6 traits of High Performing Recruiters as delivered at the HRdergi Annual HR Conference in Istanbul, Turkey, 6th October by 2015 by Johnny Campbell, Social Talent

1. Good to
Great
The anatomy of a
world-class recruiter
Insights from
Social Talent
Perform Research
Data
#HRdergi

2. Johnny Campbell
Co-Founder & CEO
@socialtalent
/johnnycampbell

4. Metric Driven Recruitment

5. Candidate Applications
Invited to Interview
2nd Interview
Offer
Accept
Start
Your standard
Recruitment Funnel

6. Candidate Applications
Invited to Interview
2nd Interview
Offer
Accept
Start
Lack of quality candidates
= bottleneck

7. Candidate Applications
Invited to Interview
2nd Interview
Offer
Inbound Recruitment Funnel
Career Website Visitors
Clicks on “Apply” button
100
5
Low application volume
Average
Conversion
Rate:

8. Potential Candidates Identified
Potential Candidates Contacted
Engage Candidates
Submit
Candidate Applications
Invited to Interview
2nd Interview
100
10
2
0.25 5
40
200
2000
Outbound Recruitment Funnel
Average
Conversion
Rate:

10. Potential Candidates Identified
Potential Candidates Contacted
Engage Candidates
Submit
Your Goal:
100
95
70
16.6
Greater search accuracy
Effective messaging
Employer Branding

11. Granularly analyses
recruiter web
behaviour over time

12. 2928 sourcers monitored
900 sourcers with performance data
Professional Networks
Other Social Networks
Job Boards
Others
• Recruiters spend 7x
more time (46%) on
LinkedIn than all Job
Boards combined (7%)
Recruiters’ Average Daily Web Usage

13. Average Daily Web Pages Visited
0
37.5
75
112.5
150
High Medium Low
Number of Web Pages Visited
High Performers
spend 36% less time
on the internet than
Low Performers
2

14. 1 High Performers use the
internet more efficiently

15. Average Daily LinkedIn Pages Visited
0
22.5
45
67.5
90
High Medium Low
Professional Networks
(LinkedIn) Usage
Low Performers
spend 60% more time
on LinkedIn than
High Performers

16. 2
High Performers use
LinkedIn less (but use it
more effectively)

17. Searches Conducted
0
4
8
12
16
High Medium Low
Searches Conducted per day
High-
performing
Recruiters conduct
65% fewer searches
per day than Low-
Performing
Recruiters

18. How can you perform
better if you search less?

19. Java Developer

21. ("java" OR "j2e" OR "j2ee" OR "jee" OR "j2me" OR "j2se" OR
"javaee" OR "javabeans" OR "jdk" OR "jsp" OR "jboss" OR "jsf" OR
"json" OR "jquery" OR "jvm" OR "javascript" OR "js" OR "node js"
OR "apache" OR "beans" OR "corejava" OR "eclipse" OR "ejb" OR
"grails" OR "gwt" OR "hibernate" OR "hibernateorm" OR "maven"
OR "mvc" OR "objective c" OR "scala" OR "scripting" OR "servlets"
OR "spring" OR "struts" OR "tomcat" OR "uml" OR "unit" OR
"weblogic" OR "websphere")
("developer" OR "dev" OR "programmer" OR "devops" OR
"develop" OR "developing" OR "development" OR "developed" OR
"developpeur" OR "design" OR "designer" OR "desinger" OR
"architect" OR "analyst" OR "coder" OR "coding" OR "consultant"
OR "contractor" OR "engineer" OR "engineering" OR "entwickler"
OR "expert" OR "eng" OR "enginer" OR "enginner" OR
"entwicklerin" OR "ingenieur" OR "guru" OR "ninja" OR
"ontwikkelaar" OR "program" OR "programator" OR
"programmeur" OR "programmierer" OR "programista" OR
"software" OR "softwareentwickler" OR "technical lead" OR
"utvikler")

23. 3 High Performers spend
less time searching

24. Advanced Search % of all Search
0
6.5
13
19.5
26
High Average
% Use of Advanced Search
High-performing
Recruiters use
Advanced Search 4X
more often than
average

25. Advanced Search % of all Search
0
3.75
7.5
11.25
15
High Average
% of Searches that contain Boolean
High-performing
Recruiters use
Boolean 2x more
often than average

26. 4
High Performers leverage
Advanced Search & Boolean
to be more efficient

27. Before 2pm
0
15
30
45
60
High Medium Low
High-performing
Recruiters conduct
less searches in the
morning (before
2pm)
What time of day do
Recruiters Search?

28. If high performing
recruiters are
spending less time
searching in the
morning…
what exactly are they
doing instead?

29. Source: Yesware, December 2013

30. 5
High Performers spend
their mornings engaging
with candidates

31. Social Media Visits (%)
0
4.5
9
13.5
18
High Medium Low
High-performing
Recruiters spend 8x
more time on social
sites
Use of Social Media

32. <500 Connections
0
15
30
45
60
Highest (>40%) Lowest (<10%)
Response Rates by size of
LinkedIn Network

33. >2000 Connections
0
15
30
45
60
Highest (>40%) Lowest (<10%)
Response Rates by size of
LinkedIn Network
Poorly networked
recruiters are over
10 times more likely to
have low response
rates

34. 6 High Performers leverage
Social to build trust

35. Hi Johnny,
Your experience with Social Talent over
the last 5 years really made you jump off
the page when I viewed your profile...

36. Members with strong*
networks report response
rates 10X better than those
with weak* networks
* >2,000 LinkedIn Connections
** <500 LinkedIn Connections
Source: Social Talent/ AMS Global Sourcing Survey 2014

37. Robert Cialdini: 6 Key Principles of Influence

38. Robert Cialdini: 6 Key Principles of Influence

39. 1. Smart Sourcers use the web less
(but use if efficiently)
2. Master LinkedIn, don't be a slave to it
(under-performers waste 60% more time on LinkedIn)
3. High Performers Search less but search
better (65% fewer searches)
4. High performers use Advanced Search
& Boolean more (4X & 2X)
5. Engage in the morning & search in the
afternoon to be successful
(6am emails, 8am calls)
6. Use Social to build trust & reputation online
(convert more candidates & improve responses)

40. RecruitLearn Perform