So this is the first presentation of the conference. Title “the Foundation and Future of Sourcing” by Glen Cathey. He starts with what is perhaps the biggest small word in the world. “WHY”.  Why do we do it, why do they need it? Why can’t I find it, etc etc? He goes on to emphasize the need and importance of people, and hence staffing and sourcing.  He then makes it clear that you need to have both active and passive candidates in your mix. He specifies inbound as active, and outbound as passive. The image below is a great representation of things.

Next asking the right questions and critical thinking. The 5 levels of Talent mining.

 

 

 

1.Keyword/title Search

2.Conceptual Search

3.Implicit Search

4.Natural Language/Semantic Search

5.Indirect Search

 

 

Then he goes into the types of searches and results. Long story short and putting it into laymen’s terms. Where to look, what to look for, what to exclude and son on. Also, how to constantly modify, ratify and improve your search on the fly.

 

Big data, the power in big data is not the data itself but the patterns you find from it. Of course, where should you focus or invest with regards to sourcing.

 

Now you found them, then comes communicating with them. In the end, it comes down to being human, connecting with your candidate son a personal level, and remembering WIIFT (“What’s in it for them”, meaning the candidate). There you have it the reader’s digest version of Day 1, session 1.

So this is the first presentation of the conference. Title “the Foundation and Future of Sourcing” by Glen Cathey. He starts with what is perhaps the biggest small word in the world.. “WHY”.  Why do we do it, why do they need it? Why can’t I find it, etc etc. He goes on to emphasize the need and importance of people, and hence staffing and sourcing.  He then makes it clear that you need to have both active and passive candidates in your mix. He specifies, inbound as active, and outbound as passive. The image below is a great representation of things

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