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GREG DOERSCHING Griffin Search Group Bullseye Recrui4ng Process 4145207522 [email protected] Ready, Aim – Dial!

Ready, Aim - Dial! Strategic Sourcing for Recruiters

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Presentation from the Fordyce Forum 2012, presented by Greg Doersching.

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Page 1: Ready, Aim - Dial! Strategic Sourcing for Recruiters

GREG  DOERSCHING  Griffin  Search  Group  

Bullseye  Recrui4ng  Process  414-­‐520-­‐7522  

[email protected]  

Ready,  Aim  –  Dial!

Page 2: Ready, Aim - Dial! Strategic Sourcing for Recruiters

ATTRACTION  § The  5  things  a  person  is  thinking  about  when  hearing  about  a  new  opportunity  for  the  first  4me.    § BeHer  quality  of  life  for  them  and  their  family.  § More  responsibility/challenge  in  rela4on  to  the  posi4on.  § A  chance  to  “step  forward”  their  career.  § Closer  to  family/rela4ves.  (A  chance  to  go  “home”.)  § Money.  

Page 3: Ready, Aim - Dial! Strategic Sourcing for Recruiters

WHEN  TRYING  TO  ATTRACT  CANDIDATES  

Remember  these  two  important  rules:    1.   Candidates  are  a@racted  to  details  not  generaliDes.  §  Be  prepared  to  give  them  the  details  that  separate  

one  opportunity  from  another.  2.   You  are  never  recruiDng  just  the  candidate  –  your  are  

also  recruiDng  the  opinions  of  their  friends/family.  §  No  one  is  going  to  make  a  career  decision  with  out  

geVng  a  2nd  opinion  you  need  to  make  sure  they  have  enough  informa4on  to  sell  those  whose  opinions  they  value.  

Page 4: Ready, Aim - Dial! Strategic Sourcing for Recruiters

WHAT  DO  YOU  REALLY  TELL  THEM?  

§ COMPANY  PROFILE:      § WHAT  THE  COMPANY  OFFERS  THEM:      § COMMUNITY  

§ THE  ROLE  THEY  WILL  PLAY:    

Page 5: Ready, Aim - Dial! Strategic Sourcing for Recruiters

COMPANY  PROFILE  

§ There  are  only  2  types  of  companies  that  most  people  are  aHracted  to:  1.  Stable,  well  established  company  that  someone  

believes  they  can  join  and  through  the  normal  course  of  promo4on  could  stay  there  20  years  and  be  completely  content.  

2.  GeVng  in  on  the  ground  floor  of  an  up-­‐and-­‐comer  –  they  want  the  beginning  of  a  growth  curve.  

3.  Some4mes  you  get  lucky  and  get  to  offer  them  both  –  a  well  established  company  that’s  star4ng  a  new  ini4a4ve.  

Page 6: Ready, Aim - Dial! Strategic Sourcing for Recruiters

WHAT  THE  COMPANY  OFFERS  THEM  § It  is  all  about  the  liHle  things  a  company  does  that  shows  they  APPRECIATE  their  employees.  

 § Benefits  § Official  (Insurance,  Vaca4on,  401(k),  Free  Parking,  On-­‐site  Daycare,  On-­‐site  Workout  Facili4es  etc.)  

 § Unofficial  (Company  Picnics,  Company  Soiball  Teams,  Industry  Pres4ge,    etc.)  

 § The  number  one  reason  people  leave  their  current  employer  is  that  the  feel  UNAPPRECIATED  –  you  need  to  show  them  your  APPRECIATION.  

Page 7: Ready, Aim - Dial! Strategic Sourcing for Recruiters

COMMUNITY  § The  vast  majority  of  candidates  you  are  going  to  deal  with  will  be  between  22  and  45  years  old.    In  this  age  group  82%  of  them  will  be  married  with  children.  

 § Whenever  someone  has  a  family  they  care  about  4  things:  § Educa4on  § Crime  § Recrea4on  § Cost  of  living  

Page 8: Ready, Aim - Dial! Strategic Sourcing for Recruiters

THE  ROLE  THEY  WILL  PLAY  § Quick  descrip4on  of  the  main  focus  of  the  job.    § How  this  posi4on  will  advance  someone’s  level  of  experience.    (“you  will  be  working  with  the  latest  version  of  this  accoun4ng  soiware.”)  

 § Examples  of  how  this  posi4on  will  get  them  to  next  rung  of  their  career  ladder.  (i.e.  In  this  role  you  will  be  handling  events  coordina4on,  project  assembly  and  other  special  assignments  for  one  of  the  most  dynamic  CEO’s  in  Washington  DC.)  

 § YOU  CLOSE  THIS  WITH  FACTS  AND  STORIES  –  (“The  last  3  people  have  held  this  roll  have  gone  on  to  Marke4ng  Manager  posi4ons”)  

Page 9: Ready, Aim - Dial! Strategic Sourcing for Recruiters

ATTRACTION  BASED  OUTLINE    COMPANY  PROFILE:  §  Type  or  Paste  here  a  quick  synopsis  of  the  company.        WHAT  THIS  COMPANY  OFFERS  YOU:  §  List  everything  they  do  to  make  their  employees  life  just  a  liHle  bit  beHer.  (Features  and  Benefits)  

   COMMUNITY  §  Educa4on  §  Crime  §  Recrea4on  §  Cost  of  living  

THE  ROLE  YOU  WILL  PLAY:  §  Type  here  a  quick  descrip4on  of  the  main  focus  of  the  job.  §  Type  here  how  this  posi4on  will  advance  someone’s  level  of  experience.      §  Type  here  any  example  of  how  this  posi4on  will  get  them  to  next  rung  of  their  career  ladder.      BACKGROUND  PROFILE:  (Don’t  say  REQUIREMENTS)  §  Experience  in…  §  Exposure  to…  §  Working  knowledge  of…  §  Exper4se  in….  

Page 10: Ready, Aim - Dial! Strategic Sourcing for Recruiters

DATABASE  SEARCH    

§ Broad  Search  for  “on  target”  Candidates  -­‐  focus  on  use  only  the  main  keyword  and  the  “generic”  Dtle.    §   Example  of  Generic  Title:    Project  Engineer,  Plant  Engineer,  Quality  Engineer  would  all  become  “Engineer”  when  filling  in  the  TITLE  box  in  the  search  screen  

§ If  resul4ng  search  is  over  500  results  add  the  second  main  keyword  as  it  relates  to  skill.      

§ When  results  equal  less  than  500  begin  sor4ng  the  results  into  the  2  lists.  (On  Target  and  Who  do  you  know)  

§ SEND  OUT  THE  EMAIL  WITHIN  24  HOURS  OF  RECEIVING  ORDER  

Page 11: Ready, Aim - Dial! Strategic Sourcing for Recruiters

EMAIL  IS  YOUR  FIRST  SOURCING  TOOL  § A\er  email  blast  is  sent  modify  the  search  to  create  a  “diamond”  calling  list.  We  are  looking  for  results  between  25-­‐40  matches  § Start  by  adding  a  50  mile  geography  to  the  search  § Next  add  addi4onal  skill  based  keywords  un4l  you  reach  the  desired  number  of  results  

§ Add  these  results  to  your  pipeline  and  get  ready  to  make  calls  

§ Deal  with  the  emails  that  bounce  back  § Call  the  work  number    § The  person  who  took  their  place  is  a  viable  candidate  

Page 12: Ready, Aim - Dial! Strategic Sourcing for Recruiters

THINK  COMPETITORS  NOT  CANDIDATE  § Using    Hoovers    (or  similar  search  tool)  to  create  a  list  of  compeDtor  companies  using  SIC  codes  § We  are  looking  for  a  list  of  between  50-­‐100  companies  § Use  #  of  employees  as  first  search  tool  to  lower  original  results  (range  50+  employees)  

§ Use  geography  to  narrow  search  results  if  ini4al  results  are  s4ll  too  high  

§ Hoover  Alterna4ves:  § Reference  USA  § Thomasnet.com  § Wikipedia  

Page 13: Ready, Aim - Dial! Strategic Sourcing for Recruiters

THINK  COMPETITORS  NOT  CANDIDATE  § Using  LinkedIn  gather  names  from  these  companies  and  add  them  to  your  pipeline  § You  want  to  add  50  new  names  to  start  your  search  (unless  your  database  results  were  less  than  50  than  add  however  are  necessary  to  reach  100  targets)    Focus  on  candidates  that  would  consider  the  opportunity  you  presen4ng  a  promo4on  § Don’t  forget  to  look  for  candidates  that  use  to  work  for  a  compe4tor  (especially  those  who  are  3-­‐5  years  removed.)  

Page 14: Ready, Aim - Dial! Strategic Sourcing for Recruiters

CALL  STRATEGY  § 1st  Power  Hour  –  20  database  Candidates  +  10  LinkedIn  Candidates  

§ 2nd  Power  Hour-­‐  20  LinkedIn  Candidates  +  10  job  pos4ng  responses  

§ 3rd  Power  Hour  –  10  database  Candidates  +  10  LinkedIn  Candidates  +  10  Job  pos4ng  Candidates  

§ 4th  Power  Hour  –  10  LinkedIn  Candidates  +  remaining  Database  Candidates  +  remaining  job  pos4ngs  

§ Results  =  120  calls  –  at  this  point  evaluate  and  consult  on  con4nuing  search  strategies