Archive for the ‘direct sourcing’ Category

to @tweetbergh, for everything

P1040164Two-and-a-half years ago I joined Randstad Sourceright to build a world-class sourcing centre to cover the Europe, Middle East and Africa region. That time, early 2013, we had nothing yet in place but a strong ambition to build a brand new, unique and highly value-add service line, the so-called Centre of EMEA Sourcing Expertise (aka #rsrsrc), and to bring in and spread the love of all things of sourcing within Randstad and its clientele.

As per these days, I am joining a new role within my company and leaving the centre with a well-established, high-size and super professional sourcing regiment that is ready to rule the world – or least the region. (more…)

Facebook is changing the graph and introducing a new, keyword-based search engine. This may result a way to run more complex Boolean syntaxes in the future, however, as an immediate effect, has blocked the old-way graph search possibilities. Remember the story when we asked questions like ‘people who studied at xyz’? Yep, that has totally gone with the new search engine…

This change has created the need to summarize the old-way graph search method as that is still running – but in the back-end. You though have to memorize and use the below commands to retrieve the results but hey! that is not a rocket science just bear with me for some time. (more…)

Nothing shows better the infancy of a profession (professional field or domain) than the lack of in-depth discussion and argument around its basics. Think about all the new recruiting sciences such as big data, candidate experience or so: thousands of practitioners are echoing each others’ thoughts without providing less than little value and real expertise on the bottom line.

This is of course the case with sourcing, still, today. Too few experts really understand what and what not sourcing is.

A giant though, Glen Cathey, has recently proposed a new universal definition of sourcing, and while sourcing is certainly a big mess in the minds, no one took the time (or got the inspiration?) to argue with that. Is it because we all think Glen is ultimately right? There is nothing to add to that? Does that definition describe what you (yes, you, Sourcer-Reader) do day by day? Are you happy with that? Are you happy with the limitations of that definition? Does that make you successful? You feel good? Nothing else you want to achieve? (more…)

This is the prezi I have created to help you get my newest top sourcing materials.

I have been fortunate to discover some amazing Facebook search tricks. You will also find a new Google Custom Search Engine (CSE) which x-rays Facebook for fans and likes and comments.

Check it out and let me know your thoughts!

PS. The email piece is definitely amazing. Will it change the whole candidate communication in sourcing?? What do you think?

Facebook has got a ‘See friendship’ function which is meant to show your mutual friends with any of your friends. You can easily find it on a friend’s timeline.

The scary thing is that this feature (its URL) can be applied for any of the Facebook users so it can be a rather powerful sourcing tool when looking for colleagues, peers and other employees of a company! Facebook, we love you! 😛

Let’s say we are after support engineers at Microsoft in Netherlands…

As we need at least one name (candidate) for a start go for LinkedIn and do a quick search. You will get some good results by using a basic search string but say, it is not enough for now. You want to find more of these guys or even more: you want to find all of the support engineers at Microsoft Netherlands. (more…)

The only thing that makes a sourcer optimistic is the belief that people make mistakes.

I have been trying to source from Facebook for quite a long time and it has always seemed to be a mission impossible for me. However, the hope that one day we will be able to identify candidates from that 800m+ Talent Pool made me simply too hungry and desperate to not give it up.

Here I share a few new tricks – which I believe have not yet been discovered before – how to retrieve the publicly available data on Facebook.

(While it is nice to imagine we are dealing with secret intelligence here it would be way too ambitious to say we are doing any hacking on Facebook.)


What is the primarily goal of a Talent Scout?

You may say: it is certainly the hire.

But can a Talent Scout/Sourcer be fully responsible for the hire if the recruiting mix contains more channels than only the traditional direct (‘passive candidate’) sourcing? Certainly not!

If it is not necessary the hire that makes a Sourcer successful (recognized?) what is the measurement of their success? And vica versa: if a Sourcer seems to be not efficient enough what is the measurement that will tell you why your Sourcer has got stuck?

With my ever first INFOGRAPHIC I present some new measurements that you can apply. I have been working with them for a while and if you are comfortable with this data-driven approach it can be a rather helpful tool to quickly understand where your colleagues are.

Go for it! …and let me know your thoughts.