the foundation and future of sourcing-cathey

Glen Cathey SVP Talent Acquisition Strategy and Innovation, Kforce Author, BooleanBlackBelt.com

Sourcing

Glen Cathey | SourceCon All Stars 2016

A company's employees are its

greatest asset and your people are your

product.

- Sir Richard Branson, Founder of Virgin Group


I am convinced that

nothing we do is more important than hiring

and developing people. At the end of the day

you bet on people, not on strategies.

- Lawrence Bossidy, former COO GE, CEO AlliedSignal/Honeywell


Source: Indeed Inbound Recruiting eBook - http://bit.ly/1QoCPMP

Sourcing


http://bit.ly/1QoCPMP

The proactive identification, engagement and assessment of talent focusing solely on non-applicants (typically "passive" talent) with the end goal of producing qualified, interested

and available candidates.

Source: What is Sourcing? - http://bit.ly/ZvCFdR Glen Cathey | SourceCon All Stars 2016

Source: Indeed Inbound Recruiting eBook - http://bit.ly/1QoCPMP Glen Cathey | SourceCon All Stars 2016

http://bit.ly/1QoCPMP

Source: Stack Overflow survey of 26,086 developers from 157 countries - http://bit.ly/1JaglKW

Inbound Outbound


http://bit.ly/1JaglKW

http://bit.ly/1JaglKW

What does a talent acquisition strategy based

solely or primarily on inbound recruiting reveal

about a company's view on the importance of hiring

the best people?


"I believe that hiring the best of the 10-25% of the talent pool that happens to be looking to make a change when we need

them is a sound strategy on which to build a

sustainable talent-based competitive advantage."

(Said no CEO ever) Glen Cathey | SourceCon All Stars 2016

Source: Martin Warren

Not Everything Requires Sourcing


Critical Thinking & People Skills


Critical thinking is the intellectually disciplined process of actively and skillfully conceptualizing, applying, analyzing, synthesizing, and/or evaluating information gathered from, or generated by, observation, experience, reflection, reasoning, or communication, as a guide to belief and action. It entails the examination of those structures or elements of thought implicit in all reasoning: purpose, problem, or question-at-issue; assumptions; concepts; empirical grounding; reasoning leading to conclusions; implications and consequences; objections from alternative viewpoints; and frame of reference.

Source: CriticalThinking.org - http://bit.ly/1pVER8E

A well cultivated critical thinker: • Raises vital questions and problems,

formulating them clearly and precisely; • Gathers and assesses relevant information,

using abstract ideas to interpret it effectively comes to well-reasoned conclusions and solutions, testing them against relevant criteria and standards;

• Thinks openmindedly within alternative systems of thought, recognizing and assessing, as need be, their assumptions, implications, and practical consequences; and

• Communicates effectively with others in figuring out solutions to complex problems.


http://bit.ly/1pVER8E

http://bit.ly/1pVER8E

If you do not know how to ask the right question, you discover nothing.

W. Edwards Deming,

Engineer, statistician, professor, author, lecturer, and management

consultant.


Who and where are the "best" people and why? What do they "look" like?

What makes people successful in the role/group/company?

Why don't most people respond to recruiters?

Why would someone who isn't looking to make a change respond to a recruiter? Me specifically?

Why would someone who’s currently employed and doing a good job at another company consider leaving the comfort of their current employer and position to work in this role for this company?

Where can I focus for the highest ROI?

How can I be more productive?

Would the all of the right people mention the titles and terms I think I should be searching for?

How many different ways could someone mention the target skills, experience and capabilities?

How can I find people with no digital footprint?

How can I exert predictive control over critical candidate variables so I can find more of the right people more quickly?

How do the various search engines and tools I use actually work?

Where are the best candidates in my search results?

Does sorting by "relevance" help me find the right people?

Critical Questions


A search engine cannot reliably surmise the user's intent from a single query. Daniel Tunkelang • Data Scientist, CTO, Advisor • Former Head of Query Understanding at LinkedIn • Former Tech Lead at Google, Chief Scientist at Endeca


Martin Luther King Jr.

There is an almost universal quest for easy answers and

half-baked solutions. Nothing pains people more

than having to think.


Human–computer information retrieval (HCIR) is the study of information retrieval techniques that bring human intelligence into the search process.

"HCIR aims to empower people to explore large-scale information bases but demands that people also take responsibility for this control by expending cognitive and physical energy."

Source: Gary Marchionini


1. Keyword/title Search

2. Conceptual Search

3. Implicit Search

4. Natural Language/Semantic Search

5. Indirect Search

5 Levels of Talent Mining

Presented at SourceCon 2010 DC – 5 Levels of Talent Mining: http://bit.ly/1QSZqeS


http://bit.ly/1QSZqeS


Give me six hours to chop down a tree and I will

spend the first four sharpening the axe.

Abraham Lincoln


1. Develop your query (hypothesis)

2. Execute your query

3. Review results for relevance, identifying patterns, concepts & false positives

4. Modify your search accordingly

5. Observe changes in # and relevance of results

6. Repeat

Observe

Plan

Do Check

Act

("Grasp the current condition")

Iterative Search Process

Source: Sourcing is an investigative and iterative process : http://bit.ly/1SZVhfl Glen Cathey | SourceCon All Stars 2016

http://bit.ly/1SZVhfl

http://bit.ly/1SZVhfl

Search #1 Cloud



Search #2

(Cloud* OR AWS OR EC2 OR S3 OR CloudFront OR "Elastic Beanstalk" OR IaaS OR PaaS OR SaaS OR STaaS OR vCloud)



Search #1 Cloud

Search #2 (Cloud* OR AWS OR EC2 OR S3 OR CloudFront OR "Elastic Beanstalk" OR IaaS OR PaaS OR SaaS OR STaaS OR vCloud)

Search #3 (Cloud OR IaaS OR PaaS OR SaaS OR STaaS OR vCloud OR OpenStack OR CloudStack OR Azure OR "EC2" OR "S3" OR "AWS" OR "Amazon Web Services" OR CloudFormation OR CloudWatch OR CloudFront OR SmartCloud OR OpenShift OR Zookeeper OR SQS OR "VPC" OR Stackdriver OR Eucalyptus OR OpenNebula OR CloudXplorer OR VPC*)



Photo: "COSMOS 3D dark matter map" by NASA/ESA/Richard Massey

-Exploring Dark Matter- How do you find a Project Manager with EMC

experience who doesn't mention the word "EMC?"

Only he who can see the invisible can do the impossible.

Frank Gaines


("data center" OR "data centers") (move OR moves OR consolidations OR migrated OR migrations OR migrating) (storage OR SAN) -EMC

Strategic Exclusion


20%

80%

Viewed

Unviewed

Where are the "best"

candidates?

Processing Results


Required (Engineer OR developer OR programmer OR consultant) MATLAB (TS OR "Top Secret" OR "TS/SSBI") Bachelor's degree 5 years of experience Desired (C OR C++ OR C/C++ OR MIDAS) (SIGINT OR "Signals Intelligence" OR radar OR "communications systems" OR EW OR "electronic warfare") ("signal processing" OR DSP OR "pattern recognition" OR classification) ("business development" OR RFP OR RFPs OR "RFP's" OR proposals) (TS/SCI OR "sensitive compartmented" OR SCI) M.S. or Ph.D. 10+ years experience

Systematic Search Progressions


187 Results

49 Results

(Engineer OR developer OR programmer OR consultant) MATLAB (C OR C++ OR C/C++ OR MIDAS) (SIGINT OR "Signals Intelligence" OR radar OR "communications systems" OR EW OR "electronic warfare") ("signal processing" OR DSP OR "pattern recognition" OR classification) ("business development" OR RFP OR RFPs OR "RFP's" OR proposals) ("Top Secret" OR TS/SCI) ("sensitive compartmented" OR SCI)

(Engineer OR developer OR programmer OR Consultant) MATLAB (C OR C++ OR C/C++ OR MIDAS) (SIGINT OR "Signals Intelligence" OR radar OR "communications systems" OR EW OR "electronic warfare") ("signal processing" OR DSP OR "pattern recognition" OR classification) -("business development" OR RFP OR RFPs OR "RFP's" OR proposals) ("Top Secret" OR TS/SCI) ("sensitive compartmented" OR SCI)

(Engineer OR developer OR programmer OR Consultant) MATLAB (C OR C++ OR C/C++ OR MIDAS) (SIGINT OR "Signals Intelligence" OR radar OR "communications systems" OR EW OR "electronic warfare") -("signal processing" OR DSP OR "pattern recognition" OR classification) ("business development" OR RFP OR RFPs OR "RFP's" OR proposals) ("Top Secret" OR TS/SCI) ("sensitive compartmented" OR SCI)

(Engineer OR developer OR programmer OR Consultant) MATLAB (C OR C++ OR C/C++ OR MIDAS) -(SIGINT OR "Signals Intelligence" OR radar OR "communications systems" OR EW OR "electronic warfare") ("signal processing" OR DSP OR "pattern recognition" OR classification) ("business development" OR RFP OR RFPs OR "RFP's" OR proposals) ("Top Secret" OR TS/SCI) ("sensitive compartmented" OR SCI)

(Engineer OR developer OR programmer OR Consultant) MATLAB -(C OR C++ OR C/C++ OR MIDAS) (SIGINT OR "Signals Intelligence" OR radar OR "communications systems" OR EW OR "electronic warfare") ("signal processing" OR DSP OR "pattern recognition" OR classification) ("business development" OR RFP OR RFPs OR "RFP's" OR proposals) ("Top Secret" OR TS/SCI) ("sensitive compartmented" OR SCI)

RESULTS

12

16

6

2

6

SEARCH

1

2

3

4

5

Systematic Search Progressions


Big Data


The real power of "Big Data" isn't the data – it lies in the discovery and communication of meaningful patterns in data (aka analytics).

Source: HBR - http://bit.ly/1JlEGJA Glen Cathey | SourceCon All Stars 2016

http://bit.ly/1JlEGJA

http://bit.ly/1JlEGJA

"When every business has free and ubiquitous data, the ability to understand it and extract value from it becomes the complimentary scarce factor. It leads to intelligence, and the intelligent business is the successful business, regardless of its size. Data is the sword of the 21st century, those who wield it well, the Samurai."

Jonathan Rosenberg, former SVP of Product Management @ Google


Comment from Ph.D. in Machine Learning:

"I am not convinced that you can automate the insight part. I work in a large corporation and we have a very nice "big data" infrastructure (we have had an analytics platform for years). The biggest challenge is finding interesting questions that we need answers for. As a Data Scientist (background in machine learning, optimization, data mining etc.), I am not a domain expert in any of the business units that generated the data. If I don't know what questions are, how can an algorithm that I write get me insights? In summary, we always need someone to generate hypotheses and data will help us verify that hypotheses."

Questions Sourcers Can & Should be Asking − Where do our best employees come from?

(specific schools, companies, industries, etc.) − What is the “DNA” of our best employees?

(degrees, prior experience, backgrounds, demographics, personality traits, interests, etc.)

− How can we more effectively and consistently find and recruit our ideal employee profile?

− Do we really need to hire people with prior industry experience?

− Should we biased against “job hoppers?” − How can we leverage assessments to increase

our quality of hire? − Does our interview process really “work?” − Where are our talent gaps today, and what

will they be in near future? − What are our most effective sources of talent,

and why?


Access Doesn't Make You An Expert

0

1

2

3

4

5

6

7

8

9

10

0 1 2 3 4 5 6 7 8 9 10

Facebook

Searchability

Dat

a D

epth

Talent Warehouse

Job Boards

LinkedIn

Internet (Resumes)

Many ATS’s

Twitter Internet (non-resume)

Sourcing ROI

Presented at SourceCon 2010 DC





0

1

2

3

4

5

6

7

8

9

10

Facebook ATS/CRM InternetLeads

InternetResumes

Twitter LinkedIn Job Boards TalentWarehouse

Data Depth Structure Searchability

Source Data Analysis





0

1

2

3

4

5

6

Source

Resume DB LinkedIn Social Internet Research Cold Calling Job Posting Referrals

# o

f C

lose

ly M

atch

ed

Can

did

ates

Per

Ho

ur

(x1

0)

Speed of Identification





Referrals

Career Site

Job Boards

ATS

LinkedIn

Social

Internet Search

Bright ShinyObjects

Source of hire

Where Should You Focus & Invest?


Amybeth Quinn @ResearchGoddess

Tools will come and go, but critical thinking skills are what give you a solid professional foundation

and will allow you to exceed no matter what

you do or where you go.


A fool with a tool is still a fool. Grady Booch

People Skills

People Skills

The basic architecture of the brain ensures that we feel first and

think second.

Joseph LeDoux

Neuroscientist

Source & suggested reading: Start With Why, Simon Sinek Glen Cathey | SourceCon All Stars 2016

http://www.amazon.com/Start-Why-Leaders-Inspire-Everyone/dp/1591846447

Facebook's Hiring!

Source: Facebook's Hiring Surprise, by George Anders

Facebook's money engine is built on advertising. Even in the highly automated

world of online marketing, it turns out that making deals come together still requires a human touch. Facebook's

hiring priorities are a wake-up call regarding the importance of human

connections.

Source: Facebook's Hiring Surprise, by George Anders - http://bit.ly/1oQnIPV

- George Anders

http://bit.ly/1oQnIPV

http://bit.ly/1oQnIPV

• Psychology

• Rapport

• Verbal vs. Nonverbal

• Framing

• Elicitation

• Persuasion

• NLP

The Art & Science of Communication If you are in sales (recruiting), you make your

living by talking. If you were a pilot, you would attend years of flight training school

and many hours of simulator training before you were allowed in the cockpit of a jumbo

jet. If you were a lawyer, you would intensely study law for several years and have to pass

your state’s bar exam to ensure your proficiency. If you are in sales (recruiting), you need to study language and perfect your use

of words because your most important competitive weapon is your mouth!

Steve W. Martin Sales Consultant

Source: 2015 LinkedIn Talent Trends Survey of over 20,000 fully employed workers in 29 countries - http://linkd.in/1FLaMPa

You *Should* Have a 73% Response Rate


Impossible is just a big word thrown around by small men who find it easier to live in the world

they've been given than to explore the power they have to change it.

Impossible is not a fact. It's an opinion. Impossible is not a

declaration. It's a dare. Impossible is potential. Impossible is

temporary. Impossible is nothing.

Muhammad Ali Glen Cathey | SourceCon All Stars 2016

Be Human Glen Cathey | SourceCon All Stars 2016

Rachel Nabors, Web & UI expert

Ain't nobody got time for that


5 Steps to Recruiting (or Sales) Success

1. Developing the relationship

2. Creating/identifying the need

3. Preventing/overcoming objections

4. Filling the need/providing benefits

5. Advance/close the sale

Source: ERE - http://bit.ly/1WBFEZp

Ideal Recruiting Process


http://bit.ly/1WBFEZp

http://bit.ly/1WBFEZp

Most Recruiter Messaging

1. Filling the need/providing benefits

2. Developing the relationship

3. Creating/Identifying the need

4. Preventing/overcoming objections

5. Advance/close the sale

Common Recruiting Process


See SourceCon: Best Questions You Can Ask to Source & Recruit People: http://bit.ly/1LAKgsR

1. What can you tell me about the specific work this person/these people will be performing and who they would be working with?

2. What does the future look like for this role/opportunity?

3. Why would someone who’s currently employed and doing a good job at another company consider leaving the comfort of their current employer and position to work for 1) you, 2) this role, and 3) this company?


Candidate personas are fictional, generalized representations of your target talent, divided into unique segments that group current situations, what they do, goals (what they want to accomplish), motivations and attitudes into groups. Personas can:

• Help you better understand and relate to the people you are trying to source & recruit as human beings and not just potential candidates

• Allow you to strategically tailor your approach & messaging content to the specific needs, behaviors, and concerns of each persona to increase response

Adapted from Hubspot and Krux SMB

Source: Bufferapp.com http://bit.ly/1pcEqUu

Candidate Personas


http://bit.ly/1pcEqUu

Talent acquisition campaigns

Recruiters’ social media profiles

Training

Career website

Onboarding Job descriptions

Employer branding projects

Sourcing strategy

Application process

Social media strategy

Personas Have Multiple Uses


Why should & would anyone give

you any? Glen Cathey | SourceCon All Stars 2016

Referrals

Suggested reading: Start With Why, Simon Sinek

Source & suggested reading: Start With Why, Simon Sinek Glen Cathey | SourceCon All Stars 2016

Improves performance by design

Requires high repetition

Involves immediate and continuous feedback

Is mentally challenging, not mindless repetition

Is hard work, targeting what you’re not already good at

Focuses on the process, not the end result

Requires metacognition

Involves continuous improvement

Source: Talent is Overrated, by Geoff Colvin

Deliberate Practice


Deliberate Practice

Glen Cathey | SourceCon All Stars 2016 Image: agilitrix - http://bit.ly/1QOamdz

"Not all practice is created equal. Most people don’t come to work every day specifically to get better at what they do. To become a top performer, you need to set goals that specifically focus on improving your skills and ability." "…the poorest performers don’t set goals at all; they just slog through their work. Mediocre performers set goals that are general and are often focused on simply achieving a good outcome – win the order; get the new project proposal done. The best performers set goals that are not about the outcome but rather about the process of reaching the outcome."

- Geoff Colvin


10,000 Hours


There is no talent here. This

is hard work, this is an

obsession. Talent doesn't

exist. We're all equals as

human beings. You could be

anyone. If you put in the

time, you will reach the top

and that's that. So, I am not

talented, I am obsessed.

Conor McGregor

UFC Featherweight Champion

1. Think! 2. Be curious 3. Ask why? 4. Ask why not? 5. Never settle 6. Be unreasonable 7. Monotask 8. Pursue excellence 9. Experiment 10.Be empathetic

My Challenge to You

1. Drive 2. Start With Why 3. Talent Is Overrated 4. The Talent Code 5. Made To Stick 6. How to Get People to Respond

to Recruiting Emails & Messages - http://bit.ly/1PHY3TW

7. Social Engineering: The Art of Human Hacking

Reading List


http://bit.ly/1PHY3TW

http://bit.ly/1PHY3TW

the foundation and future of sourcing-cathey

Recruiting & HR