Sourcing as a Strategy – the slides

Ah you were not at Talent Leaders Connect in Amsterdam?

These slides I used at The first Talent Leaders Connect, 5th of November 2015 in Amsterdam: Talent Leaders Connect is the largest Talent Acquisition & HR event series in the UK. The events combine industry leading keynote talks, interactive discussion sessions and relaxed social networking opportunities.

And yes there is a full story to come with these slides, I like to tell you again, just call me +31642121451 and I’ll take you through this amazing story.

Topic: What is Sourcing, Why think of a sourcing strategy, How to realize your Strategy

Copy content, copy blog .. OAO!

This post is about a wonderful new Recruiting Buzzword, The Online Audience Optimization (OAO)

I don’t tend to do this very often, but sometimes, I
Copy the complete content, creating one copy blog.
You might have gotten this content already via the newsletter HireDaily has sent.
If not, check it out, originally all the way from the Unites States of America, written by Ryan Stene, The Arland Group Here we go:

One of the biggest recruiting buzzwords that has dominated our space for the last decade has been a three letter word—search engine optimization (SEO).

[Are you a little bit behind the times? SEO was the art and science of creating web pages that generated traffic and high rankings in the search engines. It relied heavily on links, keywords and site structure.]

If you were a recruiting leader and didn’t have a SEO strategy you were considered behind the times. If you were an earlier adopter, you maybe purchased tools that optimized your job postings or indexed thousands and millions of pages for you to build your own search rankings. Or maybe you stuffed your postings with keywords. It also was something that the job boards lacked, thus resulting in other emerging players to dominate the space.

But then Google and other search engines changed the game by altering the search algorithms and moved to a secure search—meaning that you can no longer obtain keyword data on how people came to your site. So what does that mean? It means SEO is more dead than my Michigan Wolverines’ chances of making it to the Rose Bowl. (I won’t get started on that rant.)

So, who is the next big player to make an appearance? Online Audience Optimization (OAO).

OAO simply is content distribution. It allows companies to leverage their greatest assets—the wealth of high-quality content to create a steady web-wide presence—and to generate consistent new and repeat visitors. OAO uses the best practices of SEO, along with social media, content sharing and branding, to build and elevate loyal and targeted audiences.

I have to give credit to some of the leaders at The Arland Group who have used their crystal ball to see this coming for several years and thus kept TAG in a position to be a leader in this space. On an hourly, daily and weekly basis we are curating high-quality and meaningful content. We then help our employers distribute that content to their audiences through various mediums such as social media, blogs, eNewsletters and building that within the current career site structure. This resulted in more engaged candidates, faster connections and decreasing the time to fill roles.

Thinking about getting started with this strategy?
Here are some things to get you started:

• Brand Focus – Leverage your brand and existing company tag lines and phases to build meaningful content or themes. Involve other departments to share in the messaging and give it a dual purpose. For example: candidate engagement and driving sales.
• Be Precise and Have a Plan – Creating a plan and having a content calendar will keep you on track but also can help you leverage internal themes that occur during that time.
• Cast a Wide Net – Know where you are going to distribute this content. Send it to candidates who have already applied to previous roles, give them option to sign up for the newsletter and use social media. Right now, social media provides one of the clearest connections with high search engine rankings. Build out your presence on social media and content sharing sites, but focus especially on the big five: Facebook, Twitter, YouTube, Google+ and Pinterest.
• Encourage Audience Participation – Use polls, sharing, comments, reader-submitted content and contests to increase interaction. You can measure this by time on your site and bounce rate.
• Integrate Your Mobile Strategy – It is important to optimize your experience to be both mobile and desktop friendly. Mobile content consumption is the highest platform for consuming content.

FUN FACT: 70 percent of desktop interactions lead to an action within one month and 70 percent of mobile (including tablets) interactions lead to an action within one hour. Source: Modern Marketer Universe

At the end of the day just have fun and learn from your experiences. Every company is different on how audiences engage and interact. The key is to make an effort. The effort will enable to you to reduce costs and rely on vendors to drive and engage your candidates. <<

Well was I right, wasn't this useful content to copy from TAG?

Sourcing the next evolution in your Recruitment department?

I already told you about SourceCon in the United States, a few years back,
Also Australia has got it’s Sourcing sorted out, where as #SOSU (Sourcing Summit) started in Sydney in 2011. The aim of the event is to highlight the growing importance of talent sourcing, promote and spread new trends and thinking, and bring together practitioners to network and learn from each other.

But this year another big part of the world, Europe, is spreading the love for sourcing: SOSU EUROPE! Sourcing Summit Europe..#SOSUEU
#SOSUEU will focus on hands-on learning. Speakers from different backgrounds will share their insights in presentation, workshop, unconference and panel discussion format. #SOSUEU offers two days of intense discovery, learning and networking.

Order your SOSU Europe tickets NOW!

Speakers from all over Europe will share their knowledge and get you miles ahead of where others think they are…

Sourcing explained:
when Recruiters start talking about sourcing:

“we mean people sourcing”

when Sourcers start talking about sourcing:

“how to think in a different way about what recruiters need to fill their vacancies and than just find that for them”…

Add some serious sourcing knowledge to your recruitment department and you will see things start changing… If you don’t believe me, come and experience the “sourcing love” at at #SOSUEU

#SOSUEU will be held at the Randstad HQ in Diemen, Amsterdam

How to source a Biogenic Materials Manager in 45 minutes

In the Source and Hunt Battle at Emerce eRecruitment conference this has been sort of my approach in sourcing a biogenic materials manager in only 45 minutes.

If you like training in sourcing or like to hire us to .. www.peoplesourcingcrew.com for more info

The Recruiting Engineer

Over the past 3 weeks I have been searching for another cool assignment in the Recruitment area. But finding a contract recruiter assignment is not as easy as it seems nowadays, even if you are experienced and have a large network and on top of the latest technology.
There is a lot of people out there doing something recruitish 🙂
Job titles I stumbled upon while crawling the web for something recruitish are Recruiting Manager, Recruiting Coordinator, Recruiting Program Manager, Recruiting advisor, Recruiting Specialist. And this is sort of what they do:

The recruiting manager is obviously managing the recruitment department
The recruiting coordinator is coordinating admin and scheduling interviews
The recruiting program manager is taking care of the implementation of new recruitment tools
The recruiting advisor is advising hiring managers where to spend their budget on and what kind of hires they should be going for
The recruiting specialist is someone supposed to know everything on this topic

On my way back this afternoon of a meeting, about something recruitish, I thought of yet another job title: The Recruiting Engineer

About The Recruiting Engineer

The recruiting engineer from my point of view should be someone that will find out what the current recruiting efforts are in a company, no matter what the size of the company is. How many recruiters are there, what are they doing, what is the career site like, where is candidate traffic coming from, how do they treat candidates etc. Once the recruiting engineer has the overview, he or she should start visualizing, what could be a better, cheaper, more convenient way to do the job on time against a different budget.

The recruiting engineer is not a full-time live time job in one company.. The recruiting engineer comes in, stays a while, improves the recruiting efforts, and goes out again. The recruiting engineer is not part of the company politics, the recruiting engineer is there to upgrade recruitment without interfering in the internal discussions. The recruiting engineer will enhance the recruiting efforts from each recruiter, will add techniques and tools to the recruitment process when needed and explain the philosophy behind it.

This way the Recruiting manager will have an even better team of recruiters, recruitment specialists, the recruiting coordinator has even more to schedule, the program manager will know why priorities on fast implementations are there, the recruiting advisor can come with even smarter hiring strategies.

I just wanted to blog this, because I am wondering, should this be a role, and should we call it the Recruiting Engineer.

While writing this, my guess the recruiting engineer is someone, who is on top of latest technologies, has serious hands on recruiting experience and brags about it. He or she has seen how recruiters recruit, knows what does or doesn’t work and why. Also should be able to write and give training for smaller and larger group of people. Has something to say on every step of the recruitment process.

… that is it for now.