sourcing

Building Innovative Sourcing & Recruiting Teams in 2015

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teams

Is your team doing the same old things when it comes to sourcing?

Are you frustrated that they just don’t seem to ‘Get it’?

Are you training and developing your team in the same way that you’ve always trained them but somehow expecting a different outcome?

Creating innovative teams who are testers, trialers, early adopters, creators and engagers is not an easy feat by any means.  But before you give up altogether think about how you’ve changed the way you train, connect, engage and challenge them.

Have you changed the way you do things?

If not, then why would you expect them to change the way they do things?  Now don’t get me wrong, there are definitely some recruiters and sourcers that do ‘get it’ and you don’t need to explain it again and again, but at times they are few and far between.

So how do we get our everyday recruiters to think differently and adopt the strategic sourcing strategies and activities that you need them to in order to ensure your business is moving forward and attracting and engaging with the right talent in the market?

1)   Assess how they are trained

So we all go and sit in a room and you take me through a PowerPoint presentation where you show the new sourcing channels that we’ll be using and then send me on my way.   I’m like a car on a cold, cold morning.  I’ve been sitting there ideally doing what I’ve always done and now you want me to warm up and get into action straight away.  The likelihood that I’ll stall is pretty high.   Whereas if you warm me up, get my mind thinking in a different way and challenge me a little then my ability to adopt the changes you want me to make are potentially more likely to take.

If you are training your recruiters, sourcer or staff in general and you need them to think differently, then you need to train them differently.  Think about how you can bring creative thinking exercises into your training session at the start so that your team understand that it’s time to get the brain working in a different way.  Many times we expect others to get on board but the way we engage them is same as what they have always experienced so they expect they don’t need to change either.

2)   Assess what you give them access to and what you don’t

If you ask me to do something different but I don’t have access to reporting or information that shows me how I’m tracking (only management receive those reports) then my ability to be accountable for my activity is limited.  Now I know that I’m geek at the best of times but one of things I love (don’t tell anyone) is google analytics.  It allows me to see what content has been shared, where my readers come from, what was received really well and what wasn’t.  By understanding what is working and what isn’t, it means I have the ability to tweak my strategy, content and activity based on response and engagement.

I know that not every recruiter can be reviewing this information all the time but what is when a campaign runs you share with them how it tracked, what happened, what worked and what didn’t. Teaching your sourcers and recruiters to be curious, to test and assess and test and assess again is how you build sourcers that understand how to build strategies, execute them and then adjust accordingly.

3)   Let them lead and put the expectation for change on them

Way back when, when I managed a team in London we had an issue.  In order for the team to get their bonus we had to have 98% data integrity rating.  Week after week we’d have the team meeting and I’ll tell the same people that there were errors in their information.  After several weeks and months of this happening I decided that each team member would own the data integrity for that week for the team.    That meant that before the meeting they needed to run a number of reports, they then need to communicate the errors and issues with the rest of the team and get those errors fixed before the weekly team meeting.

When the team members who were repeat offenders had to own the report and they were responsible for ensuring that everyone else did what they needed to do, it changed how they saw the issue. There was no way they could come to the meeting and have a report that had errors, and seeing how hard it could be to get someone to do what they wanted was frustrating for them (much like what I had experienced as the team manager.   The result?  By making the consultants who weren’t cutting it, be responsible for delivering the results required it  changed their behaviour and as a team we achieved our 98% data integrity target.

4)   Build innovative and creative thinking into the everyday

We get them to exercise process and do the same things every day and then all of sudden we say “Think differently, be innovative, give me your best creative thoughts” and we wonder why there is a stunned silence in the room.

When you want your team to think differently you need to provide them with a bit of a warm up.  If you’re training or having a meeting where you want some fresh ideas then give them a couple of warm up exercises to start with.  Maybe a quiz, maybe some creative thinking activities, brainstorming.  It doesn’t have to take long and it doesn’t have to be hard, it just has to shift them out of their process and pattern thinking so that they can start to use the right side of the brain to come up with solutions that give you what you’re looking for.

brain

image credit: http://huff.to/1EPdRL8

Sourcing & Recruiting Tech worth checking out

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What’s new when it comes to sourcing and recruiting tech?  Here are a few platforms that I’m watching closely and using to source potential undiscovered talent!

HALF A BILLION PROFILES FREE

connect6

Currently in Beta mode, Connect6 have indexed over half a billion profiles and not just tech profiles. Currently big in North America it still has a good number of Australian candidates. It’s currently free but for paid accounts it allows you to message candidates directly or invite them to jobs that you’ve created. They haven’t shared how they do this, but guarantee that they are able to contact candidates directly with a higher success rate than LinkedIn Inmails.
I’m a fan of the interface and the results page, which give a quick and clear overview of the candidates that have come up in your search. As it’s an aggregator, it finds candidates from multiple platforms, therefore you may find candidates that aren’t on LinkedIn by using Connect6.
When searching for Marketing Manager in Melbourne, it came up with over 2,000 records and some great profiles.
Other features include the ability to post jobs to social media sites, pay a nominal fee to post on Monster, Dice, CareerBuilder, LinkedIn, StackOverflow or GitHub. It also provides users with a pipeline dashboard where candidates activity and pipelining can be tracked.

connect6 1

Well worth a look!

 

SOURCERS & RECRUITERS UNITE

sourcecon qa

This is probably my best pic of the post for those who are looking to do things differently and figure out how to use different tech for sourcing in the best way possible.  If you’re ready to have your own personal army of sourcing consultants at your disposal to answer any sourcing question you may have, then SourceCon.QA may be your kinda place.  It is the question and answer site for sourcers and recruiters that should be able to answer any query you have. The objective is to create a library of detailed answers to questions related to sourcing and candidate identification. This is different from a discussion forum in which opinions are shared and debated. The point of this site is to provide practical solutions for sourcing challenges.
Sourcing professionals that answer questions consistently well get votes so that you can see where some of the great sourcing answers are coming from. This may be a good sourcing ground for technical sourcers as well! Part of the SourceCon community, there are regular discussions on new technology, how older technology is evolving and what you may need to be aware of when searching for specific types of candidates i.e. smarter search strings due to change in algorithms.

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SEARCHING THE CLOUDS FOR YOUR NEXT HOT CANDIDATE

Google Drive, Dropbox, Skydrive, Evernote, and Box are tools that allow users to save and share documents on the cloud. Unfortunately, most of these tools have not developed a way for users to search other people’s files that have been set to allow for public sharing. Cloud Kite Cloud Kite is a tool that is filling that void. The company describes themselves on their Google+ profile as a “collective encyclopaedia project based on Google Drive public files and on the Cloud sharing, Cloud sourcing and Cloud solving principles.” Using Cloud Kite, users can search files uploaded to Google Drive, Dropbox, Skydrive, Evernote, and Box at the same time (note that the more services you search, the longer the search takes).

What types of files can we potentially find that can help us as sourcers?
— Resumes
— Conference attendee lists
— Meeting minutes (complete with names)
— Shared projects developers are working on

cloudkite

 

IT’S ALL ABOUT YOU!

About.me, the popular web hosting service that allows users to link multiple online identities into one visually appealing online profile, has announced a new search interface. The new interface is simple and requires no advanced knowledge of Boolean search. Whilst this platform is still growing, and as usual has a stronger US presence, the early adopters have been those from digital, marketing, brand and sales. This therefore makes this platform worth checking out for these types of roles. About.me has become the place where both professional experience and personal interest connect. Individuals share their work experience, images of projects etc as well as personal interest and branding.

Users simply type an interest, place, organization, or name into the search box and press enter. The profile of the user will come appear with a full list of their online profiles, email address and any other information they have chosen to share.aboutme dot com

 

Leave a comment below and let me know what tech you’re loving right now for recruitment and sourcing

3 Tips to Deliver Impressive Sourcing Innovation

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What is sourcing innovation?

In my book, it’s where you take what we all need to do – SOURCING and you make it more accessible, interesting, engaging, interactive, original and most of all EFFECTIVE to get the results you want and need.

Remember that Innovation without value and results is just a gimmick!

If you are connected with me on LinkedIn then you may have seen a recent article and video entitled “Agency Poaches Talent by Mailing out books with a phone hidden inside” I shared that I absolutely loved.

You can check it out here The Poaching Phone .

poach-phone-hed-2014_0

To give you a quick summary,  a mock design book was created, a phone was then installed in a cut out section of the book and the books were delivered to some of the top design executives in Dubai.  The phone had one number in it and that was to the person hiring these roles.

Outcome? By using this “Poaching Phone” technique to poach talent, FP7 successfully hired four key team members including an art director, a design chief and an award-winning creative team.  They claim the campaign saved them more than $80,000 in recruitment costs.  Now that to me is a result!

So what can we learn?

Know your audience

I’ve spoken about this point a lot here, here and here.  What do they read?  What are their interests?  The approach above is a great example of knowing what would appeal to your audience and targeting that when trying to get their attention.  By building out your knowledge and I mean actually doing the primary research not just making assumptions based on what you think or what you’ve ‘always done’.  The market is continually changing and keep up with your candidates needs, wants and job buying behaviours will keep you ahead of your competition when it comes to engaging and attracting great people.

Take the job to them

So you’ve got great talent sitting in organisations not looking for new opportunities, so how are you reaching them?  This is where getting your team together and brainstorming sourcing ideas is invaluable.  No matter how crazy some of the ideas maybe it could bring up a way that you hadn’t thought of before to do something different to get noticed by your targeted top talent.   When you start doing this with your recruiter and potentially hiring manager community, it start them thinking in different ways.  They and you become more aware of what could be a creative solution when you’re out and about, or even when you’re talking to great candidates, asking them more in-depth or probing questions to build on your knowledge of how else you may reach them.   The bottom line is – always be looking, thinking, finding, building new ways of communicating with your audience.   If you see the same thing over and over again it just becomes invisible and that is what many sourcing activities are now a days, invisible.

Surprise Them

So you’re writing another job ad hey?  These great candidates that you’re looking for, will they be looking at your thinking “wow that’s different?” As I say to my clients all the time, the way that you go to market, the way that you advertise and engaging is a direct reflection on your organisation’s personality.  I have to say that some companies write great job ads that provide meaning, fun, the WIIF (what’s in it for me) factors etc  but looking at how you can not only be on and in your candidates physical and online territory is what will set you apart.

When was the last time you looked at your sourcing activity and thought – “yes we’re really doing something different, we’ve put in effort and thought and I think we’re trying to deliver results in a different way?”

One of our Hudson RPO teams are currently building a campaign using really interesting gamification technology, social platform engagement with key leaders and influencers in the market plus a fair amount of images, video, competitions etc.  Once it’s done I’ll share the case study with you, but it’s about looking at what would appeal to your audience, how you can surprise and delight them, therefore making it shareable and engaging and get the results and quality of applications that you need.

Besides sourcing innovation giving you great results, it’s just more FUN! 

Employer Branding & Spiritual Connection ~ Really?

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Did you read the heading and think……’have I subscribed to the right blog????’

Yes it’s still me and yes we’re still talking about sourcing and employer branding, but today I want to talk about whether the corporate world is aware of a huge shift that has been happening for some time now.  This shift is highlighted in ‘The Evolution of Employer Branding 3.0‘.

What do I mean?

Well last week I held a client workshop, entitled “How to build an Engaging Employer Brand in 2014”.  In the session one of the topics I went through was Brett Minchington‘s evolution of employer branding.

Employer Branding

When I ran through the column entitled EB 3.0, we looked at how the GFC has shifted employer branding into a focus on how organisations, employees and all other stakeholders involved in the business are now responsible for and need to conscious to make the world a better place.  Many of the younger generation now make decisions based on whether a company is aligned with their values, what the social and corporate responsibility of the business is and how they can not only give back, but how they find meaning in what they do every day.

So I asked the attendees a question.  Now that employer branding has moved to not only functional and emotional territory but 1) were they aware that it had now shifted to the spiritual and 2) what were their thoughts?   The one response I got what “Maybe in California”.

I have to be honest, that I was surprised.  Maybe there was a reluctance to talk about it as many people feel strange or uncomfortable talking about things like Spirituality when it comes to corporate business.  The reason that I think I’m comfortable with the notion is because I have a fairly deep connection with a global online community of entrepreneurs, risk takers, thought leaders and challengers of the status quo.   There is a very regular and healthy discussion around how what we do feeds our soul, gives us purpose, drives our passions and makes us feel like we’re giving back as well as being socially responsible human beings.

If you wanted to know if it’s only happening in the States, all you needed to do was check out Entrepreneur Unconference in Melbourne on Saturday.  It wasn’t just business owners that were there, it was a wide range of entrepreneurs as well as corporate employees talking about how they could do more in the world, be smarter, be better, be less selfish and give back more whilst making money and a living in the process.

So my questions to you my readers are these –

1) Do you think that the corporate world is void of this spiritual or deeper connection with what is happening outside their building walls?

2) Is there a desire to give more than just our productivity and cash.  

3) Does the corporate world understand that in order to attract some of the best in the business, there needs to be an awareness of this shift and look at how organisations respond to these needs?

I felt that the Global Vice President of HR for Unilever, Geoff McDonald, who spoke at HR Leaders forum in Sydney 2 weeks ago knew that as a business they needed to understand this and connect at a deeper level with employees and customers in order to not only be sustainable but conscious and deliberate contributors to the world.

I’m so fascinated by the lack of discussion around this topic in businesses, when millions in the online community are shouting about it from the roof tops.

Why should we as HR professionals and recruiter care I hear you ask?  The bottom line is that it’s getting easier for individuals to start-up their own businesses in a world that has no barriers or borders to a global marketplace and if those us in corporate business don’t give people a reason to stay; then the bottom line is that they won’t!

I would love to know what you think ~ please share your thoughts in the comments section below.

Seriously Cool Career sites to get Inspiration from

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Happy Friday!!

So it’s day four of 40+ degrees in Melbourne and we’re feeling the heat just a little!  So today, I thought I’d stick with the topic of HOT and check out some hot (or in this case I’ve called them Cool!) career sites that I think you could get a little inspiration from.

Today it’s going to be more show than tell!

As I work with companies to develop their employer brands, creative collateral and authentic, engaging messages to their target candidate market, I’m always looking at who is doing what and which companies and sites stand out.

1) Cotton On Group

So first one of the rank is Cotton On Group.  I love this career site!   As a social being myself, the layout, instagram photos, general images and video content are so 2014!  It provides an overview of the culture, people and offices and if you watch it and it makes you want to work there, then their job (when it comes to an engaging career site) is done!

Their brands include – Cotton On /Body/Kids, TYPO, Rubi, Factorie, TBar & Supre and looking at their career site you can see that they know their candidate target audience well.   Their audience, usually retail for their many trendy brands and stores named above are younger in age for their stores (think uni students who may want to work part-time), on trend, funky and creative types across their management team.

Using an employer brand strap line – “When you start here you can go anywhere” speaks to their potential employees sense of adventure and desire to have options when it comes to where they work and what they do.

All in all a great example of an engaging and targeted career site.

cottonOn

cottonOn1

2) Commbank Careers

Commbank careers have focused on their employees.  Not just the jobs that they do but who they are.  That says a lot, especially when we’re talking about a bank.

I love the images, they have their social networks connected, it’s clean, clear and easy to read and it makes me want to look around to see what else they have.    In the 2nd image below it also tells me who I already know at Commbank, so that if I want to speak with someone in my network before applying then I know who I can go to – pretty cool!

commbank

commbank1

3) TalkTalk Careers

Don’t underestimate a good looking website.  It means that the organisation has invested in trying to make something that is attractive, engaging and informative. Obviously the content is key, but when you get onto a site like TalkTalk Careers you just want to wander around seeing what else they have, they do, they offer!

I love the infographics that they use to talk about their benefits as well as what else they offer their employees.  It’s different and fun.   Whilst I think there is an opportunity to add video to their site to show more about the different business divisions, I think overall the site stands out and is dynamic and engaging.

talktalk

4) PWC Careers

Once again having multiple ways that potential applicants can consume information is a big winner with candidates today.  Some candidates like to read a lot of information, others are more visual, providing your social handles for people to follow on an ongoing basis allows you to build your employer brand with them over a period of time and ensuring that you give your career site a personal touch by showing your actual employees and not iStock images of models is critical.   Career sites with standard photos can quickly turn a potential employee off as it may be interpreted as the organisation does not think employees are good enough to put front and centre when attracting new talent.

pwc career site

5) Vend Careers

I’ve used Vend before as an example of a fun career site!  One of the things I really love about the site is that it not only shows the personality of the company but when you go onto the site it has a pop up window that says “Hi! It’s Kirsti here, I’m the Head of Talent at Vend. Let me know if there’s anything I can help you with.” – now what other career site allows you to ‘chat’ with someone in the talent team or for that fact the head of talent? If there are other sites then please do let me know, I think it’s brilliant.  Careers has a face once more and not just a phone number without a name or an email of Careers@company.com.au….. how personal!

They are clear about the culture, understand their target candidate audience and have provided the information needed for potential applicants to make a decision as to whether this is the right company and enviroment for them. Love it!

Vend Careers Vend2

So just a few key take aways –

Know your candidate audience.  If you hire candidates who are in sales, marketing as well as engineers or techis then think about what kind of information those different groups may want to consume.  For example a technical person or analytical person may want to see reports, graphs, facts and figures.  A marketing or creative type may want to view infographics and/or videos.   Knowing your audience will help you to make the right decisions when it comes to updating your site.

– Provide different forms of information for your different audience members

– Make it personal.  Show images and videos of your people and the environment that they work in

– Make it pretty and engaging.  Be interesting and if possible unique.

– Provide multiple places that if candidates want to continue to engage with you ie: social channels, then it’s easy for them to find and follow you.

– It doesn’t have to be a massive or expensive project.  Start small if you don’t have a budget and just do things bit by bit.  Remember that if you do nothing, then essentially you’re just moving backwards as your competitors continue to develop their attraction strategy and collateral.

– Check out what your competitors are doing.  Know where you stand and understand where you may need to put the work in to attract the right talent.

– Always be updating.  Is your business the same today as it was 2 years ago? In most cases the answer will be no, yet some career sites haven’t been touched for the last 3-4 years.

– last but not least; know your audience.  Know them really well so that that you can speak directly to them through your site.  This is probably the most important point of all!

These are just a few tips to get you started in 2014.   Remember that we expect candidates who come to interview to know all about our business and be excited and engaged to join the team, yet many times we don’t really provide them with the right information.   Use the tools you have to attract and engage the right people, and have fun in the process building something that you’re proud to use.

If you have a career site that you’re proud of or know of one worth checking out, then please share it in the comments section below, I’d love to take a look and maybe add it to my list of ‘Top Career Site’ examples!

Have a fab weekend

Suz

Are your Recruiters Wasting their time Sourcing?

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What?

Wasting time sourcing?

Have you gone mad Suzanne?

Well no, I haven’t gone mad but I think many recruiters may have.

strawberries

What would you say if I told that you I went strawberry picking.  I went to the strawberry farm and I hunted for the biggest and the best strawberries.  Every time I found one I picked it, thought ‘WOW that’s impressive’ then I went and put it in my basket.   Every day, I would go back out into the strawberry farm and I’ll continue to pick my strawberries and I’d keep putting them in my basket. 

I didn’t put my basket in the fridge, I didn’t cover it with anything, I didn’t wash them, I really didn’t do anything to look after the strawberries that I had already picked; I just kept going back out into the field and picking more.   Eventually the strawberries in my basket went bad but I didn’t notice because I just kept putting more and more in.

Does that sound like a great use of my time and resources?

Was I making the most of the strawberries that I already had in my basket?

Did I care for them so that they lasted longer so that when I was ready to use them on my amazing Christmas Pavlova they were primed and ready to go?

p.s. the link is there for my wonderful international or non-Australian readers!  Make a Pav these holidays….it’ll change your life!  See…..you get sourcing advice and amazing recipes! What other recruitment blog gives you that!!!??

pavlova

Well I feel like this is happening in the majority of organisations that are recruiting.   We work to build the database, to attract great candidates and then a new job requirement comes up and what do we do?   We go back out to market, put the job ad on the job board or LinkedIn and we spend 2, 3, 5 weeks looking for new candidates.

WHY??

Well the reason may be that we don’t have very good database search or talent pooling practices.  I really can’t think of another reason.  

So what should we be doing?

Having a good understanding of which roles you may have coming up and which roles you recruit regularly should help you to manage the number of times you need to go to market a fresh.

Having engaged, well managed talent pools will not only mean you don’t have to go to market again and again but when you reconnect with candidates who have already shown an interest in your business that you’ve identified as being “a big strawberry” (or an amazing candidate) then everyone is already on board and ready to go.

The client owned recruitment database is one of the most neglected and underutilised tools today.  Everyone is so focused on getting the new job out there, assessing new candidates, that we lose the good ones we already have.

That candidate who was great and applied last time, sees the ad and thinks, well I’ve already applied and they obviously aren’t interested so I won’t apply again.   Not only have you wasted time going to market and going through the whole sourcing process again when you didn’t need to, but you lost a great candidate in the process and you spent more money than you needed to.

So here are 5 steps to decrease the spend on time, money and resources and use your database better:

1.       Ensure your database has a good search function 

This may mean that you either have to skills code or tag candidates so that they can be found later or you many need to test out if enhancements needs to be made to get the most out of the search functionality.   You probably only need to make 2 hires from the database to cover the cost of a technical update.  If you don’t know if your search function is good or not then find out.  Either contact your ATS company and they should be able to give you and your team training as well as help you determine if what you have will work for your needs.   Another option is add on database search technology such as SeeMore

2.       Train your recruiters to be database hound dogs

If you don’t train your recruiters to use the system in a way that will increase database searching then they’ll just keep doing what they have always done, which most of the time to is the advertise, wait 2 weeks then sift through 80 response!  Once you know the power of your ATS or database search capability then ensuring recruiters know how to use it is critical.   Also changing their mind set is something that may take some time but if they get into the habit of searching the database before they advertise then it will change over time.

3.       Actively influence source of hire

By looking at your source mix and knowing where your candidates are coming from can help you actively influence the mix by driving certain behaviours (training), targeting and rewarding your recruiter’s ability to move the source mix dial towards database or talent pooled hires.

By doing this you should also see a decrease in ‘days to hire’ as they are not waiting 2-4 weeks for ad response.

4.       Identify and develop active talent pools

Note the word active.  I say active because you don’t want a ‘basket of rotten strawberries’.  By ensuring that the quality of the candidates in your talent pools are good, it means that your recruiters will know that if they go and search in those talent pools they will get great candidates.  By implementing a manageable CRM (Candidate relationship management) strategy will also mean that you’re not only building your employer brand in the mind of candidates that you know are already interested in the company; because they’ve applied before, but it also keeps them connected and informed for when you want to tap them on the shoulder again.

5.       Candidate managers will pay for themselves

If you are a company with over 500,000 candidates sitting on its database (and that’s not many by today’s standards), then it may be worth investing in a candidate manager who can connect, engage, talent pool and farm out great candidates across the board.   I remember back in 1998 when I was working in recruitment, our candidate managers were worth their weight in gold.  For some reason we don’t seem to value this role anymore, but I think managed in the right way a dedicated resource will add enormous value to a team.   They can also manage talent communities, talent pools and develop social and sourcing strategies. 

So that’s my thoughts on why I think many recruiters are wasting their time sourcing.  Do the work, build your CRM strategies and searchable databases and then enjoy the benefits of that by tapping back into your strawberry basket when you need to!

Have a restful and safe break over the holiday season and I look forward to share many more branding, sourcing and social hints, tips and tricks with you in 2014!

Suz

The Sourcing landscape is now well defined

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You can find today’s blog posts over at Sourcing Summit Australia 2013 Blog here ~ http://www.sosu.com.au/2013/11/08/the-sourcing-landscape-is-well-defined/

I’ll be the MC at this year’s Sourcing Summit Australia Conference, which should be a great day of learning from some of the best sourcing talent globally so no doubt next week I’ll have some fab new tips and tricks to share with!

Until then, check out this week’s post in the link above!

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