Sourcing talent key recruiting differentiator part 1 B
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The document outlines a comprehensive recruiting workshop by Alexander Crépin, focusing on sourcing talent in a global landscape through a structured process. It highlights key steps including analyzing market needs, utilizing various sourcing tools and methods, and engaging potential candidates effectively while addressing challenges such as matching resumes and avoiding spam. Emphasis is placed on personalizing communication to enhance the candidate experience and building meaningful connections during the recruitment process.
Sourcing talent key recruiting differentiator part 1 B
- 1. Recruitment Workshop Sourcing in a global talent landscape Part 1 B What & How - A STEP process 1 Alexander Crépin recruitment strategist, coach & trainer freelance, interim recruiting & management Alexander Crépin AC@Recruitmentcoach.nl
- 2. Recruitment Workshop Sourcing in a global talent landscape Part 1 A: What & How - A STEP process Part 1 B: What & How - A STEP process Part 2 A: Data Landscape Overview Part 2 B: Sourcing Craftsmanship Part 3: Sourcing Tools, Methods & Tech 2 Alexander Crépin AC@Recruitmentcoach.nl
- 3. Sourcing: A STEP Process 1. Analyse Need & Market, define / refine search 2. Search Leads, find people matching profile Alexander Crépin AC@Recruitmentcoach.nl Sourcing Talent 3
- 4. AttractStrategize SAAA Corporate Recruitment Model Analyse Search Trace Engage Present AppointAssess Talent Acquisition Alexander Crépin AC@Recruitmentcoach.nl A STEP = Sourcing Talent Outbound Job Branding 4 Inbound
- 5. STEP Sourcing Funnel Leads• Search • Trace • Engage • Present Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 300
- 6. Sourcing Search • Find Target Talent • Identify leads, potentially matching talent by • Applying conclusions from Analysis + Methods, Tools & Technology (to be addressed later in this workshop) Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 6
- 7. Sourcing Search • Find Target Talent • Identify leads, potentially matching talent • Talent identification most critical step in recruiting life cycle! • No talent engagement & hiring when talent isn’t found & pre-qualified in the first place!! Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 7
- 8. Sourcing Search • Internet is “The Data Base”! more (professional & personal) data than ever before • Both structured & unstructured • Digital Footprints opportunity to find talent • To make informed, data-based decisions • Remember: Internet was neither built nor intended for sourcing talent. So search engines also have their limitations Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 8
- 9. Sourcing Search • Digital Footprint only as good as willingness & discipline to share/update data/info • Lot of database (CV/ATS) data frequently lacking specificity & out of date! • Additional investigative research and/or advanced “profiling” techniques necessary Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 9
- 10. Sourcing Search • Adjust/refine search query or identify/develop new/alternative ones • Look for people in a broader sense, also outside regular channels like Linkedin Don’t exclude job boards • Use “deep” web human capital data • Identify indicators of likelihood to switch! • Almost impossible to filter out all irrelevant output • Provide list of leads Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 10
- 11. Sourcing Search Queries Developing/Refining Query or Queries • Query = Formal information need, a request for information about something • Translating profile input (skills, experience, qualifications, etc.) into queries to use in search engine(s) • No best way, search queries likely differ per Sourcing specialist!!! (nor do they return same output) (later more in Methods & Tools) Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 11
- 12. Sourcing Search Indicators of likelihood to be open to switch! ‒ How long in job? - Performance Bonus pay time ‒ Location? Travel time - Salary structure ‒ Career perspective? • Analyse average period in job • Analyse career advancement rate in type of jobs Some tools (algorithms) trying to provide insight: • Crystal social predictor • Entelo Sonar Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 12
- 13. Sourcing Search NB • Finding Target Talent based on best match with keywords search string • Not same as finding the best possible talent !!! Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 13
- 14. Sourcing: A STEP Process 1. Analyse Need & Market, define / refine search 2. Search Leads, find people matching profile 3. Trace Prospects, contact & exchange info Alexander Crépin AC@Recruitmentcoach.nl Sourcing Talent 14
- 15. STEP Sourcing Funnel Leads Prospects • Search • Trace • Engage • Present Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 300 90
- 16. Your questions ? Alexander Crépin AC@Recruitmentcoach.nl
- 17. Time for a short break
- 18. Sourcing Trace from Leads to Prospects • Pinpointing target talent • Follow the digital trail of leads • Collected data, Check value / up-to-date • Use data to build/ refine profile of leads • Match profile & search criteria • Find out how to contact/connect prospect talent Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 18
- 19. Sourcing Trace from Leads to Prospects • Develop longlist, shortlist & network list • Discuss finding with hiring manager • Explore (inside) network connections to reach out smarter Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 19
- 20. Sourcing Trace Challenge: Matching imperfect resumes • Average candidate is not professional resume writer • Resumes by nature imperfect & poor representations of a person’s experience & capabilities • 100% match is not realistic • Context information important as well • Scan resumes If you can’t absolutely disqualify someone consider them interesting to contact Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 20
- 21. Sourcing Trace Challenge: Matching imperfect resumes • “Old” resumes not worthless • Get actionable data (phone + email)! • If (slightly) out of date, Talent likely now more experienced, so more interesting !!! • Be cautious with internet info how to use it legitimate, legally correct Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 21
- 22. Sourcing Trace Trace & “Art” of Matching • How to match with non-perfect (or missing) data? What if matching algorithm doesn’t recognize keywords as relevant? • Can “algorithms” match the “personal click” factor? • Can “algorithms” “read between the lines” somewhat reliably infer experience & capability beyond text that is present? Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 22
- 23. Sourcing Trace Trace & “Art” of Matching • Impact of algorithms & big data: more leads than ever can be matched • Data driven Job Matching • Algorithms lack bias (?), so more diverse talent pool Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 23
- 24. Sourcing Trace Challenge: contacts details • Find out how to contact/connect to prospect talent • Email or (business) mobile number Recruitment Spamming so many (STEM) talent • turn off contact settings • limited digital footprint NB: Make it easy to interact on your career sites Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 24
- 25. Sourcing Trace Google to find contacts details • Google for mail address or mobile number • Search Skype & Social media profiles • Google “email* * companyname.com” (company url) for business mail structure • A.Williams@ Awilliams@ A-Williams@ • A_Williams@ Andrew.Williams@ AndrewWilliams@ Etc. Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 25
- 26. Sourcing Trace Email Search & Check Tech & Tools • Extracting email addresses • Email validation technology to check whether an email address exists or not Some tools: eGrabber Prophet Zoominfo Netprospex email hippo (https://tools.verifyemailaddress.io/) emailextractorpro.com mailtester.com/ tools.email-checker.com/ Alexander Crépin AC@Recruitmentcoach.nl Sourcing Talent 26
- 27. Sourcing Trace Email Search & Check Tool example • Prophet plugin for Chrome browser • More about Target Talent on LinkedIn, Twitter etc. • Displaying list of possible email addresses for a person, based on info contained within their social media accounts • Email address guessing & verifying •Alexander Crépin AC@Recruitmentcoach.nl Sourcing Talent 27
- 28. Sourcing Trace Contacts Tactics: • Don’t go straight for the kill • Never ask if someone would be interested in a specific job!!!! & if they would be interested to talk • First give, explain why an opportunity is compelling & what would be able to achieve on the job • Customize your outreach to the given candidate and their past experience Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 28
- 29. Sourcing Trace Mail Overload STEM Talent (Engineers) • 48% get recruiting messages once per week or more! (Hacker News poll) • 10% get messages each day! (Hacker News poll) • 35% separate mailbox for recruiting spam & LinkedIn inmail!!! (PropeliQ poll) • “Mass-inmailing” nowadays is a recipe for failure!! • STEM talent “diving under” stop /minimize social media, Linkedin presence Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 29
- 30. Sourcing Trace Don’t Spam STEM Talent • Send out 250 emails • Get 5 responses • Creating 445 spam victims!! • What’s impact on company & personal reputation? • Next time direct caught in spam filter? Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 30
- 31. Sourcing Trace Contacts ethics: • “War for Talent” so “everything” allowed? • Is it SPAMMING if a person doesn’t provide contact details on the internet? • Using work contact and/or private contact options? • What is policy within own company, how open about contact details of employees? Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 31
- 32. Sourcing Trace Challenge: avoiding Spam filters • Longer signatures (first & last name, company logo, title, office & cell phone nr, URL) less likely to fall in SPAM folder • Some triggers to watch out for: ‒ Excessive exclamation points ‒ Including too many URLs ‒ Using words like career, job, call • Test your messages before sending Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 32
- 33. Sourcing: A STEP Process 1. Analyse Need & Market, define / refine search 2. Search Leads, find people matching profile 3. Trace Prospects, contact & exchange info 4. Engage Candidates, interest, pre-qualification Alexander Crépin AC@Recruitmentcoach.nl Sourcing Talent 33
- 34. Sourcing Engage • Target Talent increasingly possible to find But ….. • Notoriously difficult to engage! ‒ Getting them to return your messages! ‒ Getting to consider another opportunity they weren’t previously considering ‒ Knowing what will make targets “Click” Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 34
- 35. STEP Sourcing Funnel Leads Prospects Candidates • Search • Trace • Engage • Present Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 300 90 15
- 36. Sourcing Engage Engagement = seduction, romancing • To be tailored to each target hire • Requiring ability to ‒ analyse profile & define the spot to hit, the “connector” ‒ create interest ‒ craft a message that will get a response ‒ qualify prospects ‒ phone-source for more in depth contact • + all nuances involved to make a successful hire! Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 36
- 37. Sourcing Engage Engage, from Prospect to Candidate Candidate development Sourcers like Marketers • not only being a data mining ‘techspert’ • also being social, human interaction specialists Opening the door to a conversation, rests not in being a data scientist, but a behavioural scientist, instead Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 37
- 38. Sourcing Engage Engage, from Prospect to Candidate • Reach out & connect in purposeful manner • Be aware of the essence of human interaction • Stand out in presentation, content & process • Edit & format so it’s easy to read & understand • Prevent contacting same candidate twice!!!! • Stay compliant with regulations & laws • Ensure Employer & Job Branding go “hand-in-hand” Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 38
- 39. Sourcing Engage Engage, from Prospect to Candidate • Best (STEM) Target Talent could have more job offers than they know what to do with!!! • “Best of the best” have skills constantly in demand • Ensure your candidate journey is making a difference & outperforms competitors Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 39
- 40. Sourcing Engage Engage with a human touch! • Successful talent engagement • Be a person first & recruiter second! • Helping prospects to feel like they’re actual people, not just quotas that need to be filled!!!! Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 40
- 41. Your questions ? Alexander Crépin AC@Recruitmentcoach.nl
- 43. Sourcing Engage Engage, from Prospect to Candidate Some types of Prospects to be prepared for • Amiable, friendly • Open, curious, confident & outgoing • Professional, driven, to the point • Detail-oriented • Quiet & shy • Know how to deal with different personality types • Develop Personas as a guide to be more effective Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 43
- 44. Sourcing Engage Engage, from Prospect to Candidate • Millennials & Tech Talent expect good, “personal” experience at right touch points • Online & offline, multi channel / device • Commit to a timeline – tell about process, when to communicate & stick to these commitments!! Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 44
- 45. Sourcing Engage Engage on a personal level • Becoming personal in the approach • more likely to get positive responses • Getting the opportunity to ‒ listen & explore ‒ Share the company & job opportunity story Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 45
- 46. Sourcing Engage Engage: 6 reasons not to reply a recruiter • Being sent irrelevant jobs • Pressured to apply for roles not interested in • Recruiter’s bad attitude during first call • Feeling ignored by a recruiter in follow-up • Receiving too many calls & mails in general • User unfriendly, not informative website Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 46
- 47. Sourcing Engage Engage: Preparation key to success • Analyse profile to personalize communication • Define reason(s) for prospect for following-up • How & why to improve current situation and/or advance their career • Uncover career pain points & what alternative • Use tailored strategies for each channel Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 47
- 48. Sourcing Engage Engage: Personalize Communication • Top Talent get headhunted too often & fed up • Analyse profile (check social media??) Figure out the selling point for each talent Find out what makes them tick….. ‒ Professional, Technology interests (Professional memberships, forums) ‒ Career interest (Linkedin, career progression, type/size companies) ‒ Personal interests (Twitter, Facebook) ‒ Find a way to engage around the personal parts of a candidate Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 48
- 49. Sourcing Engage Engage: Personalize Communication • Focus not only on professional part of career • How engage around personal parts of a talent • Not only about climbing the corporate ladder but also offering development of the “whole person” • NOT everyone fixed on a higher position with overloaded hours & too many headaches! Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 49
- 50. Sourcing Engage Engage: Personalize Communication Hello ….. Your resume/profile caught my eye today. I noticed that you ………. (your profile research!!!!!) This sounds very interesting. Especially in view of the present & future business challenges we are facing. I believe that our company and the development opportunities we are offering could add a new dimension to your career (in ….) For example we are presently looking for a new colleague for our ……. department. (Add Job specifics & Company specifics, add link to landing page) I look forward to discussing the details of this opportunity with you or learning other ways that I can be a resource to you in your career. Please let me know the best time and phone number to reach you at. Sincerely, ………………… Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl
- 51. Sourcing Engage Engage: Job-seeking Status Category How to open discussion with candidates • Very Active actively looking for a new job • Semi-Active casually looking for job, beginning to test market • Tiptoer thinking about changing jobs, not actively looking • Explorer not looking for new job, but would discuss an opportunity if job appeared meaningful • Super Passive completely happy in job, not interested to discuss new career opportunities Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 51
- 52. Sourcing Engage Engage: Personalize Communication Using Tools & Tech • People Aggregator Chrystal summarizes profile & advises how to talk, mail, hire etc. (using the correct data? Not mixing up profiles with same name?) • eiTalent develops Tech/algorithms for identifying core values & driving motivators using Linkedin profiles Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 52
- 53. Sourcing Engage Engage & Candidate Experience (CE) Personal touch is key success factor • Many human interactions can’t be communicated or delivered by computers • Algorithms not fully control recruitment processes Risk of excluding best candidates is too high!! • CE is a window to the organisational culture • Avoid spamming!!!! Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 53
- 54. Sourcing Engage Engage & Candidate Experience Personal touch is key success factor • Many human interactions can’t be communicated or delivered by computers • Algorithms not fully control recruitment processes Risk of excluding best candidates is too high!! • Avoid spamming!!!! Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 54
- 55. Sourcing Engage Engage: Job-seeking yes, may be or not? • Who more likely open to new opportunities? • Near future …… • Tools using people's online public footprint to help predict when they might be ready to leave an employer & be open to discuss a new job!! Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 55
- 56. Sourcing Engage Engage: Job-seeking When? Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 56 Career site visits per month
- 57. Sourcing Engage Engage & Connect to Explore 1. • Fundamental shift in jobseeker expectations • Initial message (email, SMS, chat, app etc.) will NOT convince to apply • Making aware about company & interest • Trigger to seriously consider to follow-up, start conversation that invites for making next step • Objective is to set an appointment to talk further! • Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 57
- 58. Sourcing Engage Engage & Connect to Explore 2. • Email multi-screen from desktop to mobile to tablet • User experience easy & responsive • Distinguished hyperlinks to link to full information • Ensure emails open & images download across email providers (Gmail, Outlook, etc.) browsers & devices • Offer optional to contact direct the hiring manager • Ideally a resume is returned for next step Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 58
- 59. Sourcing Engage Engage & Connect to Explore 3. • Smart subject line (grab attention, establish curiosity) • Catching opening (1 chance for 1st positive impression) Get interest. Be different! • Keep your message around 500-600 characters • Pitch “What’s in it for Them” realistically • Call to action, specific question & time to act • Provide multiple response options (mail phone, social media etc.) • Optional: contact direct by hiring manager Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 59
- 60. Sourcing Engage Engage & Connect to Explore 4. • Don’t only focus on short term!!!!! • May be now isn't the right time, but later! ('snoozing' a candidate) • Think of outlook for something like a bonus coming up in a couple months, or maybe reaching a vesting milestone …… • Continuing conversation can help unearth what motivations are, why & when they would make a move ….. Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 60
- 61. Sourcing Engage Engage & Connect to Connect • Every interaction is a door to new network of 2nd & 3rd degree connections!! • Your leads could be knowing somebody who’s a better fit for your open opportunities!!! • Offering a great experience opens the door for getting referrals Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 61
- 62. Sourcing Engage Engage Online, Website & App? • Average persons have about 25 apps • Will they download another form you ……… Better: • Have a responsive website in HTML 5 • Offering a device specific experience! • First class landing page Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 62
- 63. Sourcing Engage Engage & Employer Branding • Update company online presence regularly, representing your EVP & showing your EoC offer • Offer top content, job profile, company info • Great landing page, including video, photo • Easy, multi screen navigation • Multi device/browser download Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 63
- 64. Sourcing Engage Engage & Website Content • Give applicants a better understanding on the culture & core values of your organization • Enable potential candidates to evaluate their fit with your organization • Use realistic job previews & “day-in-the-life” profiles • Use your Employee Ambassadors to tell a story about their employee experience Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 64
- 65. Sourcing Engage Engage & Website SEO • Search engines develop "Quality Reputation" as measuring the "Long Click“ • Capturing attention, keeping visitors occupied, convert them to apply!! • Impact relevance & ranking, telling the search engine "this is or is not relevant & valuable" for this query!!!! Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 65
- 66. Sourcing Engage Engage: Build Talent Relationship • Gain trust, ensure you know what you say is OK • Sell initial conversation, don’t start selling the job • More open communication, more likely getting to next level / phase • Forget closed questions be answered by a ‘no’ • Establish, extend / maintain talent relationship Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 66
- 67. Sourcing Engage Engage: Uncover career drivers • Talk to “passive” candidates about career growth rather than what skills and qualifications are needed • Ask to reveal why/when considering a career move ‒ What would you need from current employer to make you stay if you had your dream job offer? ‒ What top 5 factors would make you consider a career move? ‒ Would you be open to exploring a job clearly superior to what you’re doing today? Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 67
- 68. Sourcing Engage Engage & Connect to Explore Top Rules for candidate experience: • Timely follow-up with candidates – Also when no reply is received – Use Tools like free service like FollowupThen • Be investigative, listen more than talk!! • Have a personalised story & use candidate input • Think & Talk in her/his interest, “You” not “I” • Be honest Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 68
- 69. Sourcing Engage Inviting to apply, provide CV • Keep it simple! Offer application experience • Use mobile responsive web pages • Ensure ATS, application user friendliness ‒ Never asks for too much information that is not really needed ‒ Eliminate the need to create an account to apply • Don´t get target talent discouraged, lose interest, run out of time, feeling bad about the bureaucratic process Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 69
- 70. Sourcing Criteria Current state of tech & tools: • Search & Match on “hard” criteria • Engage & Select on “soft” criteria NB. • In future new Big Data & Ai technologies to use both hard & soft criteria in all phases of the sourcing/recruiting process Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 70
- 71. Sourcing: A STEP Process 1. Analyse Need & Market, define / refine search 2. Search Leads, find people matching profile 3. Trace Prospects, contact & exchange info 4. Engage Candidates, interest, pre-qualification 5. Present Finalists, shortlisted, best candidates Alexander Crépin AC@Recruitmentcoach.nl Sourcing Talent 71
- 72. Your questions ? Alexander Crépin AC@Recruitmentcoach.nl
- 73. Time for a 5 minutes break
- 74. STEP Sourcing Funnel Leads Prospects Candidates Applicants • Search • Trace • Engage • Present Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 300 90 15 4
- 75. A* STEP Sourcing Funnel Leads Prospects Candidates Applicants • Search • Trace • Engage • Present Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl Talent Pool *Analytics for Targeted Sourcing Less & Better Leads *
- 76. A STEP Sourcing Funnel Leads Prospects Candidates Applicants • Search • Trace • Engage • Present Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 90 25 10 3 5 Talent Pool
- 77. Sourcing Present Present Who? The first or the Best? • Finding qualified candidates quickly isn’t the goal • Best possible candidates, might taking longer! • Statistically speaking, there’s no chance the 1st/2/3 people found, will be best possible candidates • Dilemma: Short list after closing search OR ongoing real time, during sourcing process, 1 by 1? Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 77
- 78. Sourcing Present Following up Timely • Don’t wait for more candidates, this may take too much time, if possible at all!! • Risk that candidates may lose interest & withdraw • In connected world candidates talk to each other which might cause disturbance of hiring process Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 78
- 79. Sourcing Present Shortlist • Introduce pre-screened candidates to recruiter and/or hiring manager • Advice for current position or talent pipeline • Explain match, given the search profile • Ensure timely follow-up Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 79
- 80. Sourcing Present Talent Community or Pool • Connected, networked world • Continuous process of strategic engagement • Target Talent Relationship Management – Talent Pool – Talent Community – Talent Pipleline Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 80
- 81. Sourcing Present Present & next ? • What happens after sourcing? • Who is responsible for candidate journey follow-up? • How to monitor follow-up? • How to evaluate quality of shortlisted talent? Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 81
- 82. Sourcing Pillars of Success • (Data/Digital) Technology, systems & tools • Craftsmanship of recruitment team, training • Lean Processes, make and/or buy • Transparent models & methods • Integrated HR strategy • Clear recruitment direction & goals • Stakeholder cooperation & collaboration • Hiring Management buy-in • Offering positive experience & engagement • Talent landscape insight, target talent intelligence • Budget • etc. etc. Alexander Crépin AC@Recruitmentcoach.nl Sourcing Talent 82
- 83. Sourcing A STEP by A STEP • A STEP process looks overwhelming • Too much to get in place at once • Building a successful sourcing unit takes time • As soon as processes are in place, optimizing starts, metrics will improve! • No longer requiring to re-invent the wheel • Share, Re-use, Refine & have Fun, Enjoy working (together) very professionally Alexander Crépin AC@Recruitmentcoach.nl Sourcing Talent 83
- 84. Sourcing End of Part 1: What & How (A STEP process) Next: Part 2: Data Landscape Overview & Sourcing Craftsmanship Part 3: Sourcing Tools, Methods & Tech Alexander Crépin AC@Recruitmentcoach.nl Sourcing Talent 84
- 85. Your questions ? Alexander Crépin AC@Recruitmentcoach.nl
- 87. Next Sourcing in a global talent landscape Part 2 A (Big) Data Landscape Overview 87 Alexander Crépin recruitment strategist, coach & trainer freelance, interim recruiting & management Alexander Crépin AC@Recruitmentcoach.nl
- 88. Interested in Data Driven Sourcing ? I help you to succeed Alexander Crépin AC@Recruitmentcoach.nl
- 89. Also on by Alexander Alexander Crépin AC@Recruitmentcoach.nl
- 90. Success!