Category: Sourcing Strategy


Using SMART Goals to Get Your Job Search Strategy in Shape

June 16th, 2017

Creating specific, measurable, attainable, relevant, timely (SMART) goals is a great way to organize a job search not only in Delaware, but anywhere you go. No matter where you look for employment, you will have competition. Some of that competition will have industry connections or more experience. However, this does not count you out. If your job search is precise, you may be able to discern opportunities that others pass over. You will pay attention to that crucial detail that the employer is searching for. Also, you will be able to fit your job search into your already busy life.

Here is how to use SMART to get your job search strategy in shape.

Specific

Do not waste your time applying to jobs that you are not qualified for – getting a job is not a numbers game. You will have a much better chance at fast employment by creating a strong network with people who believe in your specific skill set. If you partner with a staffing agency that specializes in your core competency, your market will open up more immediately. However, you need to understand your own core competency first, so sit down and determine your day one skill set before you start sending out resumes.

Measurable

Too many prospective employees do not take the time to quantify their worth to employers. This may sound a bit cold hearted, but we are talking business! If you understand exactly how to measure your worth to employers, you will also have a better indication of the salary that you can draw. You will also be able to more specifically define the temp jobs that are worth your time if you can show your ROI and justify your hourly wage.

Attainable

You may not be able to shoehorn your way into full time employment. However, this does not mean that you cannot have a full time income. Working with the right employment agency can get your foot in the door through a number of temp jobs. These employers may want to take you on full time, or you may find another employer with a stronger resume. The goal is to reach for something attainable and climb your way up the employment ladder, step by step.

Relevant

Stick to relevant jobs and relevant partners. If you focus on your skill set and primary industry, you can develop a reputation. Although you may find the occasional position outside of your core competency, you should not focus your energy in more than one place.

Timely

Being on time is certainly important in the job search market. However, having a timely presence is more than just showing up on the 12. You should have a timely knowledge of your industry that you can communicate to potential employers. There is a reason that many employers are looking to hire Millennials – the stereotype is that Millennials are more well versed in modern technology. Update your resume and your talking points consistently for best results in your search.

Targeting your audience – Arrow and target – Colorful version

How to Recruit Passive Candidates, Part 2

July 20th, 2016

As discussed, the goal of of sourcing passive candidates is to build relationships with highly skilled pools of talent. You usually won’t find passive candidate resumes online, and engagement requires a strategic and thoughtful approach. So, what can you do?

passive candidate pool First, it’s important to build your pool, and in turn, your network. A great way to be successful is name generation. While resumes are nearly impossible to find, names are not. You know your target candidate, and you know the companies where they work. In it’s simplest form, creating an excel spreadsheet with columns of name, title, company, location, and contact info is a great start.

Use all the channels possible to build your pool; LinkedIn, associations, conferences, company websites, and universities, just to name a few. Put every name you find that is attached to the target industry and expertise for which you’re looking on the list. It can’t hurt to have more than you need when building a pool for passive sourcing.

With your list or ‘talent pool’ complete, you can begin to engage. You can start with your primary targets, or folks you know wouldn’t be an exact fit, but could be a great referral source. Modify your email or message for each set of candidates, requesting their expertise to identify the extremely niche skill set you seek.

More often than not, people are willing to help, point you in a good direction, or even have a colleague who would be interested that you missed. It’s important to be thorough and resilient when sourcing passive candidates, traits that will set you apart from every other sourcer or recruiter in the war for talent.

Need help catching the attention of passive talent?

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What is sourcing in recruitment process?

July 6th, 2016

Sourcing Recruitment ProcessSourcing is a common term, often used in the procurement of services and vendors. But sourcing is also commonly used in regards to talent acquisition. So what is sourcing in the recruitment process? Since not all jobs can be filled by posting a job online and having applicants find you, you (or someone on behalf of your company) have to go find good candidates to fill your position. That is sourcing.

Sourcing is a talent acquisition discipline which is focused on the identification, assessment and engagement of skilled worker candidates through proactive recruiting techniques (Wiki).

But wait, isn’t that recruiting? While sourcing is a discipline within the recruiting process, there is a distinction between sourcing and recruiting. Check out our article How is Talent Sourcing Different from Recruiting? There is also some heated debate over the definition of Sourcing vs. Recruiting, and whether recruiters are sourcers are recruiters.

What do you think?

What is the Job of a Talent Sourcer?

June 1st, 2016

talent-sourcer-sourcing-roleAs Talent Acquisition evolves, so do the roles involved in the process. One of the first challenges when deciding to hire new talent, is identifying the talent itself. Usually, the team member who tackles this challenge is the Talent Sourcer, also referred to as a Sourcing Specialist, Sourcer, Internet Recruiter, Recruiting Researcher, Candidate Attraction Specialist or Talent Scout. What does the Talent Sourcer do on a daily basis?

In it’s most standard definition, a Sourcer’s function in Talent Acquisition is the proactive identification of candidates that match a desired skill set for a current or future job opening. Yet, it is certainly more involved and detailed than such a general definition. While a Recruiter often handles the back end of Talent Acquisition, the Sourcer will handle the primary responsibilities of the process.

A Talent Sourcer is responsible for creating the Sourcing Strategy, which sets the entire process up for success. With strategy in hand, Sourcers proactively identify and engage with skilled workers to fill a current or future need, often gauging and generating interest in the opportunity. Depending on the strategy, reaching out to possible candidates via social media, email, and/or phone calls is also included in the Sourcer’s daily tasks.

While a quick phone screen may included, a Talent Sourcer usually stops short of interviewing and dispositioning, as well as on-boarding and negotiating offers. Sourcers and Recruiters work hand-in-hand, but tend to have defined roles during the recruitment process. Without defined roles and responsibilities, Talent Acquisition can quickly become scattered, and ultimately lack the efficiency that drives a great candidate experience.

Need to define the roles on your talent acquisition team?

Recruitment-Assessment

Engaging Quality Candidates

March 16th, 2016

Attract-engage-talentLast month we examined the preference of sourcing quality over quantity. The catch; however, is that those quality, and often passive candidates, are far more difficult to engage from a sourcing perspective. In turn, approaching engagement with quality candidates strategically can differentiate you from the market and land you the top talent you or your client seek.

So what can you do to separate yourself from the competition?

  1. Be specific and creative: Take the time to research your target’s experience and their footprint. Knowing where the candidate has worked, where they went to school, or what their personal interests are could go a long way in gaining his or her trust as a recruiting partner.
  2. Focus on the opportunity and growth: Put the focus on the talent. Show your expertise in the details about the opportunity and what making a move could mean long-term for your candidate. It’s not just a new job, it could be a crucial progression in a their career, taking he or she to new heights.
  3. Build Relationships: It can be easy to simply sell the job and your company to active candidates who are looking to make a move. On the other hand, passive candidates will need more convincing to even have a conversation. Find out what he or she would be open to hearing about before presenting the opportunity. Try delving into likes and dislikes about their current role, positioning yourself as a consultant, while conveying your industry knowledge and the current state of the market.

Looking for help with your talent strategy?

Recruitment-Assessment

Sourcing Quality over Quantity

February 17th, 2016

Guest blog spot by Outside-In® Team Member Alex Patton

Quality Candidates over QuantitySourcing talent is often a sprint to find as many candidates as possible, as quickly as possible. A hiring manager’s starry-eyed expectations drive sourcing specialists’ motivation for speed and quantity. However to deliver quality talent, it’s important to manage those expectations as the best sourcers know that identifying the highest quality talent wins every time. Accordingly, those same sourcers are the ones who can not only source quality candidates, but can do so in a timely manner.

With the lowest national unemployment rate since February 2008, sourcing with efficiency makes the difference in quality hiring. For example, it’s easy to allow active candidates, about 21% of candidates according to LinkedIn, to dominate a majority of your new search. But it’s in the other 79% of candidates where the highest quality candidates hide. The 79% of passive candidates who are not actively searching for opportunities — but if approached strategically, are willing to listen and consider a career change. Choosing to spend time identifying high-quality talent over reviewing resumes that are on the top of the pile is an example of how an efficient sourcer can make a difference.

As a hiring manager: wouldn’t you rather receive a set of three high quality candidates instead of ten run-of-the-mill resumes?

Great sourcing requires digging and strategic thinking to identify a set of passive, high-quality talent. Passive talent is 120% more likely to want to make an impact than active candidates (LinkedIn). Talented sourcers skillfully market their open jobs to passive talent to generate interest in the opportunity, proving time after time the value of quality over quantity.

In the next CBI Way Blog, we’ll examine the strategic ways to market your open job to quality passive candidates.

How to catch the attention of A+ talent that ignores you

November 25th, 2015
Guest blog spot by Outside-In® Team Member Alex Patton

As a sourcer of talent, when I find a rock star candidate, sometimes it feels like I’ve won the lottery. That’s when I remember that finding the candidate is only half of the sourcing battle. Next you have to get them to engage. Without engagement, it’s pretty hard to call finding that perfect fit, a win at all.

But, I’m here to tell you that all is not lost. While you may have tried every method you could think of six months ago, there’s certainly an opportunity to resurface and breakthrough the wall of engagement.

Here’s a few strategies to revisit those perfect candidates who seem to have ignored your emails or LinkedIn connection request:

allstar candidate talent sourcingTiming: When you think back to how you tried to get your star candidate’s attention, you remember a desperate attempt of countless emails, LinkedIn messages and voice mails. But every time you worked up the energy to try just one more reach out, you still never captured their attention. Or at least that’s how it felt, and then you made up some reason to rationalize the situation so you could move on. But now that some time has passed, why not try again? Perhaps they actually did see your messages but timing was really bad.  Think of all the events in our lives that we try to juggle. It’s a new day, a new month, or a new year, give it another go!

Woo them: Yes, woo. While you may have told them before, don’t be afraid to reiterate how impressed you are with his or her background. Share that you wanted to try to reach out again, noting your previous attempt. Re-introduce how incredible the opportunity for them would be considering their expertise, and even in the (X) amount of time since first reaching out, he or she is still your ideal candidate.

Show your expertise, ask for theirs: You’re the recruiting and research expert. Explain your understanding of the job market and where the candidate’s particular industry is going. Remember, when working with passive candidates, you need them more than they need you. Maybe he or she is not interested, but would offer their ideas or suggestions for you. They are a ‘rock star’ in their field after all — which means they have deep industry knowledge and likely have some good referrals.

So, when you’re in the valley of desperation during your sourcing journey, don’t lose all hope. There are any number of ways to go back after a “lost” candidate. And in reality, what’s the worst that could happen?

Great sourcing isn’t about just building lists of names or grabbing resumes wherever you can. Great sourcing is about identifying and engaging business-changing talent and passive candidates.

Sourcing Needles in a Haystack – My Journey to Find Arjun

October 28th, 2015

Guest blog spot by Outside-In® Team Member Alex Patton

Sourcing Needle in a haystackSometimes sourcing talent can become frustrating. But great sourcing means breaking through to find that needle in a haystack. And every so often, breaking through means trying something simple or different, and just seeing where your sourcing journey takes you. This approach can be refreshing for a very hard to fill job, and as I experienced recently, ultimately rewarding.

I have been working on sourcing for a high level management consulting role in business analytics and strategy. This is a very hard to fill role and the other day I was beginning to feel like I’d never find another qualified candidate. What did I do? Instead of giving up, I went back to sourcing basics. I revisited the job description, pulled the most important keywords, and put together a boolean string that could be plugged into almost any source. Specifically, the three most significant keywords that I thought best represented my target. In this case, ‘business development, ‘advanced analytics’, and ‘electronics’ were my top choices.

With my keywords identified, I chose my favorite search engine (Google), and gave it a shot. There was no shortage of hits, of course. But to my surprise, much of what I saw was very relevant. Articles, publications, companies, and even a few random resumes. I dove right in, letting the web take me on a ride for about twenty minutes.

All of a sudden, in front of me was the needle. A resume. Not just any resume. Arjun’s resume. A name I hadn’t seen, nor experience I had identified anywhere else during my sourcing on LinkedIn, job boards, social media, company targets, and every other source you could imagine.

On my journey to find Arjun, I was reminded of a few things: Don’t be afraid to try new techniques, simplify your strategy, and sometimes, take a sourcing journey through the world wide web.

2015-TSWP-SIG-PassiveTalent

CBI Way: Thorough Intake Leads to Successful Sourcing Strategy

August 26th, 2015

Guest blog spot by Outside-In® Team Member Alex Patton

In the last CBI Way blog, we discussed improving sourcing efficiency by cutting out defects and weaknesses throughout the sourcing process. So where can your sourcing strategy go wrong? When do you start wasting your time? Let’s start from the beginning of the process; the intake call with the hiring manager.
Businessman Working Calculator Balance Financial Planning Paperwork Concept

Your intake call should be used to gather as much information as possible about the responsibilities and qualifications required for the role. The more questions you can ask the better. Ask why the job is open, what the target fill date is, and everything in between.

An overview of the position can lead you to more probing and specific questions about the desired candidate profile. Use this time with the hiring manager to fully understand what he or she is really looking for in a great candidate, which can often differ from the formal job description and and listed requirements.

Don’t be afraid to ask for the profile of someone who has been hired previously. The closer you can pin down the ideal profile before you begin sourcing, the better. Not only should you think about sourcing the right candidate during the inquisition, but also find out the best selling points for the position itself. These selling points will be important if you’re targeting passive candidates who need to be engaged or motivated to make a move.

Creating an effective sourcing strategy directly depends on the quality of your intake call with the hiring manager. Don’t take it lightly or breeze through it. Think critically, plan your questions, and reach back out after the intake if you feel something may have been missed. A thorough intake conversation will prime your sourcing strategy for success, and create a strong rapport with your hiring partner.

Introducing talentSOURCE

July 27th, 2015

The improvement of the economy is shifting control of the job market back into the hands of the talent; How are businesses going to keep up with hiring, reduce their time-to-fill, and identify top talent?

NEWARK, Del. – July 27, 2015 – CBI Group has launched a new service, talentSOURCE, a comprehensive suite of talent pipelining solutions designed to solve hiring challenges. This new recruitment sourcing service was developed after considerable feedback from clients regarding difficulty sourcing top talent for hard to fill jobs. talentSOURCE offers customers five levels of sourcing and pipeline development services for a specific position or a number of positions.

As the economy improves, potential candidates have options, are well paid, and aren’t putting themselves or their experience out on the web as much; in turn, making sourcing talent more difficult. talentSOURCE has been developed to help businesses reduce time-to-fill, improve quality of hires, and identify top talent for hard-to-fill opportunities.

“Given the scarcity of talent and the importance of that talent to the strategic directions of our customers, we saw an opportunity to provide another service option,” says CBI Group President, Chris Burkhard. “We find that time and resources in recruitment are often stretched thin and that new ways of identifying candidates like talentSOURCE give leaders another lever to pull when needed!”

When examining hiring trends, it’s no surprise that the shift in the job market towards the candidate is affecting some of the most critical metrics. According to Indeed’s Time to Fill report in January, when businesses fail to fill a job opening within the first month, there is a 57% chance that the position will remain open for three months or more.

Additionally, more often than not, passive candidates, or those candidates who are employed and generally happy, are the most talented and desired professionals, making a strategic sourcing plan increasingly important.

CBI Group is a recruitment solutions company that serves customers nationwide from their Newark, DE headquarters. If you need talent sourcing help and would like to learn more about talentSOURCE, contact CBI Group at (877) 746-8450 or email icanhelpyou@thecbigroup.com.

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