Good to Really Great

The 5 Habits of High Performing In-House

Recruiters

Insights from the 2014 Global Sourcing Survey & Social Talent

Behavrics Research Data

Johnny CampbellFounder & CEOSocial Talent

@socialtalent

What does Great look like?

•More Candidates, Faster•Better Qualified Candidates•People who Want to work for you•Improved Response Rates

What do recruiters really do in their daily Sourcing activities?

2104 recruiters monitored 1200 recruiters with performance data

Professional NetworksOther Social NetworksJob BoardsOthers

• 110 Webpages• 7x more time spent on LinkedIn than

Job Boards• Average of 7 LinkedIn searches • Only 10% of all searches were

Advanced Searches• Just 4% of all searches contained

Boolean• 60% of all LinkedIn searches are

conducted after 2pm• Average 11 LinkedIn profile views

Recruiters’ Average Daily Online Activity

Searches Conducted

0

4

8

12

16

High Medium Low

Searches Conducted per day

High-performing Recruiters conduct 65% fewer searches per day

than Low-Performing Recruiters

How can you perform better if you search less?

1High Performers run more accurate searches

EEngage

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EEngage

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CContact

95%

.Net DeveloperSQLAgileSan Francisco Bay Area

engineer

enginer

enginer

enginner

enginner

.net

developer

agile

sql

(“.net" OR "asp" OR "dotnet" OR "dot net" OR "c#" OR "c++" OR "asp net" OR "c# net" OR "net" OR "ado net" OR "visual studio" OR "wcf" OR "sql" OR "vb net" OR "sharepoint" OR "c sharp" OR "wpf" OR "vb" OR "visual basic" OR "mvc" OR "clr" OR "iis”)

("developer" OR "coder" OR "programmer" OR "dev" OR "architect" OR "engineer" OR "software" OR "analyst" OR "development" OR "develop" OR "ninja" OR "program" OR "designer" OR "programator" OR "programmeur" OR "ontwikkelaar" OR "web" OR "design" OR "developed" OR "analyst programer" OR "wizard" OR "consultant" OR "engineering" OR "technical lead" OR "entwickler" OR "ingenieur" OR "consultant" OR "developpeur" OR "contractor" OR "utvikler" OR "expert" OR "eng" OR "desinger" OR "lead" OR "sde" OR "devops" OR "enginer" OR "enginner" OR "code" OR "developing" OR "specialist" OR "programmierer" OR "administrator" OR "guru" OR "coding" OR "it" OR "entwicklerin" OR "softwareentwickler" OR "programista”)

("agile" OR "dsdm" OR "scrum" OR "kanban" OR "bdd" OR "tdd" OR "lean" OR "xp" OR "test driven" OR "scrummaster" OR "waterfall" OR "extreme programming" OR "sdlc" OR "software development life cycle" OR "test driven development" OR "continuous integration" OR "ci" OR "sprint" OR "aup" OR "crystal clear" OR "dsdm" OR "dynamic systems development" OR "essential unified" OR "essup" OR "fdd" OR "feature driven development" OR "gsd" OR "open unified process" OR "openup" OR "tdd" OR "velocity tracking”)

(sql OR mysql OR "t-sql" OR tsql OR "pl/sql" OR plsql OR ssis OR ssrs OR sql2012 OR mssql OR sqlserver OR "ms-sql" OR "structured query language" OR nosql OR postgres OR postgresl OR sql2008 OR vba OR tableau OR bi OR rdbms OR ssas OR etl OR sybase OR "relational database" OR qilkview)

.net

developer

agile

sql

source.socialtalent.co

2pm - 6pm

0

15

30

45

60

High Medium Low

High-performing Recruiters conduct more searches between 2pm

and 6pm

What time of day do Recruiters Search?

If high performing recruiters are spending less time

searching in the morning…what exactly are they doing

instead?

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2Mornings are for Engaging with Talent

What is the best hour of the day to send an email? 6am

Source: Yesware, December 2013

1.In the message, on the Options tab, in the More Options group, click Delay Delivery .

2.Click Message Options.3.Under Delivery options, select the

Do not deliver before check box, and then click the delivery date and time that you want.

How are Recruiters reaching out to Passive Candidates?

Connect Other

38% 30% 21% 6% 5%

Source: © 2014 Global Sourcing Survey, Social Talent & Alexander Mann Solutions

Does Medium of Engagement effect Response Rates?

Phone

InMail

Email

Connect

0% 12.5% 25% 37.5% 50%

30%

16%

8%

0%

22%

22%

26%

50%

Connect

Response Rates by Medium

> 40% response0-10% response

3High Performers leverage different mediums to engage

?

Finding Phone Numbers

google.com/maps

Finding Phone Numbers

google.com/maps

Social Talent, Dublin

But surely people don’t want to be cold-called at work about a job?

What is the Purpose of your Pitch?

How many Interactions does it take to close a Candidate? 4 8

Private

+

# of Responses

0

7.5

15

22.5

30

1st 2nd 3rd 4th

Perseverance Pays Off! (Source: Sara

Fleichsman, HP Seattle)

How many times should you follow up?

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>65%

What drives people to change jobs?

Talent Trends 2014What’s on the minds of the professional workforce

Top 5 motivations for changing jobsWhen considering a job switch it turns out that the world’s professionals have very particular preferences. While money is an important factor to both active and passive candidates, it is a much higher priority for passives. As a matter of fact, they say it’s their number one motivation to switch careers, followed by work/life balance. Active candidates, on the other hand, are relatively more interested in opportunities for advancement and more challenging work.

Active Passive

Most important factors in seeking or considering a new job

Greater opportunities for advancement1

2 Better compensation & benefits

3 More challenging work

4 Better fit for skill set

5 More learning opportunities

Better compensation & benefits1

2 Better work/life balance

3 Greater opportunities for advancement

4 More challenging work

5 Better fit for skill set

?

4High Performing Recruiters have high EI

Interrogative: Ask Questions

You, Your, Yours

ConcretenessHow do we make our ideas clear?

We must explain our ideas in terms of human actions, in terms of sensory information.

Naturally sticky ideas are full of concrete (sensory) images.

We are 20 people, 12 in Dublin, 6 in Poland and 2 lads (Vince and Walter) who live in Cork and refuse to move to Dublin. Our office is next door to a cool university, on the tram line, we have a cool Smeg fridge and our oldest plant’s name is Harry!

We are 20 people, 12 in Dublin, 6 in Poland and 2 lads (Vince and Walter) who live in Cork and refuse to move to Dublin. Our office is next door to a cool university, on the tram line, we have a cool Smeg fridge and our oldest plant’s name is Harry!

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>20%

Social Media Visits (%)

0

4.5

9

13.5

18

High Medium Low

High-performing Recruiters spend 8x more

time on social sites

Use of Social Media

<500 Connections

0

15

30

45

60

Highest (>40%) Lowest (<10%)

Response Rates by size of LinkedIn Network

>2000 Connections

0

15

30

45

60

Highest (>40%) Lowest (<10%)

Response Rates by size of LinkedIn Network

>2000 Connections

0

15

30

45

60

Highest (>40%) Lowest (<10%)

Response Rates by size of LinkedIn Network

Poorly networked recruiters are over 10

times more likely to have low response rates

5High Performers leverage Social to build trust

Hi Johnny,Your experience with Social Talent overthe last 4 years really made you jump offthe page when I viewed your profile...

Members with >2,000 connections report response rates 10X better than those with <500 connections

Robert Cialdini: 6 Key Principles of Influence

Robert Cialdini: 6 Key Principles of Influence

5 Traits of High Performing Recruiters

5 Traits of High Performing Recruiters

1. They search with precision (95% accuracy)

2. Mornings are for talking to talent (6am emails)

3. They Engage across multiple channels (phone is king)

4. They have high Emotional Intelligence (Fast & Slow)

5. They build trust & reputation online (500+)

Booth 104@socialtalent