My Sourcing Story : Q&A With Dave van Kuijk, Ordina

Name: Dave van Kuijk
Country: Netherlands
Company : Ordina
Twitter: davemetwiter

Q1. What problems are you currently solving in your role?

Just started last month at Ordina were sourcing is undiscovered territory, well they have heard of it but were not actively reaching out to potential candidates. So putting sourcing on the map, preaching for the hiring managers, setting up the process with the recruiter I work with and the recruitment manager also addressing some recruitment marketing issues, our devs write great blogs but not on our site and also being more visible on different social media platforms.

Q2. How do you define sourcing

Awesome!! I grew up on the internet so I’m definitely in love with my job which revolves around the interwebs. Sourcing for me is not only searching and engaging candidates online but also being able to interest candidates by phone, making them aware that our grass is much greener ^^! But engaging internally is equally important, getting the hiring managers in the game(organizing hire-a-thon sessions, pizza time) and shaking on the referral tree, which is not really top of mind with developers.

Q3. Sourcing tools I use daily?

I’m no different than the other sourcers I need music or focus background noise, you can hear my earplugs blasting a nice house mix or hear that I’m in the middle of a storm with brain.fm

One thing I missed in the other Q&A’s is the phone, can’t live without mine!

Now the good stuff: you need chrome for obvious reasons and I swear by my notepad.

Other tools I use are: my own CSE for language requirements (Dutch, French and German), 360social  or Prophet , Multi Highlighter , Sidekick by Hubspot , Facebook search , TineEye image search and I’m #teamWorldTimeBuddy

 

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

That’s easy my own mentor of course Mitch van Abkoude who let me use his social talent  account to witness the great Johnny Campbell. I also follow every move Glen Cathey makes, so much wisdom and still so humble. I have to mention Shane McCusker for his awesome Facebook search tool! And of course the Randstad brothers Jim, Vince and Balazs

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

Never forget you are interacting with other human beings, you may easily slip into the numbers game. Just don’t, take a step back do a social talent course or get some templates from beamery, get you creative juices flowing and be on the top of your game. Throw out your templates and be original.

And be were your candidates are, interact with them without pushing your jobs on them.

Go sit on the floor were your developers are, there a great resource to give you insights or help you with your own tools.

Follow Dave on Twitter @ davemetwiter . Dave will be at #sosueu on 27-29 September.

My Sourcing Story : Q&A With Vince Szymczak, Randstad Sourceright

Name: Vince Szymczak
Location : Budapest
Company: Randstad Sourceright
Twitter: @Vinceszy

Q1. What problems are you currently solving in your role?

I am both being called in to and starting a wide range of projects in the domain of sourcing. I recently created the sourcing strategy for one of our new RPO programs utilizing 30 people to support the client in 11 countries. Another implementation I was involved in was a freelance/temporary project where we had to alter the basic RSR delivery model and the tactical elements like where and how the sourcers should search, which were originally built out for perm programs.  I am also working with one of the major employers on how they should create and manage talent pools and communities to decrease time to hire and cost and how can Randstad Sourceright support them in this.

I enjoy creating new solutions, but perhaps an even more important part of the job is when one of our existing programs wants to make a change, become more efficient or simply needs to evolve to a different maturity level. It feels like organizational development mixed with auditing: collecting and analyzing all the data points, interviewing everyone associated with the program, all in order to come up with a solid recommendation plan.

Besides these projects I must look much further and work on level-upping the RSR technology suite and sourcing methodologies for the future – demoing, seeking integration and mapping the possibilities.  What I really love about my job is that every project is new and different, and allows you to perceive talent acquisition and sourcing from one more angle.

“Sourcing is the opening act of the recruitment process, where the candidate and the representative of the company find each other and decide whether there is mutual interest in moving forward.”

Q2. How do you define sourcing

I coined a definition in an article with a different take than the usual definitions.

“Sourcing is the opening act of the recruitment process, where the candidate and the representative of the company find each other and decide whether there is mutual interest in moving forward.”

The main reason to define sourcing this way is the inclusion of active candidates. Splitting your talent pool to two parts, with two separate persons and processes being responsible for the active applicants and the approached passive candidates is very detrimental to the efficiency and the time to hire. Usually it makes the measurement and the source approval (if an investment is needed) harder as well.

 

Q3. Sourcing tools I use daily?

With many and different projects come many and different industries and markets where I can not possibly be an expert in all of them. I love the Alumni feature of LinkedIn and Facebook’s advertising to give me quick understanding about the market I am working on.

I use “the usual suspects” to find more contact details and information about people, test emails,  and generally sniff around (Prophet, Emailhunter, Context Scout, Lusha, Shane’s Facebook search tool, mailtester.com, https://namechk.com/, etc.). The more the merrier, it’s easy to turn them off and on with Extensity and they have a tendency to stop working/new ones emerging.

What is perhaps less usual are that I like to use semantic suggestive tools like Textio and CrystalKnows. Even if they do not have enough data points to come up with a proper suggestion (which in the case of Crystal I am pretty sure happens rather often), what they do is they force you to think about something you might have neglected before but is an important aspect directly influencing your success!

Q1. Can you tell us the people you admire most in sourcing?

I admire most the sourcers who are working with recruiters and hiring managers with little to no understanding about sourcing but very articulated opinion about its efficiency. Sourcers in certain companies can be the bottom of the talent acquisition food chain, who get the blame if things are not going well but not the recognition when they are. A sourcer who gets into such a situation but turns it around by properly representing sourcing and driving company change has guts and will.

In terms of the influencers I love, that’s a rather long list!

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

Sourcer, prepare. Do the intake right and make sure you understand the position. It may take 1-2 hours to research what exactly the position/industry means, but you can lose weeks if it turns out you have misunderstood something.

People managing sourcers, make sure your sourcers feel that this is all right. More often than not the reason for improper preparation is because sourcers under pressure feel that every 1 hour should be spent on “productive” things like searching for candidates or calling them.

Vince will be at #sosueu on 27-29 September in Amsterdam.

My Sourcing Story: Q&A With Marcel Rietveld, TalentMapper

Name: Marcel Rietveld
Location : Amsterdam
Company: TalentMapper
Twitter: @marcelrietveld

Q1. What problems are you currently solving in your role? Tell us a bit about TalentMapper
At TalentMapper, we say: ‘we transform the way companies find talent’. It seems like an average tagline, but we are very serious about this. We conduct very detailed research on target groups in the Netherlands. I personally think that the research part in sourcing is the most important step to be successful in recruiting. After the research part our clients know their target group very well and are able to approach them personally and can convince them with the help of key insights.

In my role at TalentMapper I advice companies in the Netherlands how they can implement a strategic talent sourcing function. I adviced several companies like ABN AMRO, BAM and Capgemini. I am very passionate in getting the right sourcing strategy, structure and people in place at my clients. I’m very proud to see our Talent Sourcers making a big business impact for our clients and structurally changing the recruitment landscape within these organisations.

 

I personally think that the research part in sourcing is the most important step to be successful in recruiting

 

Q2. How do you define sourcing?
Talent Sourcing is identifying, approaching and convincing talent (online), with the aim to match them directly to a job or placing them into a talentpool. I also like the definition of Glen Cathey: ‘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’.

Q3. Sourcing tools I use daily
I must say: I’m a sourcing tool addict. I’m always searching for new tools that can make me as a Sourcer more productive. So I work with lots of tools, but I can name a few: Context Scout, Discoverly, Data Scraper, Datacruit, Email Hunter, Facebook Search, Prophet.

But I always say: ‘a fool with a tool, is still a fool’.

Q4. Can you tell us the people you admire most in sourcing?
I’ve been in recruiting/sourcing for 10> years now and met a few very intelligent people. First of all I want to name my friend and business partner Gertjan van Swieten (also known as @trainersourcing). He is one of the best sourcing trainers in the Netherlands. He taught me a lot about ‘selling the job’ to a candidate and doing ‘deep-data-intakes’.

I think many people don’t know Aaron Lintz. Follow this quy on Twitter. He is one of my sparring partners. I learned a lot from him. He is a very skilled Technical Sourcer. Finding new or better ways to source people, every day.

Martin Lee: Want to know more about international sourcing? He’s your man!

Shane McCusker: Mister Facebook searching! Always experimenting to make sourcing easier for everybody.

Dean da Costa: sourcing toolmaster. Trying to keep up with him, not working 🙂

Glen Gutmacher: Boolean magician and sourcing strategies. Always available to share knowledge.

 

Q5. One sourcing advice I can give to my peers is …..
Sourcers: ‘Don’t forget your second circle!’ I see many Sourcers approaching candidates directly, instead of asking their peers that already know these candidates. Ask yourself: what is the best route to your candidate? And don’t forget to dig in the network of your colleagues and hiring managers.

Bio Marcel Rietveld. Marcel Rietveld is an experienced Talent Sourcer and Recruitment trainer. With his company TalentMapper he advises Dutch companies about talent sourcing strategies. He has also trained many Recruiters and Talent Sourcers. Marcel is always looking for new ways to find, connect and attract candidates using boolean search, a ton of Google Chrome Extensions and his network of fellow sourcers. Connect with him on LinkedIn: https://nl.linkedin.com/in/marcelrietveld | www.talentmapper.nl

My Sourcing Story : Q&A With Jan Bernhart, Optiver

We caught up with serial #sosueu presenter and sourcing tragic Jan Bernhart who currently work for Optiver in Amsterdam. Jan will be will be in Amsterdam for his fourth #sosueu.

Name: Jan Bernhart
Country: Netherlands
Company : Optiver
Twitter: JanBernhart

Q1. What problems are you currently solving in your role?

I’m now on a project at Optiver, a trading company  (market making to be specific).  Because we’re neither B2B nor B2C, almost nobody knows us. The IT requirements in trading are very challenging so our bar to hire is as high as with the famous tech companies, but we only get a fraction of the amount of applicants they get. This is where I come in.  Optiver isn’t accustomed to doing sourcing  in-house, so its pretty much a green field situation. Very exciting!

—-

Q2. How do you define sourcing? Sourcing is……..
Attracting talent that you wished would have applied for your job openings, but didn’t. I think that’s the essence. You can break sourcing down to dozens of steps and hundreds of methods, of which search is the most prominent. But for me sourcing is way bigger then making queries or search strings. (Which is also why I advocate a hybrid recruiter-sourcer role rather than an isolated searcher).

—–

Q3. 10 Sourcing tools I use daily are…
First of all; google chrome. When I’m interviewing for new projects I actually verify if the company prohibits to use a different browser than Internet Explorer. That’s a deal breaker. I always have sticky notes open, use Prophet and Hubspot’s email tracker. Shane’s facebook search tool. Onetab, Excel (with my self build search string maker). Worldtimebuddy to keep track of timezones. I love DataMiner as well. Some bookmarklets that I made myself. Oh and spotify or youtube; music increases my productivity (mostly 60/70′ pop/rock, some hiphop).

When I’m interviewing for new projects I actually verify if the company prohibits to use a different browser than Internet Explorer. That’s a deal breaker

—-

Q4. Can you tell us five of the people you admire most in sourcing?
I’m not going to name the super star usual suspects here. The readers already know them and they already know i admire them. Let’s put others in the spotlights today. Aaron Lintz is someone who I look up to for his technical skills. He taught me about webscraping for instance and has IT skills that I’m just jealous of. Guillaume Alexandre is an inspirational sourcer. He’s always curious, always on top of things. This is a guy who walks the walks twice, then perhaps talks about it. The real deal. Follow him. Vince szymczak always shares original views, things he invented/ thought of/ gathered himself. I appreciate that. David Galley is so knowledgeable, its sometimes scary. Always answering the hard questions, helping people when they are stuck. I suspect he’s not a real person, 8 whizzkidds run his accounts. The guy you see on conferences is a very well prepared actor. Last but not least i want to namedrop Enrico Heidelberg here. I worked with him at spil games and he learned me so much about selling a job, closing an offer etc. These aspects are crucial to our success but mostly overlooked in the sourcing community.

—–

Q5. One sourcing advice I can give to my peers is …..
Always be curious. About what your company actually does, about how your job openings contribute to this and what the real challenges are. About what candidates currently do, what drives them and what they think is interesting. Ask tons of questions. Listen. Have conversations with people instead of staring at your screen in isolation all the time. Everytime you speak with a candidate or colleague, try to learn something from them. Knowledge is your most crucial and perhaps even only asset. Gain more.

——————————

Bio Jan Bernhart has been in the recruitment industry for 8 years, both at agency and client side. He is a sourcer and recruiter and has hired talent from every continent except Antarctica (which is still on his wish list). He has handled C-level positions to internships and worked for startups to fortune 500 corporates. In his spare time he enjoys developing bookmarklets, creating excel formulas and denying he’s a nerd. Currently he works as freelance sourcing recruiter at Optiver. Jan spoke at the #SOSUEU 2014 and 2015 edition and his talks were some of the most popular sessions of the events. Catch up with Jan Bernhart at #sosueu.

 

My Sourcing Story : Q&A With Alejandro Spicker, Goodgames Studio

This week we spoke to Alejandro Spicker who currently work for Goodgames Studio in Hamburg. Alejandro will be in Amsterdam for #sosueu 2016. 

Name: Alejandro Spicker
Company : Goodgames Studio
Twitter: AspickerHR

Q1. What problems are you currently solving in your role? Tell us a bit about Goodgames and how you got into sourcing?

Goodgame Studios is a leading free to play, online games development company. We operate across web and mobile platforms and our games are currently played by over 300 million users worldwide. With more than 1200 employees from around 60 different nations, we are Germany’s largest employer in the gaming software industry.
This diversity comes with both an advantage and a challenge though, which is that we currently seek out the best talents in the industry worldwide. Sourcing is such an important tool for our company since we want to find and hire the best employees in our industry, no matter where they are located.
I moved from Colombia to Germany in 2012 and after learning German I decided to apply for an internship in the new ‘sourcing department’ at Goodgame Studios. Although I already had some experience in HR, this was my first point of contact with Sourcing and I have been ‘hooked’ ever since.

Q2. What problems are you currently solving in your role?

My current position as Recruiting Manager consists of sourcing, screening candidates, interviewing them on the phone, Skype or face to face interviews and then negotiate the conditions of their hires. With me, we  are trying out a new position where Recruiters are also responsible of sourcing for their positions. This means, I am responsible for the entire recruiting process for the positions I take care of.

Q3. Sourcing is……

…recruiting’s magic wand. When used correctly, sourcing gives you the tools to find the best possible matches for your vacancies; especially for difficult positions for which applications can be somewhat challenging. It is a great opportunity for companies to fill their positions and react quickly to the market changes. For companies that work agile, like Goodgame Studios, this is actually a way to cut a lot of time in the recruiting process. We love it!

Q4. 10 Sourcing tools I use daily are…

  1. Social Media
    1. LinkedIn | Xing | Twitter | Facebook | Instagram | GitHub
  2. Google
  3. Prophet / Connectifier
  4. Discover.ly
  5. Rapportive
  6. Bitly
  7. Facebook Search
  8. Boomerang
  9. Multi Highlighter
  10. Hubspot

Turn stones no one has turned before and you will find candidates that will surprise you!

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

There are many different opinions and ways to source. One advice I would give to my peers is to find the one way they enjoy the most. If it is searching with Boolean search, searching on Google, LinkedIn or Xing, everyone should find the method that adapts the most to them and exploit it the best they can. Then they should get out of their comfort zone, get creative and do some talent mining in other areas they have not explored before. To be a successful sourcer you have to be creative! Turn stones no one has turned before and you will find candidates that will surprise you!

Catch up with Alejandro at #sosueu.