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Marvin Smith
- Seattle, WA
- United States
- Bill & Melinda Gates Foundation
- Latest Blog Posts (9)
- Discussions (5)
- Events
- Groups (12)
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- Photo Albums
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Profile Information
- Name
- Marvin Smith
- Job Title
- Social Recruiting Technologist
- Company
- Bill & Melinda Gates Foundation
- Which best describes your profession?
- Sourcing/Research
- How many years have you been in the business?
- More than 15 years
- Which industries do you work in now?
- Healthcare, Services, Technology
- How many employees in your company?
- >500
- College/University
- Pacific Lutheran University
- Are you interested in split placements?
- no
- Which conferences do you plan to attend in the next year?
- ERE, SHRM, SourceCon
- What kind of networking are you open to?
- Open networking
- How do you introduce yourself to people you meet in business?
- I describe myself as a social recruiting technologist; by that I mean I use analytics, technology, and social platforms to enhance sourcing and recruiting programs. My mission is to use technology to put the human touch into sourcing and recruiting. My work relies heavily on analytics, intelligence and data to inform the strategies that are employed to accomplish this goal. Another way of thinking about this work is that it takes place at the intersection where the science of technology, intelligence and data meets the art of sourcing and recruiting.
The roles that I have held are as a sourcing and recruiting practitioner, program manager, and evangelist/advocate for adding a social dimension to sourcing and recruiting. I have been blessed to be on teams that were at the forefront of resurgence of sourcing as a strategic weapon in recruiting. Those teams piloted groundbreaking sourcing and recruiting programs including the award winning work that used intelligence, data and technology to segment the target talent audiences; the pioneering work in talent pipelines and communities; as well as partnering with strategic vendors to customize a recruitment marketing platform for an enterprise sized organization.
Naturally, my point of view relies heavily on experience in the trenches using the tactics, tools and techniques that lead to success (measured by identifying the best talent and making certain my businesses gets our share of it). My perspective is also informed by an overarching strategic mandate to engage, cultivate, and nurture a long term relationship with the talent audiences that will map to our respective talent needs. As an active participate in the conversation about talent pipelines and community, as well as, an advocacy for data driven decisions, my opinions reflect my experience; my research; and my teaming with a community of recruiting leaders and practitioners adapting to the challenges of recruiting in the 21st century. These new talent hunters have adapted to contemporary challenges with groundbreaking solutions.
Currently, I am a Senior Research Recruiter on an internal executive search team that employs community building strategies on social media platforms to develop pipelines of talent for the Bill & Melinda Gates Foundation. Most previous, served as a Strategic Sourcing Program Manager, with Research In Motion. Previously, I was a Talent Sourcer for Microsoft-- a hybrid role that was part program manager, part marketing, part research and competitive intelligence, part sourcing and part recruiting. I played an integral role in the pioneering talent community development pilot workstream at Microsoft.
- Name someone you most admire
- John Phillips, Gerry Crispin
- Which blogs would you recommend people read?
- Boolean Blackbelt, Sourcecon,
- What recruiting tools can you not live without?
- eGrabber
- Website
- http://www.talentcommunity.net
- Online profile/Homepage
- http://www.linkedin.com/in/marvsmith
- LinkedIn Profile
- http://www.linkedin.com/in/marvsmith
- Twitter Profile
- http://twitter.com/talentcommunity
- Facebook Profile
- http://www.facebook.com/profile.php?id=629297789&ref=profile
- Google+ Profile
- http://plus.google.com/u/0/107572532819923092385/about
Marvin Smith's Blog
What If It Mattered How We Treat Candidates
Posted on January 24, 2012 at 9:30am 17 Comments 6 Likes
Economic challenges are allowing organizations to dodge bullets when it comes to the candidate experience. But times are changing. As key talent becomes more difficult to recruit, then brand and reputation matter. And the candidate experience becomes a more significant influence on those key…
Continue The New Poster Boy for Post ‘N Pray
Posted on January 12, 2012 at 12:23pm 2 Comments 0 Likes
Conventional wisdom says that we have lost faith in post and praying. But I believe we are going to have a revival. And it is all because that posting and praying has a new spokesman…
Continue What is a Talent Community?
Posted on January 10, 2012 at 5:30am 5 Comments 1 Like
Talent community is a word that means different things to different people. In a recent addition of TChat radio, I was amazed at the diversity of opinion from the panelists.…
Continue Energized Incompetence
Posted on May 16, 2011 at 7:33pm 0 Comments 0 Likes
The second prerequisite for building a talent community is mapping the passionate affinity group to its counterparts outside your organization. If an external community or an unassembled group of people outside of your organization are not having conversations about the affinity you want to advance, do not attempt to build a talent community. Similar to the passion (No Passion, No Community)…
Continue No Passion, No Community!
Posted on April 29, 2011 at 10:50am 3 Comments 4 Likes
The first perquisite for building a talent community is passion; and that desire is a core factor on which a community is established. If there is not an affinity for your community within your organization, do not attempt to build a talent community. The lesson of the past 5 years is that most communities will fail if there is not the energy or the motivation to keep the conversation going. …
ContinueComment Wall (1 comment)
- At 1:17am on July 16, 2008,
Paul DeBettignies said… - I am the “Admin” for the Recruiters On LinkedIn group. You have recently joined and this is a "welcome" to the group and "here is how it works".
Over the past year I have been experimenting how best to facilitate members being able to connect with each other. Some want to connect with everyone and some are looking for a few meaningful connections.
1-2 times per week I send a group introduction message with 10-15 new members and reintroducing others.
What this means for you is simple, do you wish to be introduced to the group?
You have 4 options from which to choose:
(A) “Open Networker” with name, email address, and LinkedIn URL as you want to connect with anyone and everyone.
(B) “General Introduction” with name and LinkedIn URL as you are specific about who you want to connect with.
(C) “Lurker” no announcement will be made as you want to be on the sidelines connecting with people as you wish.
(D) “Super Open Networker” which is (A) plus having your contact information on the group page.
A caution on the “Open Networker”, you may be inundated with invitations to connect. For some this is exactly what they are hoping for and others this could be a pain.
I do ask, if you receive invitations from members you do not want to connect with that you “Archive” the message versus “I don’t know” so the sender is not penalized by LinkedIn although how you handle this is up to you.
Again your options are (A), (B), (C), (D).
Please include your LinkedIn URL and email address you prefer to receive invitations and send to paul@mnheadhunter.com
Thank you for your time.
P.
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