sourcing ROI calculator [TOOL] #sosueu

Great companies starting their journey of building an in-house sourcing function are usually aiming for cost saving in the first place. This is the most regular answer they give when interviewing them: become less dependent of 3rd party agencies and thus to save cost on agency fees.

This is an obvious drive behind such a capability build although gaining a real financial advantage via sourcing is not that obvious.

There are some pretty traps here that corporations often accidentally fall into so I decided to gather them and share back with the community. Hope this will help some of you shape better (and more consciously) the sourcing journey.

Continue reading “sourcing ROI calculator [TOOL] #sosueu”

What Tinder, Grindr and Co can teach us about sourcing?

romantic fantasy with much love and some blood

A good friend of mine, an exceptionally talented young sourcer, let’s call him Bobby Curaçao, is present on almost each and every dating site. Well, these are not websites, as I was corrected by Bobby, but mobile apps with usually no (or not too developed) desktop applications. Who knew? It is, as he calls it: true love straight into your pocket.

Now, I must admit, in the last, say, fifteen f61688f19df951b2e9a3ad075497d24byears, I have totally lacked any reason to try out these apps (and btw I AM still lacking, ok?), so all the things that Bobby recently showed me were quite new and surprising. Wow!… these present days must be very pleasant and interesting to a twenty-something years old guy…

Anyway. We are not here to talk about love (and btw you should never talk about love, as Bobby often reminds me, ha!).

Continue reading “What Tinder, Grindr and Co can teach us about sourcing?”

designing the ever-best sourcing function [PREZI]

This is the pair post of my very last one: 25 questions you need to ask before setting up a sourcing function. No, I am not [yet] fully addictive to blogging, however, as the previous post was pretty lengthy I thought it might be handy to have (more or less) the same content but in a prezi style. Hooray!

So… here you are. Feel free to show your boss when trying to convince them why to build an in-house sourcing team. Plenty of reasons, my friend – everyone is doing it now. Right now!

Continue reading “designing the ever-best sourcing function [PREZI]”

25 questions you need to ask before setting up a sourcing function

Setting up any sourcing function (in-house, agency or an RPO-type megacenter) is a massive exercise.

Many think that hiring a handful of experienced sourcers will make the game. Great sourcers know what to do (and how) and their previous expertise will automatically solve everything.

Others more believe in focusing on the continuous learning and development part of sourcing. top-25-logoThese leaders are often aiming to build a sourcing SWAT team that is perfectly trained on the latest and newest trends (and tricks and tips and armed with techs). While there is nothing wrong with this (really, nothing! it’s great) the story just should not have an end here.

Interestingly, only a few leaders realize that sourcing is actually a service and as such it is not enough to only focus on the people and the tech/training sides but “boring” things like service level agreements, communication plans, products and deliverables, measures etc-etc. (things that usually characterize any other business services) should all be in most-focus for the sourcing leader, too.

Continue reading “25 questions you need to ask before setting up a sourcing function”

#OldMeNewMe (Part I.)

This is the story of the last 3-4 months when I switched off from work and decided to reboot the engine of my life.

I resigned from Randstad at the end of July 2016 (producing my ever longest sugar sweet emotional farewell video) and joined GE in a refreshing and brand new European Sourcing Lead role.

Continue reading “#OldMeNewMe (Part I.)”

it’s all about technology… oh wait! it’s not [SLIDES] from #intelligence16

I had the great pleasure to present on Textkernel’s 15th birthday conference in Amsterdam. Imagine a room with some 3-400 attendees and with presenters coming from all parts of the world of technology. Among these super-smart professors and other top speakers like Glen Cathey and Bill Boorman I was playing the grumpy role of the devil’s advocate. One always needs to go against others, right? 😉

Below is my script, thoughts and slides about how I see sourcing technology today.

—enjoy!—

slide 1slide 1
Whenever I speak about sourcing people get excited.

As excited as for a long time I thought it was… because of me? Maybe it is my personal impact on people or the very passionate way I speak about this profession. Feeling so sweet, right?

Well… after a while I had to understand I was not any close to reality. When people understand I do sourcing they get excited not because of me but because of this…

Continue reading “it’s all about technology… oh wait! it’s not [SLIDES] from #intelligence16”

Those 40 must-have sourcing tools… my #sosuasia slides

delegates2x505x235It was an amazing experience presenting on #sosuasia last week!

Although we hear way too little about the guys and what they do in Asia, it is so impressive to see how much keen they are to implement and develop sourcing within their Talent Acquisition function. Being a late joiner in a game does not necessarily mean that you are late to win. It simply gives you the opportunity to not go through the same mistakes that the pioneers had to and also gives you a more sophisticated approach as you can already leverage the essential experience of others. Like the youngest in the family – huge advantages!Continue reading “Those 40 must-have sourcing tools… my #sosuasia slides”

How many CVs does your Sourcer [really] need to make?

This makes me crazy: some recruiting leaders determine totally ad-hoc productivity targets for sourcers, often, without understanding what the business really needs and what can be a realistic requirement. Ridicule! It looks like sourcing is only a number game and these leaders love to hear those (usually super rare) stories when sourcers make 20 (or even more) qualified, interested and available candidates (QCV) on each and every week.Continue reading “How many CVs does your Sourcer [really] need to make?”

#thebalazswins – the absolute sourcing duel with @jimstroud

Sourcers have to develop new skills every day. Searching, stalking, cracking, little coding, becoming a marketer and a sweet negotiator – and it is all not enough anymore…

…they have to be cool actors, too! 😀

Watch the below and share the love of sourcing – and certainly, don’t forget to use the right hashtag: #thebalazswins

My Ever First #SourceCon Experience

It all starts with that super-long journey: taking those pretty uncomfortable extra miles on planes, in taxis, queuing here and there sometimes for hours, those thousands of foreign faces you randomly meet while getting lost in time zones, languages and emotions. The feeling of cold and hot in the same time. And then… welcome to Dallas!

This all puts your excitement on fire. You are super exhausted but extremely excited to see all the things that will be happening with and around you the next days.

You do it for a purpose: you need to live through that experience, to try and immerse into the deepest life of a SourceConer. You know that lifestyle exists but don’t know yet what is that all about.

12038367_10207792644319290_2501196093921517841_nThe very first thing you realize: these are probably the most warmhearted and open-minded people
living on the planet
. You are immediately welcomed, you are IN and with your badge you have got your life-long ID to this large, crazy but lovely family. Your secret Twitter list containing those very best sourcing and recruiting legends here suddenly goes live.

Sourcers must be the greatest liberalists on Earth.

And then you join the conversation. SourceCon is not anymore the forum of geeks only. This is probably the widest range of all-type practitioners: researchers, sourcers, recruiters, leaders and so on. Buyers and providers. Everyone is involved; everyone has got to do something with sourcing. Sourcing is the reality of recruiting.

You are amazed by the diversity of the definition of sourcing. No one agrees. Not even clear what we mean under the word ‘sourcer’. This can be a lead-generator, or someone that runs engagement, too, working only with ‘passive candidates’ (does that exist at all?) or to manage the entire candidate generation funnel, all channels… There is no one receipt. But there are success stories (and challenges) on all sides.

Hey! this is the best in all of it: this kicks off passionate discussions, warms up arguments, widens your thinking horizon, challenges your “written-in-stone” statements, your beliefs. This is an evolutionary thing and we are, I think, somewhere in the middle. No need yet to agree but we all do it, I believe, to get closer to a universally accepted definition. Time will come.

Sourcing is still a new profession and this is how we all form the content of that. Every contribution (even the smallest one) counts. For me, this is the very mission of SourceCon: it makes the community build and define and set up the basis (the ultimately agreed basis) of this new profession.

By listening to the great Shannon, you understand that sourcing is not that complicated. Basically, sourcing is simple. No, I would not say easy but sourcing is something you can learn and develop into. Do not only focus on tools but sharpen your logic, make the necessary shift in your mindset, get the approach – or hire good sourcers!

But who is a good sourcer? Well, this is what I think about it, but you’d rather first ask the question from yourself: what do you want them to achieve? What do you want them to be accountable for?

12033141_10207792646039333_5515605919427109025_nIt’s been a recurring theme on SourceCon this year that how we should measure sourcers. Certainly (see above) there is no one solid solution but probably the most important take away is that be most consistent. If you make your sourcer generate only prospects you may not want to measure them against making hires. Understand the sourcer’s input in the entire recruiting value chain and build the right expectations and measurement around his deliverable.

Your lead-generator sourcer’s only deliverable is making highly qualified leads. Nothing more but nothing less. If then the one who will convert these leads into candidates is happy with the quality of leads that’s where and what your sourcer should be credited for. Do not try and make them become responsible for anything else as they have got zero control over the rest of the procedure.

Understand that recruiting is a chain of constant decision making activities and the one that makes that particular decision in the process can only control and be accountable for that step. Otherwise, you set your sourcing team for ultimate failure. And based on many of us experience, this failure is coming on longer term – you won’t probably spot it right at the beginning. Listen to us!

No, you want your sourcers to be accountable for hires, right?

Well, then build the set around them to be able to control that. Give them every candidate (including applicants, referrals and those directly sourced ones, too) to manage so that no one else but they will be making the only decision around which candidate will be moved into the funnel. This is the only way to build hiring-close responsibility to your sourcers – think about it! Is it what you want to achieve? You make that decision.

Interestingly, and this is my final reflection from SourceCon this year, there is still little discussion around how to improve the sourcing delivery. The conversations I joined were trying to get to this point from a recruiting perspective by placing the sourcing delivery into the end-to-end selection procedure as one action, one process step.

This is somewhat understandable but bear in mind that you’ve got to understand all the sub- and micro-steps and actions your sourcers are doing during their very own procedure. That is the only place where you will find the key to bring in efficiency and improvements to sourcing: are they mastering at searching? can they engage well? using the right messaging? is there a need to bring in new technology, training? etc. As long as you only see the numbers at the two ends of the funnel (# of candidates added to the long-list and # of recruiter interviews) you will have little insight on what to change in the sourcing engine.

It is gold and, I think, the only logical next step to evolve our profession. Spend quality time with your sourcers to understand the nuances of their sourcing procedure. This is how you will be able to not only manage but lead your sourcing team.

This is how you will most integrate sourcing into the end-to-end recruiting cycle. And how you will get there to see the extremely best impact sourcing can make in your business.

Long live to SourceCon and all the ones around! Thanks for this superb experience!

 

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