State of Sourcing - 2014 - Denver

The State of Sourcing (and SourceCon) 2014

Jeremy Roberts

About Me• Jeremy Roberts• 10+ years in recruiting divided between third party

search, RPO, and corporate recruiting • Recently was responsible for leading sourcing

teams and establishing strategic sourcing programs

• Editor of SourceCon.com (ERE Media, Inc)• Married for 16 years – Father of 3

SourceCon• A community of practitioners passionate

about sourcing.• The spirit of the community is based on

sharing information to help us all grow as sourcing practitioners.

• SourceCon After Dark• The SourceCon Challenge!

2014 Challenge• Online Challenge (Julia Stone, Katherine

Robinson, Sharon Jimenez Meyers )• We added a new level to the SourceCon

Challenge this year (Glen Cathey)– Kameron Swinton– Jim Schneider– Amie Ernst– Aaron Lintz– Randy Bailey

American Red Cross

Sourcing and Recruiting Teams are Growing

Larger 52%

Same Size32%

Smaller13%

?3%

Problems Have Changed• The problems have gone from a lack of names

to a lack of qualified, interested, and available (QIA) candidates.

• Companies have had to evolve the definition of a “sourcer” over the years.

• The new problem: How do we organize massive amounts of data and engage with candidates?

Online Sourcing

ATS

Talent Communities

Phone Screens

Phone Sourcing

Competitive Intelligence

H.M. Presentations

Process Applicants

Marketing

Interviews

Reference Checks

Offers

0 20 40 60 80 100 120

SourcerRecruiter

How do most corporations define a sourcer?

DataCracker.com0 20 40 60 80 100%

LinkedIn Personal FREE

Linkedin Recruiter

Twitter

Facebook

LinkedIn Personal PAID

Google+

Careerbuilder

Monster

Dice

Ladders

Pinterest

Dice Openweb

Wanted Analytics

Gild

Talentbin

Hiring Solved

HireVue

Entelo

Archively

Identified Recruit

RemarkableHire

82%

72%

52%

46%

46%

35%

31%

28%

21%

15%

9%

8%

5%

4%

9%

11%

13%

6%

8%

7%

7%

5%

7%

13%

19%

15%

14%

13%

14%

18%

10%

4%

6%

5%

5%

4%

4%

5%

4%

15%

24%

26%

24%

51%

37%

49%

51%

58%

60%

76%

86%

82%

89%

91%

93%

93%

92%

94%

97%

98%

neverless than monthlymonthlyweekly + 2-3 times per week + daily

Usage SUMMARYsample size = from 391 to 447; total sample size = 479; 88 missing

Which tools are sourcing practitioners using?

LinkedIn Twitter Facebook Personal Blog

Google+ Instagram Pinterest0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

75%

18%

4%10% 13%

0% 1%

89%

24%20%

12% 11%

2% 1%

2013 2014

Where are sourcers and recruitiers experiencing success?

Entelo

Gild

Identified

Talentbin

HiringSolved

3Sourcing

Dice Open Web

0% 2% 4% 6% 8% 10% 12%

People Aggregator Market Penetration

Researcher Sourcer Recruiter Sourcing Lead Recruiting Lead Sourcing Manager Recruiting Manager

$0

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

In 2014 Sourcers in corporations earned more than recruiters

Usage SUMMARYsample size = from 391 to 447; total sample size = 479; 88 missing

Corporate RPO Independents$0

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

Compensation by GenderSa

lary

85%73%

Manufacturing

Health/Pharma

Food & Beverage

Professional Services

Govmt/Edu/Non-Profit

Tech/Telecom

Airlines & Aerospace

Retail/Hospitality

Financial Services

72,155

66,731

77,671

84,284

71,338

78,528

82,000

63,527

81,167

Average Salary by Industry

Never

Rarely

Sometimes

Fair Amount

Extensive

$0 $10,000 $20,000 $30,000 $40,000 $50,000 $60,000 $70,000 $80,000 $90,000

Hiring Manager Interaction

Blogs

Experience

Books

Conference

Training Seminar

Mentor

Certification

92%

86%

28%

33%

41%

19%

10%

Knowledge Source

The Fundamentals• Understand internet taxonomy• Master Boolean Search• Master Internal Databases• Phone Sourcing • Paid resources like job boards and LinkedIn• Memorize documented techniques the company

teaches• Discover new productivity tips for each tool

• Learn to use data and metrics to make decisions

• Study Sourcing Methodologies like peer regression search, natural language search, etc

• Utilize exhaustive search methodologies– Look at every candidate by ensuring you slice the

database by every possible date range and geography

“I’ve got this”

• Sell the job to candidates• Gather relevant info from hiring manager and

candidate• Move the process forward on each call• Educate managers• Demonstrate client control and candidate control

(possibly recruiter control)

Communication is key

CODING REQUIRED

Exploit API’s

Custom Search Engines

Bookmarklets

Web Scraping