “call me at* “xxxxxx • “phone me” xxxxxx • Whois.com • Email hunter • Googlemaps.com
- 107.
- 108. https://www.eremedia.com/sourcecon/lets-hack-together-an-attendee-list/ Learn how toinstall & Setup Postman in Chrome
- 109. datastudio.google.com • Free • DashboardNOT static • Integrated • Google Sheet • Google Analytics • Like Google Drive • Permission • Publishing • Visual themes & options
- 110.
- 111. Hundreds of whitelabel conference apps too
- 112. API 101 GET =Reading Data PUT = Writing Data POST = Pushing Data PATCH = Updating Data STEPS 1. Use Search box 2. Find the right GET Master the footprint to use on any Bizzabo conference app
- 113. Convert JSON to.csv using Json-xls.com
- 114. Convert JSON to.csv using konklone.io
- 115. Convert attendee listto contact list fast using
- 116. http://givehub.io/ Free tool builtby Jonathan Tarrico and myself jtarrico
- 117. 117 Techniques to revealmore of the Dark Matter Glen Cathey’s Presentation: http://booleanblackbelt.com/2016/01/the-most-powerful-boolean-search-operator/ Corresponding deck: http://www.slideshare.net/linkedin-talent-solutions/become-a-ninja-recruiter-advanced-boolean-search-talent-connect-london-2014 Image: from ESA based on research by Richard Massey from CalTech Glen Cathey’s LI Search Tactics: 1. Keyword/Title Search 2. Conceptual Search 3. Implicit Search 4. Natural Language/Semantic Search 5. Indirect Search
- 118. 118 Competitive Intelligence Companies that SpecificTechnology Partner networksBusiness processes Location data
- 119. 119 LinkedIn Custom FilterTip • Great for things that you use over & over. Expert tip Alert 1) Save search to a project folder. 2) Have team member open the search, then they can save it as a custom filter
- 120. 120 Examples of usecases: • Competitive intel list • Top schools for a specific search • F500 (break into 2 lists… so you don’t break LI) • Capsules are more accurate, generally speaking, but not always! • Highly targeted Consulting companies (ie an insights list or Advertising agencies)
- 121. 121 Expert Tool tip:Great extension to help make lists pop MultiHighlight
- 122. 122 Attendee List –Now What? • Name*, Title, Company, Email*, Phone • Email Address? –> Put them into a LinkedIn Project folder (max 2k people per folder) * Minimum information needed
- 123. Copy and pastethe cells from G2 and paste them into the rest of the column. You can now copy these urls into a bulk URL opener I find 20 or so is a good number to do at a time. More than that is dangerous as you can end up in LinkedIn Jail 123
Editor's Notes
- #5 Great. Fantastic. I know we’re all here because we just love innovation, whatever the heck that means. But more importantly, we’re here because the job we do, YOU do, is one that brings the right people to the table at the right time. And that friends, is a business transaction. So let’s taco bout that
- #6 Unfortunately, Deloitte found that “diversity and inclusion” was consistently reported (2014) as one of the least important issues on leaders’ minds when compared to other HR matters. Why? As it turns out, 41% of respondents working within the Fortune 1000 claimed a busy schedule was the culprit behind stalled diversity initiatives.
- #7 How Do You Gather This Information? Create a survey using Survey Monkey or QZZR that you can send out to your personal or professional network to gather data. You may seek resources in the most unlikely places… For example, your little brother who is on active duty with an extensive network of new veterans or your cousin Laura who is a stay at home mom with a college degree and looking for remote work are real-life resources you can use to draw up a persona draft. Try This: Don’t be afraid to post to your personal Facebook or Twitter and ask your friends if they know anyone who fits a brief description of your targeted talent pool. The more people you can recruit for information, the better.
- #8 Navigating job placements is no easy task when considering the candidates you want to attract. Add in the need for diversity and the process teeters on becoming overwhelming. Textio gives employers an edge in creating effective job descriptions by analyzing the existing text and pointing out biased language. Unitive helps attract a broader range of candidates by focusing on the structure of job postings. The service also helps the employer focus on specific qualifications to structure a job interview to avoid interview bias. Of course, the “show don’t tell” rule applies for candidates as well. Sparc allows organizations to showcase their diverse workforce and environment by using short videos.
- #9 Entelo, on the other hand, focuses attention on matching companies to candidates from underrepresented groups. Jopwell helps foster relationships between top companies and Black, Hispanic, and Native American students and professionals. In 2015, 67% of active and passive job seekers admitted a diverse workforce was important to them when evaluating companies and job offers.
- #10 For our purposes today, content includes of course, blog posts, but also literally anything your audience can consume: Resource List Ratings Hidden Thought Research Focused Series Product Spotlight Mini Case Study Industry Spotlight Now and Then Shopping List Opinion Reasons Infographic Podcast Post Video Post Stats Piece/Brief Quote Based GIF Post Quora Reddit Trend Pieces Newsjacking Pop Culture Tie In How To (at least 3 steps) 10x (long as HEEEELL) Example (at least 3) Fight Club Q+A (can be faked) Why Comparison/versus Roundup Metaphor Personal Story Predictions Fails! Guides Worksheets Templates Checklists Podcast Tear sheets Listicles Diaries Infographics One Graphic Diagram Meme Posters Comics Cartoons Screenshots GIFs Illustrations Handwritten things Polls Surveys Quizzes Video Webinar Presentations Photo Galleries FAQs Recaps (events/twitter chat) Placed articles Press releases And more! Any I forgot?
- #11 For our purposes today, content includes of course, blog posts, but also literally anything your audience can consume: Resource List Ratings Hidden Thought Research Focused Series Product Spotlight Mini Case Study Industry Spotlight Now and Then Shopping List OPinion Reasons Infographic Podcast Post Video Post Stats Piece/Brief Quote Based GIF Post Quora Reddit Trend Pieces Newsjacking Pop Culture Tie In How To (at least 3 steps) 10x (long as HEEEELL) Example (at least 3) Fight Club Q+A (can be faked) Why Comparison/versus Roundup Metaphor Personal Story Predictions Fails! Guides Worksheets Templates Checklists Podcast Tear sheets Listicles Diaries Infographics One Graphic Diagram Meme Posters Comics Cartoons Screenshots GIFs Illustrations Handwritten things Polls Surveys Quizzes Video Webinar Presentations Photo Galleries FAQs Recaps (events/twitter chat) Placed articles Press releases And more! Any I forgot?
- #12 For our purposes today, content includes of course, blog posts, but also literally anything your audience can consume: Resource List Ratings Hidden Thought Research Focused Series Product Spotlight Mini Case Study Industry Spotlight Now and Then Shopping List OPinion Reasons Infographic Podcast Post Video Post Stats Piece/Brief Quote Based GIF Post Quora Reddit Trend Pieces Newsjacking Pop Culture Tie In How To (at least 3 steps) 10x (long as HEEEELL) Example (at least 3) Fight Club Q+A (can be faked) Why Comparison/versus Roundup Metaphor Personal Story Predictions Fails! Guides Worksheets Templates Checklists Podcast Tear sheets Listicles Diaries Infographics One Graphic Diagram Meme Posters Comics Cartoons Screenshots GIFs Illustrations Handwritten things Polls Surveys Quizzes Video Webinar Presentations Photo Galleries FAQs Recaps (events/twitter chat) Placed articles Press releases And more! Any I forgot?
- #13 Solution: I tried a lot of ways to fix this and still haven’t, which is such a shame. According to Gallup research, diverse, engaged teams result in higher financial performance by 48% to 58%. As is often the case in diversity hiring initiatives, this comes from a sourcing issue. There just weren’t enough diverse candidates. And although I sent people through the interview process and even extended offers to some, none ever took the job. My solution is to point my sourcing initiatives at distinctly underrepresented groups. How? By targeting clubs, groups and colleges that serve these groups and by attending career fairs where I am exposed to more applicants from diverse backgrounds (code schools, technical schools, community colleges, meetups). It’s not a perfect solution and I have not cracked the diversity ceiling yet… but I will. Getcho Boolean On: Try these resources for pre-made Boolean strings of names, pronouns, sororities and much more by the godfather of sourcing himself, Glen Cathey: http://booleanblackbelt.com/2012/12/diversity-sourcing-boolean-search-strings-for-linkedin/
- #27 Leveraging emotion – people feel before they think
- #58 **Examples of what we did -- personalization & hyper-personalization
- #59 **Examples of what we did -- personalization & hyper-personalization
- #60 **Examples of what we did -- personalization & hyper-personalization
- #61 **Examples of what we did -- personalization & hyper-personalization
- #63 **Examples of what we did -- personalization & hyper-personalization
- #64 **Examples of what we did -- make a connection
- #66 Time to Develop Global Sourced Candidates for January (Outreach to Interview)
- #67 Yahoo Labs Study - Behavior Patterns that Matter Reply Time Length of message Time/Day with Most Replies
- #70 Stamford Sales Hiring Event
- #77 https://devskiller.com/50-most-game-changing-influencers-in-recruitment-also-for-it-recruiters/ https://www.bestofstaffing.com/best-staffing-agencies/2016/best-talent-service-winners/ The best talent service staffing agencies achieved an average Net Promoter Score® of 64%, with their talent 50% more likely to be completely satisfied. Winners secured a 2016 Best of Staffing®Talent Award by obtaining at least a 50% Net Promoter Score® indicating exceptionally high levels of job candidate service within the staffing industry. https://www.forbes.com/sites/jeffkauflin/2016/11/23/the-10-companies-hiring-the-most-2016-college-graduates/#71af4ddf2d38 https://www.flexjobs.com/company-guide/hr-recruiting-jobs
- #79 Business Overview What are the business objectives & priorities for your group – near-term/long-term What's the team culture? What are the selling points of being in this group? Overview of Team Structure & History What skill sets or experiences have worked best in the past? Which have not? What experience or skills are currently missing from your team? Most recent hires (External/Internal)? Previous Company/Segment? Position Overview/ Requirements – (Applicable Knowledge/Skills/Abilities) Sourcing Strategy – Previous Sourcing / Hiring Challenges / Lessons Learned? Recruiter & Hiring Leader’s Team Interview Goals & Execution Plan Interview Process / Team Focus Areas
- #80 This are places I typically think to look when I start a search. Some work better than others but you have to think about the most effective tools in the toolbox.
- #81 Hiretual (pronounced like Virtual) LI, FB and more searches in development. Ninh Tran and his team are always updating, and they even have healthcare/medical searches!
- #82 I always forget to search for all people, so make sure to select it from the drop down menu shown here. Search is Back is web based, NOT a chrome extension, so it can be a great backup if the other extensions break. Facebook isn’t intended to be searched in this way so its best if you use general terms. For example, Nurse in Houston, or Software Developer with a major in computer science
- #83 The Federal Election Committee can be a great resource for finding names of contributors who may not be on the job boards. The FEC.gov houses information on campaign contributors and can be searched by job title. FEC.gov helped us staff a nurse for one of our remote sites in New Mexico, which we pulled a list of over 200 new and unique names.
- #84 Free Patents Online is another way to find scientists or researchers, or someone of a very technical nature. The search functionality involves a bit of a learning curve, but you can use some of this syntax to search by location.
- #85 I’ve found publications sites like Google Scholar EXTREMELY helpful when looking for research and science candidates. Often times, the titles of articles can tell you more than a linkedin job title. So for example, if I was looking for a medicinal chemist with experience with “small molecules” and “drug discovery, the articles can give MUCH better insight. There actually a whole slew of different publication sites, but I found GS is easiest to search.
- #86 For more information on how to build your own CSE, you can read the 2 part series than turned into 4. Direct links are here. There are actually many ways to build out a CSE, so try it out and lets us know what you create! I’ve also got a few on the HRSourcingToolbox in case you want to test them out (all Free)
- #87 BizStanding.com This is a recent find that you can not only site search/xray, you can pull a list of names of former employees. This is a huge find and a free resource. You may have to do some additional research and cross referencing for the rest.
- #88 Trustoria is a directory I’ve found useful for engineering and other roles. You can search through keywords or a Boolean site search. You may have to do some additional research and use cross referencing, but you can find names of candidates who may not be looking! Name, job title, company worked at are on here, another free resource
- #89 Many of my healthcare friends use Doximity to look for doctors, but you can also look for nursing folks here, You can also site search. Can also look on npino for private practices. Npino has doctors, nurses, and dentists listed by specialty, and many of these may not be “out there” looking. In other words, you have another untapped pool of talent.
- #90 Angel list has been a resource for start up and small org talent. However, you can use some of the wording in the profiles to target a specific group. Here are two examples, you can adjust the URL per keyword or use a site search for “people skilled at” both are useful and can yield decent results. You may have to adjust your Boolean or cross reference as well
- #91 Here’s an Appendix of several other sites. The important thing to remember is the information is out there, you just have to find it. Try new things, analyze, ask questions, but always keep learning, keep building, and never stop thinking. Many of these (like the publications and start ups), I stumbled upon.