So, you’ve been hired as a sourcer, one of those stealthy (in a good way!) covert agents who combs through the all-encompassing, open web to locate resumes and phone numbers for candidates who may be completely unaware that their information is out there. You employ keywords, complex strings and niche sources to pinpoint your targets. When done well, you find the next great hire.
Intriguing work, right? Absolutely! But it gets better! Many companies, like Seven Step RPO, where we work, are taking on a new hybrid model where sourcers are also working as recruiters. Understandably, it’s a big change to go from looking up data to picking up the phone and making cold calls! If you’re starting out in this hybrid role, we’ve got some tips to help you succeed:... read more
Since the dawn of time, the relationship between sourcers and recruiters has been similar to the relationship between Yankee fans and Red Sox fans. While there hasn’t been any Babe Ruth trades, Bucky Dent home runs, or 3-1 ALCS comebacks between sourcers and recruiters, the volatility between both sides can be just as palpable as going to a bar in the Bronx or Boston while wearing the opposing team’s hat. However, while there is close to no hope that the two baseball teams’ fans will ever get along, what would actually happen if sourcers and recruiters became friends and worked together to help hire the best talent? Senior Sourcing Specialist Andrea Blasdale discusses how this can happen, the benefits that would come out of sourcers and recruiters working together, and what they can learn from each other. We can promise you one thing – the world won’t end because of it, but maybe Big Papi and Derek Jeter will get a beer together one day…but maybe not.
SourceCon: Sourcers and recruiters both have the same purpose: to facilitate the hiring of the best talent. So, why is it that we don’t always work as a team? Let me tell you a story. When I first started my work as a sourcer, I went about my work with my sourcing team, the way we always did it. We focused on finding stellar candidates. And the recruiters? Well, they were in another location, doing their thing, finding… stellar candidates. One day, after a few interactions with each other, we realized that our two teams didn’t really know that much about what the other one did, or how they did it, or what they struggled with, or that we had tools that could make the entire process so much easier. So, we decided to do the next logical thing: we moved in with them. That’s right, into the same office space. We now sat next to each other all day. And what happened? We started having conversations, learning from each other, and getting to know the value we each brought to the game. Where do we stand today? We’re a seamless team of colleagues that leverages our combined strengths to achieve a common goal.... read more
On Thursday, ERE.net featured a piece by Seven Step's Sourcing Solutions Manager Victor Alberts (@The_Victor2) discussing who should be responsible for your social recruiting.
Here's a bit of what he had to say:
ERE.net: Candidates today connect, communicate, and proactively do their homework as they interact with future employers through social media. Their first impression of your brand often takes place through your social media presence. They expect responsiveness, a person behind the brand voice, and the ability to ask questions, learn about job openings, and feel you out before they commit to clicking “apply.” The value of social recruiting is not in question. How to implement your social strategy is.
Who should be responsible for social recruiting? The answer depends on several factors. The size, depth, and internal resources of a company.... read more
Make a customer, not a sale. In talent acquisition this credo has not historically been the norm. After all, most applicant tracking systems are specifically built to be incapable of managing dynamic candidate relationships. Most applicant tracking systems were built to have a rigid transactional workflow with a clear “start” and “end”. There’s no way for candidates to move freely within the system. If a candidate didn’t get hired for a job? Too bad. As far as the ATS is concerned that candidate is in an end-step; usually ‘Rejected’.
Vendors like Jobs2Web have proven, with actionable data, that re-engaging candidate over time can significantly impact current hiring results. In one report from the Recruitment Innovation Summit they stated that 43% of job applicants apply after the first day of applying with an employer. The candidates come back as repeat visitors. It begs the question, how long are hired candidates interacting with your employment brand before they are hired? We set out to measure this for ourselves.... read more
There's a lot of buzz in the talent acquisition world around talent communities. In fact, we recently wrote about how all employers actually already have a talent community. Nurturing a talent community can maximize an employer’s hiring potential, but how does an employer maintain those relationships?
First, we need to keep in mind that just because people are in your talent community does not make them active candidates. These members could be fans of your Facebook page, alumni, brand loyalists, or past applicants (from years ago). They can however represent your future hires. The stars have just not aligned quite yet. The ideal job opportunity hasn’t been opened (or pitched). The timing just isn’t right for the candidate to leave a current position or relocate. Or when they were looking 3 years ago, they didn’t yet have the skill set they have now. The key here is to maintain relationships, but to offer more than just job. How do you get prospects to enter into long-term relationships with you?
In this post, we’ll cover some of the methods various employers use to stay in touch with their talent base.... read more