My Sourcing Story : Billy McDiarmid, HR Consultancy

Name: Billy McDiarmid
Country: Scotland
Company: HR Consultancy
Twitter: billymcdiarmid

Q1 – What problems are you currently solving in your role?
The range of disciplines that we cover! I work with a team of 30 end-to-end agency recruiters in sectors including finance, engineering, financial services and legal. Sourcing and attracting candidates is completely different in every sector so I try and come up with best practice that can be used both in those sectors and across the business. I also work close with external clients to solve their problems that cannot be resolved through straightforward contingency or retained recruitment.

Sourcing is … the process of identifying, attracting and engaging with people so that when the time is right it will be easy for them to become a candidate

Q2 – How do you define sourcing?
The process of identifying, attracting and engaging with people so that when the time is right, it will be easy for them to become a candidate! I’m not a believer of the active / passive candidate terminology. People are simply people until they decide to throw their hat into the ring for a position – then they become a candidate. It doesn’t matter whether the have been looking for job or not.

Q3 – Sourcing tools I use daily
Where do I start?
– Our CRM and Marketing platforms Firefish Software and CampaignMonitor.
– For talent pooling I use HelloTalent.
– For social media I use Buffer, Audiense and Canva,
– For data I use DataScraper, Outwit, Import.io, Blockspring and Postman.
– For contact information and engagement, I use Prophet, Lusha, Name2Email, Rapportive and Streak.

Always remember – your competition will stop looking at some point. If you never stop looking, then you will find those that others can’t!

Q4. Can you tell us five people you admire most in sourcing?
There are so many people but the top five would be:

Aaron Lintz – very much a geek in the same mould as myself, and just superb at hacks.
Michael Kelman – one of my favourite parts of the recruitment world is the community, and whether you love Michael or not he has created one of the best for sharing ideas and learning.
Martin Lee – for introducing me to the sourcing community in the first place!
Kasia Borowicz – for not being frightened of calling recruiters out and for always putting the candidate at the core of the recruitment experience.
Randy Bailey – just a great source of information – always willing to share and get sourcers speaking to each other!

Q5 – One bit of sourcing advice I can give to my peers
Always remember – your competition will stop looking at some point. If you never stop looking, then you will find those that others can’t!

Billy is speaking at #sosueu on 27-28 September.

 

My Sourcing Story : Ralitsa Burneva, Amazon

Name: Ralitsa Burneva (Rali)
Country: Luxembourg
Company: Amazon Web Services
Position: EMEA Recruiter

 

Q1. Can you tell us about your current role and what problems you are solving on a day-to-day basis?
I work as a full-cycle recruiter for AWS and support the hiring for our Partner organization across EMEA and for our Nordics Sales teams. AWS is growing at an enormous pace which puts a healthy pressure on us in the recruitment team to find the right people yesterday, in big volumes and at the same time keeping the Amazon hiring bar high and keeping our amazing culture uncompromised.

 

Q2. What are the biggest challenges you currently face as a recruiter/sourcer
I am now working as a full-cycle recruiter for the first time in my life, after several years as a sourcer. It requires a special effort, strict planning and prioritization to still be doing your own sourcing, be creative and up to date with your sourcing approach and at the same time deliver quality service to your clients throughout all other stages of the process.

Sourcing and recruiting across EMEA has its unique challenges and I need to be aware of the specifics of all local markets I touch upon.

On the other hand, the tech industry is getting more and more competitive and fast-moving which calls for speed-of-light recruitment actions. Every day I need to find the right balance between moving fast enough and insisting on the highest standards when it comes to candidates’ skill and cultural fit; between the huge influx of applications we get at AWS and proactively engaging with the people we are interested in.

 

Q3. How do you define sourcing?
Sourcing is the art of match-making in the corporate world.

It is the best job in the world for people who:

  • Are information and internet geeks
  • Crave puzzle-solving and finding the missing pieces
  • Love engaging with people and helping them achieve more than they thought possible

 

Q4. Sourcing tools I use daily?

Internet, phone and chocolate! J

Specific tools change constantly as every day better ones arise but there are a few:

Referral sessions!, a great internal tool our IT team built for us at Amazon, Meetup, Quora, 360social, Newsle, Facebook Graph Search, MailTester, various phone number search engines (vary by country), good old X-ray searches, CSE, LinkedIn…

 

Q5. Can you tell us the people you admire most in sourcing?

This list can go on and on!

Glenn Gutmacher, Shally Steckerl, Maureen Srarib, Irina Shamaeva, Jim Stroud, Balasz Paroczay are just a few people who have influenced my sourcing journey. I am super excited I will get to meet some of them at SOSU!

 

Q6. One sourcing advice I can give to my peers is….

Everyone can learn how to play with tools, do research and gather CVs. What really differentiates you is how you engage with your candidates – so spend time to get to know them on personal level, dive deep into their goals and drivers and be present for them every step of the way. You might be surprised to understand how much that mattered to them when they get to choose between your offer and another one at the end.

 

My Sourcing Story : Q&A With Victor Soroka, EPAM

Name: Victor Soroka
Country: Ukraine
Company : EPAM
Position: Global Leadership Hiring

Q1. Can you tell us about your current role and what problems you are solving on a day-to-day basis?

My current role at  EPAM is about Leadership Hiring mostly. We are growing in 20+ countries for 25-30% every year so leaders’ attraction is a critical point for us. EPAM has its own unique engineering culture so sourcing and recruiting our type of leaders requires combination of sourcing creativity, global market and industry understanding as well as deep knowledge of company DNA.

Q2. How do you define sourcing?

As we all know there are no only one “right” definition of sourcing. For me sourcing is range of activities focused on identifying and attraction professionals who are qualified for the specific position based on initial requirements. Depends on the specific situation your sourcing strategy can be focused on passive or active candidates (or both groups) but the main goal is the same – fill the pipeline with specialists who meet the role requirements.

Q3. Sourcing tools I use daily?

It may sounds a little bit old fashioned but I’m a big fan of tools which really work so I would like to put LinkedIn Recruiter at the first place in my sourcing tools list.

Except that:

Q4. Can you tell us the people you admire most in sourcing?

I would pretend that this question is not about specific names of sourcing masters we all know (however I have my own favorites in this listJ) and try to put this in the following way… Most of all I admire people in sourcing who are brave enough not to follow old patterns and constantly trying to invent something new, even if it means replacing sourcers with algorithms (just joking).

 

Q6. Is sourcing conducted differently in the CIS region?
I do not think there are some major differences compare to global sourcing, however we can definitely talk about some local specifics:

  • sourcing as a separate function/role/unit is present in tiny % of companies, in most cases one person does a full cycle recruiting, in some companies HR and Recruiter is still the same person;
  • active sourcing is common mostly within IT industry, in most other cases “post and pray” approach is used;
  • RPO is not really popular in this part of the world but you will find number of freelance recruiters available (especially in IT again);

Q7. What sourcing tactics work best in CIS?

  • right mix of global and local sources should be used; penetration of LinkedIn is relatively low (especially when we are talking about not-IT candidates);
  • % of English speaking population is low so make sure to include local languages titles into your search strings;
  • global people aggregators may have not enough information about candidates in this part of the world so don’t forget about old good Boolean Search and X-Ray Search.

Q5. One sourcing advice I can give to my peers is…

…get into details. You can have all possible sourcing tools and systems but it is not possible to run effective sourcing without deep understanding of the role you are working in. So my advice – before starting searching (or even worse contacting candidates) make sure you do understand who you are looking for and what this person supposed to do on day to day basis.

—————–

Victor will be at #sosueu in September. Get your tickets now.

 

 

 

 

Introducing #SOSUHACK at #SOSUEU

Every year, one of the highlights at #SOSUEU is the ‘hacks’ – fresh and smart new ways of finding talent – contributed by speakers and delegates alike.

This year we are taking our love of hacking further by dedicating one day to sourcing hacks. We are delighted to announce a #hackathon or rather a #sosuhack day on 27 September.

Whether you are a perennial tinkerer who loves playing with tools and technology, or just interested in discussing new ways to find talent you will enjoy #sosuhack. It’s one day of harnessing wisdom of the crowd, networking, making new friends and exploring cool news ways of finding talent. The event is only open to #SOSUEU delegates. For more details go here

Below perennial hacker and regular contributor at #sosueu – Jan Bernhart – demoed what a hack looks like and what you can expect from #sosuhack day at #sosueu.

Jan will be one of the many hacking leaders at #sosuhack. Don’t miss #sosuhack , get your #sosueu ticket today

 

 

My Sourcing Story : Q&A With Roanne Yee, SYZYGY AG

Name: Roanne Yee      
Country: Frankfurt, Germany
Company : SYZYGY AG
Position: Senior Talent Manager
Linkedin: https://www.linkedin.com/in/roanneyee

Q1. Can you tell us about your current role and what problems you are solving on a day-to-day basis? 

SYZYGY is an award-winning full-service digital agency group. Whilst it has a German base, it also has multiple international offices and brands spread across 8 cities. With currently 600+ employees and growing rapidly, we have a lot of open positions, many of which are considered to be both rare and niche roles in the German digital market.

Until recently, recruitment had been a decentralised process shared by several HR team members and quite frequently external headhunters. I joined SYZYGY a month ago to establish recruitment as a specialised discipline within the HR team in Frankfurt.  Together with my recruiter colleague, our role is to focus on implementing seamless recruitment processes, and maximize hires through internal active sourcing. This also includes enhancing the use of social media channels for recruitment and employer branding. As internal recruiters, we see ourselves as authentic ambassadors of our company, able to convince passive candidates more effectively than headhunters.

 

Q2. What are the biggest challenges you currently face as a recruiter/sourcer

Our recruitment team at SYZYGY have multiple challenges to meet: Germany’s declining population, which has severely narrowed the employee market, particularly where we look for qualified German speaking talent. Additionally, the creative industry has seen a huge transformation over recent years, with fewer talents willing to work in permanent roles and qualified digital talents being snapped up by heavy competition from either agile start-ups, or big corporations in the consulting and financial sector.

Due to strict data privacy laws in Germany, access to databases and the ability to pipeline talent are limited for recruiters.  This means developing clever long-term sourcing and pipelining strategies is crucial, and building a sustainable and attractive social employer brand is a top priority.

 

Q2. How do you define sourcing? Sourcing is…..

Detective Work and Problem Solving:

  • Gather all Evidence and Facts,
  • Hunt your Passive Candidates,
  • Identify the Prime Suspects,
  • Analyse and Understand their Motivations, Personality and Circumstances, and then
  • Create the Ultimate Pitch.

 

Q3. Sourcing tools I use daily?

  • Xing
  • LinkedIn
  • Google
  • Behance
  • Facebook
  • Pinterest
  • Twitter
  • Trello
  • Notepad (… and lots of Coffee)

Sourcing is 1% search and 99% persuasion.

Q5. One sourcing advise I can give to my peers is….

Sourcing is 1% search and 99% persuasion.

Anyone can learn Boolean, do an advanced LinkedIn Search and filter out a list of qualified candidates to reach out to with a job description. But creating engagement is the essence of a recruiter’s job.

Before you source, you need to create your pitch (and this is not just a job description and a link to your website!) Start by gathering information about the business, the company culture, and the role. Dive deep – interrogate the hiring manager, interview members of the team – what drives them, what are their challenges and what is their vision? Then you need to analyse your target candidates – demographics, motivation, where do they come from and what is important to them. Now you can start to craft a winning story and give your open role it’s own “unique selling proposition” – keep it simple but compelling – this sort of communication will engage and attract those passive candidates and make you an Expert Sourcer.