Bridging the Gap Between Sourcing & Recruiting
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The document outlines a webinar presentation by Michael Goldberg on improving recruitment and sourcing strategies. It emphasizes the importance of collaboration between recruiters and sourcers, defining roles, and using data-driven approaches to enhance candidate engagement and hire top talent. Additionally, it discusses the creation of candidate personas and the integration of new technologies to streamline the hiring process.
Bridging the Gap Between Sourcing & Recruiting
- 2. T H E P L A N HOUSEKEEPING You are in Listen-Only Mode. You can hear us, but we can’t hear you. ASK QUESTIONS Don’t be shy! Use the Questions Panel in your side bar to talk to Michael. SHARE We’re LIVE. Use the #rdaily hashtag to share on social media. WE’RE RECORDING You will receive a copy of this slide deck & recording after the webinar. Keep an eye on your inbox.
- 3. Do you know who theright person for this chair is? Don't worry, we got yourback with ourComprehe nsive, Customizable HiringAssessment Solution. info@eskill.com +1-978-649-8010 www.eskill.com
- 4. M I C H A E L G O L D B E R G CEO & Founder of HiringTransformed Recruiting Strategist, Talent Finder, and Hiring Manager Whisperer all describe Michael who advises and coaches Talent Acquisition Leaders through roadblocks. Michael also assists talent organizations with strategies to increase productivity, create strong recruiter/hiring manager partnerships, and lead change management initiatives. He has over twenty years of Corporate Talent Acquisition (i.e. Recruiting): research, recruiting audits, technology assessments, employment brand, creative job postings, and candidate experience. His goal is to shake up the boring mundane way to attract and identify talent and help his clients hire the best candidates.
- 5. RECRUITERS AS SOURCERS 5 R E A S O N S W H Y I T S H O U L D B E T H I S W A Y
- 6. Breaking down the differences What recruiters in smaller companies (with no sourcing functions) can do to build their sourcing skills How Recruiters and Sourcers can work more effectively together What sourcing and recruiting managers can do to eliminate the riff Key Take-A-Ways
- 7. R E L A T I O N S H I P B E T W E E N R E C R U I T E R A N D S O U R C E R
- 8. Recruiting ● Intake Meeting and 1:1 communication with Hiring Manager ● Inputting the requisition into the ATS ● Interviewing Candidates who apply for the position – active candidates ● Using tools to find candidates when not enough are applying – ATS, LinkedIn, Indeed Resume DB or other job board ● Candidate engagement throughout the process ● Closing the candidate ● Offer and Onboarding Sourcing • Understands the job requirements and responsibilities • Develops search strategies • Build candidate personas • Creates and test search strings that will yield the most results • Focus is finding and qualifying candidates • Build talent pipelines Recruiting | Sourcing
- 9. B U T F I R S T , L E T ’ S T A L K R E A L I T Y
- 12. THE FIVE FOR 2020 Storytelling True Talent Advisors Recruiters + Sourcers = Resourcers Power of VideoAutomation & Data
- 13. W H A T I F R E C R U I T I N G A N D S O U R C I N G J O I N E D F O R C E S A N D B E C A M E O N E P O S I T I O N I N S M A L L T O M E D I U M S I Z E D O R G A N I Z A T I O N S ? “ R E S O U R C E R S ”
- 14. THE NEW “RESOURCER” QUALIFICATIONS Strategic Research Relationship Manager Data Geek Candidate ExperienceStoryteller
- 15. Assumptions • All recruiting administration given to a HR or Recruiting Coordinator • Scheduling • Affirmative Action • Monthly Reporting • Interview set up • Offer letters • Candidate dispositioning • Onboarding • “Resourcers” are trained and/or given tools to research and proactively find passive candidates • Hiretual • Seekout • ZapInfo • Small to medium sized businesses generally have a recruiting team and no separate sourcing function
- 16. " G I V E M E S I X H O U R S T O C H O P D O W N A T R E E A N D I W I L L S P E N D T H E F I R S T F O U R S H A R P E N I N G T H E A X E " - A B R A H A M L I N C O L N
- 17. Strategic Research & Data Geek The Competition and the Overall Marketplace • Direct Competitors • Similar technologies and processes • Hiring or Laying Off • Indirect competitors looking for similar skills/backgrounds • Also ask, “Where I have had success before” Data Sources • ATS • CRM • Lists • LinkedIn • Resumes • Google • Associations • Conferences • Current Employees https://start.me/p/GE7Ebm/ssar Look at Intel Tools & Insights By Dean DeCosta
- 18. BENEFITS OF A PERSONA PROFILE • Create more relevant job descriptions and increase applications • Understand the best recruiting channels for your target candidates • Provides more data points for sourcing • Align your sourcing strategies and focus on better talent • Helps you create a go-to recruitment marketing strategy
- 19. BRINGING MORE DATA INTO THE PICTURE StakeholdersCurrent Employees
- 21. STORIES THAT ATTRACT • Focus on the people • What is the WOW factor • Learning & Development • Work Practices and routines • Company values • Cultural vibe • Space and Locations
- 22. Talent Advisor/Consultant to hiring managers & Candidate Focused 100% of the time Do I really need to say anything more here?
- 23. I N L A R G E R C O M P A N I E S
- 24. T O O M U C H O F T H I S
- 25. How To Bring Balance Dual Partnership
- 26. T H E H O W Recruiter and Sourcer work together through candidate identification process Intake Meeting Research Strategy Persona Conversations Story Creation Communications Accountabilities Timeline Expectations Frequent Updates Reset Meetings (when needed) Deliver Qualified candidates matching personas and hiring manager expectations
- 27. Set performance goals and KPIs together Cross train recruiters and sourcers in each area of responsibility Meet once a week on: • Talent pipeline • Candidate delivery • Successes • Missed Opportunities Participate in the process helping in research and story creation Managers Role in Eliminating the Divide
- 28. L E T ’ S T A L K Michael Goldberg 469-955-2561 michael@hiringtransformed.com
Editor's Notes
- #20: The best way to start gathering data is to survey your existing employees. Focus on your marketing department, but feel free to check in with staff across your company. This is the perfect way to start because the people that work at your company should exhibit many of the traits that you’d look for in new hires. Try asking a range of questions on goals, motivations, and interests. Remember, you're trying to understand what helps someone succeed at your company - valuable data that will be central to your persona.