Presentation to DFWTRN on highlights of SourceCon Dallas 2012 that interested me.

1. 3 Tips and 3 Trends | SourceCon
2012
Filtered by Dorothy Beach MBA PHR
Strategic Sourcing Consultant at
Accenture

2. Image Search via
 Google Search
 Getting more information using a
picture

3. Cheap recruiter training on
search techniques
Power Search
• Curriculum developed for
grade schoolers
• Six hours, self-paced, over
three weeks
• Pass two tests to get a
certificate

4. Marketing’s Relationship With
Recruiting
Marketing needs to sit in Recruiting
Or
Should Recruiting Sit In Marketing?

5. Research on what prospects
want from Bryan Chaney
 Advise (transparency)
 Advocate me
 Prepare me
 Broaden my connections
 Keep me in the loop
Language change: “prospects” not
“candidates or talent”; consultants not
recruiters; sourcers do not support they
consult.

6. What if selling jobs was like
selling shoes?
 Prospects are customers
 Blogging about a job

7. Telephone sourcing – reminders
from Conni LaDouceur
 Six Sigma techniques used to
streamline their process
 Why use the telephone to source
names?
 Q1 – Where does the best candidate
exist?
 Resource: askalibrarian@oclc.gov or
Leadership Director at 212-627-4140

8. Telephoning…
 Be evasive but say
 Push the envelope
 “disarming techniques” - when you
know others by name that are there
 Control the call – “who are you?” –
answer and then lob back another Q
 Get names first | fill in contact info
later
 Keep calling (>3 times)

9. 3 Trends in
Sourcing/Recruiting
• Sourcing teams going back in-house
• Big Data used to better understand targeted
prospects
• Six Sigma or Quality processes to cut costs and
streamline process

10. …forms a sourcing team
Sarah Wegener’s 10 newbies
went through bootcamp
8 survived
15 offers (not hires) in 4 months

11. How FB draws engineers in:
 Events that are local
 Pick brains of employees
 Sell engineering bootcamp – 6 weeks
on coding
 Get through bootcamp you get choice
of project

12. “Big Data” is in your ATS, on
your website and with your
vendors

13. My “big data” recruiting story
 Does a banner ad for SAP jobs work well
enough to keep it in the budget?
 Make an hypothesis on the outcome
 Push on vendors to give you more data
and get a large enough set to span at
least a year
 Analyze in Excel or other SW package
 Look for trends and make comparisons
 Q: How does your target audience
behave when they look for jobs? Make
hypothesis

14. The Report on “Big Data”
Insights
 Banner ad drove between 10-150x
more CTs – recommend keeping in
the budget
 SAP developers start their CTs on
Friday night tapering off on Sunday
 Consistent for every week except the
last week of the month – no traffic
 Reco is to post banner ads in the
beginning of the month and on other
sites before Friday

15. Quality Driving Recruiting
Process
 Chris Havrilla (xDeloitte, now consulting)
recommends using SS Black Belt to look at
your end to end process
 Recruiting Operations should be a separate
job
 Info on SS Recruiting

16. Link to me – send an invite to
QUESTIONS? Dorothy.Beach@kcc.com
Follow me @DorothyBeach on Twitter
Like my Pins? ResearchNut - Pinterest
RTOY recap of “Best Practices” from
corporate and agency winners:
thedfwtrnblog.blogspot.com
 NOT covered here:
 Shally’s talk about Uncommon Search
Engines
 Shally's slidedeck SourceCon 2012