Sourcing

Sourcing Revelation — Work Anniversaries Are the Best Time to Recruit Employed Prospects

Rather than being data-driven, I have found that most recruiters and sourcers contact employed prospects almost randomly on a trial-and-error basis. However, there are specific times when employees who previously said “no and stop calling me” actually change their mind and are fully receptive to a recruiting call. So in case you didn’t realize it, the months immediately around an …

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Looking For Bold Recruiting Approaches? Best Practices For Recruiting STEM-Women and Diversity Candidates

Most valuable information that recruiting leaders seek out are known as best practices: leading-edge recruiting practices that have been implemented at less than 5 percent of major firms. Best-practice information is so valuable because although “brand new” ideas can be exciting, they are always by definition still unproven. When you are faced with limited resources, it makes business sense to …

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Are Firms ‘Kicking the Can Down The Road’ So They Can Pay STEM Women Less?

Consider the possibility that thousands of STEM women are literally missing out on billions of dollars in higher salaries as a result of the recent actions by tech firms. Everyone knows that many of the larger tech firms have recently released their employee diversity numbers. Obviously releasing this data was a positive move that resulted in an expanded discussion around the need …

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There Is Little Recruiting Competition During December … So Be Bold and Seize a Great Opportunity

Between Thanksgiving and the rest of the year in the Silicon Valley and in many other geographic areas around the U.S., it is mostly a dead period for recruiting. But recruiting leaders should realize that failing to recruit during this period is a huge missed opportunity, simply because the recruiting competition is mostly inactive during this extended period. This lack …

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Revealing the Factors That Restrict the Recruiting of STEM Women (Part 2 of 2)

by Trena Luong and Dr. John Sullivan This is the final part of a two-part research-based series that is designed to reveal and describe the four categories of factors that restrict the recruiting of STEM women (i.e. women with degrees in Science, Technology, Engineering, or Math) into high-tech firms. In part one we highlighted Category 1, the lack of a short-term impact associated with …

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Revealing the Factors That Restrict the Recruiting of STEM Women (Part 1 of 2)

by  Trena Luong and Dr. John Sullivan We are deeply disturbed at the “there’s little we can do” attitude of the leadership at most major tech firms towards increasing the number of STEM (i.e. Science, Technology, Engineering, Math) women recruited into their firms. The leaders of these firms seem to think that their posting of shallow diversity metrics was sufficient. Because males dominate …

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The Last Strategic Recruiting Frontier — Sourcing Using Consumer Data

Recruiting leaders are constantly looking for strategic opportunities, which admittedly are rare in this progressive field. There is only one big missed opportunity in strategic recruiting and that is … harnessing consumer data to direct source passive prospects. Unless you have adapted a big data approach to recruiting, you will undoubtedly be shocked to learn that the most accurate and useful …

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15 Ultra-bold Recruiting Practices — Are You Falling Behind Your Competitors?

by Trena Luong and John Sullivan In case you haven’t noticed, the world of corporate recruiting has become so intense that formerly rare aggressive and ultra-bold recruiting practices are now becoming mainstream. Of course as a professional, you know that you have an obligation to keep up with the latest practices, but your outdated recruiting approach is damaging your firm. …

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End the Shortage — Recruit STEM Women Who Are Working at Your Competitors

I almost broke out laughing when I came across an article in Fast Company magazine entitled Why You Can’t Find Women Engineers. This title reflects a common misconception among business executives about the shortage of technically qualified women at their firms. This often-repeated “shortage statement” is only partially true, and if you believe it, you will never fill your firm’s diversity recruiting targets. …

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Examining Zappos’s ‘No Job Postings’ Recruiting Approach — Innovation or Craziness?

The new recruiting “no job postings” website of Zappos is truly unique. First off, you have to give the Zappos team credit for eliminating anything in recruiting, because we have a long history in recruiting of adding but never subtracting approaches. The new talent community declares the end to job postings and the painful transaction between applying for a specific job and …

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