Practical Tips to Identify and Engage Talent-Pritchett

Wednesday, May 3, 2023@SourcingShannon

Practical Tips to Identify and Engage Talent

Shannon Pritchett

The #HROS of #SourceCon

ManpowerGroup Solutions 3

10 years of advice from Matt Leblanc1. The hiring manager DOES NOT care where you find a candidate

– Use common sense when sourcing

2. Get a candidate to laugh – Q: how many programmers does it take to change a light bulb?– A: none, that's a hardware problem

3. Be respectful of the candidates time– Find creative ways to ask questions

4. Work with hiring managers on educating them with data– Show you’re the expert


These are a few of my favorite thingssite:about.me "graphic design"

site:*.brandyourself.com "graphic design"

site:flavors.me "graphic design"

site:hi.im "cloud computing"

site:pixelhub.me "graphic design"

site:zerply.com "graphic design"

site:visualize.me "graphic design"

site:me "graphic design"


https://cse.google.com/cse/publicurl?cx=002682709781726449870:f5jh5vd0xsa


Experiment with your searches

"graphic (design OR designer)" "(contact OR call OR email OR follow OR dm OR network OR join) (me OR at OR on)"



Variations in Sourcing, thanks Glen!• The most powerful sourcing tool – our brain

• But I’ve also borrowed:– (seeking OR seeker OR "looking for" OR "in search of" OR "open

to" OR "new job" OR "actively pursuing" OR "pursuing new" OR "searching for" OR "new opportunity" OR "new opportunities" OR "available for")

• Which made me think … – Why are we always sourcing for resumes & CVs?– (java OR j2ee OR c#) mysql -intitle:resume -inurl:resume -job -jobs

-sample -samples -linkedin (253 OR 206 OR 425 OR 360 OR 509) (wa OR washington)




Speaking of Facebook

www.intel-sw.com/blog/facebook-search/


Don’t forget the active candidatessite:linkedin.com "graphic (design OR designer)" (seeking OR seeker OR "looking for a new" OR "in search of" OR "open to" OR "new job" OR "actively pursuing" OR "pursuing new" OR "searching for" OR "new opportunities" OR "available for") -intitle:profiles -inurl:dir -inurl:jobs -pulse -post



Sourcing Recap• Don’t overcomplicate sourcing

• Track your searches, create a CSE

• It’s not all about the resume– "i * to (program OR develop OR code) in (c# OR java)"

• Don’t rule out active candidates

• Gather information about your candidates– Use the SourceCon Tracker – www.eremedia.com/sourcecon/sourcecon-search-tracker

• Learn, learn, learn


Amybeth, when can we contact a candidate?• Observe first!

– Where are they congregating?– How do they speak?

• Don’t vomit jobs– Understand people motivators; make an effort– What do they want?– Our motivations shouldn’t come first

• Ask questions– Be humble – Be human– Make an effort


Capturing Attention • “You may have one product to sell, but every prospect will buy

something different.”

• We are all sourcing candidates, but remember every candidate will be interested for a different reason:– Meeting their expectations, meeting their needs, relieving them from

pain, fulfillment of their dreams

• “When a customer pulls out their checkbook and lays down their hard earned money, they are never buying your product. They are buying what they believe your product will do for them, specifically, individually and uniquely.” -Gower D. Talley


Don’t be average - #FightSpam

• Average recruiters pitch all the shiny new features of their job requisition, they hope that the candidate sees, on their own, the relationship between the job and the candidate’s pre-existing needs and wants.– Lack of reviewing profiles– Lack of developing personas– WIFM attitude


More from Mr. Talley

• “Outstanding sales people uncover the pre-existing needs and wants first. When they do present the product or deliver a sales message, they don’t present a laundry list of why their product is "good." They present or explain the product as a complete, specific and explicit fulfillment of the prospect’s pre-existing needs and wants.”


Glen Cathey has said …


Contacting Recap• Do your research first – observe & learn

• Be unique, create a unique experience– Use Pandora (thanks Craig Fisher)

• Tell a joke – get a laugh

• Ask questions

• Have a genuine desire to understand

• Gather data– “Use data to source for culture, it doesn’t lie” – Fisher – Crystal Knows, The Charlie App, Riffle, Spokeo, Facebook


Before we leave, the best time to send an email

• In the middle of the week (Tuesday to Thursday) & in the middle of the day (1-3 PM) is when people are most engaged with their inboxes.

• The worst days are Saturday and Sunday – Source: Ben Smith - Analytics, Best Practices, Campaigns, Engagement

#SourceCon Spring 2016

ManpowerGroup Solutions | Wednesday, May 3, 2023 22

• Presentation by Shannon Pritchett• @SourcingShannon• linkedin.com/in/SourcingShannon• facebook.com/svancuren• [email protected]

Thank you SourceCon, you we’re good!

Recruiting & HR

Practical Tips to Identify and Engage Talent-Pritchett