Tag: hacker

The 1%ers and Their Poetic Sourcing – My SourceCon 2016 Experience

Posted on by The Organic Recruiter in Employment Value Proposition, Hiring, Interviewing, Latest News and Articles, New Job

 

hackathonOn a very poetic weekend for this Los Angelino as our greatest baseball announcer was sent off to retirement from 67 glorious years of telling stories like no one’s business; he is sent off with a walk-off home run.

This gives me joy as I am here to write about a bunch of other all-stars from the recruiting and sourcing world of which I work with daily. Last week I had the great fortune to go to SourceCon for my second time in as many years. I got there, not as a vendor, but as a user. You see, I spent nearly a decade as an IT recruiter in the staffing world and always* believe once a recruiter, always a recruiter (*if you stay up on your game). So my goal, when I left and started selling recruitment services was to always recruit and stay fresh on my game.

Being a rep that touts free recruiting tools and ideas to their clients seems counterproductive, however I feel it lends credibility and confidence in what I sell as well. So suggesting for the last 5 years to my clients they should attend SourceCon has been a no-brainer to me. Now having been the last 2 years, I can tell you these sourcers are the 1%ers in our industry.

The last 2 years have confirmed I am still on my game but what some of the things these guys and gals pull off is just amazing. I affectionately call these 1%ers the Ultimate Geek Squad. From tools to tricks to Chrome extensions, they have it all plugged in. Admittingly, they do say they use media, job ads and databases, just a lot smarter and don’t depend on the post and pray model of sitting around ands waiting for candidates to flow in as they want to beat you to the rock stars.

Kerri Mills from Indeed was one of my favorites (yes, I loved one of my competitors). Six Secrets to Sourcing Like a Grandmaster was well…masterful. Her ideas of hyper-personalization should be locked in your brain forever, even after (gawd-forbid) you leave recruitment. This idea is “stop templating your messages”. Find out more about your candidate and make them feel like they are the only one you want to hire EVER. She is not saying she does not use templates. You just don’t know it because she is a poet to what she knows about you.

So as I sit here and romanticize the similarities of the Ultimate Geek Squad and their correlations with the great athletes and play by play announcers (like I have been spoiled with like Chick Hearn and Vin Scully of the LA great), I want the world to know that recruiting isn’t, “where are my resumes” or “I pass” with no explanation. Rather, it is all about these ridiculously talented sourcers who find these amazing people and transform them into even better candidates. Like Kerri spoke of when she said, “oops, I got lazy and did not pick up the phone to her hiring manager to which he said I pass”. Then Kerri, who knew this candidate better than anyone, refused to lose this rock star and called the hiring manager and said, “no, you are not going to pass…you will interview him for the reasons of…”. The candidate turned into a hire because Kerri was the grandmaster that knew WHY her candidate was amazing.

Fast forward to the evening Hackathon (dang late after a long conference day) where the eager and the best of the best converge on a challenge to be the next Grandmaster by competing on a req challenge merely to get to the best 16 in the room and eventually the best of 2016. It was awesome to see all these brains get together to geek out to see the best chance to find best 6 candidates and their search strings first. From that point, the 16 are found and hardly anyone left in anticipation for who was to win.

My reason for this part is not who won but the fun of open-source recruiting and how passionate these competitors were. The fact that each person had so much love and so many people wanting to help, it brought back the feeling of love for the game and how fun it is to win as a team and willingness to receive input from others. Recruitment is a team sport and we forget that when our hiring managers are hounding us for “more resumes”. Remember, we at SourceCon are the 1%ers, not coordinators slinging resumes. We have passion for geeking out to find the best PERSON for the job, not as many resumes to get the hiring managers off our backs.

Day one is not over as I haven’t talked about the networking. LinkedIn in is the online professional network of choice, but meeting my sourcing heroes like Shannon Pritchett, Editor, SourceCon, ERE Media, Stacy Zaper, Netflix and Dean Da Costa, The Search Authority to name a short few was priceless. You can have 3,000 connections on LI but talking to these greats just makes it worth it.

As we go into day 2, my favorite speakers were Jenny DeVaughn, Senior Director, Internal Communications, ADP and Maisha Cannon, Global Talent Strategist, GitHub whose presentation on From E! To Google – Missteps, Metrics and Methods just had me at the edge of my seat.

First, let’s talk about Jenny and the idea of taking a chance.  Jenny’s story about ‘do what you want to do at whatever cost’ was hitting me right in the heart through her presentation of Learn From My Mistakes – Don’t Be a Basic ‘Brander’. Her story as a single mom and taking chance was exhilarating because no one with little support can take a plunge into independence. Yes she now works for a huge company, but the fact she tried her own thing was pure inspiration.

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Lastly, there was Maisha who was truly a treat and so warm on stage talking about a common theme of being unique and personal. To borrow one of her acronyms of ADD, be authentic, different and delightful of which she was to an exponential degree.  Going back to one of my initial thoughts of people aren’t resumes, Maisha focuses on knowing these candidates and equally important, having the hiring managers on strategy sessions (you call them intakes) and making sure the hiring manager is engaged weekly. To quote her reply to my tweet from her, “Craig. If the HM [hiring manager] says 45M a week, it’s a good time to say…We have a problem.”

In closing, my take-away from SourceCon and the great athletes and sports announcers of old is let’s respect the people that have laid the foundation, work on making it greater through open-source and always remember, candidates aren’t resumes, it’s the story you learn about your candidate that is poetry to the candidate and hiring manager. Let’s follow the steps of the great Vin Scully after 67 years of poetry for the Dodgers and make all our players legendary.

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Some Special connections I made and you should too:

~The Organic Recruiter