Building A Proactive Sourcing Pipeline | Talent Connect San Francisco 2014

how many folks in the room are sorcerer's or have sourcing as part of their responsibility whoa I got all the sources in the room this is great my name is Carmen Hudson by the way because I will forget to do this I will always forget to introduce myself so I am a consultant with an organization called recruiting tool box and we're a very small firm we help companies do everything except to recruit we help them think about recruiting we train the recruiters between hiring managers that kind of stuff so I get to talk with recruiters all over the country and lately and in places outside of the US and sourcing is a hot topic and if I can judge by the number of people in the room this is going to be very useful so I would like to start by first just talking about a few rules of the road we're going to start by introducing the panel I have a few questions that we've already sort of pre talked about a little bit over drinks and a couple of phone calls and they're gonna share a little bit about the interesting work that we do this is a very very very diverse panel and then I want to make sure that we open it up to you guys for question questions and this is a rare opportunity to interact with some very talented and distinguished folks in her industry so we've got everyone on this panel from from Brian who is we can call him a newbie can I call you a newbie sure all right we'll call you a newbie but who has deep deep experience in attracting talent in very unique ways for an organization that kind of gives him free rein to do what he needs to do to Rebecca who is from Australia so she's from Atlassian and she'll tell us a little bit more about her role and how they handle pipelining and why they do pipelining we'll get to hear some of her stories and then we also have the great honor to have Glenn Guttmacher on our panel as well Glenn I have known for years and years and it's probably one of the most talented sorcerer's in the world so it's pretty cool to have him here and last but not least we have Peter Burke motto out of Lockheed and he hires all the super-secret spy hacker people building strange things that you see in the movies and so he's got some great stories to tell about pipelining so I want to start first of all wait before I my first question though I have to do a shout out so I think this is the first ever that this has ever happened that LinkedIn but we have someone that we have to say hello to and that's Brian's mom she is in the audience shout out to Brian's mom I think it's the first mom ever who like asked to come to a recruiting conference so just you know that she's here and we want to do her son proud and we were very happy to have you and we're very happy to have Brian as part of the panel so I can if I can ask each of you to talk a little bit more about your company what you do the kinds of folks you pipeline and maybe a little bit about your approach and then we'll look deeper into that as we go on questions thoughts hold my horses you want to do something different all right we're good oh I have slides too I'm good at this here we go that's me that's the one haircut ago which this is like about a week old by the way it's rocking afro all summer so Brian let's start with you since you're the first slide there so my name is Brian Murray I'm the director of talent and culture at a social media marketing agency based in New York City about 45 full-time employees ultimately my my role is both recruiter so getting great people to come to us and then on the other end it's retention so I'm a full-service generalist HR person but a lot of my role has been in the past three years in recruiting so likable as it says is a social media marketing agency works with fortune 500 brands doing great work with a focus in content development developing things and put things out there on behalf of brands that are gonna help drive their business goals I was featured last November in December in Mashable and Business Insider and because I'm likely the only person who has used snapchat as a way to engage and drive applications I tell you a little bit about it it's pretty simple they apply to likeable they get to pick that spit back an email it says hey you know you should if you want to follow up do all these things and and one of them is you can snapchat bright anybody in the room use snapchat for recruiting got a couple folks who have actually tried so it's awesome it doesn't really make sense for all roles but considering that we are looking for people who are into social that understand Twitter that understand all the different platforms are are for communication it's been a great way to get people to rise to the top and then in truth I'm working with a really small budget I mean all of my sourcing all of my people have come to us through social it's through LinkedIn it's through finding me it's through finding other employees it's the biggest part of what we do I mean I ultimately have a recruiting budget of about $15,000 a year which about half of it is wiped out by LinkedIn which is great but and very very important but all of everything else I do is pure just finding people talking to them awesome thank you we'll dive a little bit deeper into some of those social tactics so let's go to Glen since that's the way the slides go and I follow the slides unless you want to switch seats Rebecca so a Vinod is does high end IT solutions exclusively on the Microsoft platform we were founded by Microsoft and Accenture who still own our company and we've got about 20,000 employees half of them are in Asia who are technically Accenture employees but they're dedicated to our projects so we're always looking for those technical developer solution types that have that nice blend of consulting soft skills and our technical skills awesome great and as I understand it you have built a team that essentially works as a sourcing RPO team that you work with exclusively in China and another team in India yeah so we have what we like to call an internal RPO model so we've trained a whole bunch of sorcerer's offshore they're all in China actually currently on onshore doing online sourcing methods and then those leads come to a jr. calling team on our onshore team to do the initial phone screening that's awesome so you the the variety here we have a one-man show and then we have someone with global teams to do this work so we're all doing it in a different way this is why this panel is so fascinating very cool thank you well dive more into that a little bit more about Glen we'll go back to that slide Pete hi I'm Pete Boone yato and I work at Lockheed Martin we're a small startup company some of you might have heard us rock star the largest defense an aerospace company in the United States and and globally and we have about a hundred and sixteen thousand employees and since 2007 I've solely been dedicated to passive pipeline building specifically for cybersecurity professionals with all types of clearances and certifications so it's really unique it's a small group called strategic sourcing that's about five people inside of the bigger talent acquisition group there's about roughly 127 total recruiters at at Lockheed Martin we give or take so the big challenge I have is I'm trying to find the people that really if they're good at what they do they don't really have a web presence or what they put on LinkedIn is probably not what they're really doing so it's but don't get me wrong I use LinkedIn a lot so it's a challenge it's a lot of fun any scandal Watchers in the room yeah so he hires b613 right it's awesome thank you a little bit more either confirm or deny that we could confirm or deny and Rebecca last but not least certainly I'm so hi everyone I'm Rebecca I'm from Sydney Australia so I should say g'day y'all it's a pleasure to be here I'm from a company called Atlassian has anyone heard of Atlassian before his products so we're headquartered in Sydney we have around a thousand employees globally including here in San Francisco the massive challenge we face in terms of recruitment is that we have a huge growth so experiencing about 40 percent year-on-year growth and you can imagine what that means for recruitment and for talent growth so I have a few stories and to share with you today but super excited to be here with the other guys too it's awesome so let's let's let's stick with you Rebecca we you guys were able to share with me some pipelining projects a-to-z that you led that actually led to success and successful hires so I'd like to understand what that means for you and sort of what the project was and how long it took and what were some of the dirty details so my role at lasting is twofold basically I look after grad recruitment globally and I also look after global campaigns what that means is I support the experience high team in large scale or volume recruitment campaigns which sort of similar to guerilla marketing the - I guess successful stories we've had in terms of pipelining one would be a graduate experience this year I was tasked with growing the grad program from an intake of 18 to 40 and in the developer space so the war for technical talent in Sydney is probably as I imagine over here it's incredibly hard to find good talent especially in the grad space so I thought we need to expand our search globally and I had a really good feel about New Zealand as an emerging talent market so I devised a campaign where we went to New Zealand we visited five universities over nine days and I came home with 10 grad hires that was nine months ago I've lost none in the in the process so that was a super successful campaign the other thing Atlassian is renowned for is kind of big bang out there gorilla recruitment campaign I have been involved in a couple and a story that I can tell which is not actually my campaign but was super successful is that we went to Europe in 2012 and we launched a campaign called Europe becoming two serial geeks and essentially it was a campaign where we aimed to hire 15 developers in 15 days across three or four year penis cities last team drove a bus through every city we had developers doing interviews on site and we actually made more than the 15 hires and we relocated 17 people to the Sydney office the success in that campaign was absolutely due to virality it went crazy in terms of the campaign concept and spread throughout Europe we were simultaneously lucky with the timing given that the European job market wasn't what wasn't great at that point in time but the campaign was a fantastic success we had over a thousand applications in four weeks so from a pipelining perspective you know it was incredibly successful awesome did you do anything with so you're able to hire over the 15 that you needed but then you had these other you know 985 flow to we're interested in your company do you do anything to keep them engaged with it last year yeah and you know to this day two days later we still receive applications as a result of that campaign so you know that has the success of that has kept on going and a lot of those candidates who weren't successful at the time have since come through the process and being successful so yeah definitely the keep warm and using those people to keep pipelining into future roles has has been a big part that's great Brian tell us about some of your successful approaches the candidates so there's a couple things I approach my job very much like a marketer I'm working in a unique space where I want to end up being on Mashable and getting likeable recognized for having a great culture and these kinds of things so the first one I mention a little bit was the snapchat idea which has worked really well in number one driving candidates because people that were reading the the quote industry rags were now going what's likable media who are they hiring and and driving people to ultimately the name recognition of our brand the other one has been we're looking for people that want to work at cool places that are doing fun interesting things so are you guys familiar with crumbs like crumbs bakery the cupcakes place right cupcake place I know about that yeah so okay so if you guys if you guys were paying attention to crumbs in July of this year there was they closed right they they all of a sudden one day shut down shopping and it like it was all over the news and and I came to realize through talking to a couple of our employees that it was quite possible that we actually had what we were calling the the last crumbs cupcake somebody in our office had bought this cupcake we had gone ahead and and for whatever reason they took pictures of it for content from one of our clients and put it in the back and nobody ate it and I and I looked at them the next morning I'm like oh what can we do with this we put up an eBay I had one of our copywriters kind of pitch in and do it and write something that was interesting and and and catchy we had somebody else I kind of tweaked a picture and then we found people that were talking about the cupcakes and we and myself and the rest of our team started tweeting at them and we got on like US News and time and Chris auctioned off today old cupcake yeah actually I think the most notable thing was we actually put an original price tag of two hundred dollars on it because what's more conversational than a two hundred dollar cupcake that's a day old but the only thing actually worse is we still have the cupcake and there were bits yeah - which was amazing so the final bid was 205 dollars we actually have never collected it so we sell the cupcake but the amazing thing was it was looking at who are we trying to get into our company we're looking for people that are in tune with what's happening in pop culture that are passionate about social and I wanted to be there and we got all of these places looking at us like USA Today and and and calling and we pitched it as a culture story it wasn't anything else beyond that it was a bunch of people sitting around coming up with this idea and the really neat part is there's a lot of people that are like these people are idiots that's fantastic you just made my job easier because when I'm looking for people I'm looking for people who want to buy into what we're doing and are going wow this is really cool I found this article likeable media sounds like a great place and I want to work there it's creating these stories where people still want to engage with you over time and of course you know going back to the the candidate process of one of the things that I've really done is is is nurture a group that are following me and followed likeable and creating these stories that we have a lot of people that apply and we can't hire them at this time right for whatever reason we know on the spot they're not the right fit they don't very experienced but we want to touch base with them for a long time we want them to find us and keep keep in touch and these stories you don't know how many people were like you know what I applied to likeable three years ago but I just saw this story and they come back so that was a really successful I mean it took no time at all that is amazing I don't know how four how many people out there will some was a tactic like this actually work all right it works for you because it works for your company and what you do it's a it's an incredibly creative write in and your come there's a level of creativity around this and it's getting people engaged around your company no matter what that is so let's let's hear about how you are engaging these b613 errs yeah okay so I I first tackle my main pipelining as looking at it as it's not filling jobs it really isn't in fact I like to tell the people I work with because I'm I face my clients are the people in pipelining as well as the business units as well as those under 127 recruiters because they're they're the one - I need to build a trusted relationship with they need to know what I'm doing they need to buy into the whole pipeline exercise because I like to say once the recs open its past me it's now tactical there's nothing strategic about it any longer so I'm trying to get the need the six-month need one-year need to your need out to keep that pipeline ready to go and so the people I'm talking to you they're everywhere on the continuum so sometimes you know even though you're going after the passive you land on the active so you get people that want a job tomorrow people that don't want a job for a year maybe they're rolling out of the military so you know what their separation date is whatever the case may be so it's it's about branding it's about relationship building and it's about marketing and being in front of these people constantly so that they're you're always in their head Lockheed Martin is always in there how do you do that what are you doing do you email them do you tweet them what do you do so I I rely on something called the phone I like to say old is the new new you'd be amazed how many people don't use the phone anymore and people are surprised when you call them they're like your first recruiters called me like a year so the phone is good email in mail how are you gonna reach out to him what are you saying to them I'm trying to sell the mission more or less cuz you know we're never gonna be the highest paying company out there so I'm going after like what do you want to do where do you want to go and and where do you want to do it because I'm more in it for the long term and that's what I communicate to them it's just like look I'm not trying to fit a square peg in a round hole I don't have any jobs assigned to me I I'm not working off a rack I don't have a script so I want to know what you want to do well clearances do you have how much experience do you like my where do I don't do prep but digital forensics do you want to be a pen tester what do you want to do where do you want to do it because much like real estate what's the three most important things in real estate location location location it's true with hiring - it's more like location timing location but that's and then when they tell me that I keep them on my radar and I and I stay how do you keep them on your radar I'm a hopper so you're know sure it's it's it's tough being a one-person show with that so we're moving more towards a new CRM we're actually rolling out right now smash fly so I can do one smash my family so we can do more one to many forms of communications the challenge with my particular pipeline is these folks really like that hands-on touch so you've got a calendar you got to figure out how you're gonna calendar that how you're gonna maintain that you know when am i touching these people is it once a month once a quarter once a year and then doing that and and we're very lucky we have Marvin Smith on our team who is Marvin I don't know if he's in the room but talent communities when I tell communities I think of Marvin Twitter if you're following talent communities it's just a non-stop flow of knowledge it's awesome so we're gonna be start working together to get our first cybersecurity talent community off the ground so we could then actually send them a lot more information what we're doing in cybersecurity industry related stories that type of thing Tom we talked a little bit about your LinkedIn campaign for folks you're sort of keeping track of folks who actually had taken new jobs yes we were talking about this the other night so when I land on somebody home like oh how this person is great but wow they just went to work for a company axe so I'll send them an InMail and I'll just say why wouldn't you want to work for Lockheed Martin and I'll leave it really brief and I'll just put inside by the way congratulations I saw you got a new job and the response rate is amazing they all could respond a lot of them probably like 90% and they'll silly well nothing to gets lucky Martin I just I didn't know no one called me or I didn't know about that job so it's been really good it's a different approach and I've also taken that approach with our highest attrition group which is the zero to five years so I look at people who are doing maybe their cyber Intel analyst and they've been gainfully employed for two years out of college so I'll target them thinking they're probably getting ready to make a job change or to probably start and look and send them out a little you know tickler message about like hey you know I noticed you have this when years of experience by the way we're hiring for someone just like you in the location you want to be it's awesome great cool so Glenn explained to us your entire organization that you lead how it works we want all the inside skinny so that all these people can copy what you're doing and compete with you they're fun creative things that we all can do and certainly like in diversity I mean if you're not putting in all the girl baby names from 30 years ago into one big Linkedin search in the first name field you're shooting yourself in the foot that's easy so you can also do things like I'm building on what he's talking about there so if you're gonna build a town community you'll have some kind of webinar with an internal subject matter expert who can really talk about what's interesting in that field at that time so it doesn't seem like a recruiting event they're actually learning something in the process and you will get a lot of interest from that but I really think the success around sourcing pipeline is just doing the steady stuff every day and we know how it can work in your schedule things come up things have to get delayed others and it's gonna mess you up if your long-term goal is just continuing to build a pipeline this is why we felt it was very important for us to have an offshore team where they are just dedicated to sending lots of running lots of searches sending in mails using of course very good templates and all the other activities that you would do to try to build people against profiles and that's the other thing don't get your sourcing team caught up with wrecks because that's not going to work as well as having a consistent set of profiles that they know they can continue to funnel against house routine structure and curious you as well Rebecca so we have a global recruitment team and there are around 20 recruiters globally one thing that as we've grown and scaled that we definitely struggle with and need to improve on is how we pipeline as a team virtually and globally I think has as probably many people can share the same challenges the team has grown so quickly the company has grown so quickly that we face a lot of challenges in terms of sharing information pipelining as a team and making sure that we share candidate information what do you use to do that you have a platform we having we have an ATS which of course she doesn't do everything we wanted to do we're in the midst of changing that moving to a CRM as well we have a lot of made-up calls with each other and through the campaign's that we run like the large-scale volume campaigns we really try and focus as a team on doing that globally but again it's something that we have acknowledged you need to improve and we're looking to do over the next 12 months and what about you Glenn in terms of your organization and how you're structured or besides the Offshore's that you're calling team you know I have another about 30 North America recruiters and probably as many in other regions of the world so they're the ones getting those leads teed up to them from the front end sourcing and then and so do you source them or pipeline them up into the point of qualifying them over the phone or when do you do the handoff yeah it's after that first phone screen after that and that's not to say that our veteran recruiters who are also very good sorcerer's aren't doing some of that also but we're trying to supplement that with the historically proven these are the categories we always need people in so let's have a system that gets you know 60 or 80 percent of those leads to what about communications and support around you talked about getting someone to help you tweak the photographs or you talked about writing great templates who does that work well I do because that's important we don't we don't account for that but it's part of pipelining that really is a key important it's not only that you communicate but it's what you're going to hear it doesn't even matter who initially gets but you gotta at least draft something and get it in front of the people who can validate that this is gonna resonate with your target audience so the best thing would actually be to share it with recent hires who are just like the people you're trying to target I set you up for that one I think you also need to one thing we want to do more all these get our hiring managers involved in the pipelining efforts I definitely think that talent knows talent and you know hiring managers need to also be involved in the pipelining process for us and I think they could bring so much into us and of course we can continue the process from there but that's definitely in the agenda for next 12 months as well as how can hiring managers assist us with the pipeline Brian do you rely on your creative team well it's funny I like she said talking to hiring managers and having them understand that you know listen sometimes I'm really good at my job and I'll present three candidates and they're like we like all three I'm like oh this is great so in the future we're gonna hire one let's keep these other two around like how do we connect with them too and how do you build a relationship with them to have them come back when we need them or or or be interested enough that in three months it can happen again so it's I do a lot of that I mean I hear talk of like CRN's and all these things and I'm like wow that would be amazing if I had a team that was gonna be able to do this but for me it's it's using what's available it's like I look at touch points in contact with all of these people I use LinkedIn I am liking things I see a job change and I reach out it the connected app is the best thing in the world if you guys haven't seen it from LinkedIn where it just sources a couple people for you to reach out and touch base with that maybe you were connected with for whatever reason that's been so valuable for me to just those touch points over time so that one again I reach out they're gonna they're gonna respond the other thing that I've learned is using social is such a great thing not only just following them you know at first I thought okay if I find somebody who's great that's advertising that's in marketing I can follow them on Twitter and then you know I'll just know them the best compliment I've been able to pay people is is just a simple favorite or tweet or or a direct message and say hey like I love that are cliched it was great it definitely spoke to me and and just connecting with them so that again when it comes down to reaching out and and having the need that that they're ready to go I have some more questions here I definitely want to hear about speed and scale but I want to stop and find out if you have questions in the audience we've got two mics set up or if you shout I'll try to repeat your question anybody have some thoughts questions I want to share and here in the front how are you tracking the data are you tracking the data well I'll say we don't have a CRM at our company either and so what we've had to do is jerry-rigged the 80s to put in more fields or repurpose unused fields that do things that a CRM should do so that can actually get you a long way toward what you're trying for if you can't afford or otherwise can't put in this true CRM yeah I mean like I said earlier we've been doing this just pipelining since 2007 and we still don't have the perfect metrics to use and at first they said well let's just besides your pipeline but every month we want you to report on interviews hire starts that type of thing too so we we've just put you source codes in the 8 yes to just know who the people were feeding into the system our and up until a year ago we still didn't have a really good solid metric to land on so it was easy for me for cybersecurity I just said well I'm just gonna make one up so I took the three primary job codes you could get hired on that our 100% pure play cybersecurity at the company and I started tracking those and I said okay how many wrecks were filled out of those wrecks how many were filled by internal people or maybe external income and capture so people I couldn't really say you know we been built our bench strength with and then how many were filled with external experienced professionals meaning they came from the outside but they didn't just change badges cuz we won the contract and then I looked at how many of those were filled by people who were developed out of my pipeline for the past seven years and the results were 34 percent I was like hmm I was hoping for too so so that was pretty good because when you think about we had 43 other recruiters working on those types of racks and I didn't fill any of those jobs I simply got the people in the mix that then those recruiters could fill so that might be a metric to think about especially when you have to justify ROI because it's really tough when you're just doing passive Pipeline building these aren't active candidates that's actually tough and a lot of organization is to justify when budgets get tight and you have recruiters on your team who aren't responsible for hires how do you protect them and protect what you're doing and if you guys can share if there's anyone in the audience who has been in that situation how do you say this is important and it's it's like the assist right it's the Dennis Rodman of recruiting he used to be the great assist guy when he was playing for the Piston it's longer rebuy all rebound whatever you call it I don't know basketball I don't want more about football baseball Giants woo I'm just curious how many of you especially the sources out there how many of you have gotten your hiring managers to source for you on social networks like LinkedIn yeah yeah fantastic isn't it great it's like the Tom sort of thing Hey look at how fun it is to paint the fence right then next thing you know they're developing all the leads and you're like I just got a contact them now so relating I would say at the very least you should not even agree to holding an intake session unless those hiring managers connect to you directly on LinkedIn so you can look through all their connections in advance and tell them who you should probably be or at least so they can it's on their radar instead of asking who you know you have a whole list of names and ask them are any of these people right awesome other questions okay we have a woman yes and we were able to justify the idea of a sorcerer we had six months to prove out that this would work and so we and and some a little bit of back history is we basically showed we spend $600,000 in agency fees we said we'll give you two hundred thousand dollars back and we'll prove you know we can make the difference so we have our sorcerer he's here and right now he's just in mailing like a beast and it's alright it's it's working maybe a little bit but didn't know if you had any suggestions like one of them top three things that we could be doing to really develop that strategy so that at the end of six months we can say it's successful and bring him on full-time awesome great question so I think first a question you is what is the priority pipeline that you'd like this person to work on and R&D are two kind of hardest to fill areas so that's primarily what he's working on but he's also supporting and it goes against I think what you were saying right now we have him supporting some of the open racks meaning he's sourcing for an open position in addition to building a pipeline so maybe that's something we need to step away from change it yesterday know if it's technical roles then you need to think about where technical people are most easily found and there are definitely online communities it's not necessarily the big social networks one trick of course is if you are gonna use a general tool like LinkedIn but you're doing a very specific search instead of looking at the first two pages of results go to the last two pages of results because most recruiters are lazy and they don't dig that bar so now you'll be reaching out to people who don't get as many in males as the rest of the list from a social sourcing perspective one thing I tried this year and I'm in the same kind of spaces you with regards to finding engineering R&D talent I experimented with using Facebook LinkedIn Twitter Instagram to reach out to especially the young audience and promote opportunities at last year and what did a grad life look like at Atlassian what's our culture like and it was an epic photo from the point of view that that audience my tag audience was not using social in the way that I imagined they were and yesterday night I was talking to Brian about and Brian's like back here looking at the wrong social channels need to think more about looking at their blog posts or this you know the open-source code base you know what portfolios they have online and it suddenly clicked to me that my view of social sourcing was quite limited in terms of the yet this group of it so that might be one thing to consider is you know I use a lot of meetup communities I also speak to a lot of user groups for example and now I definitely have a look online of portfolios my theory on soul sourcing from social media is not necessarily let's go out and find candidates to interact with it's more let's leverage some of our advanced search and boolean skills to find them and then find their contact information and reach out to them and more traditional methods not using that social media as a communication vehicle more using it more as a database of candidates so just kind of brushing up on your skills around that and following some of these people will give you some ideas on how to do that I think the thing that's amazing is with young students today so many them are producing so much more than just resumes and LinkedIn profiles of producing portfolios no matter what the role is everybody walks out of college now with the with the portfolio and and and it's not just the artists now so there's so much information of like finding these these unique people that have these amazing skills that want to share them share it and it's the the thing that's worked best for me I was looking for again it wasn't like a very complicated position especially in New York City I needed a $45,000 a year videographer I mean I need like a kid out of college that knew how to use Final Cut Pro but and we listed the position and I got way too many resumes I got like a couple hundred and overnight and that was too much but I was doing some outreach and what I was doing was looking for these portfolios and reaching out to people on it and just being personal and saying oh my god I love what you did with that Campbell Soup like Ken and I got a response rate that was astronomical it wasn't just the typical in mail it was like I went further and that's the thing working a little bit harder and spending a little bit more time in it is number one it was fun I was watching videos about Campbell's soup cans and all kinds of weird things um but I was I really got insight into who they were what they wanted to do because their portfolios were just demonstrating what they loved it wasn't just their work but it was what their passions were and for me I need to find people that are gonna be excited to do the work that they're doing that want I wanted a kid that was gonna stay up all night a young man who or a young woman who was gonna stay up all night making videos and I was able to find that and it was through that portfolio search so it's not just like like they said it's not just LinkedIn it's not just Facebook it's not just Twitter it's using these blogs and finding their presence and and seeing solo because the content is being produced so rapidly and everybody's doing it so it's kind of sifting through that kind of stuff Pete I'm really curious about where you might find talent so I try and figure out just weird places people might want to post something that's important to them so I have how many people out there need to hire for jobs whether it's a RN or a Intel analyst or something or they need certifications they CL asked you last Security+ yes SP any any type of certification out there CCNA subsumes wait for this this is great so as you know it's a process you have to study for it have to pay in many cases to get the certification takes time you got to pass a test in some case you have to have years of experience to qualify for it so I started doing this on on Flickr and just saying like man I wonder if any would post their sis P certification and you know they all have handles so you even though the guys like Joe cyber you know ninja hacker guess what on their certification is their full name so I would just once I found that I just pure search them through various ways and and then I tell them I found you by finding your certification on fill in the blank you know Pinterest Flickr whatever and they were really excited about that like wow okay that's that's pretty cool so just trying to do stuff like that I'm sure there's a lot of other things you could look on those types of websites for as well anybody anybody else going out and looking for photos of certifications on Flickr or Pinterest or Instagram that's pretty cool technique I would add to that I mean being very specific about how you found someone that anticipates a question that they all have so some I've seen some really good email email templates where they'll actually put the exact boolean string that they use to find the person and then say this is how I found you and I know this might start the scene like cyber stalking but in recruiting we call it research it's nothing like being wanted right being hunted other questions gentleman back here stand up Mike we all want to hear besides from LinkedIn how do you go about try to find people with TSS sea ice because a lot of times they won't put it all on LinkedIn profile but you can find it in other ways I wonder if you had a unique way or source it's it's mainly just come from a lot of like the market intelligence and research well we've determined if you work for a certain company in a certain location you're gonna have that clearance like for example people in and around the Beltway in DC you're gonna have certain clearances if you work at the Fort at Fort Meade you're gonna have a certain level of clearance it's just kind of knowing that so it's it's not so much the sourcing it's more of the research which goes hand in hand with the sourcing you really can't do one without the other how many people have researchers on their teams to help them with that kind of info or have carved out time to do that kind of work and this by the way goes beyond these tech rolls I mean if you're trying to find people who have very little online footprint on LinkedIn as you know you can just get away with putting your name current title company location that's it and there are a lot of people with sparse profiles like that but hey if you follow Pete's advice I know that if you have this kind of job title you work for this kind of company and you live within five miles of Fort Meade I want you I don't care what else is on or not on your profile so find those names because other recruiters are looking for every other little keyword which won't be there so they don't see those results but you know that they're good we had it we had an opening on our team about a year ago and instead of filling it with a pipeline person like myself we filled it with a with a researcher and we have we're really lucky to have Dean decosta on our team who does the research so I can't find somebody I just go to Dean and say I have a name and he gives me other contact if it's a luxury to have people like that on your team and sometimes they're there wrapped up in as one of the your sorcerer's as well but it is incredible the work that they can do to make you smart about sourcing what's my time let me do a time check how much time do I have another how many minutes 15 more minutes awesome so let's take some more questions yes sure so for each campaign we do we have a unique campaign concept so I'm about to launch an Australian wide campaign in about six weeks and the concept is going to be a pop-up tour where we're bringing the office to or a tastes of Atlassian office to each city by guerilla marketing I guess with the campaign we initially have the concept and then with that goes a whole lot of assets so every campaign has a unique landing page where people can register to attend say networking events or tech talks in each city they can also have a look at job openings we also have physical assets so in the European to our case we had a bus which we drove through each city when we do the Australian campaign we're planning on a car wreck with the big Atlassian Charlie our logo and wrapped around it and then as well as that a whole heap of swag swag is a new term to me when I joined it last June but I'm talking to an audience that knows what that is but we also have a heap of swag which is like t-shirts that are branded we have trucker caps we have you know you name it coasters cups except right everything that goes with it so the virality comes from a lot of press that we do we blog about it externally we blog about internally we get everyone to share it across their networks a failed attempt at the campaign I did when I first started was as well as doing the grant campaign in New Zealand I tacked on an experience hire campaign in New Zealand at the same time and the campaign just didn't get the same level of interest that the European did one for example and I definitely think that stood at the campaign concept so when I think about a successful recruitment campaign for us it really comes down to the branding and how we sell the campaign and we definitely didn't have a catchy enough concept so I think the virality and the excitement around the campaign really depends on the initial kind of Big Bang hey this is the campaign this is what we're doing and from that comes a lot of press and a lot of excitement and a lot of buzz as well do you ever do any paid marketing around your campaigns any paper clicks or retargeting or anything like that for your landing pages no honestly a lot of it is done through our press team or through self I go out through a lot of meetups or user groups and ask them to help me push the message we are experimenting with a LinkedIn email campaign for the first time we will do a drop of two and a half thousand emails across Australia and I'll be interested to see the success of that and and it is a pilot and I hope we'll have some success in terms of creating some volume but we really have a small cost when it comes to actually marketing the campaign so in the way that you recruit does this have an advantage in terms of speed it sounds like it's a little it's very labor intensive and time intensive but it sounds like you're able to generate candidates very quickly once you've launched yeah that's right and often the campaign lead time is around four to six weeks so we pretty much released the campaign released the landing page and then we start receiving incoming applications speed absolutely and it requires a you know the team has to be able to facilitate and process the applications with the Australia campaign we're planning on doing all the pre selection before we go on the road so we'll actually do the final interviews on-site and I think that will attribute to the success of the campaign to come home and say to Scott and Mike my founders hey we made 20 hires during this campaign and we've hired 20 people to site in one month so speed absolutely and it does definitely contribute to our pipelining efforts longer term as well Brian have you used any paid Twitter ads or Facebook targeted ads and anything like that in your work truthfully very sparing I years ago when we were looking for like interns and stuff like that we have done some paid ads around schools but it's not something that we've seen great success with the truthfully I mean I'm talking we were like using Facebook cuz we were targeting targeting college students and things like that but it's not something that I've been able to argue I mean wanted this year I'm trying to get the work with us ads and things like that but it's not something that we've done a lot of it's cool I think we've got some more questions so in a perfect world we all have a team dedicated to only pipelining and not working on active Rex but unfortunately we're not in that situation right now and obviously bandwidth is constrained and we're all trying to fill our current positions as we grow so I'm hoping to understand kind of any best practices on how you make that transition and is it a matter of we need to rip off the band-aid and just put people only on pipelining or can we make that transition successful a very period of time well there's always somebody on your team that calls himself a recruiter but they're really more of a sorcerer so you need to give them opportunities to show what they can do and I think if you position it as let's try this special project for some again try to keep it pipeline focused not wreck focus so that whatever effort they do even if it doesn't pay off in the next month or two it will pay off eventually because those are relevant leads and once you do see the yield from those candidates whether it's sooner or later now you have the ammunition to devote more of that person's time until finally you know it should be able to evolve into a full time sourcing role at the same time if they are good and they can actually train other people how to do stuff you might want to even consider getting someone very junior but very trainable and have good research and curiosity instincts and that person can be groomed along at the same time and that may get you to the full-time equivalent a little faster and you probably can't have an accurate answer but what would you say is that length of time you should give a campaign or a sorcerer or you know a pipelining project time to actually succeed you mentioned two or three months I think this is sometimes where we all go wrong right we want these things to pay off immediately and they don't how much leeway should we actually plan for well I can't go into specific stats but we have a majority of our leads end up being hired one year or more after initial contact so it really can be it should be considered a long-term play Wow so if you technically if you hired a sorcerer and they got to work today a year from today is probably the earliest you might expect it to become to pay off in any significant I think you can get a couple of quick wins but most of your yield will come longer-term that's a that's a significant investment that I'm not sure all organizations know that's what they're making when they bring on board a sorcerer we um have some quick wins which driven by campaigns and those sorts of things but one thing I think would be an interesting exercise to do and which I've spoken to the team about is let's go through old bricks from say two or three years ago let's go through recs where perhaps the role was filled but there were silver medalists for example like what's happening to them now what's happening to the grads who were applied two or three years ago they've got two years or three experience now where are they are so I think you know we don't have a dedicated sorcerer but I think you know the potential of old bricks say one year plus will be an amazing source of talent hopefully absolutely your 80s is one of your most valuable databases that you have paid for already the other questions thoughts comments another one okay how do we all stay in touch around sourcing where there are tons of LinkedIn groups and there is source calm and what else do you guys read and participate in well there are in many metro areas local sourcing groups so depending on what city you live in there may well be either a recruiting organization or a sourcing organization and they'll have the recruiting one may have a sourcing focus so any Seattle people in the room any sourcing seven people in the room we've got a great group of folks in Seattle that actually get together once or twice a quarter to share it from DC and Atlanta also have excellent ones it's great for the front rolls capturing my attention I'm gonna go to this side cuz I've been ignoring this site that's still in the air sure well kind of generic about it but when you pass the pipeline sometimes you get pulled into things that were going after that are very futuristic obviously so got pulled out of my normal cyber pipeline to pipeline a bunch of other types of people for a program that we didn't win and so four months of work we still had resumes but they weren't people that we were able to hire at all so that was like four months of this much productivity from an ROI standpoint so that that that's always looming out there it could happen but at least it was only one person it wasn't twenty recruiters working on that so yeah that was a crash and burn it usually happens when the demand shifts under you and so all of that effort you put in for sourcing now can't be used or even worse you get a lot of great leads and then no one does the follow up calls on those candidates and it's like sitting on a shelf how many people have paid for research and it just sat there on someone's desk or in someone's Excel spreadsheet files never to pay off yep absolutely I would want Alex Pedregon Denis of my collar I think that would really help the result rate what else what have you learned on my end I I mean I'm a one-man team in my time is extremely valuable so when I get now it's it's working with the rest of my team to identify what's actually important what's what's gonna happen next I mean I can't worry about hiring in four months I have to worry about hiring in two months like if you're gonna get me to if you tell me we're gonna need a computer developer like and I'm gonna have to start looking for this type of person to join our team don't switch on me because all of the time like you're gonna drive me crazy and I I had to explain that because I was running into walls where they're like well you know what maybe we're gonna get this maybe we're gonna win this client even we're gonna need to hire this role and I have to look at them I go this takes time we need you need to understand that this is you want great people you want me to find this talent we have to be realistic about you know it's not just your pipe dreams of what what may happen we have to we actually have to have something going in order for me to start doing this so it's it's been setting expectations and communicating that it doesn't happen as fast as they want sometimes and even just touching on that I would say being able to anticipate business needs better has been a big learning we originally used to hire based on a quarter so the business would say hey we need 100 so many people this quarter go for it but often the final numbers weren't delivered to us until we were into the quarter now we have full financial year visibility that things change but it certainly helps us anticipate business needs and from the start of the financial year we can start thinking about longer-term if we made a great candidate we know that in q3 there's going to be in an awesome position that will be perfect for them thank you a great question got angry in the front so for those in the back the questions around have they considered hardcore career coaching as part of their process in sourcing people great question we we have from a grassroots level so for me it's been particularly around women in technology and having a fantastic pool of women in the future to come in to tech roles and so I have started some grassroots initiatives even at the high school level around coaching women and helping them understand what is an interview process to some really simple interview skills the results won't be there for kind of this a three to five year it's a long time to wait an anticipated that that will be a success but I do think that you know targeting groups who are typically hard to find and help him coach them through the process or prepare them for what's to come will hopefully pay off later in the future so I worked for an IT services firm 11 years ago this was I think pretty progressive for back then they opened up their internal online university set of courses to external candidates so if they saw somebody that they thought was good but maybe just needed this extra certification or needed these to business skill courses they would give them the links and let them take it for free I think we have time for at least one more question another one in the front if you're in the back and you have a question the I won't get to you but I just want to make sure I'm being democratic here ratio of sorcerer to recruiter yeah I think you can have one source of support three or four recruiters pretty well if you have Dean decosta you can double that depends on your team right where they are how advanced they are so question is how do you get the attention and the buy-in and the credibility with your hiring managers especially for a new or faster young fast-growing team so one of the things that I've I mean I'm held to it like it's time to hire of like you know need to fill role in you know four we typically are looking at four weeks to hire and if you get me going in a direction and I'm spend two weeks coming into it and your team is dying because they need help it's gonna take me another two weeks like if I waste my time for two weeks to get this in it's gonna take me another four weeks after I about-face and run the other direction to get this and in a smaller agency like we are that you know that that can feel like an eternity and that that can turn a team so it's it's explaining sin that you can't flip up we have to you we have to clearly define what it is we're looking for early on and making sure that the work we're all aligned I mean that's the thing it's not just me it's not just them it's the other people that are that are part of the equation and getting them all thinking the same and feeling the same way and buying into this so that it's not just you know the women's of a hiring manager so it's explaining that then they're gonna waste their own time and hurt themselves if they make me run and then tell me to do it about-face right Pete how do you get so credibility with these super brainiacs yeah and and on a larger scale this is I think true for anyone who wants to try and get off a program that's gonna be pure like passive pipeline building if you reach out to the thought leaders for whatever the skillset is so I'll use cyber because that's what I do I reached out to hundreds of people in our cybersecurity ranks hiring managers program managers project managers people with OHS after their title and I said hey this is who I am this is what I do I am NOT here to replace your recruiter I am NOT gonna source for wreck one two three four five six but if you only what you're gonna be going after and what needs you need to have I will build this pipeline so oh you need forensics people you need malware what or it could be nurses or it could be accountants or whatever the case may be in a location with certain skill sets and then we got them to buy into it and they became we became a trusted adviser them saying okay Wow hey this has some value because then they started to see that it didn't happen right away it was going to take months to build and years but now with with that we started with one person doing pipeline building then it went to two and now there's five of us so you're not going to probably start with the team of five you're probably gonna start with like a team of a half or a quarter and and you could do small pipelines someone could be a regular source or maybe they pipeline just one real niche skill in one city and then when the programs because in HR there that's who the clients are right it's the business unit so when they start to give you accolades of course before with that hunt so I hire ups and they go out let's pipeline thing yeah that's that's pretty cool so but that's how I would tackle it is is you have to get that buy and they if if the managers and the programs aren't on board it's not gonna work but I think we have run up exactly against our time and as I suspect it we could sit here all afternoon with you guys so I really want to thank you for sharing so much you

Channel: LinkedIn Talent Solutions

Views: 27,237

Keywords: Avanade, Lockheed Martin, Atlassian, Likeable Media, Recruiting Toolbox, talent connect, talent connect san francisco, Recruitment (Industry), Sourcing, LinkedIn (Website), linkedin talent solutions, talent solutions, pipelining

Id: GwRpCS2DMpw

Length: 61min 28sec (3688 seconds)

Published: Tue Nov 18 2014