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