Talent42 Keynote: Building Talent Pipelines

Posted by | Conferences, Lean/JIT Recruiting | No Comments

 

Glen Cathey - Talent42In theory, building a talent “pipeline” sounds like an ideal strategy, ensuring that you always have a steady supply of the talent you’re looking for.

In reality, there are many issues with building talent pipelines, and they all “leak” extensively.

I recently delivered the closing keynote at the always excellent Talent42 technical recruiting conference where I explored the core issues associated with building talent pipelines, proposed that talent acquisition is essentially responsible for managing a company’s human capital supply chain, and challenged the audience to see that the “war for talent” is really a supply chain management competition.

If you have a difficult time seeing the parallels between talent acquisition and supply chain management, take a look at the definition of supply chain management according to the CSCMP (Council of Supply Chain Management Professionals): “Supply chain management encompasses the planning and management of all activities involved in sourcing, procurement, conversion, and logistics management…It also includes the crucial components of coordination and collaboration with channel partners, which can be suppliers, intermediaries, third-party service providers, and customers.”

Talent acquisition certainly involves the planning and management of all activities involved in sourcing, procuring/converting candidates and all associated logistics – as such, I believe HR/recruiting organizations need to leverage proven production and supply chain management principles (e.g., Lean, kanban, Just-In-Time, etc.) in their recruiting processes and strategies to gain competitive advantages.

Unfortunately, many companies seem to be very late to the game in this regard. As the ultimate owners of talent acquisition, HR/recruiting should be the experts in human capital supply chain management and processes, leading innovation in this space. However, I have found several examples of global I.T. professionals innovatively leveraging Lean principles to recruit people for their own teams and to manage recruiting processes that should serve as a serious wake-up call to HR/recruiting organizations.

If you’re curious about the core problems associated with proactively building talent pipelines and would like to learn about the many benefits of applying lean principles to the recruiting process, including reducing the “7 deadly wastes,” employing kanban and enabling Just-In-Time delivery, take some time to navigate through the Slideshare below.

My live presentation deck was comprised mostly of images, so I’ve published a modified version that can be consumed without the benefit of hearing me speak to the concepts.

Enjoy, and please do share your thoughts.

How to Find Active & Passive Software Engineers on Stack Overflow

Posted by | Sourcing, Sourcing and Recruiting, Stack Overflow | One Comment

 

Stack Overflow CareersDo you source and/or recruit software engineers?

Would you like to know how to find software engineers on Stack Overflow who are actually interested in hearing about new career opportunities?

For free?

If you answered YES!, YES! and YES! – you’re in in luck, because I am going to show you how to find active and passive job seekers on Stack Overflow for free. Read More

Sourcing vs. Recruiting – What’s the Difference?

Posted by | Myths and Misconceptions, Sourcing | 14 Comments

 

While you may not  know that Balazs Paroczay recently posted a rebuttal of my proposed definition of sourcing, I strongly suggest you read his argument, as I appreciate his perspective as well as the fact that he disagrees with me on the definition of sourcing and I’d like to hear your opinion.

I believe disagreement is important and valuable, because it fuels critical thinking and forward progress.

Before I get to Balazs’s post, I’d like to get your take on a recent disagreement I had with Recruiting Animal. Read More

Twitter Sourcing Tool Tactics Cloud Shuts Down

Posted by | Uncategorized | One Comment

 

Tactics Cloud NoticeI hope my blog post wasn’t somehow the kiss of death for Tactics Cloud, but in only a matter of weeks after writing about how awesome I thought their Twitter search solution was, they will no longer be offering Tactics Cloud as they have decided to focus our efforts on new opportunities.”

Although Derek Zeller discovered that you could still access and search Twitter with Tactics Cloud via this link, the Tactics Cloud crew said they will be shutting that down shortly. At the time of this post, that link was still working, although I am sure that won’t last long.

Enjoy it while you can, before your only real option for searching Twitter bios is Followerwonk and good ol’ fashioned X-Ray searching. Read More

Excellent New Twitter Talent Sourcing and Recruiting Tool

Posted by | Sourcing, Twitter | 8 Comments

 

Tactics CloudDo you leverage Twitter in your sourcing and recruiting efforts?

If NO - I strongly recommend you read my 14 Tips on How to Use Twitter for Social Recruiting and see the two comments from Matt Chiasson.

If YES - would you be interested in a better way to search for and find people in your target talent pool on Twitter?

Look no further!

I received a notification from the Google+ Social Recruiting community last week that Hung Lee believes he found something that “pretty much destroys FollowerWonk as a Twitter sourcing tool.

“Destroy” is a strong word, but I would say Tactics Cloud gives FollowerWonk a thorough beating and I will be using Tactics Cloud as my primary tool when searching for people on Twitter. Read More

View Full Names on LinkedIn for Free with LIPPL

Posted by | LinkedIn | 9 Comments

 

Lippl 1I am pleased to share a cool and very practical free Chrome extension that allows you to quickly and easily view the public profiles of LinkedIn members beyond your 2nd degree network, thus showing you their full name.

Victor Soroka first shared Lippl with me back in January. I had the honor of meeting him while at LinkedIn’s Talent Connect 2012 in London and apparently Victor has been busy working on a great way to view the public profiles of practically anyone on LinkedIn.

Once you’ve installed the Lippl Chrome extension, all you have to do is open the Lippl sidebar and click “open.” It works by automatically opening up the person’s public LinkedIn profile in a new Incognito window, so even if you’re logged into LinkedIn, LinkedIn can’t tell whether or not you “know” the person (within 1st or 2nd degree) – as such, you can see their full name. Read More

LinkedIn Represents Over 60% of U.S. Non Farm Employment

Posted by | LinkedIn | No Comments

LinkedIn Statistics Feburary 2014 277M 93 Million USIn certain sourcing and recruiting circles, it’s in vogue to say that you shouldn’t rely heavily on LinkedIn for your talent acquisition needs.

In fact, some people will go so far as to say that LinkedIn is “overfished” for talent and that recruiters are lazy if they use LinkedIn as their primary source of potential candidates. Whenever I hear that kind of sentiment, I simply have to laugh. LinkedIn’s latest stats claim 93M+ U.S. profiles.

To believe that a talent pool the size of LinkedIn’s is “overfished” is like saying the Pacific Ocean is overfished, that you can’t find fish in the Pacific Ocean that others haven’t already caught, and that you would be lazy to fish in the Pacific Ocean. Yeah – there’s just too many fish in the Pacific Ocean…we should go find some other place to fish. Right.

You might be surprised to learn that most people find, review and take action on less than 20% of LinkedIn’s users, but that’s the topic of a separate post I will write in the near future. In the meantime, contemplate my claim.

LinkedIn Represents Over 60% of U.S. Non Farm Employment

Let me share with you an interesting statistic I recently calculated and shared at SourceCon in Atlanta. The U.S. Bureau of Labor and Statistics is showing preliminary figures for total non farm employment in January 2014 at 137,500,000 (I rounded up). Read More

14 Tips on How to Use Twitter for Social Recruiting

Posted by | How-To's, Social Recruiting, Twitter | 10 Comments

 

My tweet about seeing a recruiter with 3 followers tweet about a job opeingTwitter’s been around for nearly 8 years and has always been popular in recruiting circles, but there are still plenty of recruiters  who don’t use Twitter to its full potential or are simply new to using Twitter for recruiting.

For example, just the other day I noticed in one of my Hootsuite streams a recruiter with 3 followers tweet about a job. I found this interesting so I decided to tell the world what I had seen via Twitter and LinkedIn to see what kind of a response it would generate.

I got a surprising number of responses in defense of the unnamed recruiter, even though there was no attack to defend against, which I found very interesting.

Many of the responses were “Hey, you gotta start somewhere,” which of course is true. However, I would argue posting jobs without a decent number of followers from your target talent pool is like buying a lottery ticket – it is a hope based action/strategy.

Seeing a  senior recruiter with 3 followers tweet about a job and seeing the small flood of comments I received on my observation, I decided it’s time to create a guide detailing the recipe for successfully using Twitter for recruiting. Read More

Keep Calm & Message On: LinkedIn Group Messaging Still Free

Posted by | LinkedIn | 9 Comments

 

There were a number of tweets, blog posts and online discussions late last week that stirred up a great deal of confusion over whether or not you would soon still be able to send free messages to fellow group group members on LinkedIn. I’ve got the straight dope from LinkedIn and will demonstrate with multiple screenshots what is still free for everyone and what is not going to be free for LinkedIn Recruiter license holders.

I believe the confusion began with emails LinkedIn recently sent out to Recruiter license holders explaining that they will be disabling the ability to send free InMails to group members from LinkedIn Recruiter as of January 14th.

Based on the chatter online, some people seem to have incorrectly interpreted this to mean that no one will be able to send free messages to fellow group members on LinkedIn.com any more (see example image at the bottom of the post).

This tweet from LinkedIn cleared up the confusion for me on Friday:

LinkedIn Group Messaging Still Free

However, as I began to write this post, I came across several examples of people I know claiming they spoke with LinkedIn reps who said free group messaging was being eliminated for everyone. Even though I was quite confident that @HireOnLinkedIn knew her stuff, I decided to check with her one last time:

Question to LinkedIn about free group messaging

Within 2 hours of that tweet (on Sunday!), I received an email from a Senior LinkedIn PMM copying several other LinkedIn folks definitively clarifying that free group messaging on LinkedIn isn’t going anywhere:

As you have noticed (and commented in Social Media), we have disabled the ability send to FREE InMails to Fellow Group Members from Linked Recruiter.  This Change is only applicable to LinkedIn Recruiter customers (not LinkedIn members).

Background: When the feature was launched in LinkedIn Recruiter several years ago, the intention was to provide members with an opportunity to connect and share ideas within groups while enabling recruiters to participate and find talent. Based on a recent analysis, we have noticed that this feature is being used in ways we hadn’t anticipated, often creating negative experiences for both members and recruiters.

Here are some additional clarification points.  

1.  Free Group messaging is and WILL CONTINUE TO BE AVAILABLE to all LinkedIn members

2.  All group members CAN continue to send messages to fellow group members on LinkedIn.com

3.  LinkedIn Recruiter customers CAN continue to send InMails to fellow group members but these InMails will be deducted from their allotted InMail credits.

Finally to answer your tweet:  Free group messaging isn’t going away for any member.

Hope this clarifies any confusion.

It certainly clears things up for me.

Screenshots: LinkedIn InMails to Fellow Group Members

This is what will no longer be free – from LinkedIn Recruiter ONLY, as of January 14th:

LinkedIn Group Messaging from Recruiter

Prior to the change LinkedIn is instituting, this is what you would see when attempting to send a message to someone with whom you have a group in common:

LinkedIn Messaging Free to Group Members

After the change, this is what it will look like to LinkedIn Recruiter users even if they do have a group in common with the person they are trying to message:

LinkedIn Message Costs 1 InMail

Screenshots: Free LinkedIn Group Messaging

When you’re on LinkedIn.com and in a LinkedIn group and you want to send a message to someone, even if they aren’t connected to you in any way other than sharing the same group, you will still be able to send free messages to anyone who hasn’t disabled the ability.

LinkedIn Group Messaging Example

When you click “send message,” here is what you will continue to see:

Free messaging to fellow LinkedIn Group members

So keep calm and message on.

I should remind you that LinkedIn group members can elect to not allow other group members to send them messages via LinkedIn. Here is where users can find this group messaging setting:

LinkedIn Group Messaging Option

 

What is Sourcing? I Propose a New Universal Definition.

Posted by | Sourcing | 10 Comments

 

Definition of Sourcing on TwitterWhat better time than at the beginning of a new year to take a critical look back at where we’ve come from, to reflect on our current state and to look forward to a next step in the evolution of sourcing?

It believe it would certainly be helpful and beneficial to have a universally agreed upon definition of exactly what sourcing is. If you’ve attended any sourcing and/or recruiting conferences, it doesn’t take long to notice people using “sourcing” to describe different types of activities. When anyone talks about the sourcing function at their company, it immediately begs the question of exactly what the sourcers are tasked with. Do they find people and pass them on to recruiters to contact, or do they also engage the people they find? The same goes for hiring sourcers – one of the first questions is always whether or not they will be responsible for engaging potential candidates. 

Am I the only person who thinks this is a bit absurd, if not just unhelpful and annoying?

The fact that there is no universally agreed upon definition of what sourcing is when it comes to talent acquisition has always bothered me. Don’t you think it’s well past time to move the ball forward and make the attempt to develop a single definition of “sourcing?”

Historically, sourcing was typically used to refer to talent identification only – name generation, org charting, finding resumes and social profiles, etc. However, I have noticed over the past few years that more people and companies are starting to use sourcing to describe both the identification and the engagement of talent, which aligns with what I’ve always believed sourcing to be.

Let’s take a look at other people’s opinions on what sourcing is and leverage what sourcing is considered to involve when it comes to procurement to see if we can achieve some parity before I share with you my proposed definition of sourcing. Read More