SourceCon Spotlight: Up and Coming Sourcers – Sophie Beaudoin

13 03 2009

beaudoin-sophie-photoSophie Beaudoin, Sourcing Specialist at The Mindfield Group in Vancouver, BC, Is our SourceCon Spotlight for the month of March.

Sophie is a graduate of BCIT (a technology school) with a Marketing Diploma. While there, the CEO of Mindfield was a speaker to a group she belonged to called SIFE.  He spoke to her at length about his company and HR/recruiting in general and she became more and more interested in it.  She didn’t realize in the beginning that she would be able to use her education in marketing in this role, but as she has to market the positions to the candidates, it’s an added bonus.

Mindfield is an RPO, meaning that they become their clients’ outsourced recruitment department and advertise the open role under their brand. Industries they focus in are Consumer Goods and Services, Finance and Banking, Government and Public Sector, Aviation, Healthcare, Retail and Software and Technology. Having been in her role with The Mindfield Group now for about 7 months, Sophie’s role is to provide all the sourcing for their clients’ salaried positions. She supports 2 recruiters and works with one other sourcer who provides the sourcing for all of the hourly positions they work on.  She has supported up to 5 recruiters in the past.  Sophie sources for positions from Customer Service Reps to PHP Programmers and Senior Accountants.

In order to be successful in her position, Sophie enjoys using social networking sites such as LinkedIn and Facebook together. She believes that if you can find someone on both of these sites you likely have accurate information to go on. Other favorites include User Groups (Google, Yahoo) for more technical/software roles. She finds qualified candidates through these avenues, especially if access to the user group mailing list is available.

Like others are starting to see as well, Sophie realizes how much marketing is involved in sourcing and having to market open roles to candidates to attract their interest. The advertising for the role has to be specific to the target candidates you want to attract to the role. Sophie always wanted to be involved in corporate side of marketing a business, but she is finding that marketing from the candidate side is even more interesting because the message always changes. She says, “You always have to think on your toes to change the message to different industries and target groups.”

In the short amount of time that Sophie has been with Mindfield, she has contributed greatly to the streamlining of the sourcing process. Before she joined the company, there was no solid way of tracking sourcing for each role, what has been completed, what needs to be reposted, where passive candidates can be found, if these places have been looked into, etc. Sophie started out tracking her sourcing efforts in an excel spreadsheet, moved to what she calls sourcing guides that track each place she posts, when, how often, how much it costs, etc. She also created alerts for herself so she knows when anything needs to be reposted. Basically, she created organization around the process for sourcing for a new role and how all the information is collected and tracked.

With any position come some challenges. Sophie finds receiving applications or inquiries from interested candidates that haven’t clearly read the job description to be frustrating. She overcomes this frustration by taking the time to think about how she can give them constructive advice for future job applications and correspondence, and then responding to them. She also finds it frustrating working on a difficult role and not being able to the find the right candidates or the right places to find quality people with whom to network.  The way she has been able to overcome this on a daily basis is to reach out to the recruiters and managers with whom she works at MindField Group for their insight, as well as resources like ERE, utilizing its many Groups and Forums for ideas and places she never would have thought to look.

A best practice that Sophie sticks to is ensuring every candidate that either comes into the system or into her mailbox for any reason (applying for a job, sending a general resume, inquiries, etc) ALWAYS receives a personalized reply. She realizes that if she were on the other end she would not appreciate feeling like a number or wondering if she was emailing a real person or not. It’s fairly simple: treat people the way you would want to be treated.

Outside of work, Sophie enjoys snowboarding, reading, and writing/poetry.

Sophie encourages everyone to check out The MindField Group’s ReThink Recruiting Blog, written by Mindfield’s CEO, Cameron Laker, which provides some really interesting articles and insight on the recruiting industry.

 

Connect with Sophie Beaudoin:





Man Versus Machine

13 03 2009

HarQen, a leading web telephony company based out of Milwaukee, Wisconsin, has utilized their patented, web audio technology platform to create an application allowing Hiring Managers, Recruiters, Sourcers, and Researchers the ability to create and easily distribute customized, pre-recorded phone interviews.

The aptly named technology, called VoiceScreener, is simple to use, essentially as easy as setting up a voicemail.  Distributing the interview is seamless, as one only needs to input an email address and the interview is sent out to the candidates.  Candidates can take the interview any time and any place that is convenient to them, which eliminates the all-to-often scheduling difficulties that come with setting up interviews.  When an interview is completed, the Hiring Manager, Recruiter, Sourcer, or Researcher can listen to the interview via the web application at a time and place of their choosing.

Since we are always looking to improve our process in order to provide better candidates to our clients, our firm, Quovis, Inc., decided to test this technology in early 2009.  At first glance, we thought the technology could add significant value to the recruiting process — we’re now confident that over time this technology will prove to be a “game-changer,” just the type of technology that innovative companies capitalizing on a slowdown will embrace.

Initially, we saw a tremendous opportunity for this technology to add value to:

  • High-volume recruiting projects, such as with call-centers, production lines, or companies with a constant need for sales representatives
  • Technical Recruiters that use consultants to conduct live technical interviews could automate all their phone screens allowing all candidates to get the same .Net interview, for example
  • Research groups that are doing initial qualifying phone screens with hundreds of potential candidates

The question for us was whether or not our firm could use it effectively.  Considering that Quovis is an executive search firm, and that we are typically recruiting at the Manager to Vice President level for our clients, it is very important for us to establish rapport quickly and build relationships with our candidates.  We wondered if this technology would impede our ability to have a personal touch with our candidates.  Would executive candidates even be receptive to taking an automated voice interview, or would they be too frustrated and turned off by the technology? 

What we found is that savvy candidates adapt very quickly to the new process that we’ve implemented.  Secondly, it has allowed us to dig deeper during the follow-up, live phone interviews, allowing us to present candidates that have been more thoroughly vetted.  In addition, the candidates have often complimented us on how well we know their backgrounds when we do talk with them in the personal, live phone interview.

As we’ve shared this technology with our peers, reaction to the technology, not surprisingly, has been mixed — recruiting is, after all, a “people-sport.”  What would happen to the reputation and value of recruiters if technology were to take their place?  The concern about technology replacing humans predates the industrial revolution; the reality of machines replacing humans, however, hasn’t come to fruition.  

There are natural reactions to new technology, not only excitement, but also frustration and fear.  Usually, with time and experience, people come around to technology, finding that it’s freed them up to focus on new tasks, perhaps more valuable than the tasks that are now attended to by technology.  Used properly, technology doesn’t replace humans; rather, humans utilize technology to improve their own efficiencies and increase their own productivity.

A recent comment from a Senior Technical Recruiter about VoiceScreener technology: “I think if this were sent to me as a professional level candidate, I would delete it.  I can’t imagine working with something so ‘automated.’  Recruiting to me is about relationships…”

Addressing “automation” versus “personal touch,” we initially shared the same concern; however, what we’ve found, through using the tool and soliciting feedback from candidates, was that when the tool was used in addition to the personal phone interview, there was an added assurance of consistency and increased preparedness on the parts of both the candidate as well as the recruiter.

Initially, 90% of the candidates that had completed the VoiceScreener interview through Quovis had gone on to a personal phone interview with a recruiter; however, as we revised our interview questions to require a more in-depth answer, only about 70% of candidates have gone on to a personal phone interview.  VoiceScreener technology is providing us more time to spend with our most qualified candidates  as well as more time to further our relationships with our existing and prospective clients.

In addition to being able to review the candidate comments prior to the personal phone interview, we’ll soon be able to present the automated portion of the interview to our client hiring managers, in conjunction with the resume, interview notes, and our firm’s overall recommendation.  Our clients have already told us that they’ve noticed a difference in the quality of candidates that make it to the client interview.

Like the early days of e-mail, job boards, and networking sites, such as ERE, LinkedIn, and Facebook, this technology is now in its early-stages, but we’ve found that with the ability to spend more time, digging deeper into the backgrounds and experiences of the most qualified candidates, our success rates, in terms of finding a client/candidate match, has already improved.

In addition, most successful companies today are successful and will remain successful not because of their history of keeping with what they’ve always known, but rather because of their desire to identify and their ability to embrace change.  No question, this technology awakens all of us to yet another change, but for recruiters, our clients, and our candidates to see the positives in the new technology says a whole lot about our individual abilities to thrive in a constantly changing environment.

If you are interested in exploring the technology further, you can set up a trial account by visiting VoiceScreener and using the required Promo and Referral Codes.

  • Promo Code (in all CAPS): QUOVIS
  • Referral Code (in all CAPS): QUOVIS

We would be happy to walk you through the system and share our experiences with you.  If you have any questions, please contact us directly to discuss.

 

 

briancallahanBrian Callahan is experienced in Professional Search, Temporary Staffing, Human Resources Management, and Training & Development. In addition to working with Fortune 100 companies in successfully implementing Talent Acquisition Programs to achieve their hiring goals, Brian has also worked closely with many start-up organizations, giving him the ability to recognize the unique challenges of small businesses and implement recruiting functions that will drive their growth.

danmcginleyDan McGinley is experienced in Professional and Technical Search, Human Resources, Temporary Staffing, Recruiting Process Improvement, Training, and Account Management. Throughout his career, he’s had the opportunity to build and manage many recruiting teams. His experience includes working for a Fortune 500 company, consulting for a Big 4 accounting firm, and being a successful small business owner.

 





The Resilient Recruiter: Got Resiliency? Part 4

12 03 2009

Part Four of Four: Questions to Ask Yourself and Your Candidates

Welcome to the final article in our “The Resilient Recruiter” series.  In this series, we have been exploring the relevance of resiliency skills to the success of recruiting professionals.  Previously in this series, we defined resiliency as the ability to deal with adversity and bounce back, and we learned that resiliency consists of a set of skills that can be strengthened.  We explored the inner resiliency factors of defining values, setting goals, creating and following plans and confidently making decisions.  We also discussed the importance of establishing outer resiliency factors, which include healthy relationships, group or community involvement, hobbies, healthy diet, sleep, exercise, etc. 

In this fourth and final article of the series, we will offer you four key questions that you can ask yourself (or your candidates) to assess your resiliency (or theirs).  When you ask yourself these questions, your answers will give you a clue about where your resiliency needs to be strengthened.  Your candidates’ answers to these questions will help you assess their resiliency, thus their suitability for long-term employment. 

Here are four key questions to ask yourself (or your candidates) to assist you in assessing your resiliency (or their resiliency):

  1. Tell me about a time when something happened at work (or school for new graduates, or in life) when something went wrong or you encountered a challenge.
  2. How long did it take you to respond?
  3. What was the outcome and how was it achieved?
  4. Who did you work with (if anyone) to resolve the situation?

Analysis:  The following will help you know what to listen for in answers to the above questions.  Knowing what to listen for will help you assess the resiliency of the person answering these questions:

1.     Tell me about a time when something happened at work (or school for new graduates, or in life) when something went wrong or you encountered a challenge. 

  • How well did they qualify/quantify the issue?  Resilient people understand the issue and they are able to articulate it clearly and without confusion.
  • How quickly were they able to accept the situation for what it was in order to start working on a solution?  Acceptance of what is going on is a large part of being resilient (staying out of denial or avoidance). 
  • Did they go to blame or acceptance?  Blame indicates lack of resiliency.  Acceptance and the ability to work toward a solution, regardless of the cause (blame), indicate a higher level of resiliency.
  • What role did they play? Their role will give you clues about whether they were part of the solution (a sign of resiliency), or part of blaming and/or otherwise making matters worse.
  • How soon did they notice things were “off track”? This helps you get a feel for how much they pay attention to what is happening around them. How mindful of things are they?  Resilient people are “tuned in” to their situations and surroundings.
  • Did they “over own” the problem?  Were they able to distinguish what part they should “own” versus what is not theirs to own?  Resilient people know what issues are their own versus what issues are others, and they maintain clear boundaries.  They own what is theirs without blame; however, they do not own issues that belong to someone else.

2.     How long did it take you to respond?

  • This speaks to how fast to they adapt to change and accept it.  Quick acceptance and adaptation is a key resiliency factor.

3.     What was the outcome and how was it achieved? 

  • Did they follow all the rules (high compliant)? Or did they get creative to get resolution? Resilient people get creative and think outside the box.

4.     Who did you work with (if anyone) to resolve the situation? 

  • Did they tap into their formal team?  Had they already established their own team of relationships to assist them in solving issues in life?  Or…were they on their own with no support?  Resilient people surround themselves with people they can call on to help them work through challenges in life.  The relationships of resilient people can handle conflict without damage to the relationship – their relationships are healthy.

Did you ask yourself these questions?  If so, what did you conclude about your own resiliency?  If you are not pleased with your answers, then you may want to embark on a journey to strengthen your resiliency.  You can strengthen your resiliency by implementing resiliency factors from this series in your life.  For maximum improvement, you can enlist the assistance of a resiliency trainer, such as Michael Ballard. 

Do you see how asking these questions of your candidates will help you to assess their resiliency, too?  You can be confident that resilient candidates are the best match, whether they are an application developer, sales professional, staff accountant…or…recruiter.

Obviously, this series has merely provided a cursory overview of the subject of resiliency – a subject that has much more depth than we could convey in a short series.  As a recruiter who has encountered her fair share of challenging times, I must mention that my belief system – specifically faith – has had the most direct impact on my own resiliency.  I encourage you to evaluate your resiliency and, as needed, commit yourself to strengthening it.

As we bring The Resilient Recruiter series to a close, we reiterate that we will all encounter times in our lives when we are under higher than normal levels of stress.  It is during those times that we learn how resilient we are – or aren’t.  Nothing will be more positively impacting to your success in your recruiting career – and in your life – than possessing strong resiliency skills.  

 

As “The Recruiter’s Recruiter,” Wendy Albrecht Kembel enjoys placing recruiting professionals. View Wendy’s profile at www.linkedin.com/in/wendykembel . Her company, Integrity Recruiting Group, Inc., www.integrityrg.com works in alliance with Anderson Recruiting Consultants, Inc. www.andersonrecruiting.com . Feel free to email Wendy at wendy@integrityrg.com.

To find out more about the work and services provided by Michael Ballard and his firm Resiliency for Life, you can contact him at inquiry@resiliencyforlife.com or visit his website www.resiliencyforlife.com.





Recruiting from the Middle of Nowhere: Part II

11 03 2009

Forward Thinking Companies Take the Lead; Others Take Notice

In last month’s Part One of Recruiting from the Middle of Nowhere, I discussed how you can transition from an in-house employee, to virtual one located anywhere, working for an employer located anywhere, and still remain a very viable part of the team. This month, I will highlight some of the advantages not only for the employee, but for the company, and the environment as well.

By the end of Part One you could see the benefits of augmenting your recruiting staff with virtual recruiters or other employees…so what does virtual staff offer on a larger scale?  A growing number of forward-thinking companies are embracing virtual employees for a host of positions, not only for temporary needs, but on a full time basis. Many have either implemented remote based employment programs, or are piloting plans to do so. Seminars and webinars are touting programs about remote employee management, including the latest tele-technologies and metrics. Given that virtual employees can be even more productive than their on-site peers, and that a bi-costal career dilemma faced by a dual career family can now be mitigated by technology, now may be the time for your company to explore ‘virtually’ all your options! Consider adding recruiters not only from the middle of nowhere, but also consider having recruiters search out candidates to fill your other positions from anywhere—even the middle of nowhere.

From a real estate and facilities perspective, management can factor in capital savings for offices, cubicles, desks, chairs, computers, phones, and related ancillary expenses.  This amounts to significant cost savings for companies that re-task viable in-house roles to virtual ones, and is causing companies to rethink their space and overhead requirements as they enter the age of the ‘talent economy’. 

In addition, from a facilities vantage point, right-sizing corporate campuses in balance with a virtual workforce provides a significant cost advantage.

‘There are two ways to think about real estate, according to John Vivadelli, president and CEO of AgilQuest: abundance and scarcity. “The mindset of abundance says that the organization should provide enough assets for any possible peak-usage load.” This mentality has gotten many organizations into trouble because it leads them to procure too much real estate—real estate that cannot be sustained through market peaks and valleys.’  

“Organizations with the mindset of scarcity treat every asset as expensive and valuable,” says Vivadelli. “The organization bases cost accounting on actual use rather than predetermined allocations and constantly evaluates and decides the best mix of people, facility and technology assets required to produce the best ROI.

The array of technologies available to companies and teleworkers is now at the point where virtual meetings are commonplace for participants on a global scale, with little attention paid to the virtual aspect. Indeed, companies like AT&T, Nortel, and Sun are leading the way with these technologies. In a future Recruiting from the Middle of Nowhere article, I’ll go into more depth about that, but for now let’s look at a few of the remarkable technologies available for virtual work.

Sun CIO Bill Vass reports that its virtual employees use Sun Ray, a diskless ultra-thin client computer that runs off an employee’s corporate badge.

Sun Rays are diskless, operating-system-less laptop-like devices that can be used with any type of monitor, keyboard or mouse. When a user inserts his corporate ID badge into the Sun Ray, the device communicates to Sun Ray servers at headquarters. Those servers manage all the data and applications, including VoIP soft phones, and simply deliver the GUI to the remote user. The badge contains a small Java chip that handles authentication and encryption.” The result is a mobile workforce that is far more secure, and easier to support and administer than traditional laptop-wielders. The Sun Rays cost just $200 apiece and require the same amount of technical support as a typical TV, meaning zero, Vass says.”

“We save $15 million a year in administrative costs alone,” Vass says, adding that the Sun Rays, which use only 11 watts of power, also save the company $2.8 million in power costs.  The company garners another $6.5 million a year by not having to refresh its desktops. “Plus, it’s a tremendous leap in security,” he says. Remote workers can’t become infected with worms or viruses and pass them onto the corporate network, because the Sun Rays have no operating system to infiltrate, he says.

As many as 17,000 of Sun’s 33,000 employees work virtually in some capacity, and because any employee can work on any Sun Ray, cubicles at headquarters and other sites are virtual, as well, divvied up on a first-come, first-served basis. “It’s a lot like parking – if you get in early, you get your favorite space. If not, you get what’s left,” Vass says. (Even Sun President Jonathan Schwartz has no permanent office space.)

The setup lets Sun designate 1.5 people per office, a move that saves $68.9 million a year in real estate costs, Vass says.  In fact, Sun’s data also shows that teleworkers on average work 3 hours more per day and give back 60% of their commute time to Sun.

Nortel’s CIO Albert Hitchcock concurs: “On average, 40% of our offices are unoccupied, largely because of this telework technology and the flexibility we’re giving our employees,” Hitchcock says. So he says Nortel plans to revamp offices so that they revolve around shared spaces and conference rooms, with private cubicles assigned in a hoteling fashion.

“When they get together, teleworkers are looking to collaborate in shared spaces. So why have all these empty cubicles? We’re working closely with our real estate organization to further consolidate space,” he says.

Nortel also plans to continue using wireless technologies to achieve its virtual goals. Already a big Wi-Fi proponent, Nortel has installed more than 1,000 wireless LAN access points within its corporate buildings so employees can work anywhere on a Nortel site without losing network connectivity. Now it’s investing in WiMAX 802.16 and Code Division Multiple Access Release A, both of which are designed to provide broadband-level wireless access.

“In the very near future, we’ll have a constantly connected broadband world, and clearly, we want to take advantage of that from an overall employee mobility and productivity standpoint,” Hitchcock says.

Leave a Smaller Footprint

Virtual work produces a three-pronged green benefit.  Given last year’s surge in fuel prices and a long term forecast for more to come, virtual work arrangements can give considerable relief to employee’s monthly fuel bills. Virtual work not only saves money for the employee, but a critical mass of remote workers can cut corporate energy consumption significantly as well. Recent articles suggest that companies as well as governmental agencies consider letting employees either work virtually or flex their hours to help mitigate rush hour congestion, which conserves fuel.  In fact, respected transport consultant John Cox says “forget about beefing up public transport because the most promising way to save the planet is a high-speed broadband network.” In an article published in The Australian, Cox said “telecommunications offers the best prospects for reducing urban congestion and cutting family fuel costs.”  One needn’t go to Australia for facts on the subject however; just Google ‘telecommute AND fuel costs’ and you will pull up tens of thousands of articles on the subject in less than a second. You may reach your own conclusions from the material you find there.

As Your Company Goes Somewhere…Use Staff from Virtually Anywhere’

Put simply, most organizations now have the ability to harness extraordinary talent in an ordinary way. Just give them the opportunity to work virtually.  No cube, office, or related overhead.  If your candidate can’t sell their house due to a troubled local market, you can still employ his/her talent.  You company can hire the best candidate for your must-fill position without a spouse leaving their career, without pulling kids out of school, and without paying for a move across the country.  You leave gas in the tank, the bottom line larger, workers happier, and the environment a little cleaner.

 

larotonda-alan-photo

Alan LaRotonda is a Talent Acquisition Professional who has worked since 1993 recruiting talent in the semiconductor, pharmaceutical, biotech, energy and medical device recruitment arenas. Alan is a charter member on the Board of Directors for the New Jersey Metro Employment Management Association (www.njmetroema.org), and was the 2006 Chapter President for that organization. He holds a Bachelor’s degree in Human Resources Management from Saint Edward’s University in Austin, Texas. Mr. LaRotonda has been working virtually as a recruitment consultant/sourcer since 2006. He now resides with his family in northeast Pennsylvania where he specializes in innovative sourcing and recruitment strategies for technology, pharmaceutical, wireless, biotech, energy, and medical device industries.


 

FacilitiesNet / Building Operations Management. February 2005. Steve Hargis and Mia Jacobsen.http://www.facilitiesnet.com/bom/article.asp?id=2562

 Network World. April 25, 2005. Joanne Cummings Masters of the virtual world – Financially strapped NW200 vendors find cost-cutting nirvana with large-scale telework deployments.http://www.networkworld.com/nw200/2005/042505virtualvendors.html

 FacilitiesNet / Building Operations Management. February 2005. Steve Hargis and Mia Jacobsen.http://www.facilitiesnet.com/bom/article.asp?id=2562

 

 





Using Yahoo Pipes For Listening

11 03 2009

Are you interested in learning about a tool that can help you manage the massive amounts of information?  In this article I will share how I use Yahoo Pipes with Twitter for my personal use.  Perhaps something about my experience will encourage you to look at Pipes yourself.

Pre-requisites:

  • In order to use Pipes, you need a Yahoo! account.
  • We’ll be discussing subscribing to RSS feeds, so you may want to brush up on your understanding of that. I’ll show briefly feed results in Google Reader and Net
  • I’ll also be discussing my use of Twitter, so if you’re interested in replicating my example, you’ll need a Twitter account.

WHAT YAHOO PIPES IS

From the Yahoo! Pipes home page:

Yahoo! Pipes is a powerful composition tool to aggregate, manipulate, and mashup content from around the web.  Like Unix pipes, simple commands can be combined together to create output that meets your needs:

  • combine many feeds into one, then sort, filter, and translate it.
  • geocode your favorite feeds and browse items on an interactive map.
  • power widgets/badges on your web site.
  • grab the output of any Pipes as RSS, JSON, KML, and other formats.

It sounds pretty technical, and to some extent it is. But fortunately, there are many examples of pipes already in use, and the best way to learn how they work is to see some of them in action.

Sound like fun?  Let’s take a look at one of the pipes I’ve put together using Twitter.

BUILDING A LISTENING FEED FOR TWITTER

Twitter Search is a tremendously useful utility for listening.  One of the things I’ve noticed about the Twitter Search RSS feed, though, is that it only shows the twitter post.  In an RSS reader like Google Reader or NetVibes (I use both), you have to expand the item to see the author.  When rapidly scanning a list of items, this can become time consuming or at least take more time than I personally want to allow.  Wouldn’t it be great to see the author and the post at the same time? Fortunately, there are some things you can do in Pipes that can help with that.

GRAB TWITTER SEARCH FEED

First, let’s grab some Twitter Search feeds. Go to http://search.twitter.com and enter a search term.  When you’re finished, click Search. In this particular example, I entered my user name.

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In the Twitter Search results screen, you want to grab the RSS feed link. Here I’ve right-clicked and selected the text that says, “Copy link address”.

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Now, we’re ready for Yahoo! Pipes. Go to http://pipes.yahoo.com and log in.  Click on the link to Create a New Pipe.

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The visual palette opens, and you’ll see different frames for modules, debugging, and the main layout.

FETCH THE FEED

Under Sources group of modules, select the FetchFeed module and drag it in to the workspace.  Paste the Twitter Search Feed URL into the box.

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FILTER BY DATES

Next, we’ll set up a Filter to filter out only the most recent Twitter posts in the search feed.  To do this we first add the Filter module.dj5

Next, we add the Date Builder module.  Hook up the Filter to the FetchFeed module, and hook up the Date Builder module to the Filter module. Make sure the Filter settings are set up so that you are permitting all feed items greater than 7 days ago.  See the picture for more information.

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SORT ON PUB DATE

After this, add the Sort module and set it up to sort descending on the Pub Date.

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PRE-PEND THE AUTHOR TO THE POSTED ITEMS WITH LOOP AND STRING BUILDER

We could hook this up to the Pipe Output and be done.  But as I mentioned earlier, the results in the list would only show the posted items when we see them in the feed results; we need to pre-pend the authors to the posted items.  To do that, we add the Loop module and hook it up to the Sort module.

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Next, drag the String Builder module inside the Loop module.  Add the item.author.name to the String Builder.

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After this, add two more items in the String Builder module, placing a colon (:) in the second one and the item.title in the third.

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After this, be sure to assign results to the item.title and hook up the Loop module to the Pipe Output.

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TITLE AND SAVE

Until now, the pipe we’ve created has remained untitled, so let’s give it a title and click OK when we’re done.

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We’re not ready to run it just yet. Click on Save.

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RUN THE PIPE AND GIVE IT A DESCRIPTION

Once the Pipe has been saved, we’re ready to run it to see the results. Click on Run Pipe.

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Add a Description if you want, and click Save.

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ADD THE PIPES RSS FEED TO YOUR FEED READER

Notice the buttons that are available to get the RSS.  You can add this pipe to Google Reader or NetVibes and begin using it.

Google Reader

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NetVibes Feed module

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Yahoo! Pipes is a great tool for mashing up content on the web. I hope you’ll take a closer look and consider adding it to your toolbelt.  In this article we created a listening feed around a single Twitter keyword item and remixed the feed to include the author of the post in the feed.

 

djj-photoDaniel Johnson, Jr., from Cincinnati, Ohio, has been spending time in the new media playground for over seven years, working on various projects and connecting with others online and in-person. During the day he develops solutions that provide information to help people do their jobs and make better business decisions.  For more information, check out  http://danieljohnsonjr.com/main/about

 





Sourcing: More Important Now Than Ever Before?

10 03 2009

2009 will go down as a year of change.  How this recession has dramatically affected how we do everything. This recession’s impact on the recruiting industry is significant. We have already seen dramatic changes in how people go about finding jobs and also how businesses go about filling open positions. That is why, in this market, everyone involved in the recruitment process has to become a “sourcer.”  From the candidate finding him or herself in the job market for the first time in a while to the company with open opportunities, the ability to use new tools and technologies will determine whether candidates and businesses alike will sink or swim.

One myth currently circulating is that sourcing should be faster and easier than ever before because there is an abundance of human resource supply (i.e., candidates looking for jobs). This is not the case. Even though there is a tremendous amount of great talent available today in the market, it is still a sourcing challenge for businesses to find the right person for the open position. In the current market, businesses who normally take less than 30 days to fill a role are taking up to 50 days because they want to find not just the right hire… they want the perfect hire. And there are so many more candidates to choose from.

With the supply of talent being larger now than it has been in many, many years, both candidates and businesses need to leverage sourcing tools to promote themselves within the marketplace. I believe that the best tools to utilize, in addition to leveraging your network, are tools using social media technologies. They come in many forms and flavors, but my favorites are Twitter, LinkedIn and Facebook. For businesses and candidates to be successful they need to learn about one another, see how each other work and gain knowledge regarding what their goals are to see if there is a potential fit.

My success as a recruiter comes from consistently matching the right candidates with the right opportunities. This is done by truly understanding the candidates’ and the companies’ wants and needs. By leveraging the tools mentioned above, I learn more about the candidates that I am looking to hire, understand what they are really looking for, and leverage that knowledge to ensure that their career goals match the position and hiring company.

From the candidate’s point of view, leveraging LinkedIn, for example, and researching a company enables them to see who within their network might work at the company, and leveraging these relationships for the right introduction. In addition, e-mails from within a social media site are not considered spam because they are coming from a credible source, so these tools are great to use for introductions to new contacts. When I am reaching out to a new candidate or client, I have had great success leveraging LinkedIn’s in-mails as well as the “Chat” feature found in Facebook.

As a hiring manager, what I love about these social media sites is that it expands my ability to connect with people that I would normally not have had access to, and allows me to engage with candidates faster and on a more informal basis, making the recruiting process less intimidating and, very importantly, building trust.  It allows me to be heard within the marketplace in a more personal way.

Hiring managers and recruiters need to ensure that they are using these tools to their advantage. Don’t just look for candidates; promote the open opportunities you have.  Consider the over 185 million users of Facebook and how much time they spend on that site.  Hiring companies are missing a big opportunity to market to that forum if they are not creating a company profile page and also using their social media network to help promote their open opportunities.

Do not be fooled by the abundance of supply.  Sourcing continues to be a time consuming, yet vital, part of the hiring process.  Leverage all the tools available to you from technology to increase your odds of finding that perfect hire.

 

chernee-vitello-photoChernee Vitello, president and founder of Whiting Consulting, has more than 14 years of experience in sales and recruiting for high-tech companies. She has managed in-house recruiting teams for high-tech organizations including enterprise software companies and IT professional services organizations. As both a staff recruiter and an outsourced consultant, she helped numerous technology companies meet their aggressive hiring goals in periods of rapid growth and high competition for top candidates. She has consistently won awards for exceeding recruiting goals.





Lion Taming

10 03 2009

Linked-In has been a favorite tool of mine for a couple of years now.  Whether I need to find a hiring manager or a hot candidate, I have turned to LinkedIn and in most cases I have had good results. 

LinkedIn is sort of like multi-level marketing. In MLMs, people sign up under you, buy products, convince others to buy products, and you make money off of their work.  With LinkedIn, people connect to you, they get other people to connect with them, and their connections are the currency that you gain by being connected.  LinkedIn is a great networking tool, but to get maximum effectiveness from it you have to have a decent sized network.  To steal a Chinese parable, the best time to build a network is twenty years ago, or today.  Since we obviously can’t go back in time, let’s focus on today.

Lion Taming

One great way I have found to increase your network quickly is what I call “Lion Taming.”  There are users on LinkedIn that consider themselves LIONs or LinkedIn Open Networkers.  These users are open to connecting with ANY other LinkedIN user whether they know them or not.  The basic rule to being a LION is that you will not decline any request to join your network.  Finding and connecting to these users is an easy and effective way to grow your network.  One of the major advantages to connecting to a LION is that they tend to have thousands of connections that are added to your searchable network once you connect with them.

Lion taming is a pretty easy feat to accomplish.  If you don’t have a focused need to grow your network but you would still like to add connections, there are over 19,000 random LION users out there to connect with.  While adding these LIONs indiscriminately is one way to grow your network quickly, it isn’t as focused as searching by geography or other criteria.

Searching by Geography

Searching for LIONs by geography is fairly straight forward.  If you do a search by zip code (with the largest radius possible) and include LION in the keyword field, you should see all the LIONs in a particular location.  This is especially helpful when you are sourcing candidates in a geographic area, the more LIONs you are connected to in a particular location increase the chance that you will find the right candidate for you client.

Searching by Industry

While searching for LIONs in certain locations can be helpful, another technique is to combine an INDUSTRY and TITLE search to add connections.  Since I work primarily in biotech and mostly with sales people, it makes sense that any LIONs that come up in a search with both of those designations will likely be connected to a ton of candidates that I would want to network with and eventually contact.  By adding 15-20 LIONs prior to sourcing, you can increase the likelihood that you will find candidates that match you search qualifications.

I am sure you know that adding LIONs to your network is not the only technique to grow your network, but it is extremely helpful when you need to do it quickly.  Don’t get lazy with your LinkedIn network.  Consider every person you talk to as a potential connection in LinkedIn.  By adding LIONs when you need them and other LinkedIn users as you meet them you will continue to see you network and candidate base grow in size and value.

If you are interested in learning more about LIONs or some of the LIONs network, visit the links below:

 

 

shore-erichErich Shore is an independent recruiter specializing in Healthcare Technology, Biotech, and Renewable Energy. To reach Erich on LinkedIn, please visit his profile: www.linkedin.com/in/erichshore.