Check out this video, then email me if you are interested. If you aren’t a match but know either (a) a recruiter who “gets” marketing or (b) a community manager that has a passion for talent, please tweet and share this!
Anybody who has ever worked with me knows that I often approach sourcing like a marketer. That is, I conduct my research, compile lists of candidates, then engage them repeatedly in volume via mail merge or InMail. This is a great way to quickly build a candidate pipeline, but it does present one issue: managing the responses.
I make it a point to correspond with every candidate who replies to me, even those who decline (ESPECIALLY those who decline). Most recruiters don’t do this (the dreaded HR black hole), so it differentiates me from my competitors, and also generates referrals. I go one step further, and set a reminder to follow up with them again after a reasonable period of time, usually 3-6 months. (more…)
Google is a great way to find resumes, but filtering your results to local candidates is often a requirement. While including city and/or state names in your boolean search is a good way to narrow your results, it presents a major challenge.
First, resumes often include a city name for each role. This means somebody who worked in Seattle 10 years ago then moved to San Diego still has “Seattle” on their resume. Sure, you can still contact them and ask if they are interested in moving back to Seattle, but this takes time away from engaging candidates who are still in Seattle. Very often, this is the only location information that appears on resumes. (more…)
I have a lot of open SDET jobs at Microsoft, but good software engineers often pass on these opportunities because of the stigma attached to “test”. Here’s some info I received from one of the hiring managers I work with at Microsoft that sheds some light on why the SDET role is actually super cool. (more…)