Category Archives: Job Posting

The End of Sourcing 1.0 is Near, Sourcing 2.0 Just Beginning

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In case you haven’t read Dr. John Sullivan’s recent article entitled, “The end of sourcing is near…the remaining recruiting challenge is selling“, I highly recommend that you do so.

While I agree with some of the points that Dr. Sullivan raises, I disagree with others as I believe he has an oversimplified view of sourcing.

I argue that some basic and common sourcing functions and tactics will be coming to an end soon, and in fact, they have already ended in companies that are on the leading edge of sourcing.

However, as with many corporate functions, there will never be an end to sourcing itself – there will only be an evolution.

What follows is my sourcing manifesto.

Read further to explore:

  • Why sourcing exists in the first place
  • The underlying flaws of the “everyone is easy to find” argument
  • The limits of matching technology
  • Why big data requires people to make sense of it
  • My definition of sourcing
  • Strategic vs. tactical sourcing
  • The true value of sourcing
  • What can (and should!) be automated in sourcing
  • Sourcing 1.0 vs. 2.0

You should be advised that this is a lengthy article – if you’re looking for a quick read, you won’t find it here. Continue reading →

Why Sourcing is Superior to Posting Jobs for Talent

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Posting a job online is perhaps the first action most companies take to attract talent when they have an opening.

However, posting jobs in an attempt to attract qualified talent has many intrinsic flaws, and here are the top 4 in my opinion:

  1. Posting jobs a passive strategy
  2. Posting jobs offers no control over candidate qualifications
  3. Job advertisements only attract candidates who are actively looking
  4. Posting jobs isn’t social!

In comparison, sourcing from Internet, LinkedIn, online resume databases, ATS/CRM systems and similar resources to discover and identify qualified candidates is an active strategy which offers significant control over candidate qualifications, can be used to specifically target passive and even non-job seekers, and is 100 times more social!

Read on for a more in-depth analysis of posting jobs vs. sourcing candidates, as well as to have your eyes opened to a new way of looking at the value/ROI of posting jobs. Continue reading →

The #1 Mistake in Corporate Recruiting

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While no company has a flawless recruiting system, process or solution, there is a glaring problem shared by many corporate recruiting functions from which the Fortune 500 and the Big 4 are not immune.

As some of the most respected companies in the world invest quite a bit of time, energy and money into social recruiting efforts, interactive recruiting solutions, LinkedIn, Facebook, Twitter, and career site optimization, one critical piece of the recruiting puzzle seems to be all but completely overlooked.

Before you read any further – do you believe you have an idea of what I might be talking about?

From the conversations I’ve had over the years with many corporate recruiters and recruiting leaders from small companies all the way to the Fortune 500 and the Big 4, as well as the contract recruiters who are hired to help these companies source and recruit talent, I believe that the #1 mistake in corporate recruiting is the failure to fully realize and take appropriate action on the value of the human capital data they already possess. Continue reading →