"From the clients perspective what constitutes a good 360 degree review?"

In response to John Felkins question on Linkedin

"From the clients perspective what constitutes a good 360 degree review?"

Christopher Morrissette has posted some excellent questions for a 360 degree review that you can ask your client to gain insight on how to better serve your them?



Links
Linkedin Question
Christopher: Linkedin profile
John Felkins: Linkedin Profile

Best Practices for Candidate screening and Prequalification

Sarang Bramhe from OS2i has posted a question on Best Practices for Candidate screening and Prequalification

Of all the answers liked Jim's Pre-screening Acroynm "SEARCH OUT"


Links
Sarang Bramhe: Linkedin Profile
Linkedin Question
Jim Coughlin : Linkedin Profile

Linkedin Learning Centre

I am sure you must have noticed.... for those who haven't, have a look at Linkedin's "Learning Centre".

It gives a detailed review on all the features that Linkedin offers and how best to utilise them to your advantage.

This will help in looking at your Linkedin network differently at make it more effective.


Links
"Linkedin's Learning Centre".

Coresourcing

Name generation/Resume sourcing -- Costs and service

In response to Jay Floersch's question on Linkedin, there are mixed feelings to outsourcing Name generation/Resume sourcing. ?

Question
"Have you worked with a name generation or resume sourcing service? I'd like to know what your costs and experience has been."

Links
Linkedin Question
Jay Floersch Linkedin Profile

Your ideal Sourcing tool or Sourcing Solution?

Peter Bugnatto , Strategic Sourcing Consultant at Lockheed Martin has asked the following question on Linkedin

"If you had to choose one sourcing tool/solution on the market what would it be?

Let's suppose money wasn't an object. I know, I know...it is. But money aside, if you were told you could pick one tool/solution or even a mashup/combo of a couple of sourcing tools available, to help with your efforts to find talented candidates both passive and active, what would you choose and why?

Clarification added 3 days ago:

Thanks for all the responses thus far. I appreciate it.
To clarify, I'm realy looking for answers dealing with tools/software/products/licenses, such as the Broadlook Eclipse, LinkedIn, ZoomInfo, AIRS Sourcepoint, etc., rather than agencies, search firms, sourcing techniques/advice like using the phone book, etc."

Some intersting Answers already.... have a read on Linkedin

Links
Question
Peter Bugnatto: Linkedin Profile

Search strings to Find vacancies

Jim stroud has published a list of effective Google Search strings for finding Recruiter jobs

Similar patterns can be used for doing vacancy leads for any other job/industry. Obviously some keywords may change. Lets start circulating

Links
google-search-strings-for-recruiters-looking-for-work
Download PDF

Making a bad hiring decision... Your call!!

For all of us involved in the selection process quality of hire is critical... unless I just want to close a deal. From my management school days, one debate which i could never get my head off was what is better: "Rejecting a good candidate" Or "hiring an unsuitable candidate". I always though both were equally bad, but the fact that i have to live with the second decision, it became more critical.

Lou adler has given some excellent pointers to avoid bad decisions.... Read the article "10-great-ways-to-make-bad-hiring-decisions

Links
"10-great-ways-to-make-bad-hiring-decisions"

Rogue Recruiting

SARAH E. NEEDLEMAN has written a wonderful article on the extent these so called "Rogue recruiters" or "Extreme recruiters" will go to fill their open positions. Their tactics can be unconventional, paparazzi-like and some say borderline unethical. Sounds quite similar to telephone names sourcing. Read the article here

Links
Article: "Snack Vendor or Undercover Recruiter"
SARAH E. NEEDLEMAN

Your Next Hire: The Social Media Sourcing Specialist

Donald Breckenridge Jr talks about the information overload on recruiters in this digital age and a need of Social media Sourcing Specialist to counter it in his article " Your Next Hire: The Social Media Sourcing Specialist".

He mentions some basic and intuitive resources and tools to get started and talks about restructuring the current staffing firm model, where sourcing specialists will work hand-in-hand with recruiters to provide well-researched, qualified candidates based on a variety of resources – both online and offline. This allows the recruiter to focus on income-producing activities.

RPO firms like OS2i provide sourcing services which include both Job board and Passive Search.

Internet Passive Sourcers harness Social media and online databases to generate candidates.
Telephone names sourcers are on the Phone all the time getting past gatekeepers to generate candidates which may not be available on the net
Prequalifying/Prescreening experts will contact the canddiate to do the initial Prescreening
Recruiters can then take over the candidate and spent most of their time in closing deals or geerating new business

The beauty of this approach lies in the way the team functions. Its like a relay race. If they work together, give their best and pass on the baton properly, its a sure shot Winner



Link
Your Next Hire: The Social Media Sourcing Specialist
Donald Breckenridge

OS2i

Four Reruiting tools

Kevin wheeler in his post "Four required Recruiting tool" talks about the Famous Four recruiting tools.
1) MySpace/Facebook
2) Linkedin
3) Twitter and
4) Personal Blog

Mention of blogging as a tool, is the one that has made me think in a new direction

Links
Four required Recruiting tool: Article

Five Barriers to Phone Sourcing Success

Moises Lopez has posted an artice on the most common mistakes that are made while names sourcing
1) Being “unprepared”
2) Not preparing a formal script
3) Let your assumptions control your call
4) Simply talk too much and not listen.
5) Not putting yourself in a positive mindset

Simple but effective pointers,You will find the complete post on Recruiters Lounge

Links
Linkedin profile: Moises Lopez
Moises Lopez Blog:
Article: Five Barriers to Phone Sourcing Success

Funniest names sourcing tactics

Stumbled upon this old post on Funniest names sourcing tactics by Maureen on Recruiters Lounge.

If you cant laugh, be prepared to raise your eyebrows....:)

Jolly reading!!

Links
Funniest names sourcing tactics

Who Killed Kenny the names sourcer

Joshua Letourneau has posted an intriguing article "Who Killed Kenny the names sourcer" the effects of international names sourcing training on the US Names Sourcer.

He cites the increase in supply of trained and relatively cheaper names sourcers as a reason for decreasing names sourcing rates, something which may drive the US names sourcer out of business.

Recently Jeff Weidner, had posts on reducing costs of names sourcing.
Part I How Low can the Cost of Name Generation
Part II How Low can the Cost of Name Generation

I would suggest you read this article along with Jeffs posts.

Links
Part I How Low can the Cost of Name Generation
Part II How Low can the Cost of Name Generation
"Who Killed Kenny the names sourcer"

Recruiting / Sourcing Via Twitter

Ritesh nair has posted a tip on using Twitter in his article Recruiting/Sourcing via twitter

Following is a list of Boolean operators that you can use

(Alternatively, you can use the advanced search form to automatically constuct your query.)

Operator	Finds tweets...
twitter search	containing both "twitter" and "search". This is the default operator.
"happy hour"	containing the exact phrase "happy hour".
obama OR hillary	containing either "obama" or "hillary" (or both).
beer -root	containing "beer" but not "root".
#haiku	containing the hashtag "haiku".
from:alexiskold	sent from person "alexiskold".
to:techcrunch	sent to person "techcrunch".
@mashable	referencing person "mashable".
"happy hour" near:"san francisco"	containing the exact phrase "happy hour" and sent near "san francisco".
near:NYC within:15mi	sent within 15 miles of "NYC".
superhero since:2008-05-01	containing "superhero" and sent since date "2008-05-01" (year-month-day).
ftw until:2008-05-03	containing "ftw" and sent up to date "2008-05-03".
movie -scary :)	containing "movie", but not "scary", and with a positive attitude.
flight :(	containing "flight" and with a negative attitude.
traffic ?	containing "traffic" and asking a question.
hilarious filter:links	containing "hilarious" and linking to URLs.

Links
Article
Twiiter search operators
Twitter Advanced search
Twitter Search tool
Searching twitter: helpful tools

6 good Metrics

Stephen Lowisz has posted modern day metrics to evaluate recruiter performance namely

Performance/Quality of Hire
Manager Satisfaction:
Source of Hire:
Referral Rates:
Candidate Satisfaction:
Pipeline Development:

There are some interesting comments on the lack of control the situation provides the recruiter to be able to be judges on these metrics.

I tend to agree. I would definately not blame one recruiter for lack of a good referral program, or poor salary benchmarks, or lack of good screening abilities.

Dont fail to read Stephen Shearman's comment. He talks about measuring standardized key recruiter/team daily, weekly, monthly, yearly activity results that measures recruiter/team activities.

Links
6 good Metrics

Middle of the night sourcing

Maureen Sharib has posted an article on names sourcing in out of office hours and how to use it to your advantage.

In fact it is also one of the lessons in the second module of the MagicMethod phone sourcing training series.

Maureen will be holding a chat discussing about some of the things you can do in the middle of the night with a telephone. Dont miss it


Links
Middle of the night Sourcing
Announcement

CV Gadget: People search tool

CV gadget is a Cool tool to find out people across various databases and networks like linkedin, myspace, zoominfo, xing, ebo, facebook.

Use this tool essentially to find people across the net and verify information posted across networks. As any other names search tool it is not very useful if the person you are searching for has a common name. Its unability to search on location or any other criterion makes it tougher to search. Hopefully some day, we will have a "boolean search string" capability on it.

Links
CV gadget

Happy hunting
Core sourcing

Use of Mobile phones in recruitment

Effective Recruitment is all about relationships, be it with the clients or candidates. What could built better relationship than clear, precise and timely communication. New age Mobile phones or Smart Phones have provided us with an effective communication platform.

Dr Sullivan writes about how these Samrt phones provide a “single point of contact” allowing the use of every form of messaging in use today at any time during the day and from any location.

Read the article "The Mobile Phone: The Most Effective Recruiting Communications Platform" on ERE.

Links
Article

Yahoo Shortcuts

Jim Stroud in his video "The recruiters Guide" talks about yahoo shortcuts (both open and custom) and explains how they can be used to make your search better and faster

Something which all internet sourcers should know.

Link
Video

Passive Candidates: How To Engage Them on the Phone

A sensible and short video by Scott on how to engage Passive candidates.. "Passive Candidates: How To Engage Them on the Phone"

What I found most appealing is the wiilingness and belief that the candidate cant be played with. You cant control the candidate, but yes you can lead him.

You may want to go through this flowchart before you go through the video

Scotts site recruiting mastery has some neat tools

FREE Manager's Tool: Weekly Target Sheet.
FREE Activity Tracking Sheet.
FREE Search Assessment Instrument.
FREE Annual Billing Goal Tool.
FREE Telephone Discipline Tool.

FREE POEM! Got kids? This poem will tell them what being a recruiter is all about. It's called "Recruiter Rabbit Closes a Deal". Click HERE.

Recruiting on Twitter

Thomas Licari has put a very useful video on Youtube explaining how to use Twitter to recruit candidates.

If you are interested in expanding your sourcing sources, you cant afford to miss this


Links
Powerpoint presentation
Video

PDF Genie

PDF Genie is a pdf file search engine designed to search for ebooks.

Jim stroud in his article "Search Engine Tatse test: PDF Genie:" writes about its utility to search for candidates.

Its is a handy tool to find candidate, but still quite ripe to replace a Google filetype:pdf search
The search string (java developer c++ atlanta) gives the following results
PDF Genie results
Google filetype results

Moreover the flexibility of google search commands is not present.

Lets bear in mind, this has been designed to search for ebooks, and is not a resume search engine.

LINKS
Search Engine Tatse test: PDF Genie: Jim Stroud
PDF Genie results
Google filetype results

Keep your telephone factory Humming

As a student of HR I was taught how Human beings are different from other inputs for production.

Human beings as a resource are unique in their ability to transform inputs in different ways. Don’t expect the same output all the time not even from the same individuals.

They will react to the same processing differently, so forget a structured a process. The process doesn’t make them look good; they make the process look good

They are raw materials right, but have the ability to transform themselves

They interpret the same inputs/information differently… One approach/one solution is not possible

In his article “Run Recruiting Like a Factory Manager if You Want to Hire More Top Prospects” Lou Adler compares sourcing to a buying process. He has highlighted the top “Sourcing” and “Non sourcing” problems that are encountered in the recruitment process.

“Too many companies try to solve their hiring problems with a new sourcing-idea-of-the-month program. This is like applying a Band-Aid when major surgery is required.

Instead, think big and fix your scrap rate problems first and then start posting compelling ads in exactly the same places. Before you know it, your talent factory will be humming along.” – Lou Adler

Links

“Run Recruiting Like a Factory Manager if You Want to Hire More Top Prospects”

Streamlining online recruitment with technology

In his article on Express Computer Nivedan Prakash elaborates on how Online recruiters are now able to leverage the latest technological advancements to streamline the whole hiring process.
He has given an birds view on most of the technologies, incorporated in a usual recruitment process with exception of Passive Sourcing.
e.gSocial networking sites, passive search engines have been left

Overall an informative article. Happy reading!!

Links

The Article: Streamlining online Recruitment

Wikipedia Search engine

Wikipidea is an excellent resource for information but I have had a longstanding gripe with its inability to give a good search tool.

Following are a few Links that you can use to harness the knowledge of Wikipedia
Wikipedia Search Wiki
Top_10_ways_to_search_wikipedia
Google Search plugin

Mission Impossible for NGE's

Here is a cool video for the Mission impossible team of NGE's (VS)

Whats your mission today?

Links
Video

Common Social Networking Mistakes

This article from Rebecca Beasley on social networking is like stating the obvious. The "obvious" that we generally let past our perepheral vision. Atleast I do make most of these mistakes.

Thought of sharing with you all.

Links
Common Social Networking Mistakes

Googlepedia

Googlepedia is a completely free Firefox extension written by James Hall.

To install, download the file to your computer, then drag into Firefox. Alternatively, you can download from https://addons.mozilla.org/en-US/firefox/addon/2517

Shows you a relevant Wikipedia article along with your search results. Clicking links in the article will trigger new Google searches, making it a very useful research tool.

Features

• Turns internal Wikipedia links into Google search links
• Uses Google's I'm Feeling Lucky(tm) feature to find relevant articles
• Links images directly to their full-sized versions
• Removes Google AdWords
• Can be expanded to take the full width of the page
• Uses your local language Wikipedia based on the Google language
• Hide button to disable Googlepedia
• NEW Firefox 3 support
• NEW Interface translated into 7 languages - Chinese, German, Japanese, Polish, Czech, Dutch and Portuguese.
  

Will add a review soon

RPO Interest Grows While Global Hiring Slows

Leslie Stevens in his article "RPO Interest Grows While Global Hiring Slows" explains how RPO interest is growing inspite of a slowdown in global hiring.

I believe RPO today is not essentially being treated as a cost effective method of fullfilling manpower needs but a specialized process needing focussed attention and specialist skills. RPO's have existed long enough to alleviate concerns.

With individual hiring reducing outsourcing the requirements becomes a more progmatic approach.


Core sourcing

Links
RPO Interest Grows While Global Hiring Slows

How much of sourcing is enough?

In his article Seven days without sourcing makes a week Shally Steckerl gives some wonferful tips
that a recruiter can use to incorporate internet sourcing effectively.

It is not meant for a fulltime sourcer, but full-desk recruiters who struggle to create enough time for building a pipeline for Passive candidates.


Link
Seven days without sourcing makes a week

Finding resumes on Scribd

Another gem from Jim Stroud for all sourcers who intend to go beyond job board sourcing.

As so many other passive candidate sourcing , the key is to know how to use them. Jim Strouds article "How to find free resumes on Scribd (Part 1)" on Recruiters Lounge

Happy reading!!

Links
Article

New LinkedIn End User License Agreement

If you are a regular linkedin user you need to have a look at their new aggreement

Some spooky highlights from a network which has turned into Big brother.

"LinkedIn may limit the number of connections you may have to other users and prohibit you from contacting other users through use of the Services."

" LinkedIn reserves the right, but has no obligation, to monitor disputes between you and other members and to terminate your account if LinkedIn determines, in its sole discretion, that doing so is prudent."

"Dont upload a cartoon, symbol, drawing or any content other than a photograph of yourself in your profile photo;"

"Dont upload, post, email, transmit or otherwise make available or initiate any content that: includes telephone numbers, email addresses, street addresses or any personally identifiable information for which there is not a field provided by LinkedIn;"

"Dont upload, post, email, transmit or otherwise make available or initiate any content that: adds to a content field content that is not intended for such field (i.e. submitting a telephone number in the “title” or any other field)

"LinkedIn may terminate the Agreement for any or no cause, at any time, with or without notice, which shall be effective immediately or as may be specified in the notice"

Links
New Linkedin user aggreement
Summary of changes
Linkedin Answers

Coresourcing

A special place for good candidates

In his new podcast "Where to Find the Top Recruiting Prospects" Lou adler talks about brilliant candidates and where to find them. His concept of diminishing returns and their mindset as they go about job hunting from one stage to another is appealing and makes a lot of sense.

Starting from tiptoing to the last stage of posting their CV on the Job board they are looking out for a smart recruiter to help them. Amazing Podcast

Core sourcing

Tools to find phone numbers

Jim stroud has filled up a desperately needed space talking about technology that helps Sourcers...

Find below a tremendous post on "50 ways to find a telephone number"

Thanks Jim:)
Coresourcing

Doomsday.... job boards no longer exist as a sourcing channel.

There is lot of good talk and clutter on whether the job boards will survive.

Recruiters will realise the value of the job boards once they stop using it for the simple reason that they are the easiest and most convenient source for candidates. Pull the plug on the job boards and most people (Candidates and recruiters) would freak out.

I would say if you can get away with Job boards, you can get away with agencies too. The time, resource and energy needed to maintain a competitive candidate database pool is simply not possible for a corporate recruiter/HR.Job boards are here to stay, but there has to be a change in the model.

Moving away from the product to a solutions approach will make them productive... They have the technology and resources but reliance on agencies will most probably hold them back.As a corporate recruiter you could submit your vacancy to a job board. People/technology send matching resumes and screened advert responses to your database (provided by the Job board/integrated with the Job board). An automated response management system keeps your candidates in the loop....Join hands further to track your internal referral management.
Payment/Fee structure will change but all for the good..

Here are a few good links on this subject
http://thetalentbuzz.com/2008/07/what-would-happen-if-job-boards-became-obsolete/
http://www.therecruiterslounge.com/2008/07/17/pay-to-post-verses-pay-for-performance/

Coresourcing

Job board with mapping utility : Zubed

Jim Stroud has written an informative and careful article on Zubed Jobs : a job board with a mapping utility.

Employers and Job seekers can now get in touch with each other using location and skill search for Free.

Dont think that geograhical mapping will make any difference to the quality of resumes on the job board, it would definitely increase the ease of search.

Read the ERE article "Zubed Shows You the World and the Jobs"

Free job boards: down the memory lane

This article highlights the plight of a recruiter in the face of changing job board strategies and how the romance with job boards is fading. Google gets a pat on the back as the largest free job board!!!

What Happened to Free Niche Job Sites

From Transactional to Transformational

Lou Adler, in his not so futuristic article "A New Perspective on Sourcing Top Talent - Eight New Ideas You Need to Consider" talks about how companies will have to transform their recruitment strategy

"Consumer marketing ideas have overtaken traditional sourcing approaches faster than anyone could have imagined. Job boards are dead; talent hubs are alive. Skills-based postings will soon follow the dodo bird into extinction, and will be replaced with ads focused on the future, not the past. They will be crafted with the latest search engine marketing concepts in mind. If you want your fair share of tomorrow's talent, you'd better start changing how you source them today.".. Lou Adler

All the eight ideas have already created volcanoes in my head... time to unsettle.

Happy reading

How OS2i began

OS2i was the first company to use the term RPO on their official website. Pioneers in offshore recruitment process outsourcing, this company has played a major role in spreading the concept of RPO especially in India.

Here is a post on How OS2i began:

"The concept was simple. Instead of UK recruiters wasting valuable hours screening and searching CVs, why not outsource these tasks? Even better, why not outsource these tasks to a country like India, where a highly literate, specifically trained, English-speaking workforce could do the work at a fraction of the price that it would cost over here? It was watertight, a real win-win situation."- Regan George CEO OS2i

Gmail enhances security feature

Gmail has introduced a new Security feature that will let you see how many computers your account is open on. It also allows you to sign-out remotely.

Read more about it on gmails official blog

Another thumbs up for google security after it recently moved its security policy on the homepage.

Names that Guarantee a hire?

Louise UK Recruiter type pad gives us a benchmark for number of names to look at for an immediate hire.

eg:
Outside Sales Reps 30 - 50
Inside Sales Reps 20 – 30

Read this post "How Many Names Do I Need For One Immediate Hire?" to find more

Telephone Names sourcers: Rating Scale

In a response to a question "What is the difference between a Level 1 Research Associate and Level 2 Research Associate?" on Linkedin Maureen Sharib has posted her Telephone Sourcing Experience Metrics Model

The model has five levels and uses the following parameters
Type of industry
Target companies list
Management tier
Type of information required
No of Names generated

"All the following levels are predicated on the assumption that the telephone sourcer already knows how to use the web to generate the early information upon which her telephone results will be built." Maureen .

Interesting Gatekeeper responses

Internet has been my forte. Just recently I have started picking up the tricks of Names sourcing using the telephone. Though most of the responses are from sales people and not names sourcers, I found this Linkedin question and answers to the same quite helpful. Following is a valuable comment (Linkedin Answer) from the other side of the table.

"WHAT WORKS FOR ME? Several people who responded first have already said it but let me just confirm that what they say is true! I will do my best to assist anyone who tells me the truth right off the bat, who gets to the point and doesn't waste my time. Someone who remembers speak with a respectful tone (and not talk down to me) because I am getting nothing out of helping them - they are benefitting. And when they call during a time that I am on a deadline and don't have the time to talk - I appreciate people who are willing to send me an email stating what they need and why they are contacting our company and then I can forward it out to our management team." WHAT WORKS FOR ME? Several people who responded first have already said it but let me just confirm that what they say is true! I will do my best to assist anyone who tells me the truth right off the bat, who gets to the point and doesn't waste my time. Someone who remembers speak with a respectful tone (and not talk down to me) because I am getting nothing out of helping them - they are benefitting. And when they call during a time that I am on a deadline and don't have the time to talk - I appreciate people who are willing to send me an email stating what they need and why they are contacting our company and then I can forward it out to our management team. Helen Laloo- Executive Assistant,

Seven habits of succesful internet Sourcers

Internet sourcers, while being creative have to be organised to be successful. Each assignment needs a sourcing plan. Following post talks about seven habits that could help you as a sourcer to be effective.

Organize your research
Use Advanced Search Options Wherever Available
Research the URL well
Research Contact Information
Explore the Internet for your executive searches as well
Explore multiple Search Engines
Apply relevant tools

Read the complete post on Seven habits of succesful erecruiters

Branding on Twitter

This is an interesting post on branding yourself on social networks :Twitter, social media, and unmashing the mashable

Penelope Trunk talks about how different social networks reflect yourself.

"Sometimes I call this a braided career. Sometimes I call this bad branding. It’s a fine line. And some people will say that if you’re truly integrated, you will be your same self everywhere. I disagree. I think that the most socially adept people highlight the parts of themselves that will be most interesting to the people at hand. So I am keeping Twitter separate. I want to play and explore and I don’t care about being consistent with my brand there. I want to show another part of myself on Twitter—a part that I wouldn’t necessarily show on the blog" Penelope Trunk

Interesting viewpoint

Sourcing Sins

Maureen Sharib talk about the ten deadly sourcing sins and why people fail at sourcing
Here is the link to the post: Ten Deadly sourcing skills

Also an enlightening comment be Ibrahim
"I don't have to be haughty or threatening just very polite, patient and sweet and yet utterly scary because I like to apporach the gatekeepers in foreign languages. I am sure that this might not be an option for you in the US but in Germany (and many other European countries) the saviest of gatekeepers will be put off their game (which they usually master in one language only) and give you anything you want just to be rid of you when you ask them nicely in French or English": Ibrahim Kerem Ergun

Internet vs Telephone Sourcing

Internet sourcing has been happening from offshore locations since a long time. Names Sourcing using the telephone has picked up. Can they both come together?

An interesting post on Linkedin by Sarang Bramhe from OS2i

Telephone Research Vs. Internet Research - what would you recommend? What are the pros-cons and in what areas these work best? What is the best way they can co-exist?

Offshore names sourcing

Perceptions take a long time to change... this one just refuses to die...

A interesting thread started by Jeff Weidner on ERE How low can the cost of a name get?

"Cultural issues and language barriers will not be barriers for much longer. These companies will find ways to offset those issues, they will shift their training tactics from a "how and what to do to" to a cultural training and language training."-Jeff Weidner

History of Sourcing

Jim stroud has created a neat timeline depicting the history of sourcing. It is a continual work in progress, any and all contributions are welcome

Check it out at

http://www.xtimeline.com/timeline/The-History-of-Sourcing-1