Tag: Sourcing

Get more referrals with a preconfigured LinkedIn contacts search link

Instead of asking hiring managers, employees, and other candidates “Who do you know?”, wouldn’t it be great to say “Here is a list of people you know who meet my requirements, which are the best?”?  With this LinkedIn.com hack, you can send a link to a pre-configured search that will show relevant 1st degree connections of whoever clicks it.

For example, here is a list of your 1st degree connections who are recruiters in Seattle.

Watch the video below (which has over 4,300 views), or read a more detailed explanation on my post on LinkedIn titled “This LinkedIn Hack will blow your mind (and quadruple your referrals)“:

The Best US Cities for DevOps Jobs

For anyone who considers themselves a DevOps professional, now is a great time to be alive.  Companies worldwide are embracing DevOps as a methodology, and there are over 6,700 US DevOps jobs currently posted online, while just under 4,000 LinkedIn users have the word “DevOps” in their current job title.  That delta shows that there are basically 1.675 DevOps jobs for every DevOps professional (although this number is probably a bit lower, since not all DevOps practitioners identify themself with the word “DevOps”; many call themselves System Engineers, TechOps, Software Engineers, Ruby Developers, etc.)  For the sake of this post, I’m keeping things fairly simple.

Continue reading »

Use Outlook signatures to improve candidate experience. Seriously.

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.

Continue reading »

Zip code targeted boolean strings

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.

Continue reading »

Sourcing Automation Tips

Here are some simple things I do to automate some of my sourcing program:

1) I create Google Alerts for RSS feeds of Google resume search results.  I get an update in Outlook whenever a new resume is spidered.

Continue reading »

LinkedIn Recruiter search by "fortune" size

One of the hard things about recruiting for a Fortune 100 company is that job titles don’t really translate.  If I conduct a search for a senior leadership role, like a Director or a VP, I’m going to get results containing mostly folks from small/medium businesses.   I’m sure these are talented folks, but I’m not going to engage a candidate for a Director role at huge global software company just because he/she is the VP of Marketing for Bob’s Soda Shack.

Continue reading »

Avoiding recruiting tactic overload

It seems like 99% of the recruiting tips I read are focused on “how to use Twitter”, “how to find passive candidates on facebook” or “mobile recruiting with foursquare”.  These are all great tactics that I can’t get enough of, but I sense many otherwise great recruiters are getting mired in tool adoption rather than focusing on the basics of recruiting.  Here’s is the overall recruiting strategy I have adopted, and from here I roll in new tactics and tools:

1) Active candidate generation – Active candidates are those that are actively seeking job opportunities.  There are many tools and techniques available for finding them, such as job boards and social networks.  Active candidates can step into roles more quickly than passive candidates, but they are often being pursued by multiple recruiters.  Any successful recruiting function will have a solid method of attracting, engaging, and capturing active candidates.

2) Passive candidate generation – I consider this to be the most important recruiting strategy.  When I talk about passive candidate generation, I refer to engaging and networking with any and all candidates in your niche or industry, with the goal of recruiting them for a role sometime within the next 6-60 months (or more).  This isn’t an option for every recruiter, since some of us deal with multiple industries and there isn’t enough time in the day to connect with every single candidate.  I usually recruit in the online marketing/advertising space, so I make it a point to reach out to every person I encounter that may potentially be a fit for one of my roles, someday.  People are usually pretty receptive when I say “Hey, let’s keep in touch, I would love to consider you for a role some day.”  Capturing these contacts and keeping in touch with them can be daunting, but with LinkedIn it is less so.

3) Best practices sharing within the organization – If you work independently, this is pretty simple.  If you work as part of a recruiting or HR team, it is important to share best practices with your colleagues.  When everybody is on the same page in the org, you can cast a wider net more efficiently without duplicating efforts.  With the referral and networking nature of recruiting, the more candidates your org captures as a whole leads to more candidates for everyone to engage.  This aspect of my strategy is where tools and tactics are discussed and evaluated.

I’m all about adopting and mastering new techniques, especially as I ramp after my extended paternity leave, but my goal is to stick to this three-pronged approach while I incorporate new tools/techniques into my efforts.