Talent Acquisition Services

The world of Community Management is changing.....at least ours is.

The title Community Manager didn't even exist 5 years ago, well it did but in a totally different industry.  Anyway, the world of online, digital, or "inbound" marketing is evolving everyday, every hour, and even sometimes within minutes.  One of the ways we try to keep up with the trends is by having the best people working on the things they enjoy the most.  In this case we're speaking of Community Managers.  Not just social media managers, but true authentic "Community" Managers.  It's a true DNA match for a PeopleOps Community Manager to be architecting and maintaining talent communities.  Here's a graphic describing the difference. 
 

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My recent post on Blogging4Jobs: 10 Common Social Recruiting & Internet Sourcing Myths BUSTED

Jonah Manning at Lunch with DriveThruHR

 
 
 

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@jonahmanning ....Jonah Manning visits with Bryan Wempen and William Tincup about HR and whatever else keeps him up at night with Corporate organizations.

DriveThruHR more than not talks about Human Resources with HR professionals every day at lunch time for 30 minutes. Give us a listen at (347) 996-5600 and share your thoughts on twitter using #dthr or @drivethruhr. We talk HR along with lots of clever bantor and thoughts every day at 12 Noon Central time at "DTHR".

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The Slow Agonizing Death of the Job Post

Why the professional job post is dead:
 

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The $50k and up professional job postings are soon to be completely obsolete as job searching becomes a more social process.  The only way for this to not become a reality is if Applicant Tracking Systems stop existing as the black hole of recruiting, and  start becoming real people responding to candidates.  The result comes from the fact that social media is not only changing it for the candidate, but for the recruiting function as well. 

Historically, 2% of online applicants at any tier-one technology firm result in an actual hire.  However, the highest ratio of candidate to hire is from employee referral.  By making job searching social, the theory is that it will help filter down the number of applicants and lift up the number of referred applicants.  

If this occurs, and I believe it will, the number of overall applicants will be manageable. Additionally, because they are going to be likely tied to an internal team member, managing that interaction from a human perspective will be organic.  

So how does this tie into the Method Manifesto?  It’s the acknowledgment that sourcing is no longer just about building a pipeline for the present.  More and more companies want a pipeline of cultivated candidates from likely skill sets, so when the inevitable role opens, the staffing department is ready to go.

How do you do that?  Sensing this has been coming, major job boards are already touting that you can use their platforms to build your candidate pool.  I believe this is bogus, because a pool of candidates primarily with just active seekers seems highly ineffective.  I am not saying active seekers cannot be good employees, of course they can, but by the vary nature of the action they are seeking when you are ready they will likely not be.  The key is to develop these networks with potential candidates based strictly on profile with a mix of active and passive personalities.

So why are job boards dead?  In the next couple years, a new post in pushed candidates will respond, likely because of retweets and network referrals, not because they saw the job on a job board.  Under $50k job opportunities, excluding internships, will be business as usual...for now. 

  

The Method Sourcer

  Some say ‘true candidate sourcing’ is the intersection of where the art and science of recruiting meet.  Unfortunately, sourcing is too broad of a term for that description. In fact, even to this day I regularly spend time teaching a new client what ‘our’ definition of sourcing means.  

    The Method Sourcer utilizes different techniques to find and locate the best talent.  Early in my career, after selling my previously built name generation company, I was fortunate enough to be hired by an emerging juggernaut in the hybrid RPO space.  As a passionate name generator, I had grown jaded with the realization that the perception of my success or failure derived not by the quality of my research, but often by the quality of the sourcer or recruiter making the calls.  I was eager to learn the rest of the cycle; an RPO environment would be a perfect ‘sand box’ to test what I felt in my gut. 

      After entertaining their training program and learning the traditional recruiting method I was left with just one repeating phrase “why in the hell are you doing it that way?”  The traditional recruiting method is to scour job boards; reading endless resumes, finding what candidate the recruiter feels is on the money, calling them, leaving numerous voicemails, and maybe ending up with 2 or 3 candidates in a day. This process seemed very inefficient, and defeated the intent of what sourcing SHOULD be.  Method Sourcing is very different. Here are the five core principles of a Method Sourcer:

Leverage the Candidate 

      I started to develop what it was to be “the Method.”  The concept of this was to leverage the sourcers’ time by allowing the candidate to screen themselves.  The theory was, if the sourcer could get within a few percentage points of accuracy based on the job requirements, and allow the candidates to review and self evaluate on the must haves, they would respond if it seemed appropriate.  This way the sourcers are only spending time on the phone screening the candidates that are interested and relatively qualified, rather than very generalized screening. 

   
Understanding the Language of Attraction Marketing 

    We are not talking about the same (and often lame) methods of writing job posts.   The content of the message to the candidate must be compelling, authentic, and action oriented:

  My client is seeking a world class _________ (this is a both a complement and a challenge to the candidate), for their global headquarters in ___________. (If the city is not ideal place a complementing adjective prior to mentioning)

  I ran across your profile as someone whom could potentially contribute to _________’s EXPLODING growth.  (positive growth is a big deal right now, during times of peak hiring substitute this line with ‘I ran across your profile as someone knowledgable in this space) 
         Then add in your closing action line.  This type of marketing allows the company to expand with the greatest candidates possible, and allows the candidates to obtain a greater understanding of why they are needed at the company.

Keeping search simple 

   When the sourcer is gathering the search requirements (preferably from the hiring manager directly) it is important to focus not only on the requirement itself,  but the three to five ‘must haves’ that the hiring manager is looking for.  This is common knowledge for a sourcer or a recruiter.  What is not common knowledge, however, is to then begin to question the hiring manager why each of those ‘must haves’ are critical to the company.  For example, a hiring manager that needs an engineer searches only for a candidate with a computer science degree from a top 20 school.  One may think that hiring manager is perhaps being unreasonable.  However, after questioning you realize that what the hiring manager is looking for is a solid CS fundamental track that is only emphasized at the the top 20 schools during the early parts of their educational track.  

   Understanding the ‘why’ is often more important then understanding the ‘what’.  When searches get hard (and often they do) this is the information you will be able to circle back to for inspiration.  

     Next, you want to understand what alternative titles these candidate could be called.  Working with the candidate as well as the company to find the best suited position title can be beneficial for both the company and the candidate. Finally, obtaining a verified list of competitors.  Simply then construct your strings with the associated “must haves” from people with those titles from those companies.  Voila. 

Essential Tools for The Job:

   A Mac, an iPhone, and an iPad.  Why?  Everything just works. In my experience, my computer never crashes, my emails and files are always synced, and it out performs when running multiple softwares at the same time, versus my PC running windows.  

    A linkedin PRO and Linkedin Recruiter Account.  Why?  Because building a long term network with your Linkedin Pro account while using the Linkedin Recruiter account to blast inMails is more effective than alternative methods.

     A recruiting/enterprise branchout account beyond Facebook  Why?  Because while Facebook has everyone, it is an absolutely terrible mechanism when trying to search professionally.  Additionally, every candidate has access to detailed information on Facebook, such as photos.  Branchout makes it possible to keep your business and personal world separate while making searching through Facebook actually productive. 

     Access to one job board (which one does not matter).  Why?  Because there are good candidates on there too, and they can get the ball rolling while you are waiting on passive candidates to put their resumes together. 

5) Kill the F&%*$&g reports please! 

I get it, data is king.  In order for sourcers to prove their worth, they have to have data.  Why is this?  Normally it’s because the recruiters are either terrible at what they do, or are too competitive and consequentially do not give the sourcers candidates good play.   The sign of a method sourcer is that he or she will not want to do reports..why?  Our DNA is not content, it’s CONTEXT.  Every minute we spend in repetitive meetings or putting together multi-color reports to explain why it takes 150 candidates for the recruiter to be able to get the hiring manager to hire someone is the time that we could, would, and should be spending finding more candidates.   Yes, I am ranting! 

  

Your Customer Service and Public Relations Department’s ‘Trojan Horse’

 Prasanth is an out of work Product Manager.  He has a Computer Science degree from a state school that is not a top 20.  Even though he got a 4.0 GPA while working full time at a local tech company, he is still discounted among the elite companies in the space.  He has tried his hand at startups and found that he is more of a big company guy. The only problem is big companies don’t want to hire him. It’s a combination of being out of work for such a long time, his degree not high leveled enough, and found to be a little bit OCD.  
 

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       He finally scores an interview with a top 10 tech company.  He arrives for his three part interview, only to be asked to leave after the first part.  Feeling jaded, he stops by his local Starbucks and starts tweeting while sipping his coffee to hopefully cheer himself up. Who is he tweeting to?  He is tweeting to his friends inside the company that just booted him out. He is tweeting to other colleagues holding an offer letter between that company and a hot new startup.  He is tweeting to his professors, who take it personally that the company does not think his curriculum is up to speed, resulting in educating his students to not waste their time interning at this company.  He is also tweeting to his blogger friends, involved in writing an interesting section on how companies treat  employees, future candidates, and people in general.  

     It sounds like he tweeted hundreds, and in effect, tens of thousands of people.  While this is true, the main concept to recognize is that it took only one single tweet to reach this audience.  When we live in a society where the most obscure dude living in his mom’s basement can create a social media nightmare for a company, imagine what an educated and networked candidate can do!

     Recruiting departments are the un-checked customer service juggernaut.  Too often they are guilty of dismissing candidates with poorly written and non-human form letters during the interview process, or even 10 minutes after the first initiated call.  Staffing firms are not resourced enough to handle that kind of scale; in 2012 and beyond they will have to be for greater success.

    Let’s make a test case for one single search.  Your company hiring manager needs a new Software Engineer.  So you post online, internally, and have your internal recruiting team start working on it.  After a few weeks, the hiring manager is still not finding that perfect candidate.  So the recruiting team sends it out to a couple of search firms.  Within a couple days, solid candidates are put into process, and the interview process begins.  About a dozen candidates are phone screened, and as the process shrinks to the field, to three candidates that are brought onsite.  One candidate is made an offer while the other two are kept in the dark until the recruiter knows the choice candidate accepts for sure, then the other 2 are released by getting sent a form letter.

   To hire one new candidate, your company had to tell approximately 100 candidates ‘No’.  Considering we are living in the first wave of gold spray painted plastic trophy toasting, super hero, rock star generation, my educated guess is you now have 100 customers that will likely not shop with you again.

    Luckily, most people will not accept this denial and keep trying two or three other attempts, in vain, to get hired at your company.

   I am not suggesting you hire them all.  I am suggesting you treat them throughout the process like a real human that you will have to speak to the next day ,or better yet, want to sell something too the next day.  Treat them as if it was your mother being referred to the company.  Coddle?  Yes man, I am saying to coddle! 

Talent Acquisition Services

Starting in 2012, PeopleOps will begin to build out several distinct services that will work in concert to provide a comprehensive approach to talent acquisition services.
 
 

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Our core service, candidate sourcing, will be called PeopleOps | DNA.  We thought this name was appropriate as sourcing is truly the building block of all we do.  PeopleOps | DNA provides dedicated candidate sourcing for companies of all sizes.  Our fee structure changes to reflect the needs of startups, mid-size, and enterprise level customers. 

We also have an emerging passion to architect scalable communities around brands and departments.  To combat the rising cost and increasing ineffectiveness of paid job advertising, we have created a crowd recruiting solution called PeopleOps | ACA (Authentic Community Architecture).  Our ACA team will work with companies of all sizes to build sustainable social assets that will decrease the need for paid job advertising while increasing candidate quality. We do this by creating real social media communities utilizing numerous platforms to create a candidate pool of highly targeted passive candidates that are directly or indirectly engaged with a clients brand or department.

PeopleOps has also long been a proponent of concierge level executive search.   In 2012 we are recommitting ourselves to this service.  Our now called PeopleOps | CXO will cater to business critical searches with a salary level of $250k and up.  In this search, an unmatched level of attention is provided to the search, the hiring manager, and to the candidate experience.