Doing More With Less: Maximizing Your Recrui8ng Efforts
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Matt Charney Managing Editor RecruitingBlogs.com @mattcharney @RecruitingBlogs
Moderated by:
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Tips for using your Control Panel Ø Grab Tab Ø Audio Mode Ø How to ask a Ques6on
This program is being recorded. You can download the recording at h@p://www.recrui6ngwebinars.com/
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Sponsored by:
Learn more here!
Today’s Presenters
Glenn Gutmacher, N. America Sourcing Group Mgr., Avanade Inc. Founder, Recruiting-Online.com @glenngutmacher
Raleen Gagnon, Raleen Director Market Intelligence and Strategy, ManpowerGroup Solutions/TAPFIN @cic_raleen
Agenda
• Ways to save 6me and/or scale be@er • Ways to save money
– Free tools & scaling with be@er use of paid tools • Ways to make money
– Sourcing + compe66ve intelligence, lead genera6on
• Leveraging metrics (real-‐world, not theore6cal)
“Time is Money”
What to Delegate vs. Core • Evaluate what’s a high-‐
value/high-‐touch ac6vity vs. low (par6cularly if low ones = large volume + 6me requirement)
Examples of delegate-‐able ac6vi6es: • Job pos6ng • Inbox monitoring
(various sourcing channels)
• ATS data entry • Basic online
sourcing
• Outsource or offshore the low ones • Inbox volume reduc6on: Use short online
assessments to knock out candidates who are absolutely no-‐fit (e.g., reloca6on, work visa)
• Recruiters must phone screen the rest (high value ac6vity) – reduced response rate if you use e-‐communica6ons only
Online Sourcing Research • Watch out for “shiny objects” -‐ cool
tools that don’t add much ongoing value • Consult respected industry peers
(including recruiter discussion lists and blogs) for recommenda6ons
• Tap online-‐savvy, curious staff to evaluate promising things for relevance to your org
• Ongoing collabora6on: can evolve into a periodic team mee6ng/ webinar with sharing of tools and other best prac6ces
Some categories with high impact: • Mul6-‐resume db
spiders • Mul6-‐social network
profile aggregators • Mul6-‐network social
media outreach tools
• Web scrapers • Contact info-‐finding
tools
Back to Basics – Sourcing Made Easy
When LinkedIn lets you down…
• h@ps://email-‐format.com/
• Search for area and prefix codes
• Search for email domains and 6tles
Simple Sourcing: • Build a Phone Tree
• Change the way you use Social Media
• Conferences
• Speaker notes
• A@endee lists
Big Data Aggregators • What alterna6ve job 6tles should you search
on? Use Indeed.com or SimplyHired.com • 2 pioneers are s6ll worthwhile, though (as with
all tools) current employer and contact info may be outdated: ZoomInfo.com (its full people search Community Edi6on is free) and Data.com Connect (formerly Jigsaw) provides work email and phone (free if you use points system)
• Newer “predic6ve” players: Bullhorn, Entelo • Deep & wide data: Dice OpenWeb, Gild,
HiringSolved, SwoopTalent, TalentBin, WANTED Analy6cs
• Most are expensive, so scale by giving one license to part-‐6me dedicated user who supports mul6ple recruiters
Free BigData tools (mostly for contact info, limited value): • Broadlook Capture
(Chrome extension) • SellHack (Chrome
Firefox, Safari) • Vibe (Chrome) • Search by name +
loca6on: Pipl.com, Radaris.com, Zabasearch.com
• WhoWorksAt (use when on target company’s website)
A New Perspec6ve on Your Network
Common Use: Gossip, Chat, Games, Photos Sharing, Jokes, and Venting Better Use: Employees Talking Too Much, Employers Testing Marketing Concepts
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& Common Use: Self Promotion, Entertainment, Marketing Better Use: Client Presentations, Training Material, Marketing Strategy
Common Use: Self Promotion, Job Search, Sales, Recruitment Better Use: Org Charts, Headcount, Budgets, Schedules
Value Add: The Web Works for You • Lead Genera6on – Brief thought leadership, 6ps and
best prac6ces… make them available for download
• Technical user groups (e.g., Google for RedHat, search by company name and area code, find conversa6ons with relevant people by loca6on)
• MeetUp.com (can easily web-‐scrape group member lists)
• How to best find people varies by site (e.g., Google x-‐ray for StackOverflow profiles but use Github.com’s na6ve search)
Some online techniques: • Use conference
hashtags to search archive of older posts
• Honeypot whitepapers with short registra6on form placed strategically = lead generators
• Off-‐the-‐Grid Candidates – they might not be on LinkedIn, but they are out there
• Gain larger share of client business by giving value beyond candidates
Value Add -‐ Compe66ve Intelligence Using CI to differentiate yourself with clients…
Key Metrics
• a/k/a KPIs = Key Performance Indicators
• Sourcing: Leads to Submit ra6o, Submit to Accept ra6o, Hires by Sourcing Channel
• Recrui6ng: Submit to Offer, Interview to Offer, Offer Accept Rate
• Problema6c metrics: Time to Fill • Performance within MSP programs • Other interes6ng metrics (plus ones
for reten6on, branding, etc.) here and here
Good granular metric for front-‐end sourcers is quality of search string: • In each row of your
Excel-‐based search strings library, add 3 columns (# of results found, # worth pursuing, quo6ent of previous 2 columns)
• Sort spreadsheet by quo6ent column
• “Golden” strings bubble up to top of list
Ques6ons? If we can’t answer it today, please feel free to reach out to us later (and feel free to connect/follow us on social networks, read our latest 6ps, etc.):
Raleen Gagnon Email: [email protected] LinkedIn: www.linkedin.com/pub/raleen-‐gagnon-‐lion/1/74a/459 Twi@er: @cic_raleen
Glenn Gutmacher Email: glenn@recrui6ng-‐online.com LinkedIn: www.linkedin.com/in/gutmach Twi@er: @glenngutmacher
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