tag:blogger.com,1999:blog-64396646916414392852024-01-10T21:02:46.430-06:00The Sourcing Corner<center>This is my corner. I'm a self-Proclaimed Geek, hooked on Sourcing and Social Media. I love sourcing more than I love sushi but not as much as I love three-day weekends!</center>Moises Lopezhttp://www.blogger.com/profile/12237707019414903410noreply@blogger.comBlogger80125tag:blogger.com,1999:blog-6439664691641439285.post-23369232452029677332023-03-28T10:46:00.001-05:002023-03-28T10:46:11.690-05:00 Converting Top Talent into Employees<table align="center" cellpadding="0" cellspacing="0" class="tr-caption-container" style="margin-left: auto; margin-right: auto;"><tbody><tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg5GYSS8SZV7w4WxuxVpp9bTQm1WYn6NizD3WiHvqJ8OOlZQkUagN-7-ISWW_jOZz8vtS_FGGfsRSOtcTnesEHBC18IEcF7U_kazY05wMPlTyF43W5cHbSOgFh58u8Ms2HVY4fGIrTvns-2tANGylAWACg31b266dKHW1VmavMIjRI7qx_AIFMsweVJ/s1640/Converting%20top%20talent.png" imageanchor="1" style="margin-left: auto; margin-right: auto;"><img border="0" data-original-height="924" data-original-width="1640" height="360" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg5GYSS8SZV7w4WxuxVpp9bTQm1WYn6NizD3WiHvqJ8OOlZQkUagN-7-ISWW_jOZz8vtS_FGGfsRSOtcTnesEHBC18IEcF7U_kazY05wMPlTyF43W5cHbSOgFh58u8Ms2HVY4fGIrTvns-2tANGylAWACg31b266dKHW1VmavMIjRI7qx_AIFMsweVJ/w640-h360/Converting%20top%20talent.png" width="640" /></a></td></tr><tr><td class="tr-caption" style="text-align: center;"><span style="text-align: left;"> </span><span style="background-color: white; color: rgba(0, 0, 0, 0.85); font-family: Roboto, Arial, sans-serif; font-size: 14px; text-align: left; white-space: pre-wrap;">Converting Top Talent into Employees.</span></td></tr></tbody></table><div class="" data-block="true" data-editor="c3tee" data-offset-key="2kp4j-0-0" style="background-color: white; color: rgba(0, 0, 0, 0.85); font-family: Roboto, Arial, sans-serif; font-size: 14px; white-space: pre-wrap;"><div class="_1mf _1mj" data-auto-logging-id="f118283a8357e58" data-offset-key="2kp4j-0-0" style="direction: ltr; position: relative;"><span data-offset-key="2kp4j-0-0">If you have been following the last posts, we have now reached step four in the Candidate value Jouney. At this stage, you have identified potential candidates, engaged with them, and nurtured them through the decision-making process. The next step is to convert them into hires. This is where the rubber meets the road, and you need to get creative to ensure that you are successful in converting these candidates.</span></div></div><div class="" data-block="true" data-editor="c3tee" data-offset-key="4ptfn-0-0" style="background-color: white; color: rgba(0, 0, 0, 0.85); font-family: Roboto, Arial, sans-serif; font-size: 14px; white-space: pre-wrap;"><div class="_1mf _1mj" data-offset-key="4ptfn-0-0" style="direction: ltr; position: relative;"><span data-offset-key="4ptfn-0-0"><br data-text="true" /></span></div></div><div class="" data-block="true" data-editor="c3tee" data-offset-key="7ptou-0-0" style="background-color: white; color: rgba(0, 0, 0, 0.85); font-family: Roboto, Arial, sans-serif; font-size: 14px; white-space: pre-wrap;"><div class="_1mf _1mj" data-offset-key="7ptou-0-0" style="direction: ltr; position: relative;"><span data-offset-key="7ptou-0-0">The conversion process is crucial because it determines whether or not you will have a steady stream of qualified candidates to fill open positions. If you can convert candidates successfully, you will build a pool of potential hires that you can tap into when a position becomes available. However, if you fail to convert candidates, you will have to start the recruitment process from scratch, wasting time and resources.</span></div></div><div class="" data-block="true" data-editor="c3tee" data-offset-key="bdrsd-0-0" style="background-color: white; color: rgba(0, 0, 0, 0.85); font-family: Roboto, Arial, sans-serif; font-size: 14px; white-space: pre-wrap;"><div class="_1mf _1mj" data-offset-key="bdrsd-0-0" style="direction: ltr; position: relative;"><span data-offset-key="bdrsd-0-0">One of the most significant challenges that recruiters face during the conversion stage is that candidates are often hesitant to commit. They may like your brand and the information you share, but they are not yet ready to take the leap and become employees. To overcome this challenge, you need to employ what we call "entry-point offers."</span></div></div><div class="" data-block="true" data-editor="c3tee" data-offset-key="eaclk-0-0" style="background-color: white; color: rgba(0, 0, 0, 0.85); font-family: Roboto, Arial, sans-serif; font-size: 14px; white-space: pre-wrap;"><div class="_1mf _1mj" data-offset-key="eaclk-0-0" style="direction: ltr; position: relative;"><span data-offset-key="eaclk-0-0"><br data-text="true" /></span></div></div><div class="" data-block="true" data-editor="c3tee" data-offset-key="dheqp-0-0" style="background-color: white; color: rgba(0, 0, 0, 0.85); font-family: Roboto, Arial, sans-serif; font-size: 14px; white-space: pre-wrap;"><h3 style="position: relative; text-align: left;"><span data-offset-key="dheqp-0-0"><b>What Are Entry-Point Offers?</b></span></h3></div><div class="" data-block="true" data-editor="c3tee" data-offset-key="d48pt-0-0" style="background-color: white; color: rgba(0, 0, 0, 0.85); font-family: Roboto, Arial, sans-serif; font-size: 14px; white-space: pre-wrap;"><div class="_1mf _1mj" data-offset-key="d48pt-0-0" style="direction: ltr; position: relative;"><span data-offset-key="d48pt-0-0">Entry-point offers are incentives that you offer to potential candidates to encourage them to take the next step in the recruitment process. These incentives are designed to give the candidate significant value without forcing them to put too much "skin in the game." Entry-point offers are an excellent way to build trust with potential hires and encourage them to take the next step.</span></div></div><div class="" data-block="true" data-editor="c3tee" data-offset-key="d047d-0-0" style="background-color: white; color: rgba(0, 0, 0, 0.85); font-family: Roboto, Arial, sans-serif; font-size: 14px; white-space: pre-wrap;"><div class="_1mf _1mj" data-offset-key="d047d-0-0" style="direction: ltr; position: relative;"><span data-offset-key="d047d-0-0"><br data-text="true" /></span></div></div><div class="" data-block="true" data-editor="c3tee" data-offset-key="bu80v-0-0" style="background-color: white; color: rgba(0, 0, 0, 0.85); font-family: Roboto, Arial, sans-serif; font-size: 14px; white-space: pre-wrap;"><div class="_1mf _1mj" data-offset-key="bu80v-0-0" style="direction: ltr; position: relative;"><span data-offset-key="bu80v-0-0">The goal of entry-point offers is to reduce the risk for the candidate and make it easy for them to take the next step. Candidates are often hesitant to commit because they are afraid of making a mistake. Entry-point offers help to alleviate this fear by reducing the risk of taking the next step. They give the candidate a taste of what it's like to work with your organization, and they can help to build trust and confidence in your brand.</span></div></div><div class="" data-block="true" data-editor="c3tee" data-offset-key="eib24-0-0" style="background-color: white; color: rgba(0, 0, 0, 0.85); font-family: Roboto, Arial, sans-serif; font-size: 14px; white-space: pre-wrap;"><div class="_1mf _1mj" data-offset-key="eib24-0-0" style="direction: ltr; position: relative;"><span data-offset-key="eib24-0-0"><br data-text="true" /></span></div></div><div class="" data-block="true" data-editor="c3tee" data-offset-key="a21a8-0-0" style="background-color: white; color: rgba(0, 0, 0, 0.85); font-family: Roboto, Arial, sans-serif; font-size: 14px; white-space: pre-wrap;"><h4 style="position: relative; text-align: left;"><span data-offset-key="a21a8-0-0">Examples of Entry-Point Offers</span></h4></div><div class="" data-block="true" data-editor="c3tee" data-offset-key="f0e7p-0-0" style="background-color: white; color: rgba(0, 0, 0, 0.85); font-family: Roboto, Arial, sans-serif; font-size: 14px; white-space: pre-wrap;"><div class="_1mf _1mj" data-offset-key="f0e7p-0-0" style="direction: ltr; position: relative;"><span data-offset-key="f0e7p-0-0">There are many different types of entry-point offers that you can use to convert potential candidates into hires. The key is to choose offers that are relevant to your target audience and provide significant value.</span></div></div><div class="" data-block="true" data-editor="c3tee" data-offset-key="6d5qa-0-0" style="background-color: white; color: rgba(0, 0, 0, 0.85); font-family: Roboto, Arial, sans-serif; font-size: 14px; white-space: pre-wrap;"><div class="_1mf _1mj" data-offset-key="6d5qa-0-0" style="direction: ltr; position: relative;"><span data-offset-key="6d5qa-0-0"><br /></span></div><div class="_1mf _1mj" data-offset-key="6d5qa-0-0" style="direction: ltr; position: relative;"><span data-offset-key="6d5qa-0-0">Here are some examples of entry-point offers that you can use:</span></div></div><div class="" data-block="true" data-editor="c3tee" data-offset-key="2t7s7-0-0" style="background-color: white; color: rgba(0, 0, 0, 0.85); font-family: Roboto, Arial, sans-serif; font-size: 14px; white-space: pre-wrap;"><div class="_1mf _1mj" data-offset-key="2t7s7-0-0" style="direction: ltr; position: relative;"><span data-offset-key="2t7s7-0-0">1. Referral bonuses: One of the most effective entry-point offers is a referral bonus. Offer a cash bonus or other incentives to candidates who refer their friends or colleagues to your organization. Referral bonuses are a great way to build a network of qualified candidates and to incentivize your current employees to help you find the best candidates.</span></div></div><div class="" data-block="true" data-editor="c3tee" data-offset-key="eka3h-0-0" style="background-color: white; color: rgba(0, 0, 0, 0.85); font-family: Roboto, Arial, sans-serif; font-size: 14px; white-space: pre-wrap;"><div class="_1mf _1mj" data-offset-key="eka3h-0-0" style="direction: ltr; position: relative;"><span data-offset-key="eka3h-0-0"><br /></span></div><div class="_1mf _1mj" data-offset-key="eka3h-0-0" style="direction: ltr; position: relative;"><span data-offset-key="eka3h-0-0">2. Free trials: If your organization offers software or other products, consider offering a free trial to potential hires. This will give them a taste of what it's like to work with your organization and can help to build trust and confidence in your brand.</span></div></div><div class="" data-block="true" data-editor="c3tee" data-offset-key="ep238-0-0" style="background-color: white; color: rgba(0, 0, 0, 0.85); font-family: Roboto, Arial, sans-serif; font-size: 14px; white-space: pre-wrap;"><div class="_1mf _1mj" data-offset-key="ep238-0-0" style="direction: ltr; position: relative;"><span data-offset-key="ep238-0-0"><br /></span></div><div class="_1mf _1mj" data-offset-key="ep238-0-0" style="direction: ltr; position: relative;"><span data-offset-key="ep238-0-0">3</span>. Job shadowing: If you have a position that requires specialized skills, consider offering job shadowing to potential candidates. This will give them an opportunity to see what it's like to work in the position and can help to build trust and confidence in your brand.</div></div><div class="" data-block="true" data-editor="c3tee" data-offset-key="7djhc-0-0" style="background-color: white; color: rgba(0, 0, 0, 0.85); font-family: Roboto, Arial, sans-serif; font-size: 14px; white-space: pre-wrap;"><div class="_1mf _1mj" data-offset-key="7djhc-0-0" style="direction: ltr; position: relative;"><span data-offset-key="7djhc-0-0"><br /></span></div><div class="_1mf _1mj" data-offset-key="7djhc-0-0" style="direction: ltr; position: relative;"><span data-offset-key="7djhc-0-0">4. Informational interviews: Consider offering informational interviews to potential candidates. This will give them an opportunity to learn more about your organization, the position, and what it's like to work with your team. Informational interviews are a great way to build a relationship with potential hires and to provide them with valuable insights into your organization.</span></div></div><div class="" data-block="true" data-editor="c3tee" data-offset-key="1pcr5-0-0" style="background-color: white; color: rgba(0, 0, 0, 0.85); font-family: Roboto, Arial, sans-serif; font-size: 14px; white-space: pre-wrap;"><div class="_1mf _1mj" data-offset-key="1pcr5-0-0" style="direction: ltr; position: relative;"><span data-offset-key="1pcr5-0-0"><br /></span></div><div class="_1mf _1mj" data-offset-key="1pcr5-0-0" style="direction: ltr; position: relative;"><span data-offset-key="1pcr5-0-0">5. Training and development: Consider offering training and development opportunities to potential hires. This could include access to online courses, conferences, or other training programs. This will demonstrate your commitment to the growth and development of your employees and can be a significant motivator for potential hires.</span></div></div><div class="" data-block="true" data-editor="c3tee" data-offset-key="ckq7v-0-0" style="background-color: white; color: rgba(0, 0, 0, 0.85); font-family: Roboto, Arial, sans-serif; font-size: 14px; white-space: pre-wrap;"><div class="_1mf _1mj" data-offset-key="ckq7v-0-0" style="direction: ltr; position: relative;"><span data-offset-key="ckq7v-0-0"><br /></span></div><div class="_1mf _1mj" data-offset-key="ckq7v-0-0" style="direction: ltr; position: relative;"><span data-offset-key="ckq7v-0-0">6. Flexibility: Consider offering flexible work arrangements to potential hires. This could include remote work, flexible hours, or other arrangements that can help to attract top talent who may be looking for a better work-life balance.</span></div><div class="_1mf _1mj" data-offset-key="ckq7v-0-0" style="direction: ltr; position: relative;"><span data-offset-key="ckq7v-0-0"><br /></span></div></div><div class="" data-block="true" data-editor="c3tee" data-offset-key="78na5-0-0" style="background-color: white; color: rgba(0, 0, 0, 0.85); font-family: Roboto, Arial, sans-serif; font-size: 14px; white-space: pre-wrap;"><div class="_1mf _1mj" data-offset-key="78na5-0-0" style="direction: ltr; position: relative;"><span data-offset-key="78na5-0-0">7. Social events: Consider hosting social events that bring together current employees and potential hires. This will give potential hires an opportunity to see what it's like to work with your team and can help to build a sense of community within your organization.</span></div></div><div class="" data-block="true" data-editor="c3tee" data-offset-key="d5otq-0-0" style="background-color: white; color: rgba(0, 0, 0, 0.85); font-family: Roboto, Arial, sans-serif; font-size: 14px; white-space: pre-wrap;"><div class="_1mf _1mj" data-offset-key="d5otq-0-0" style="direction: ltr; position: relative;"><span data-offset-key="d5otq-0-0"><br /></span></div><div class="_1mf _1mj" data-offset-key="d5otq-0-0" style="direction: ltr; position: relative;"><span data-offset-key="d5otq-0-0">The key to successful entry-point offers is to choose incentives that are relevant to your target audience and provide significant value. You want to give candidates a reason to take the next step and to show them that you value their time and contributions. </span></div></div><div class="" data-block="true" data-editor="c3tee" data-offset-key="5u2od-0-0" style="background-color: white; color: rgba(0, 0, 0, 0.85); font-family: Roboto, Arial, sans-serif; font-size: 14px; white-space: pre-wrap;"><div class="_1mf _1mj" data-offset-key="5u2od-0-0" style="direction: ltr; position: relative;"><span data-offset-key="5u2od-0-0"><br data-text="true" /></span></div></div><div class="" data-block="true" data-editor="c3tee" data-offset-key="fcvis-0-0" style="background-color: white; color: rgba(0, 0, 0, 0.85); font-family: Roboto, Arial, sans-serif; font-size: 14px; white-space: pre-wrap;"><div class="_1mf _1mj" data-offset-key="fcvis-0-0" style="direction: ltr; position: relative;"><span data-offset-key="fcvis-0-0">Once you have identified the entry-point offers that you want to use, it's time to start the conversion process. The conversion process is all about making it easy for potential hires to take the next step and become employees.</span></div></div><div class="" data-block="true" data-editor="c3tee" data-offset-key="d3uf2-0-0" style="background-color: white; color: rgba(0, 0, 0, 0.85); font-family: Roboto, Arial, sans-serif; font-size: 14px; white-space: pre-wrap;"><div class="_1mf _1mj" data-offset-key="d3uf2-0-0" style="direction: ltr; position: relative;"><span data-offset-key="d3uf2-0-0"><br data-text="true" /></span></div></div><div class="" data-block="true" data-editor="c3tee" data-offset-key="ebkt7-0-0" style="background-color: white; color: rgba(0, 0, 0, 0.85); font-family: Roboto, Arial, sans-serif; font-size: 14px; white-space: pre-wrap;"><h4 style="position: relative; text-align: left;"><span data-offset-key="ebkt7-0-0">Here are some tips to help you successfully convert candidates:</span></h4></div><div class="" data-block="true" data-editor="c3tee" data-offset-key="5sv8g-0-0" style="background-color: white; color: rgba(0, 0, 0, 0.85); font-family: Roboto, Arial, sans-serif; font-size: 14px; white-space: pre-wrap;"><div class="_1mf _1mj" data-offset-key="5sv8g-0-0" style="direction: ltr; position: relative;"><span data-offset-key="5sv8g-0-0">1. Make it easy: Make the application process as simple and straightforward as possible. Avoid asking for too much information upfront, and provide clear instructions on what candidates need to do to apply. </span></div></div><div class="" data-block="true" data-editor="c3tee" data-offset-key="1uel9-0-0" style="background-color: white; color: rgba(0, 0, 0, 0.85); font-family: Roboto, Arial, sans-serif; font-size: 14px; white-space: pre-wrap;"><div class="_1mf _1mj" data-offset-key="1uel9-0-0" style="direction: ltr; position: relative;"><span data-offset-key="1uel9-0-0"><br data-text="true" /></span></div></div><div class="" data-block="true" data-editor="c3tee" data-offset-key="57kme-0-0" style="background-color: white; color: rgba(0, 0, 0, 0.85); font-family: Roboto, Arial, sans-serif; font-size: 14px; white-space: pre-wrap;"><div class="_1mf _1mj" data-offset-key="57kme-0-0" style="direction: ltr; position: relative;"><span data-offset-key="57kme-0-0">2. Follow up: Follow up with candidates regularly to keep them engaged and informed. Let them know where they stand in the process and what the next steps are.</span></div></div><div class="" data-block="true" data-editor="c3tee" data-offset-key="d19of-0-0" style="background-color: white; color: rgba(0, 0, 0, 0.85); font-family: Roboto, Arial, sans-serif; font-size: 14px; white-space: pre-wrap;"><div class="_1mf _1mj" data-offset-key="d19of-0-0" style="direction: ltr; position: relative;"><span data-offset-key="d19of-0-0"><br data-text="true" /></span></div></div><div class="" data-block="true" data-editor="c3tee" data-offset-key="cd5ks-0-0" style="background-color: white; color: rgba(0, 0, 0, 0.85); font-family: Roboto, Arial, sans-serif; font-size: 14px; white-space: pre-wrap;"><div class="_1mf _1mj" data-offset-key="cd5ks-0-0" style="direction: ltr; position: relative;"><span data-offset-key="cd5ks-0-0">3. Provide feedback: Provide feedback to candidates throughout the process. Let them know what they did well and where they can improve. This will help to build trust and can be a significant motivator for candidates. </span></div></div><div class="" data-block="true" data-editor="c3tee" data-offset-key="c7l9v-0-0" style="background-color: white; color: rgba(0, 0, 0, 0.85); font-family: Roboto, Arial, sans-serif; font-size: 14px; white-space: pre-wrap;"><div class="_1mf _1mj" data-offset-key="c7l9v-0-0" style="direction: ltr; position: relative;"><span data-offset-key="c7l9v-0-0"><br data-text="true" /></span></div></div><div class="" data-block="true" data-editor="c3tee" data-offset-key="9d1sh-0-0" style="background-color: white; color: rgba(0, 0, 0, 0.85); font-family: Roboto, Arial, sans-serif; font-size: 14px; white-space: pre-wrap;"><div class="_1mf _1mj" data-offset-key="9d1sh-0-0" style="direction: ltr; position: relative;"><span data-offset-key="9d1sh-0-0">4. Be flexible: Be flexible in your approach to the conversion process. If a candidate is not ready to commit immediately, be patient and offer additional incentives to encourage them to take the next step. </span></div></div><div class="" data-block="true" data-editor="c3tee" data-offset-key="813r1-0-0" style="background-color: white; color: rgba(0, 0, 0, 0.85); font-family: Roboto, Arial, sans-serif; font-size: 14px; white-space: pre-wrap;"><div class="_1mf _1mj" data-offset-key="813r1-0-0" style="direction: ltr; position: relative;"><span data-offset-key="813r1-0-0"><br data-text="true" /></span></div></div><div class="" data-block="true" data-editor="c3tee" data-offset-key="4nr58-0-0" style="background-color: white; color: rgba(0, 0, 0, 0.85); font-family: Roboto, Arial, sans-serif; font-size: 14px; white-space: pre-wrap;"><div class="_1mf _1mj" data-offset-key="4nr58-0-0" style="direction: ltr; position: relative;"><span data-offset-key="4nr58-0-0">5. Focus on the candidate experience: Focus on creating a positive candidate experience. Make sure that candidates feel valued and respected throughout the process, even if they are not ultimately selected for the position. </span></div></div><div class="" data-block="true" data-editor="c3tee" data-offset-key="2trf3-0-0" style="background-color: white; color: rgba(0, 0, 0, 0.85); font-family: Roboto, Arial, sans-serif; font-size: 14px; white-space: pre-wrap;"><div class="_1mf _1mj" data-offset-key="2trf3-0-0" style="direction: ltr; position: relative;"><span data-offset-key="2trf3-0-0"><br data-text="true" /></span></div></div><div class="" data-block="true" data-editor="c3tee" data-offset-key="enn97-0-0" style="background-color: white; color: rgba(0, 0, 0, 0.85); font-family: Roboto, Arial, sans-serif; font-size: 14px; white-space: pre-wrap;"><div class="_1mf _1mj" data-offset-key="enn97-0-0" style="direction: ltr; position: relative;"><span data-offset-key="enn97-0-0">The conversion process can be challenging, but it's essential to the success of your recruitment campaign. By employing entry-point offers and focusing on the candidate experience, you can increase your chances of converting potential hires into employees.</span></div></div>Moises Lopezhttp://www.blogger.com/profile/12237707019414903410noreply@blogger.com0Allen, TX, USA33.1031744 -96.6705503000000164.7929405638211549 -131.8268003 61.413408236178846 -61.514300300000016tag:blogger.com,1999:blog-6439664691641439285.post-85890476823431360812023-03-27T09:00:00.000-05:002023-03-27T09:00:00.192-05:00<h2 style="text-align: left;"><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiTNe3quuW_xwSZirVrqB-UqVBXHG_fAdLqx9QEUlJh3Hi82NUBMuCGqHCFnQ5brbegTKiULg5T8T491_KJMKO3RPJ3KdRn3XsSYEe4t6uOuFhpHSkimLJmK6IL-vE5UgO3bPn-HrAhGHoJiyQAANIhTu8LWvzEGGLsDsWM1fKxeJi5V5p_ECrVVZ4B/s1920/capture.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="1080" data-original-width="1920" height="360" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiTNe3quuW_xwSZirVrqB-UqVBXHG_fAdLqx9QEUlJh3Hi82NUBMuCGqHCFnQ5brbegTKiULg5T8T491_KJMKO3RPJ3KdRn3XsSYEe4t6uOuFhpHSkimLJmK6IL-vE5UgO3bPn-HrAhGHoJiyQAANIhTu8LWvzEGGLsDsWM1fKxeJi5V5p_ECrVVZ4B/w640-h360/capture.jpg" width="640" /></a></div><br /> <span face="system-ui, -apple-system, "system-ui", ".SFNSText-Regular", sans-serif" style="background-color: white; color: #050505; font-size: 15px; white-space: pre-wrap;">Step 3: Capture</span></h2><div class="x11i5rnm xat24cr x1mh8g0r x1vvkbs xtlvy1s x126k92a" style="background-color: white; color: #050505; font-family: system-ui, -apple-system, "system-ui", ".SFNSText-Regular", sans-serif; font-size: 15px; margin: 0.5em 0px 0px; overflow-wrap: break-word; white-space: pre-wrap;"><div data-auto-logging-id="f388c5157ea7b5c" dir="auto">In the modern job landscape, it's important for companies to go beyond simply posting job openings and having a nice career site. To truly attract the top talent, businesses need to have a holistic recruitment strategy that includes capturing the attention and contact information of potential candidates. In a world with countless job opportunities, it's essential to make a lasting impression on those who visit your career site. But how can you ensure that these potential candidates will remember your company and stay engaged with your recruitment process? The answer lies in the critical step of capturing their contact information.</div></div><div class="x11i5rnm xat24cr x1mh8g0r x1vvkbs xtlvy1s x126k92a" style="background-color: white; color: #050505; font-family: system-ui, -apple-system, "system-ui", ".SFNSText-Regular", sans-serif; font-size: 15px; margin: 0.5em 0px 0px; overflow-wrap: break-word; white-space: pre-wrap;"><div dir="auto">So how can you effectively capture the contact information of your ideal candidates? Here are a few tips to consider:</div></div><div class="x11i5rnm xat24cr x1mh8g0r x1vvkbs xtlvy1s x126k92a" style="background-color: white; color: #050505; font-family: system-ui, -apple-system, "system-ui", ".SFNSText-Regular", sans-serif; font-size: 15px; margin: 0.5em 0px 0px; overflow-wrap: break-word; white-space: pre-wrap;"><div dir="auto">1. Offer something of value: To encourage candidates to share their contact information, you need to give them a reason to do so. This could be a free resource, such as an e-book or whitepaper related to your industry, or access to exclusive content, such as a webinar or podcast. By offering something of value, you can incentivize candidates to provide their contact information and stay engaged with your company.</div></div><div class="x11i5rnm xat24cr x1mh8g0r x1vvkbs xtlvy1s x126k92a" style="background-color: white; color: #050505; font-family: system-ui, -apple-system, "system-ui", ".SFNSText-Regular", sans-serif; font-size: 15px; margin: 0.5em 0px 0px; overflow-wrap: break-word; white-space: pre-wrap;"><div dir="auto">2. Keep it simple: When it comes to capturing contact information, simplicity is key. Don't ask for too much information upfront, as this can be a turnoff for candidates. Instead, focus on the essentials, such as their name, email address, and phone number. You can always gather more information later in the hiring process.</div></div><div class="x11i5rnm xat24cr x1mh8g0r x1vvkbs xtlvy1s x126k92a" style="background-color: white; color: #050505; font-family: system-ui, -apple-system, "system-ui", ".SFNSText-Regular", sans-serif; font-size: 15px; margin: 0.5em 0px 0px; overflow-wrap: break-word; white-space: pre-wrap;"><div dir="auto">3. Make it easy: In addition to keeping the information-gathering process simple, you also want to make it easy for candidates to provide their information. Consider using a form that is easy to fill out, and ensure that it is mobile-friendly. You may also want to provide the option for candidates to sign up using their social media profiles, such as LinkedIn or Facebook.</div></div><div class="x11i5rnm xat24cr x1mh8g0r x1vvkbs xtlvy1s x126k92a" style="background-color: white; color: #050505; font-family: system-ui, -apple-system, "system-ui", ".SFNSText-Regular", sans-serif; font-size: 15px; margin: 0.5em 0px 0px; overflow-wrap: break-word; white-space: pre-wrap;"><div dir="auto">4. Follow up quickly: Once you have captured a candidate's contact information, it's important to follow up quickly. Send them a confirmation email and let them know what to expect next in the hiring process. This will help to keep them engaged and interested in your company.</div></div><div class="x11i5rnm xat24cr x1mh8g0r x1vvkbs xtlvy1s x126k92a" style="background-color: white; color: #050505; font-family: system-ui, -apple-system, "system-ui", ".SFNSText-Regular", sans-serif; font-size: 15px; margin: 0.5em 0px 0px; overflow-wrap: break-word; white-space: pre-wrap;"><div dir="auto">By following these tips, you can increase your chances of capturing the contact information of your ideal candidates and staying in touch with them throughout the hiring process. Remember, in today's job market, attention is scarce, so it's important to make the most of every opportunity to engage with potential candidates.</div></div>Moises Lopezhttp://www.blogger.com/profile/12237707019414903410noreply@blogger.com0tag:blogger.com,1999:blog-6439664691641439285.post-12888927912158067032023-03-26T09:00:00.001-05:002023-03-26T09:00:00.197-05:00Time to Engage<div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhCopAg-FD6bI3bZWMPVqywumGBQqZZltgORULDCzYK8f6ufnr7LHWXcMLmYiUeWaWjenKuCgERDWXfGCZk84-NuG3BxMsHW0PMLpSFSiqoLeSz0cpqPhFYGQcgEGj3K54__4SJpUITwz4xRF92GhXNA6GZ_D9mabWwV78fvPEmNCUCscOY-SdXO2SU/s1920/Candidate%20Value%20Journey2%20(2).jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="1080" data-original-width="1920" height="360" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhCopAg-FD6bI3bZWMPVqywumGBQqZZltgORULDCzYK8f6ufnr7LHWXcMLmYiUeWaWjenKuCgERDWXfGCZk84-NuG3BxMsHW0PMLpSFSiqoLeSz0cpqPhFYGQcgEGj3K54__4SJpUITwz4xRF92GhXNA6GZ_D9mabWwV78fvPEmNCUCscOY-SdXO2SU/w640-h360/Candidate%20Value%20Journey2%20(2).jpg" width="640" /></a></div><br /><p>Engagement is a crucial step in the Candidate Value Journey when it comes to recruiting top talent. Once you have made your ideal candidate aware of your company, it's time to start building a relationship with them. This is where engagement comes into play.</p><p>Engagement can take many forms, but the goal is to start a conversation with your ideal candidate and provide them with valuable content. This content can be anything from informative articles to entertaining videos or interactive quizzes. The key is to provide content that resonates with your ideal candidate and showcases your company's values and culture.</p><p>One of the most effective ways to engage candidates is through job postings. Job postings should not just be a list of qualifications and responsibilities, but also a way to showcase your company's culture and what makes it a great place to work. By providing a glimpse into what it's like to work at your company, you can attract candidates who share your company's values and are excited about the opportunity to work there.</p><p>Social media is another great way to engage candidates. By creating and sharing content on platforms like LinkedIn, Twitter, and Instagram, you can reach a wider audience and start conversations with potential candidates. This can include sharing employee stories, highlighting company events, or even just sharing interesting industry news.</p><p>Digital marketing can also be used to engage candidates. By targeting specific demographics and interests, you can create targeted ad campaigns that showcase your company and its values. This can include everything from Google ads to sponsored content on industry websites.</p><p>Overall, engagement is a crucial step in the Candidate Value Journey. By providing valuable content and starting conversations with potential candidates, you can build a relationship with them and create a positive impression of your company. This can increase the likelihood that they will consider your company when looking for a job and ultimately accept a job offer if it aligns with their values and preferences.</p><p><br /></p><p><br /></p><p><br /></p><p><br /></p><p><br /></p><p> </p>Moises Lopezhttp://www.blogger.com/profile/12237707019414903410noreply@blogger.com0tag:blogger.com,1999:blog-6439664691641439285.post-44797675245890817582023-03-25T18:00:00.001-05:002023-03-25T18:00:00.155-05:00The first step in the Candidate Value Journey is awareness.<p><span style="background-color: white; color: #050505; font-family: system-ui, -apple-system, "system-ui", ".SFNSText-Regular", sans-serif; font-size: 15px; white-space: pre-wrap;"><table align="center" cellpadding="0" cellspacing="0" class="tr-caption-container" style="margin-left: auto; margin-right: auto;"><tbody><tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjtO-7MKqeIgXik0QoZFoYWWbKsrd3oBqvNFB3dpeiiUSgD9kC94Cfy1skd0VgtaNxX6_HFZAaWPThJUz1aqQHrgemEzOB0qs2D1HysXglRCil-UPwpWKROA4KLimAViw0vWSiK1--NAFDgN6FUKLuL_4qLLmkJook_DzzZkrW-gFGbZnIxyL7neqxQ/s1920/Candidate%20Value%20Journey2%20(1).jpg" imageanchor="1" style="margin-left: auto; margin-right: auto;"><img border="0" data-original-height="1080" data-original-width="1920" height="225" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjtO-7MKqeIgXik0QoZFoYWWbKsrd3oBqvNFB3dpeiiUSgD9kC94Cfy1skd0VgtaNxX6_HFZAaWPThJUz1aqQHrgemEzOB0qs2D1HysXglRCil-UPwpWKROA4KLimAViw0vWSiK1--NAFDgN6FUKLuL_4qLLmkJook_DzzZkrW-gFGbZnIxyL7neqxQ/w400-h225/Candidate%20Value%20Journey2%20(1).jpg" width="400" /></a></td></tr><tr><td class="tr-caption" style="text-align: center;">The candidate Value Journey</td></tr></tbody></table><br /> In order to attract top talent, candidates must first be aware of your company and what it has to offer. This is where your employer branding efforts come into play.</span></p><div class="x11i5rnm xat24cr x1mh8g0r x1vvkbs xtlvy1s x126k92a" style="background-color: white; color: #050505; font-family: system-ui, -apple-system, "system-ui", ".SFNSText-Regular", sans-serif; font-size: 15px; margin: 0.5em 0px 0px; overflow-wrap: break-word; white-space: pre-wrap;"><div dir="auto"><br /></div><div dir="auto">Creating a strong employer brand is crucial for building awareness among potential candidates. This involves showcasing your company culture, values, and mission in a way that resonates with your target audience. One way to do this is by creating compelling job postings that accurately reflect the role and what it's like to work at your company.</div><div dir="auto"><br /></div><div dir="auto">But simply getting a candidate's attention isn't enough. At this stage, they don't yet know your company, like your company, or trust your company. So, the next step is to start developing a relationship with your ideal candidate.</div><div dir="auto"><br /></div><div dir="auto">This can be done through various touchpoints, such as social media, career fairs, and networking events. By providing valuable content and engaging with potential candidates, you can start to build a relationship and establish trust.
<br /></div><div dir="auto">It's important to remember that the candidate's experience at this stage is just as important as the company's experience. If a candidate has a negative experience early on in the recruitment process, they may be less likely to consider your company in the future, even if they were initially interested.</div><div dir="auto"><br /></div><div dir="auto">Consequently, it's essential to create a positive and memorable candidate experience from the very beginning. This can include personalized communication, clear and transparent information about the role and the company, and timely follow-up.
<br /></div><div dir="auto">The awareness stage of the Candidate Value Journey is all about building brand awareness and starting to develop a relationship with potential candidates. By creating a strong employer brand and providing a positive candidate experience, you can attract top talent and increase the likelihood of long-term employee retention.</div></div><div class="x11i5rnm xat24cr x1mh8g0r x1vvkbs xtlvy1s x126k92a" style="background-color: white; color: #050505; font-family: system-ui, -apple-system, "system-ui", ".SFNSText-Regular", sans-serif; font-size: 15px; margin: 0.5em 0px 0px; overflow-wrap: break-word; white-space: pre-wrap;"><div dir="auto"><a class="x1i10hfl xjbqb8w x6umtig x1b1mbwd xaqea5y xav7gou x9f619 x1ypdohk xt0psk2 xe8uvvx xdj266r x11i5rnm xat24cr x1mh8g0r xexx8yu x4uap5 x18d9i69 xkhd6sd x16tdsg8 x1hl2dhg xggy1nq x1a2a7pz xt0b8zv x1qq9wsj xo1l8bm" href="https://www.facebook.com/hashtag/sourcing?__cft__[0]=AZX32XAv2VXWumcpk4XvUBz7L-5klgWGr_jR82IU3FyDASdBPQTLf3OBoupJgAwW-cGe_SObZ-qPwDQs1iOICsIPgY2HHeAUGJifO_IOkK0SzjjuO4taDJ_UBugZGxx4XwA&__tn__=*NK-R" role="link" style="-webkit-tap-highlight-color: transparent; background-color: transparent; border-color: initial; border-style: initial; border-width: 0px; box-sizing: border-box; cursor: pointer; display: inline; list-style: none; margin: 0px; outline: none; padding: 0px; text-align: inherit; text-decoration-line: none; touch-action: manipulation;" tabindex="0" target="_blank">#sourcing</a> <a class="x1i10hfl xjbqb8w x6umtig x1b1mbwd xaqea5y xav7gou x9f619 x1ypdohk xt0psk2 xe8uvvx xdj266r x11i5rnm xat24cr x1mh8g0r xexx8yu x4uap5 x18d9i69 xkhd6sd x16tdsg8 x1hl2dhg xggy1nq x1a2a7pz xt0b8zv x1qq9wsj xo1l8bm" href="https://www.facebook.com/hashtag/strategicsourcing?__cft__[0]=AZX32XAv2VXWumcpk4XvUBz7L-5klgWGr_jR82IU3FyDASdBPQTLf3OBoupJgAwW-cGe_SObZ-qPwDQs1iOICsIPgY2HHeAUGJifO_IOkK0SzjjuO4taDJ_UBugZGxx4XwA&__tn__=*NK-R" role="link" style="-webkit-tap-highlight-color: transparent; background-color: transparent; border-color: initial; border-style: initial; border-width: 0px; box-sizing: border-box; cursor: pointer; display: inline; list-style: none; margin: 0px; outline: none; padding: 0px; text-align: inherit; text-decoration-line: none; touch-action: manipulation;" tabindex="0" target="_blank">#strategicsourcing</a> <a class="x1i10hfl xjbqb8w x6umtig x1b1mbwd xaqea5y xav7gou x9f619 x1ypdohk xt0psk2 xe8uvvx xdj266r x11i5rnm xat24cr x1mh8g0r xexx8yu x4uap5 x18d9i69 xkhd6sd x16tdsg8 x1hl2dhg xggy1nq x1a2a7pz xt0b8zv x1qq9wsj xo1l8bm" href="https://www.facebook.com/hashtag/candidatevaluejourney?__cft__[0]=AZX32XAv2VXWumcpk4XvUBz7L-5klgWGr_jR82IU3FyDASdBPQTLf3OBoupJgAwW-cGe_SObZ-qPwDQs1iOICsIPgY2HHeAUGJifO_IOkK0SzjjuO4taDJ_UBugZGxx4XwA&__tn__=*NK-R" role="link" style="-webkit-tap-highlight-color: transparent; background-color: transparent; border-color: initial; border-style: initial; border-width: 0px; box-sizing: border-box; cursor: pointer; display: inline; list-style: none; margin: 0px; outline: none; padding: 0px; text-align: inherit; text-decoration-line: none; touch-action: manipulation;" tabindex="0" target="_blank">#candidatevaluejourney</a> <a class="x1i10hfl xjbqb8w x6umtig x1b1mbwd xaqea5y xav7gou x9f619 x1ypdohk xt0psk2 xe8uvvx xdj266r x11i5rnm xat24cr x1mh8g0r xexx8yu x4uap5 x18d9i69 xkhd6sd x16tdsg8 x1hl2dhg xggy1nq x1a2a7pz xt0b8zv x1qq9wsj xo1l8bm" href="https://www.facebook.com/hashtag/candidatevalue?__cft__[0]=AZX32XAv2VXWumcpk4XvUBz7L-5klgWGr_jR82IU3FyDASdBPQTLf3OBoupJgAwW-cGe_SObZ-qPwDQs1iOICsIPgY2HHeAUGJifO_IOkK0SzjjuO4taDJ_UBugZGxx4XwA&__tn__=*NK-R" role="link" style="-webkit-tap-highlight-color: transparent; background-color: transparent; border-color: initial; border-style: initial; border-width: 0px; box-sizing: border-box; cursor: pointer; display: inline; list-style: none; margin: 0px; outline: none; padding: 0px; text-align: inherit; text-decoration-line: none; touch-action: manipulation;" tabindex="0" target="_blank">#candidatevalue</a> <a class="x1i10hfl xjbqb8w x6umtig x1b1mbwd xaqea5y xav7gou x9f619 x1ypdohk xt0psk2 xe8uvvx xdj266r x11i5rnm xat24cr x1mh8g0r xexx8yu x4uap5 x18d9i69 xkhd6sd x16tdsg8 x1hl2dhg xggy1nq x1a2a7pz xt0b8zv x1qq9wsj xo1l8bm" href="https://www.facebook.com/hashtag/branding?__cft__[0]=AZX32XAv2VXWumcpk4XvUBz7L-5klgWGr_jR82IU3FyDASdBPQTLf3OBoupJgAwW-cGe_SObZ-qPwDQs1iOICsIPgY2HHeAUGJifO_IOkK0SzjjuO4taDJ_UBugZGxx4XwA&__tn__=*NK-R" role="link" style="-webkit-tap-highlight-color: transparent; background-color: transparent; border-color: initial; border-style: initial; border-width: 0px; box-sizing: border-box; cursor: pointer; display: inline; list-style: none; margin: 0px; outline: none; padding: 0px; text-align: inherit; text-decoration-line: none; touch-action: manipulation;" tabindex="0" target="_blank">#branding</a></div></div>Moises Lopezhttp://www.blogger.com/profile/12237707019414903410noreply@blogger.com0tag:blogger.com,1999:blog-6439664691641439285.post-18901617538667266982023-03-24T08:50:00.008-05:002023-03-24T08:52:34.867-05:00The Candidate Value Journey - part 2<p></p><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEizX1s5UlQKjEeaOZX_Tg8LslJ_6sGevUuF9tDVVL9hM8gZVqZYVl1WKJIDL07hZM3KUGQ-Ok1wuWoV_kGQdqOXtq4tNc-AdG5YbxoG_lZFYVbZNtqAYNYM1LEMcsBHrmg1X8efztChob84LN9AfqMf0QFw993pAvcKWVtAMR1slTaXMfGgmEpvvihi/s1920/Candidate%20Value%20Journey2.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="1080" data-original-width="1920" height="180" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEizX1s5UlQKjEeaOZX_Tg8LslJ_6sGevUuF9tDVVL9hM8gZVqZYVl1WKJIDL07hZM3KUGQ-Ok1wuWoV_kGQdqOXtq4tNc-AdG5YbxoG_lZFYVbZNtqAYNYM1LEMcsBHrmg1X8efztChob84LN9AfqMf0QFw993pAvcKWVtAMR1slTaXMfGgmEpvvihi/s320/Candidate%20Value%20Journey2.jpg" width="320" /></a></div><br /> <span face="Söhne, ui-sans-serif, system-ui, -apple-system, "Segoe UI", Roboto, Ubuntu, Cantarell, "Noto Sans", sans-serif, "Helvetica Neue", Arial, "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Noto Color Emoji"" style="color: #343541; font-size: 16px; white-space: pre-wrap;">The Candidate Value Journey is a framework used by companies to attract, engage, and retain top talent. It is a structured approach to the recruitment process that aims to create a positive candidate experience and build a strong employer brand.</span><p></p><span face="Söhne, ui-sans-serif, system-ui, -apple-system, "Segoe UI", Roboto, Ubuntu, Cantarell, "Noto Sans", sans-serif, "Helvetica Neue", Arial, "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Noto Color Emoji"" style="color: #343541; font-size: 16px; white-space: pre-wrap;">The journey begins with the first point of contact between the company and the candidate, usually through job postings or social media. From there, the company works to build a relationship with the candidate, engaging them through various touchpoints, such as career fairs, interviews, and follow-up communication.
Throughout the journey, the company seeks to understand the candidate's needs, interests, and motivations, tailoring the recruitment process to fit their individual preferences. By doing so, the company can create a positive impression and establish a connection with the candidate, increasing the likelihood that they will accept a job offer and become a long-term employee.</span><div><span face="Söhne, ui-sans-serif, system-ui, -apple-system, "Segoe UI", Roboto, Ubuntu, Cantarell, "Noto Sans", sans-serif, "Helvetica Neue", Arial, "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Noto Color Emoji"" style="color: #343541; font-size: 16px; white-space: pre-wrap;">
<b><i>What the Candidate Value Journey isn't</i></b>
The Candidate Value Journey is not a one-size-fits-all solution to recruitment. It is not a static process that can be applied to every candidate in the same way. Instead, it is a dynamic framework that must be tailored to fit the unique needs and preferences of each individual candidate.</span></div><div><span face="Söhne, ui-sans-serif, system-ui, -apple-system, "Segoe UI", Roboto, Ubuntu, Cantarell, "Noto Sans", sans-serif, "Helvetica Neue", Arial, "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Noto Color Emoji"" style="color: #343541; font-size: 16px; white-space: pre-wrap;">
Furthermore, the Candidate Value Journey is not a one-way street. It is not just about the company selling itself to the candidate. Instead, it is a two-way conversation, where both the company and the candidate have a say in the recruitment process. The company must listen to the candidate's needs and concerns, and be willing to adjust their approach accordingly.
<br /></span></div><div><span face="Söhne, ui-sans-serif, system-ui, -apple-system, "Segoe UI", Roboto, Ubuntu, Cantarell, "Noto Sans", sans-serif, "Helvetica Neue", Arial, "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Noto Color Emoji"" style="color: #343541; font-size: 16px; white-space: pre-wrap;">Finally, the Candidate Value Journey is not just a recruitment strategy, but a long-term investment in the company's employer brand. By creating a positive candidate experience, the company can establish itself as a desirable employer, attracting not only top talent, but also loyal customers and partners.</span></div><div><span face="Söhne, ui-sans-serif, system-ui, -apple-system, Segoe UI, Roboto, Ubuntu, Cantarell, Noto Sans, sans-serif, Helvetica Neue, Arial, Apple Color Emoji, Segoe UI Emoji, Segoe UI Symbol, Noto Color Emoji" style="color: #343541;"><span style="white-space: pre-wrap;"><br /></span></span><span face="Söhne, ui-sans-serif, system-ui, -apple-system, "Segoe UI", Roboto, Ubuntu, Cantarell, "Noto Sans", sans-serif, "Helvetica Neue", Arial, "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Noto Color Emoji"" style="color: #343541; font-size: 16px; white-space: pre-wrap;"><div class="separator" style="clear: both; text-align: center;"><iframe allowfullscreen='allowfullscreen' webkitallowfullscreen='webkitallowfullscreen' mozallowfullscreen='mozallowfullscreen' width='320' height='266' src='https://www.blogger.com/video.g?token=AD6v5dwIKoUj19gDQAYdm4hug8bmB-fHwjOVTcoOwfwiLcywNULrRqldpH-PVQHU0zlPXxRCu9JJwzpuvi7e4YH8bQ' class='b-hbp-video b-uploaded' frameborder='0'></iframe></div><br /></span></div>Moises Lopezhttp://www.blogger.com/profile/12237707019414903410noreply@blogger.com0tag:blogger.com,1999:blog-6439664691641439285.post-6817785412133048622023-03-23T14:04:00.000-05:002023-03-23T14:04:06.920-05:00The Candidate Value Journey...<p><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, "system-ui", "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: var(--font-size-large);"></span></p><div class="separator" style="clear: both; text-align: center;"><iframe allowfullscreen='allowfullscreen' webkitallowfullscreen='webkitallowfullscreen' mozallowfullscreen='mozallowfullscreen' width='320' height='266' src='https://www.blogger.com/video.g?token=AD6v5dx_Hx2wQt1_Y8EnfojbJhxj6Xaoo-gGQYWLvDjWW-cP4laTtqytJ6K-ZCjYZ76OjHXml78lXtF-8fheo68IUg' class='b-hbp-video b-uploaded' frameborder='0'></iframe></div><br />Sourcing is the beginning of the Candidate Value Journey, which strategically builds relationships with potential candidates and converts them into loyal employees. This journey is the process that every potential candidate goes through to become a new hire and eventually, a brand advocate for your company.<p></p><p class="reader-text-block__paragraph" style="--artdeco-reset-typography_getfontsize: 1.6rem; --artdeco-reset-typography_getlineheight: 1.5; background-color: white; border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, "system-ui", "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: var(--font-size-large); line-height: 1.75; margin: 1.6rem 0px; padding: var(--artdeco-reset-base-padding-zero); vertical-align: var(--artdeco-reset-base-vertical-align-baseline);">The hard truth is that recruitment sourcing is not a one-step process. On my account there are eight stages that you must account for on the path to hiring and retention. However, the great news is that if you understand this recruitment sourcing strategy (I call it, the Candidate Value Journey), you can intentionally engineer your hiring process in such a way that it moves potential candidates predictably through the stages.</p><p class="reader-text-block__paragraph" style="--artdeco-reset-typography_getfontsize: 1.6rem; --artdeco-reset-typography_getlineheight: 1.5; background-color: white; border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, "system-ui", "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: var(--font-size-large); line-height: 1.75; margin: 1.6rem 0px; padding: var(--artdeco-reset-base-padding-zero); vertical-align: var(--artdeco-reset-base-vertical-align-baseline);">In other words, you will no longer have to wonder if you will be able to find suitable candidates, and you will not have to cross your fingers and hope for quality hires. When you understand the Candidate Value Journey, even candidate referrals will become automatic.</p><p class="reader-text-block__paragraph" style="--artdeco-reset-typography_getfontsize: 1.6rem; --artdeco-reset-typography_getlineheight: 1.5; background-color: white; border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, "system-ui", "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: var(--font-size-large); line-height: 1.75; margin: 1.6rem 0px; padding: var(--artdeco-reset-base-padding-zero); vertical-align: var(--artdeco-reset-base-vertical-align-baseline);">This Journey is the strategic foundation that serves as the master template upon which every other recruitment sourcing discipline and tactic is built. The job of recruitment sourcing is to move potential candidates seamlessly and subtly through each phase of the Candidate Value Journey.</p><p class="reader-text-block__paragraph" style="--artdeco-reset-typography_getfontsize: 1.6rem; --artdeco-reset-typography_getlineheight: 1.5; background-color: white; border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, "system-ui", "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: var(--font-size-large); line-height: 1.75; margin: 1.6rem 0px; padding: var(--artdeco-reset-base-padding-zero); vertical-align: var(--artdeco-reset-base-vertical-align-baseline);">Today I will start with a high-level map of the Candidate Value Journey. Then in other articles, we will dive into each of the eight steps, talk about the recruitment sourcing tactics you will need to move potential candidates along the Journey, and review case studies so you can see it in action.</p><p class="reader-text-block__paragraph" style="--artdeco-reset-typography_getfontsize: 1.6rem; --artdeco-reset-typography_getlineheight: 1.5; background-color: white; border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, "system-ui", "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: var(--font-size-large); line-height: 1.75; margin: 1.6rem 0px; padding: var(--artdeco-reset-base-padding-zero); vertical-align: var(--artdeco-reset-base-vertical-align-baseline);">An Overview of the Candidate Value Journey</p><p class="reader-text-block__paragraph" style="--artdeco-reset-typography_getfontsize: 1.6rem; --artdeco-reset-typography_getlineheight: 1.5; background-color: white; border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, "system-ui", "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: var(--font-size-large); line-height: 1.75; margin: 1.6rem 0px; padding: var(--artdeco-reset-base-padding-zero); vertical-align: var(--artdeco-reset-base-vertical-align-baseline);">Step 1: Awareness</p><p class="reader-text-block__paragraph" style="--artdeco-reset-typography_getfontsize: 1.6rem; --artdeco-reset-typography_getlineheight: 1.5; background-color: white; border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, "system-ui", "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: var(--font-size-large); line-height: 1.75; margin: 1.6rem 0px; padding: var(--artdeco-reset-base-padding-zero); vertical-align: var(--artdeco-reset-base-vertical-align-baseline);">The Candidate Value Journey begins with awareness. Before you can recruit someone, they have to know that your company exists. Your ideal candidate is now aware of your company, but you are still in the early stages of building a relationship with them. They do not yet know your company, like your company, or much less trust your company. So, the next step is to start developing a relationship with your ideal candidate.</p><p class="reader-text-block__paragraph" style="--artdeco-reset-typography_getfontsize: 1.6rem; --artdeco-reset-typography_getlineheight: 1.5; background-color: white; border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, "system-ui", "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: var(--font-size-large); line-height: 1.75; margin: 1.6rem 0px; padding: var(--artdeco-reset-base-padding-zero); vertical-align: var(--artdeco-reset-base-vertical-align-baseline);">Step 2: Engagement</p><p class="reader-text-block__paragraph" style="--artdeco-reset-typography_getfontsize: 1.6rem; --artdeco-reset-typography_getlineheight: 1.5; background-color: white; border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, "system-ui", "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: var(--font-size-large); line-height: 1.75; margin: 1.6rem 0px; padding: var(--artdeco-reset-base-padding-zero); vertical-align: var(--artdeco-reset-base-vertical-align-baseline);">Engagement is where you start conversing with your ideal candidates. You engage them through some form of content that provides entertainment, information, or both. This can be achieved through job postings, social media, or other forms of digital marketing.</p><p class="reader-text-block__paragraph" style="--artdeco-reset-typography_getfontsize: 1.6rem; --artdeco-reset-typography_getlineheight: 1.5; background-color: white; border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, "system-ui", "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: var(--font-size-large); line-height: 1.75; margin: 1.6rem 0px; padding: var(--artdeco-reset-base-padding-zero); vertical-align: var(--artdeco-reset-base-vertical-align-baseline);">Step 3: Capture</p><p class="reader-text-block__paragraph" style="--artdeco-reset-typography_getfontsize: 1.6rem; --artdeco-reset-typography_getlineheight: 1.5; background-color: white; border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, "system-ui", "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: var(--font-size-large); line-height: 1.75; margin: 1.6rem 0px; padding: var(--artdeco-reset-base-padding-zero); vertical-align: var(--artdeco-reset-base-vertical-align-baseline);">At this point, your ideal candidate knows who your company is and has engaged with you in some way or another. However, if you fail to capture their contact information, the odds are high that you will never hear from them again. Why? Because people today are inundated with job opportunities, creating a scarcity of attention. Just because someone visits your career site today does NOT mean they will remember to revisit your site in the future.</p><p class="reader-text-block__paragraph" style="--artdeco-reset-typography_getfontsize: 1.6rem; --artdeco-reset-typography_getlineheight: 1.5; background-color: white; border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, "system-ui", "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: var(--font-size-large); line-height: 1.75; margin: 1.6rem 0px; padding: var(--artdeco-reset-base-padding-zero); vertical-align: var(--artdeco-reset-base-vertical-align-baseline);">Step 4: Convert</p><p class="reader-text-block__paragraph" style="--artdeco-reset-typography_getfontsize: 1.6rem; --artdeco-reset-typography_getlineheight: 1.5; background-color: white; border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, "system-ui", "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: var(--font-size-large); line-height: 1.75; margin: 1.6rem 0px; padding: var(--artdeco-reset-base-padding-zero); vertical-align: var(--artdeco-reset-base-vertical-align-baseline);">If the candidates you gain in Step 3 of the journey remain engaged, some of them will be ready to increase their level of commitment. They like the information you share and have begun to trust your company, so they are ready to apply for a job or refer a friend. This is a critical stage in the Candidate Journey and one that frustrates many recruiters. The key to success in this stage is to employ what we call "entry-point offers." These offers are designed to give the new candidate tremendous value without forcing them to put too much "skin in the game."</p><p class="reader-text-block__paragraph" style="--artdeco-reset-typography_getfontsize: 1.6rem; --artdeco-reset-typography_getlineheight: 1.5; background-color: white; border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, "system-ui", "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: var(--font-size-large); line-height: 1.75; margin: 1.6rem 0px; padding: var(--artdeco-reset-base-padding-zero); vertical-align: var(--artdeco-reset-base-vertical-align-baseline);">Step 5: Excite</p><p class="reader-text-block__paragraph" style="--artdeco-reset-typography_getfontsize: 1.6rem; --artdeco-reset-typography_getlineheight: 1.5; background-color: white; border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, "system-ui", "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: var(--font-size-large); line-height: 1.75; margin: 1.6rem 0px; padding: var(--artdeco-reset-base-padding-zero); vertical-align: var(--artdeco-reset-base-vertical-align-baseline);">At this point, your new candidate has applied for a job or referred a friend. Your job now is to make sure the experience is a good one, so the excitement of the application process develops into goodwill and trust. If the candidate does not get value from this process, they will not move on to the next stage.</p><p class="reader-text-block__paragraph" style="--artdeco-reset-typography_getfontsize: 1.6rem; --artdeco-reset-typography_getlineheight: 1.5; background-color: white; border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, "system-ui", "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: var(--font-size-large); line-height: 1.75; margin: 1.6rem 0px; padding: var(--artdeco-reset-base-padding-zero); vertical-align: var(--artdeco-reset-base-vertical-align-baseline);">Step 6: Ascend</p><p class="reader-text-block__paragraph" style="--artdeco-reset-typography_getfontsize: 1.6rem; --artdeco-reset-typography_getlineheight: 1.5; background-color: white; border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, "system-ui", "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: var(--font-size-large); line-height: 1.75; margin: 1.6rem 0px; padding: var(--artdeco-reset-base-padding-zero); vertical-align: var(--artdeco-reset-base-vertical-align-baseline);">The Ascend stage of the Candidate Value Journey is where your candidate will be ready to apply for more positions within your company. If your company has core positions, this is the place to make those offers. Once your candidate applies for those core positions, it’s time to present them with other relevant opportunities.</p><p class="reader-text-block__paragraph" style="--artdeco-reset-typography_getfontsize: 1.6rem; --artdeco-reset-typography_getlineheight: 1.5; background-color: white; border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, "system-ui", "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: var(--font-size-large); line-height: 1.75; margin: 1.6rem 0px; padding: var(--artdeco-reset-base-padding-zero); vertical-align: var(--artdeco-reset-base-vertical-align-baseline);">Step 7: Advocate</p><p class="reader-text-block__paragraph" style="--artdeco-reset-typography_getfontsize: 1.6rem; --artdeco-reset-typography_getlineheight: 1.5; background-color: white; border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, "system-ui", "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: var(--font-size-large); line-height: 1.75; margin: 1.6rem 0px; padding: var(--artdeco-reset-base-padding-zero); vertical-align: var(--artdeco-reset-base-vertical-align-baseline);">You now have a happy candidate who has applied for one or more positions within your company. The next stage in the Candidate Value Journey is to create an experience that encourages your most loyal candidates to advocate for your company. An advocate is someone who speaks positively about your brand. An advocate is what you might call a “passive promoter.” They won’t necessarily promote your business in an active way, but when asked about you, they will respond favorably.</p><p class="reader-text-block__paragraph" style="--artdeco-reset-typography_getfontsize: 1.6rem; --artdeco-reset-typography_getlineheight: 1.5; background-color: white; border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, "system-ui", "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: var(--font-size-large); line-height: 1.75; margin: 1.6rem 0px; padding: var(--artdeco-reset-base-padding-zero); vertical-align: var(--artdeco-reset-base-vertical-align-baseline);">Step 8: Attract Promoters</p><p class="reader-text-block__paragraph" style="--artdeco-reset-typography_getfontsize: 1.6rem; --artdeco-reset-typography_getlineheight: 1.5; background-color: white; border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, "system-ui", "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: var(--font-size-large); line-height: 1.75; margin: 1.6rem 0px; padding: var(--artdeco-reset-base-padding-zero); vertical-align: var(--artdeco-reset-base-vertical-align-baseline);">In order to succeed in recruitment, it is important to not only attract advocates, but also promoters who actively seek to share positive information about your brand, products, and services. Our later discussions will focus on how to effectively move candidates through the Candidate Value Journey.</p><p class="reader-text-block__paragraph" style="--artdeco-reset-typography_getfontsize: 1.6rem; --artdeco-reset-typography_getlineheight: 1.5; background-color: white; border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, "system-ui", "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: var(--font-size-large); line-height: 1.75; margin: 1.6rem 0px; padding: var(--artdeco-reset-base-padding-zero); vertical-align: var(--artdeco-reset-base-vertical-align-baseline);"><a href="https://www.linkedin.com/feed/hashtag/sourcing" style="background-color: var(--artdeco-reset-link-background-color-transparent); border: var(--artdeco-reset-link-border-zero); box-sizing: inherit; font-size: var(--artdeco-reset-base-font-size-hundred-percent); font-weight: var(--font-weight-bold); margin: var(--artdeco-reset-base-margin-zero); overflow-wrap: break-word; padding: var(--artdeco-reset-base-padding-zero); text-decoration: var(--artdeco-reset-link-text-decoration-none); touch-action: manipulation; vertical-align: var(--artdeco-reset-base-vertical-align-baseline);">#sourcing</a> <a href="https://www.linkedin.com/feed/hashtag/strategicsourcing" style="background-color: var(--artdeco-reset-link-background-color-transparent); border: var(--artdeco-reset-link-border-zero); box-sizing: inherit; font-size: var(--artdeco-reset-base-font-size-hundred-percent); font-weight: var(--font-weight-bold); margin: var(--artdeco-reset-base-margin-zero); overflow-wrap: break-word; padding: var(--artdeco-reset-base-padding-zero); text-decoration: var(--artdeco-reset-link-text-decoration-none); touch-action: manipulation; vertical-align: var(--artdeco-reset-base-vertical-align-baseline);">#strategicsourcing</a> <a href="https://www.linkedin.com/feed/hashtag/candidatevalue" style="background-color: var(--artdeco-reset-link-background-color-transparent); border: var(--artdeco-reset-link-border-zero); box-sizing: inherit; font-size: var(--artdeco-reset-base-font-size-hundred-percent); font-weight: var(--font-weight-bold); margin: var(--artdeco-reset-base-margin-zero); overflow-wrap: break-word; padding: var(--artdeco-reset-base-padding-zero); text-decoration: var(--artdeco-reset-link-text-decoration-none); touch-action: manipulation; vertical-align: var(--artdeco-reset-base-vertical-align-baseline);">#candidatevalue</a> <a href="https://www.linkedin.com/feed/hashtag/branding" style="background-color: var(--artdeco-reset-link-background-color-transparent); border: var(--artdeco-reset-link-border-zero); box-sizing: inherit; font-size: var(--artdeco-reset-base-font-size-hundred-percent); font-weight: var(--font-weight-bold); margin: var(--artdeco-reset-base-margin-zero); overflow-wrap: break-word; padding: var(--artdeco-reset-base-padding-zero); text-decoration: var(--artdeco-reset-link-text-decoration-none); touch-action: manipulation; vertical-align: var(--artdeco-reset-base-vertical-align-baseline);">#branding</a> <a href="https://www.linkedin.com/feed/hashtag/candidatevaluejourney" style="background-color: var(--artdeco-reset-link-background-color-transparent); border: var(--artdeco-reset-link-border-zero); box-sizing: inherit; font-size: var(--artdeco-reset-base-font-size-hundred-percent); font-weight: var(--font-weight-bold); margin: var(--artdeco-reset-base-margin-zero); overflow-wrap: break-word; padding: var(--artdeco-reset-base-padding-zero); text-decoration: var(--artdeco-reset-link-text-decoration-none); touch-action: manipulation; vertical-align: var(--artdeco-reset-base-vertical-align-baseline);">#candidatevaluejourney</a></p>Moises Lopezhttp://www.blogger.com/profile/12237707019414903410noreply@blogger.com0Allen, TX, USA33.1031744 -96.670550300000016-45.223425229327432 122.7044497 90 43.954449699999955tag:blogger.com,1999:blog-6439664691641439285.post-50317764180013510562023-03-22T11:22:00.000-05:002023-03-22T11:22:36.999-05:00<blockquote style="border: none; margin: 0 0 0 40px; padding: 0px;"><h2 style="text-align: left;"><span style="color: var(--color-text); font-family: -apple-system, system-ui, "system-ui", "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: var(--artdeco-reset-base-font-size-hundred-percent);">An incredibly straightforward sourcing ingredient that Delivers Candidates</span></h2></blockquote><div class="feed-shared-update-v2__description-wrapper" style="background-color: white; border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, "system-ui", "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 16px; margin: var(--artdeco-reset-base-margin-zero); padding: var(--artdeco-reset-base-padding-zero); vertical-align: var(--artdeco-reset-base-vertical-align-baseline);" tabindex="-1"><div class="feed-shared-inline-show-more-text
feed-shared-update-v2__description feed-shared-inline-show-more-text--minimal-padding
feed-shared-inline-show-more-text--expanded
" data-artdeco-is-focused="true" style="--artdeco-reset-typography_getlineheight: 1.42857; -webkit-line-clamp: initial; background: var(--artdeco-reset-base-background-transparent); border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; font-size: var(--artdeco-reset-base-font-size-hundred-percent); line-height: 2rem !important; margin: 0px 1.6rem; max-height: none; max-width: 928px; outline: none; overflow: hidden; padding: var(--artdeco-reset-base-padding-zero); position: relative; vertical-align: var(--artdeco-reset-base-vertical-align-baseline);" tabindex="-1"><div class="update-components-text relative feed-shared-update-v2__commentary " dir="ltr" style="--artdeco-reset-typography_getfontsize: 1.4rem; --artdeco-reset-typography_getlineheight: 1.42857; background: var(--artdeco-reset-base-background-transparent); border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; color: var(--color-text); font-size: var(--artdeco-reset-typography_getFontSize); line-height: var(--artdeco-reset-typography_getLineHeight); margin: var(--artdeco-reset-base-margin-zero); padding: var(--artdeco-reset-base-padding-zero); position: relative !important; vertical-align: var(--artdeco-reset-base-vertical-align-baseline);"><span class="break-words" style="background: var(--artdeco-reset-base-background-transparent); border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; font-size: var(--artdeco-reset-base-font-size-hundred-percent); line-height: inherit !important; margin: var(--artdeco-reset-base-margin-zero); outline: var(--artdeco-reset-base-outline-zero); overflow-wrap: break-word !important; padding: var(--artdeco-reset-base-padding-zero); vertical-align: var(--artdeco-reset-base-vertical-align-baseline); word-break: break-word !important;"><span style="background: var(--artdeco-reset-base-background-transparent); border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; font-size: var(--artdeco-reset-base-font-size-hundred-percent); line-height: inherit !important; margin: var(--artdeco-reset-base-margin-zero); outline: var(--artdeco-reset-base-outline-zero); padding: var(--artdeco-reset-base-padding-zero); vertical-align: var(--artdeco-reset-base-vertical-align-baseline);"><span dir="ltr" style="background: var(--artdeco-reset-base-background-transparent); border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; font-size: var(--artdeco-reset-base-font-size-hundred-percent); line-height: inherit !important; margin: var(--artdeco-reset-base-margin-zero); outline: var(--artdeco-reset-base-outline-zero); padding: var(--artdeco-reset-base-padding-zero); vertical-align: var(--artdeco-reset-base-vertical-align-baseline);"><br style="box-sizing: inherit; line-height: inherit !important;" />When it comes to sourcing new talent, employee referrals are a powerful tool that recruiters should not overlook. Not only do they bring in candidates who have been pre-vetted for fit with your organization's values and culture, but they also help build a sense of community within the organization. Plus, employee referrals are incredibly easy to implement and manage.<br style="box-sizing: inherit; line-height: inherit !important;" /><br style="box-sizing: inherit; line-height: inherit !important;" />Employee referrals are more than just word-of-mouth recommendations; they're an important part of any company's recruitment strategy.<br style="box-sizing: inherit; line-height: inherit !important;" /><br style="box-sizing: inherit; line-height: inherit !important;" />When it comes to sourcing candidates, employee referrals can give you a major head start. Your current employees can be an invaluable resource when looking for new talent, as they already know<br style="box-sizing: inherit; line-height: inherit !important;" /><br style="box-sizing: inherit; line-height: inherit !important;" />Here are some tips to help you make the most of employee referrals in your recruitment efforts:<br style="box-sizing: inherit; line-height: inherit !important;" /><br style="box-sizing: inherit; line-height: inherit !important;" /></span></span></span><h4 style="text-align: left;"><span class="break-words" style="background: var(--artdeco-reset-base-background-transparent); border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; font-size: var(--artdeco-reset-base-font-size-hundred-percent); line-height: inherit !important; margin: var(--artdeco-reset-base-margin-zero); outline: var(--artdeco-reset-base-outline-zero); overflow-wrap: break-word !important; padding: var(--artdeco-reset-base-padding-zero); vertical-align: var(--artdeco-reset-base-vertical-align-baseline); word-break: break-word !important;"><span style="background: var(--artdeco-reset-base-background-transparent); border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; font-size: var(--artdeco-reset-base-font-size-hundred-percent); line-height: inherit !important; margin: var(--artdeco-reset-base-margin-zero); outline: var(--artdeco-reset-base-outline-zero); padding: var(--artdeco-reset-base-padding-zero); vertical-align: var(--artdeco-reset-base-vertical-align-baseline);"><span dir="ltr" style="background: var(--artdeco-reset-base-background-transparent); border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; font-size: var(--artdeco-reset-base-font-size-hundred-percent); line-height: inherit !important; margin: var(--artdeco-reset-base-margin-zero); outline: var(--artdeco-reset-base-outline-zero); padding: var(--artdeco-reset-base-padding-zero); vertical-align: var(--artdeco-reset-base-vertical-align-baseline);">1. Communicate the Importance of Referrals</span></span></span></h4><span class="break-words" style="background: var(--artdeco-reset-base-background-transparent); border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; font-size: var(--artdeco-reset-base-font-size-hundred-percent); line-height: inherit !important; margin: var(--artdeco-reset-base-margin-zero); outline: var(--artdeco-reset-base-outline-zero); overflow-wrap: break-word !important; padding: var(--artdeco-reset-base-padding-zero); vertical-align: var(--artdeco-reset-base-vertical-align-baseline); word-break: break-word !important;"><span style="background: var(--artdeco-reset-base-background-transparent); border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; font-size: var(--artdeco-reset-base-font-size-hundred-percent); line-height: inherit !important; margin: var(--artdeco-reset-base-margin-zero); outline: var(--artdeco-reset-base-outline-zero); padding: var(--artdeco-reset-base-padding-zero); vertical-align: var(--artdeco-reset-base-vertical-align-baseline);"><span dir="ltr" style="background: var(--artdeco-reset-base-background-transparent); border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; font-size: var(--artdeco-reset-base-font-size-hundred-percent); line-height: inherit !important; margin: var(--artdeco-reset-base-margin-zero); outline: var(--artdeco-reset-base-outline-zero); padding: var(--artdeco-reset-base-padding-zero); vertical-align: var(--artdeco-reset-base-vertical-align-baseline);">Make sure your employees know that you're actively looking for new hires and that you value their referrals. Let them know that their input can help shape the future of the company and that you're open to any and all recommendations.<br style="box-sizing: inherit; line-height: inherit !important;" /></span></span></span><h4 style="text-align: left;"><span class="break-words" style="background: var(--artdeco-reset-base-background-transparent); border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; font-size: var(--artdeco-reset-base-font-size-hundred-percent); line-height: inherit !important; margin: var(--artdeco-reset-base-margin-zero); outline: var(--artdeco-reset-base-outline-zero); overflow-wrap: break-word !important; padding: var(--artdeco-reset-base-padding-zero); vertical-align: var(--artdeco-reset-base-vertical-align-baseline); word-break: break-word !important;"><span style="background: var(--artdeco-reset-base-background-transparent); border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; font-size: var(--artdeco-reset-base-font-size-hundred-percent); line-height: inherit !important; margin: var(--artdeco-reset-base-margin-zero); outline: var(--artdeco-reset-base-outline-zero); padding: var(--artdeco-reset-base-padding-zero); vertical-align: var(--artdeco-reset-base-vertical-align-baseline);"><span dir="ltr" style="background: var(--artdeco-reset-base-background-transparent); border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; font-size: var(--artdeco-reset-base-font-size-hundred-percent); line-height: inherit !important; margin: var(--artdeco-reset-base-margin-zero); outline: var(--artdeco-reset-base-outline-zero); padding: var(--artdeco-reset-base-padding-zero); vertical-align: var(--artdeco-reset-base-vertical-align-baseline);">2. Offer Incentives</span></span></span></h4><span class="break-words" style="background: var(--artdeco-reset-base-background-transparent); border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; font-size: var(--artdeco-reset-base-font-size-hundred-percent); line-height: inherit !important; margin: var(--artdeco-reset-base-margin-zero); outline: var(--artdeco-reset-base-outline-zero); overflow-wrap: break-word !important; padding: var(--artdeco-reset-base-padding-zero); vertical-align: var(--artdeco-reset-base-vertical-align-baseline); word-break: break-word !important;"><span style="background: var(--artdeco-reset-base-background-transparent); border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; font-size: var(--artdeco-reset-base-font-size-hundred-percent); line-height: inherit !important; margin: var(--artdeco-reset-base-margin-zero); outline: var(--artdeco-reset-base-outline-zero); padding: var(--artdeco-reset-base-padding-zero); vertical-align: var(--artdeco-reset-base-vertical-align-baseline);"><span dir="ltr" style="background: var(--artdeco-reset-base-background-transparent); border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; font-size: var(--artdeco-reset-base-font-size-hundred-percent); line-height: inherit !important; margin: var(--artdeco-reset-base-margin-zero); outline: var(--artdeco-reset-base-outline-zero); padding: var(--artdeco-reset-base-padding-zero); vertical-align: var(--artdeco-reset-base-vertical-align-baseline);">Consider offering incentives to employees who refer successful candidates. This could be a bonus, a day off, or even just public recognition. Incentives will help motivate employees to actively participate in the referral process.</span></span></span><h4 style="text-align: left;"><span class="break-words" style="background: var(--artdeco-reset-base-background-transparent); border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; font-size: var(--artdeco-reset-base-font-size-hundred-percent); line-height: inherit !important; margin: var(--artdeco-reset-base-margin-zero); outline: var(--artdeco-reset-base-outline-zero); overflow-wrap: break-word !important; padding: var(--artdeco-reset-base-padding-zero); vertical-align: var(--artdeco-reset-base-vertical-align-baseline); word-break: break-word !important;"><span style="background: var(--artdeco-reset-base-background-transparent); border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; font-size: var(--artdeco-reset-base-font-size-hundred-percent); line-height: inherit !important; margin: var(--artdeco-reset-base-margin-zero); outline: var(--artdeco-reset-base-outline-zero); padding: var(--artdeco-reset-base-padding-zero); vertical-align: var(--artdeco-reset-base-vertical-align-baseline);"><span dir="ltr" style="background: var(--artdeco-reset-base-background-transparent); border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; font-size: var(--artdeco-reset-base-font-size-hundred-percent); line-height: inherit !important; margin: var(--artdeco-reset-base-margin-zero); outline: var(--artdeco-reset-base-outline-zero); padding: var(--artdeco-reset-base-padding-zero); vertical-align: var(--artdeco-reset-base-vertical-align-baseline);">3. Make it Easy</span></span></span></h4><span class="break-words" style="background: var(--artdeco-reset-base-background-transparent); border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; font-size: var(--artdeco-reset-base-font-size-hundred-percent); line-height: inherit !important; margin: var(--artdeco-reset-base-margin-zero); outline: var(--artdeco-reset-base-outline-zero); overflow-wrap: break-word !important; padding: var(--artdeco-reset-base-padding-zero); vertical-align: var(--artdeco-reset-base-vertical-align-baseline); word-break: break-word !important;"><span style="background: var(--artdeco-reset-base-background-transparent); border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; font-size: var(--artdeco-reset-base-font-size-hundred-percent); line-height: inherit !important; margin: var(--artdeco-reset-base-margin-zero); outline: var(--artdeco-reset-base-outline-zero); padding: var(--artdeco-reset-base-padding-zero); vertical-align: var(--artdeco-reset-base-vertical-align-baseline);"><span dir="ltr" style="background: var(--artdeco-reset-base-background-transparent); border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; font-size: var(--artdeco-reset-base-font-size-hundred-percent); line-height: inherit !important; margin: var(--artdeco-reset-base-margin-zero); outline: var(--artdeco-reset-base-outline-zero); padding: var(--artdeco-reset-base-padding-zero); vertical-align: var(--artdeco-reset-base-vertical-align-baseline);">Don't make the referral process difficult or time-consuming. Create a simple form that employees can fill out, or encourage them to email you directly with the candidate's resume. The easier it is for employees to refer someone, the more likely they are to do it.<br style="box-sizing: inherit; line-height: inherit !important;" /><br style="box-sizing: inherit; line-height: inherit !important;" /></span></span></span><h4 style="text-align: left;"><span class="break-words" style="background: var(--artdeco-reset-base-background-transparent); border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; font-size: var(--artdeco-reset-base-font-size-hundred-percent); line-height: inherit !important; margin: var(--artdeco-reset-base-margin-zero); outline: var(--artdeco-reset-base-outline-zero); overflow-wrap: break-word !important; padding: var(--artdeco-reset-base-padding-zero); vertical-align: var(--artdeco-reset-base-vertical-align-baseline); word-break: break-word !important;"><span style="background: var(--artdeco-reset-base-background-transparent); border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; font-size: var(--artdeco-reset-base-font-size-hundred-percent); line-height: inherit !important; margin: var(--artdeco-reset-base-margin-zero); outline: var(--artdeco-reset-base-outline-zero); padding: var(--artdeco-reset-base-padding-zero); vertical-align: var(--artdeco-reset-base-vertical-align-baseline);"><span dir="ltr" style="background: var(--artdeco-reset-base-background-transparent); border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; font-size: var(--artdeco-reset-base-font-size-hundred-percent); line-height: inherit !important; margin: var(--artdeco-reset-base-margin-zero); outline: var(--artdeco-reset-base-outline-zero); padding: var(--artdeco-reset-base-padding-zero); vertical-align: var(--artdeco-reset-base-vertical-align-baseline);">4. Follow Up</span></span></span></h4><span class="break-words" style="background: var(--artdeco-reset-base-background-transparent); border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; font-size: var(--artdeco-reset-base-font-size-hundred-percent); line-height: inherit !important; margin: var(--artdeco-reset-base-margin-zero); outline: var(--artdeco-reset-base-outline-zero); overflow-wrap: break-word !important; padding: var(--artdeco-reset-base-padding-zero); vertical-align: var(--artdeco-reset-base-vertical-align-baseline); word-break: break-word !important;"><span style="background: var(--artdeco-reset-base-background-transparent); border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; font-size: var(--artdeco-reset-base-font-size-hundred-percent); line-height: inherit !important; margin: var(--artdeco-reset-base-margin-zero); outline: var(--artdeco-reset-base-outline-zero); padding: var(--artdeco-reset-base-padding-zero); vertical-align: var(--artdeco-reset-base-vertical-align-baseline);"><span dir="ltr" style="background: var(--artdeco-reset-base-background-transparent); border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; font-size: var(--artdeco-reset-base-font-size-hundred-percent); line-height: inherit !important; margin: var(--artdeco-reset-base-margin-zero); outline: var(--artdeco-reset-base-outline-zero); padding: var(--artdeco-reset-base-padding-zero); vertical-align: var(--artdeco-reset-base-vertical-align-baseline);">Once an employee refers a candidate, make sure to follow up with them in a timely manner. Let them know that you received their referral and that you'll be in touch with the candidate. Keep them updated throughout the hiring process, and don't forget to thank them for their help.<br style="box-sizing: inherit; line-height: inherit !important;" /><br style="box-sizing: inherit; line-height: inherit !important;" />Employee referrals are a simple and effective way to source candidates for your organization. By communicating the importance of referrals, offering incentives, making the process easy, and following up, you can build a strong referral program that will help you find top talent. Start tapping into the power of employee referrals today!</span></span></span></div><div class="update-components-text relative feed-shared-update-v2__commentary " dir="ltr" style="--artdeco-reset-typography_getfontsize: 1.4rem; --artdeco-reset-typography_getlineheight: 1.42857; background: var(--artdeco-reset-base-background-transparent); border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; color: var(--color-text); font-size: var(--artdeco-reset-typography_getFontSize); line-height: var(--artdeco-reset-typography_getLineHeight); margin: var(--artdeco-reset-base-margin-zero); padding: var(--artdeco-reset-base-padding-zero); position: relative !important; vertical-align: var(--artdeco-reset-base-vertical-align-baseline);"><span class="break-words" style="background: var(--artdeco-reset-base-background-transparent); border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; font-size: var(--artdeco-reset-base-font-size-hundred-percent); line-height: inherit !important; margin: var(--artdeco-reset-base-margin-zero); outline: var(--artdeco-reset-base-outline-zero); overflow-wrap: break-word !important; padding: var(--artdeco-reset-base-padding-zero); vertical-align: var(--artdeco-reset-base-vertical-align-baseline); word-break: break-word !important;"><span style="background: var(--artdeco-reset-base-background-transparent); border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; font-size: var(--artdeco-reset-base-font-size-hundred-percent); line-height: inherit !important; margin: var(--artdeco-reset-base-margin-zero); outline: var(--artdeco-reset-base-outline-zero); padding: var(--artdeco-reset-base-padding-zero); vertical-align: var(--artdeco-reset-base-vertical-align-baseline);"><br /></span></span></div><div class="update-components-text relative feed-shared-update-v2__commentary " dir="ltr" style="--artdeco-reset-typography_getfontsize: 1.4rem; --artdeco-reset-typography_getlineheight: 1.42857; background: var(--artdeco-reset-base-background-transparent); border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; color: var(--color-text); font-size: var(--artdeco-reset-typography_getFontSize); line-height: var(--artdeco-reset-typography_getLineHeight); margin: var(--artdeco-reset-base-margin-zero); padding: var(--artdeco-reset-base-padding-zero); position: relative !important; vertical-align: var(--artdeco-reset-base-vertical-align-baseline);"><span class="break-words" style="background: var(--artdeco-reset-base-background-transparent); border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; font-size: var(--artdeco-reset-base-font-size-hundred-percent); line-height: inherit !important; margin: var(--artdeco-reset-base-margin-zero); outline: var(--artdeco-reset-base-outline-zero); overflow-wrap: break-word !important; padding: var(--artdeco-reset-base-padding-zero); vertical-align: var(--artdeco-reset-base-vertical-align-baseline); word-break: break-word !important;"><span style="background: var(--artdeco-reset-base-background-transparent); border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; font-size: var(--artdeco-reset-base-font-size-hundred-percent); line-height: inherit !important; margin: var(--artdeco-reset-base-margin-zero); outline: var(--artdeco-reset-base-outline-zero); padding: var(--artdeco-reset-base-padding-zero); vertical-align: var(--artdeco-reset-base-vertical-align-baseline);"><span dir="ltr" style="background: var(--artdeco-reset-base-background-transparent); border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; font-size: var(--artdeco-reset-base-font-size-hundred-percent); line-height: inherit !important; margin: var(--artdeco-reset-base-margin-zero); outline: var(--artdeco-reset-base-outline-zero); padding: var(--artdeco-reset-base-padding-zero); vertical-align: var(--artdeco-reset-base-vertical-align-baseline);"><a data-attribute-index="0" href="https://www.linkedin.com/feed/hashtag/?keywords=hiring&highlightedUpdateUrns=urn%3Ali%3Aactivity%3A7044339351694036992" style="background-color: var(--artdeco-reset-link-background-color-transparent); border: var(--artdeco-reset-link-border-zero); box-sizing: inherit; font-size: var(--artdeco-reset-base-font-size-hundred-percent); font-weight: var(--font-weight-bold); line-height: inherit !important; margin: var(--artdeco-reset-base-margin-zero); overflow-wrap: normal; padding: var(--artdeco-reset-base-padding-zero); position: relative; text-decoration: var(--artdeco-reset-link-text-decoration-none); touch-action: manipulation; vertical-align: var(--artdeco-reset-base-vertical-align-baseline); word-break: normal;"></a><div class="separator" style="clear: both; text-align: center;"><a data-attribute-index="0" href="https://www.linkedin.com/feed/hashtag/?keywords=hiring&highlightedUpdateUrns=urn%3Ali%3Aactivity%3A7044339351694036992" style="background-color: var(--artdeco-reset-link-background-color-transparent); border: var(--artdeco-reset-link-border-zero); box-sizing: inherit; font-size: var(--artdeco-reset-base-font-size-hundred-percent); font-weight: var(--font-weight-bold); line-height: inherit !important; margin: var(--artdeco-reset-base-margin-zero); overflow-wrap: normal; padding: var(--artdeco-reset-base-padding-zero); position: relative; text-decoration: var(--artdeco-reset-link-text-decoration-none); touch-action: manipulation; vertical-align: var(--artdeco-reset-base-vertical-align-baseline); word-break: normal;"></a><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgaweHFzmUo4sH0eWVMuA5F6Kr6uyHghrgLgjNvkTNZ6NULDVEi0snyMoS22n_om77D4TSXZbk37gjKsZhdsjrGG7hm-HfGfxh3VN2Fjp6FA89rUlXQpDZq4pF399z36N_WQ0XRJhuaVVXaD68O8bBjuSm0vJyC6-PrS9FOKMlN7BLMXksWcb-jhHcG/s1640/sourcing%20ingredient%20.png" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="924" data-original-width="1640" height="180" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgaweHFzmUo4sH0eWVMuA5F6Kr6uyHghrgLgjNvkTNZ6NULDVEi0snyMoS22n_om77D4TSXZbk37gjKsZhdsjrGG7hm-HfGfxh3VN2Fjp6FA89rUlXQpDZq4pF399z36N_WQ0XRJhuaVVXaD68O8bBjuSm0vJyC6-PrS9FOKMlN7BLMXksWcb-jhHcG/s320/sourcing%20ingredient%20.png" width="320" /></a></div><br />#hiring <a data-attribute-index="1" href="https://www.linkedin.com/feed/hashtag/?keywords=recruitment&highlightedUpdateUrns=urn%3Ali%3Aactivity%3A7044339351694036992" style="background-color: var(--artdeco-reset-link-background-color-transparent); border: var(--artdeco-reset-link-border-zero); box-sizing: inherit; font-size: var(--artdeco-reset-base-font-size-hundred-percent); font-weight: var(--font-weight-bold); line-height: inherit !important; margin: var(--artdeco-reset-base-margin-zero); overflow-wrap: normal; padding: var(--artdeco-reset-base-padding-zero); position: relative; text-decoration: var(--artdeco-reset-link-text-decoration-none); touch-action: manipulation; vertical-align: var(--artdeco-reset-base-vertical-align-baseline); word-break: normal;">#recruitment</a> <a data-attribute-index="2" href="https://www.linkedin.com/feed/hashtag/?keywords=strategy&highlightedUpdateUrns=urn%3Ali%3Aactivity%3A7044339351694036992" style="background-color: var(--artdeco-reset-link-background-color-transparent); border: var(--artdeco-reset-link-border-zero); box-sizing: inherit; font-size: var(--artdeco-reset-base-font-size-hundred-percent); font-weight: var(--font-weight-bold); line-height: inherit !important; margin: var(--artdeco-reset-base-margin-zero); overflow-wrap: normal; padding: var(--artdeco-reset-base-padding-zero); position: relative; text-decoration: var(--artdeco-reset-link-text-decoration-none); touch-action: manipulation; vertical-align: var(--artdeco-reset-base-vertical-align-baseline); word-break: normal;">#strategy</a> <a data-attribute-index="3" href="https://www.linkedin.com/feed/hashtag/?keywords=sourcing&highlightedUpdateUrns=urn%3Ali%3Aactivity%3A7044339351694036992" style="background-color: var(--artdeco-reset-link-background-color-transparent); border: var(--artdeco-reset-link-border-zero); box-sizing: inherit; font-size: var(--artdeco-reset-base-font-size-hundred-percent); font-weight: var(--font-weight-bold); line-height: inherit !important; margin: var(--artdeco-reset-base-margin-zero); overflow-wrap: normal; padding: var(--artdeco-reset-base-padding-zero); position: relative; text-decoration: var(--artdeco-reset-link-text-decoration-none); touch-action: manipulation; vertical-align: var(--artdeco-reset-base-vertical-align-baseline); word-break: normal;">#sourcing</a> <a data-attribute-index="4" href="https://www.linkedin.com/feed/hashtag/?keywords=referrals&highlightedUpdateUrns=urn%3Ali%3Aactivity%3A7044339351694036992" style="background-color: var(--artdeco-reset-link-background-color-transparent); border: var(--artdeco-reset-link-border-zero); box-sizing: inherit; font-size: var(--artdeco-reset-base-font-size-hundred-percent); font-weight: var(--font-weight-bold); line-height: inherit !important; margin: var(--artdeco-reset-base-margin-zero); overflow-wrap: normal; padding: var(--artdeco-reset-base-padding-zero); position: relative; text-decoration: var(--artdeco-reset-link-text-decoration-none); touch-action: manipulation; vertical-align: var(--artdeco-reset-base-vertical-align-baseline); word-break: normal;">#referrals</a></span></span></span></div></div></div><div class="update-components-image update-components-image--single-image feed-shared-update-v2__content" style="background-color: white; border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, "system-ui", "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 16px; margin-top: 0.8rem; padding: var(--artdeco-reset-base-padding-zero); vertical-align: var(--artdeco-reset-base-vertical-align-baseline);"><div class="relative" style="background: var(--artdeco-reset-base-background-transparent); border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; font-size: var(--artdeco-reset-base-font-size-hundred-percent); margin: var(--artdeco-reset-base-margin-zero); padding: var(--artdeco-reset-base-padding-zero); position: relative !important; vertical-align: var(--artdeco-reset-base-vertical-align-baseline);"><div class="update-components-image__container" style="background-color: var(--color-background-container); border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; font-size: var(--artdeco-reset-base-font-size-hundred-percent); height: 0px; margin: var(--artdeco-reset-base-margin-zero); padding-top: 312.68px; position: relative; vertical-align: var(--artdeco-reset-base-vertical-align-baseline); width: 555px;"><div class="update-components-image__image-link" style="background: var(--artdeco-reset-base-background-transparent); border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; cursor: pointer; font-size: var(--artdeco-reset-base-font-size-hundred-percent); height: 312.68px; left: 0px; margin: var(--artdeco-reset-base-margin-zero); padding: var(--artdeco-reset-base-padding-zero); position: absolute; top: 0px; vertical-align: var(--artdeco-reset-base-vertical-align-baseline); width: 555px;"><div class="ivm-image-view-model " style="background: var(--artdeco-reset-base-background-transparent); border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; font-size: var(--artdeco-reset-base-font-size-hundred-percent); height: 312.68px; margin: var(--artdeco-reset-base-margin-zero); padding: var(--artdeco-reset-base-padding-zero); vertical-align: var(--artdeco-reset-base-vertical-align-baseline); width: 555px;"><div class="ivm-view-attr__img-wrapper ivm-view-attr__img-wrapper--use-img-tag display-flex
" style="background: var(--artdeco-reset-base-background-transparent); border: var(--artdeco-reset-base-border-zero); box-sizing: inherit; display: flex !important; font-size: var(--artdeco-reset-base-font-size-hundred-percent); height: 312.68px; margin: var(--artdeco-reset-base-margin-zero); padding: var(--artdeco-reset-base-padding-zero); vertical-align: var(--artdeco-reset-base-vertical-align-baseline); width: 555px;"></div></div></div></div></div></div>Moises Lopezhttp://www.blogger.com/profile/12237707019414903410noreply@blogger.com0Allen, TX, USA33.1031744 -96.6705503000000164.7929405638211549 -131.8268003 61.413408236178846 -61.514300300000016tag:blogger.com,1999:blog-6439664691641439285.post-5406815794507865422022-08-02T16:22:00.001-05:002022-08-02T16:46:53.773-05:00Foundation of a Strong Sourcing Strategy.<p> </p><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhsRbokhOjzWB9H7k-ZoQpdwS8PeS37Tv1Uqk4hGaIXusrRU60UtjZCAhudHzbEXbrwGpTseKGFz5QlpKooEcmsuro96Ey9HnDFloSgDLTrQeKPdX8W7MT3ZqDMKlj_8XEvq5hQ8FC0PxyXL2jc_Y6Zh5c6KjxUhYRKaYVrmWgtrIR8iacVuBXVKdbk/s1024/Sourcing%20reputation%20building.jpeg" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="724" data-original-width="1024" height="283" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhsRbokhOjzWB9H7k-ZoQpdwS8PeS37Tv1Uqk4hGaIXusrRU60UtjZCAhudHzbEXbrwGpTseKGFz5QlpKooEcmsuro96Ey9HnDFloSgDLTrQeKPdX8W7MT3ZqDMKlj_8XEvq5hQ8FC0PxyXL2jc_Y6Zh5c6KjxUhYRKaYVrmWgtrIR8iacVuBXVKdbk/w400-h283/Sourcing%20reputation%20building.jpeg" width="400" /></a></div><br /><div class="separator" style="clear: both; text-align: center;"><br /></div><b style="font-family: "Helvetica Neue";"><span style="font-size: x-large;">There’s one not-so-secret ingredient that fuels pipeline building and makes recruitment work.<span class="Apple-converted-space"> </span></span></b><p></p><p class="p2" style="font-family: "Helvetica Neue"; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal; margin: 0px;"><span style="font-size: large;">I will be straightforward about it. There is one ingredient that makes a pipeline grow like no other. Many believe that it is Keyword search tools and techniques. These are important but they are not the panacea that they are cracked up to be. It is not access to the top search tools either. If you must know is candidate experience.</span></p><p class="p2" style="font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal; margin: 0px;"><span style="font-family: Helvetica Neue; font-size: large;"><br /></span></p><p class="p2" style="font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal; margin: 0px;"><span style="font-family: Helvetica Neue; font-size: large;">Focusing on candidate experience will create a massive impact on your pipeline. It will also have a high impact on both your hiring and retention goals. You know that you are on the right track when good candidates connect to you. Each time a candidate replies or even links to you in social media sites it builds your reputation. That is because each of those actions reflect a vote of confidence. </span></p><div><span style="font-size: large;"><br /></span></div><p class="p2" style="font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal; margin: 0px;"><span style="font-family: Helvetica Neue; font-size: large;">Get enough votes and you win.</span></p><p class="p2" style="font-family: "Helvetica Neue"; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal; margin: 0px;"><br /></p><p class="p2" style="font-family: "Helvetica Neue"; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal; margin: 0px;"><span style="font-size: large;">Getting enough of the right votes, from the right candidates. To do that, you need two things:</span></p><ul style="text-align: left;"><li><span style="font-family: "Helvetica Neue"; font-size: large;">Focus on having great conversations with candidates</span></li><li><span style="font-family: "Helvetica Neue"; font-size: large;">Focus Build Relationships</span></li></ul><p class="p1" style="font-family: "Helvetica Neue"; font-size: 25px; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal; margin: 0px 0px 2px;"><b><br /></b></p><p class="p1" style="font-family: "Helvetica Neue"; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal; margin: 0px 0px 2px;"><b><span style="font-size: x-large;">Relationship building: The most valuable asset you have.</span></b></p><p class="p1" style="font-family: "Helvetica Neue"; font-size: 25px; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal; margin: 0px 0px 2px;"><b><br /></b></p><p class="p2" style="font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal; margin: 0px;"><span style="font-family: Helvetica Neue; font-size: large;">As you source and interact with your candidates, you develop a collection of what I would call assets.</span></p><p class="p2" style="font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal; margin: 0px;"><span style="font-family: Helvetica Neue; font-size: large;"><br /></span></p><p class="p2" style="font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal; margin: 0px;"><span style="font-family: Helvetica Neue; font-size: large;">This include a database. It also includes some contacts. A list for target candidates is invaluable. Building your database gives an added bonus gaining expertise or skilll focus. These assets are important but they should not be the focal point of your strategy. You will get off track when you make these the cornerstone of your approach.</span></p><p class="p3" style="font-family: "Helvetica Neue"; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal; margin: 0px; min-height: 27px;"><span style="font-size: large;"><br /></span></p><p class="p2" style="font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal; margin: 0px;"><span style="font-family: "Helvetica Neue"; font-size: large;">But there’s one asset that’s more valuable than any of those — your reputation. </span><span style="font-family: Helvetica Neue; font-size: large;">This is especially true nowadays when candidates research recruiters and read online reviews. An educated candidate is one reason why a strong reputation is critical for your success.</span></p><div><br /></div><p class="p2" style="font-family: "Helvetica Neue"; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal; margin: 0px;"><b><span style="font-size: x-large;">How do know what your reputation is?</span></b></p><p class="p3" style="font-family: "Helvetica Neue"; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal; margin: 0px; min-height: 27px;"><span style="font-size: large;"><br /></span></p><p class="p2" style="font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal; margin: 0px;"><span style="font-family: Helvetica Neue; font-size: large;">Do candidates know who you are? And if they do, do they want to reach out to you? If the answer to either question is No, you have a problem. This problem is twofold. It spans from a relationship building problem to a reputation problem.</span></p><div><br /></div><p class="p2" style="font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal; margin: 0px;"><span style="font-family: Helvetica Neue; font-size: large;">Conversations build Reputations. As Sourcers we have plenty of those but conversations cannot be one sided. They also must maintain relationships. Conversations build relationships when they are centeres on being honorable and trustworthy. When they do, your reputation will grow.</span></p><p class="p3" style="font-family: "Helvetica Neue"; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal; margin: 0px; min-height: 27px;"><span style="font-size: large;"><br /></span></p><p class="p2" style="font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal; margin: 0px;"><span style="font-family: Helvetica Neue; font-size: large;">In today’s competitive market, you need every edge you can get. Reputation building gives you one such edge. First impressions that you make on candidates are only the beginning. Each time you connect with a candidate you build on the previous brick of reputation you built. Each time that you tell a candidate that you will follow up by a certain time and you do, you build reputation. Each time that you fail to keep a promise your reputation suffers a withdrawal and thereby goes down.</span></p><p class="p3" style="font-family: "Helvetica Neue"; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal; margin: 0px; min-height: 27px;"><span style="font-size: large;"><br /></span></p><p class="p2" style="font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal; margin: 0px;"><span style="color: #232629; font-family: Helvetica Neue; font-size: large;">There are many ways to build a strong brand reputation. As a foundation though, you must recognize the importance of it to your success. The next step is to allot time and resources to assess, manage, and analyze your reputation.</span></p><p class="p6" style="color: #232629; font-family: "Helvetica Neue"; font-size: 20px; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal; margin: 0px; min-height: 24px;"><br /></p><p class="p5" style="font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal; margin: 0px;"><span style="color: #232629; font-family: Helvetica Neue; font-size: large;">There are several proven strategies to source candates. Out of them, none is more important than focusing on candidate experience. This means more than meeting candidate expectations it means exceeding them.</span></p><p class="p6" style="color: #232629; font-family: "Helvetica Neue"; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal; margin: 0px; min-height: 24px;"><span style="font-size: large;"><br /></span></p><p class="p5" style="font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal; margin: 0px;"><span style="color: #232629; font-family: Helvetica Neue; font-size: large;">Do everything you can to inspire a good perception. This must happen well before you make any contact with a perspective candidate. You must have an ongoing influence on your reputation.</span></p><p class="p5" style="color: #232629; font-family: "Helvetica Neue"; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal; margin: 0px;"><span style="font-size: large;"> </span></p><p class="p5" style="font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal; margin: 0px;"><span style="color: #232629; font-family: Helvetica Neue; font-size: large;">If you make reputation building the base of your strategy, it will have far reaching effects.</span></p><p class="p5" style="font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal; margin: 0px;"><span style="color: #232629; font-family: Helvetica Neue; font-size: large;"><br /></span></p><p class="p5" style="font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal; margin: 0px;"><span style="color: #232629; font-family: Helvetica Neue; font-size: large;">We have to think more about reputation even more than we did in the past. We have to worry about how we present ourselves in the flesh, and we also have to be aware of how we come across online. This article is not meant to teach you the basics. We all know to avoid immature or offensive content on social media pages. </span></p><p class="p5" style="font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal; margin: 0px;"><span style="color: #232629; font-family: Helvetica Neue; font-size: large;"><br /></span></p><p class="p5" style="font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal; margin: 0px;"><span style="color: #232629; font-family: Helvetica Neue; font-size: large;">This is at the very least is a reminder to create a great impression. Once you do that leverage it to create a strong reputation.</span></p><p class="p5" style="font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal; margin: 0px;"><span style="color: #232629; font-family: Helvetica Neue; font-size: large;"><br /></span></p><h2 id="h-let-s-hear-how-you-d-create-a-content-marketing-strategy" style="background-color: white; box-sizing: inherit; color: #11171a; font-family: museo-sans, sans-serif; letter-spacing: -1px; line-height: 1.12; margin: 0px 0px 20px; overflow-wrap: break-word;"><span style="font-size: x-large;">Let’s hear how you’d create a strong sourcing reputation</span></h2><p style="background-color: white; box-sizing: inherit; margin: 0px 0px 30px; overflow-wrap: break-word; padding: 0px;"><span face="pt-serif, Georgia, serif" style="color: #263238; font-size: large;">Advice you read on blogs and hear on podcasts only goes so far. That’s I we try to give you a variety of strategies and tactics that you can adopt in ways that make them your own.</span></p><p style="background-color: white; box-sizing: inherit; margin: 0px 0px 30px; overflow-wrap: break-word; padding: 0px;"><span face="pt-serif, Georgia, serif" style="color: #263238; font-size: large;">So, now I’d like to hear your must-include elements. Let us know in the comments!</span></p>Moises Lopezhttp://www.blogger.com/profile/12237707019414903410noreply@blogger.com0tag:blogger.com,1999:blog-6439664691641439285.post-2402530325372942882020-11-16T08:00:00.002-06:002022-08-02T13:51:38.910-05:00Elevating sourcing competencies<div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEh5ZVU8a64rGy0dF8mlko4faTJUFCia6XwuZLts8z4v6pSzRtu8nKJ4xdjoDXZrH-DcYUFXnfWGxJ_l-XgmADt9qlPvYSZpgwpmQHplhm-owdFKEqyT8HmSv41mu9rmYIOUdIb-6VsUh1w/s1040/Elevating+Sourcing.png" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="300" data-original-width="1040" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEh5ZVU8a64rGy0dF8mlko4faTJUFCia6XwuZLts8z4v6pSzRtu8nKJ4xdjoDXZrH-DcYUFXnfWGxJ_l-XgmADt9qlPvYSZpgwpmQHplhm-owdFKEqyT8HmSv41mu9rmYIOUdIb-6VsUh1w/s320/Elevating+Sourcing.png" width="320" /></a></div><br /><div><br /></div><h2>There are many sourcing methods, techniques, and approaches.</h2>Most recruiters and sourcers are competent in the use of many of these sourcing tools, including keyword utilization, and query searching, yet in order to improve our sourcing performance we have to look beyond the techniques. To increase sourcing competency, sourcers need to be assessed to probe the depth of their knowledgebase on the technical needs and to determine any possible existing competency gap. <div><br /></div><div>It isn’t just a matter of forecasting the technology needs or analyzing the jobs that will need to be recruited but also the competency or the knowledgebase that the sourcer possesses.</div><div><br /></div><div><i>The ability to assess the current skill inventory addressing skill-gaps over time is the key to optimizing sourcing strategies to deliver the desired value. </i></div><div><br /></div><div><b>Skill-gaps may be strategic, tactical, personal or general. </b></div><div><b><u>Strategic skills</u></b> deal with the “what” and “why” and involve analyzing technical disciplines and determining technical priorities. It they may also involve developing core competencies in specific technical disciplines necessary to meet sourcing objectives including sourcing techniques and issues underlying recruiting requirements, environment and applications.</div><div><br /></div><div><b>Tactical skills</b> address the “how” which may include how we implement strategies. It involves mastering not the sourcing techniques but the approach. It includes knowing when to use such approaches as advertising in specific professional journals, competitor raiding or direct sourcing of heavily researched candidates. </div><div><br /></div><div><b>Personal skills</b> may refer to specific sourcer skills such as the depth of understaning boolean and algorithm logic, outreach crafting, creation of consitent brand experience for candidates and others. </div><div><br /></div><div><b>General skills</b> may include knowledge of benefits offered or weak company knowledge. </div><div><br /></div><div><b><u><i>Actions designed to close group and individual skill-gaps are the key to increasing the productivity and success of sourcers in achieving their goals. </i></u></b></div><div><br /></div><div>Helping the sourcer establish a clear understanding of the technical environment, the tools available and the strategies to implement them, is vital to engaging the sourcer into the pursuit of his technical expertise. </div><div><br /></div><div>Without the awareness that results from such an understanding of the sourcer’s aptitude it is impossible to develop a plan to achieve the desired competency levels. To be successful, a strategic sourcing program must incorporate standard procedures and metrics. This provides an environment that fosters continuous improvement in order to align our critical expertise resources to our business based requirements.</div>Moises Lopezhttp://www.blogger.com/profile/12237707019414903410noreply@blogger.com1tag:blogger.com,1999:blog-6439664691641439285.post-81533314534403416032020-11-15T08:47:00.001-06:002020-11-15T08:47:02.135-06:00The different flavors of Boolean<b>The database and search engine algorithms are much more complex now. </b><div><br /></div><div><b></b>Every time you conduct a keyword search not one but many algorithms kick into gear. These use many factors to calculate which results to display for you. </div><div><br /></div><div><b><u><i> By the way, all databases don’t use Boolean the same way. </i></u></b></div><div><br /></div><div>There are many programming languages used to develop each database. The difference in languages allow for differences on handling operators. That is the reason that each database has unique operators. </div><div><br /></div><div><i>These differences in languages and operators make the keyword environment fluid and dynamic. </i></div><div><br /></div><div> The evolution of database algorithms have caused radical innovation. These leaps in technology have also increased the level of skill needed to use the databases. This makes it essential to reach a foundational understanding Boolean logic. It also reshaped the definition of search performance. </div><div><br /></div><div><u><i>This places the learning of operator properties at the center of search string design. </i></u></div><div><br /></div><div>There are properties that work on operators every time you use them.
That is whether you realize it or not. Whether you understand them or not. </div><div><br /></div><div>To get the full impact of each operator let’s start with some basic definitions. Online definitions of Boolean come in different flavors. </div><div><br /></div><div>Some definitions focus on Boolean as it relates to computing. These definitions explain them as as manipulating true or false values. Other definitions focus on math. In these definitions they indicating that they are symbols to express logical representations. Yet other definitions lean more towards as tools for search. The techniques these focus on are for combining or excluding keywords.<b> The one thing that they have in common is that they each explain different facets of the same operators.</b></div>Moises Lopezhttp://www.blogger.com/profile/12237707019414903410noreply@blogger.com0tag:blogger.com,1999:blog-6439664691641439285.post-87354351749225965472020-11-14T09:00:00.002-06:002020-11-14T09:00:04.560-06:00Sourcing transformation<b><i><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEj33kVnpIx9jX8e0uNdwcbhyphenhyphenud7ZSYRNZtEUPbQUfS8zJxNXvSjaaq6JeW1u70QHUvGY71eZP3_lBd06UQaVpDadGwnWTn33bfCEvvTbScgw0fyNOPbmefROCotun0WVCQK2rd3xj6DNcM/s672/Sourcing+transformation.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="372" data-original-width="672" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEj33kVnpIx9jX8e0uNdwcbhyphenhyphenud7ZSYRNZtEUPbQUfS8zJxNXvSjaaq6JeW1u70QHUvGY71eZP3_lBd06UQaVpDadGwnWTn33bfCEvvTbScgw0fyNOPbmefROCotun0WVCQK2rd3xj6DNcM/s320/Sourcing+transformation.jpg" width="320" /></a></div><br />Recruitment is changing, especially as it relates to sourcing.</i></b> <div><br /></div><div>It is still amazing to me that there are still many out there who think that a sourcer is a junior recruiter or that sourcing is an entry point into recruitment. </div><div><br /></div><div><u><i><a href="https://sourcingcorner.blogspot.com/2020/11/re-imagining-search.html" target="_blank">The truth of the matter is that sourcing is a highly specialized field. </a></i></u></div><div><br /></div><div>I compare it to playing chess, you can learn the basics of chess in an evening, but mastering the strategies may take years. It is the same in Sourcing. Search requires heightened research skills and abilities, anyone can type keywords into a search engine but finding your needle in a haystack (especially when the internet is estimated to have over 500 billion documents; that is a huge haystack) takes real talent. Sourcers are also uniquely positioned to find and “pre-close” prospects before they even become candidates. </div><div><br /></div><div> But it seems that most everyone is missing the point, there is a wave of automation tools of different flavors appearing in the recruiting landscape. Sourcers and recruiters alike become experts on the use of these tools not sourcing specialist. </div><div><br /></div><div><b><i><u>The continued pressure to reduce costs, the pressure to compete in global markets along with the pressure to beat the competition is keeping us from the real strategies needed for our companies’ survival. </u></i></b></div><div><br /></div><div> Recruiters and sourcers continue to rely on inadequate and fragmented procedures to scour their databases and contact management system to find and identify prospective candidates. </div><div><br /></div><div>Most companies don’t have disciplined and formal sourcing methods for their most critical needs, let alone specific written formal sourcing procedures or strategies to be used consistently across the company. </div><div><br /></div><div>If we focus on developing only sourcing expertise without implementing formal strategic sourcing processes we cannot produce a transformation in our sourcing effectiveness as a whole. <a href="https://sourcingcorner.blogspot.com/2020/11/thinking-boolean.html" target="_blank">We can’t ignore the basic strategic sourcing principles</a> as we develop key sourcing systems. </div><div><br /></div><div>Without the proper foundation we have nothing more that an inadequate web of spreadsheets and tasks that direct sourcers and recruiters as to diminish productivity and stretch the sourcing cycle.</div>Moises Lopezhttp://www.blogger.com/profile/12237707019414903410noreply@blogger.com1tag:blogger.com,1999:blog-6439664691641439285.post-62990238095616428352020-11-13T09:36:00.000-06:002020-11-13T09:36:44.937-06:00Easy does it!<b><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhDJB6V3t_bRy9YLJWem_VENT7g-SAcinMt2t0kxEZWXKIO5b-LYpuNn8DBuV2ldfjD-dyVvdDbM5TH9a6ShRAqCAmUAp5ZHNE3IbRVkSJLKeqkajAW-1_9v2QdXcQx7HRaHLgIHDhduhM/s940/Untitled+design+%252820%2529.png" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="788" data-original-width="940" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhDJB6V3t_bRy9YLJWem_VENT7g-SAcinMt2t0kxEZWXKIO5b-LYpuNn8DBuV2ldfjD-dyVvdDbM5TH9a6ShRAqCAmUAp5ZHNE3IbRVkSJLKeqkajAW-1_9v2QdXcQx7HRaHLgIHDhduhM/s320/Untitled+design+%252820%2529.png" width="320" /></a></div><br />A quick review online shows how many tutorials depict Boolean operators as easy. Most of those tutorials are correct in how they describe the operator functions. While this is true their descriptions are at a superficial level.</b> <div><br /></div><div><i><u>On the surface, Boolean operators seem so simple. </u></i></div><div><br /></div><div>The reality is that Boolean operators are complex.
They are much more complex that than what many tutorials lead us to believe. Although the operators seem to be simple, they are at the foundation of computers. </div><div><br /></div><div>Without them computers would not exist. Boolean operators are at the heart of Boolean logic and database algorithms.
Inside a database there are many algorithms associated with every keyword search. These algorithms are sets of instructions that make the computers do their thing. </div><div><br /></div><div>Boolean operators form the instructions that guide these algorithms. In the upcoming posts we will show you the complexities around boolean operators. We will go deeper into the review of the properties and definitions of Boolean. </div><div><br /></div><div><i>Through these concepts we will form a foundational depiction of Boolean logic. </i></div><div><br /></div><div>Knowing them will help you create a deeper understanding of search principles.
A strong understanding of Boolean operators and search principles is more important now than ever. This is because databases have improved so much from the early days of computing. In those early days, algorithms relied on counting the words in a document. The more times that a term appeared in the index the higher the resume would rank in the results. This is no longer true about modern databases or search engines.</div>Moises Lopezhttp://www.blogger.com/profile/12237707019414903410noreply@blogger.com0tag:blogger.com,1999:blog-6439664691641439285.post-58721440292126461392020-11-12T09:00:00.016-06:002020-11-12T21:24:23.672-06:00Re-imagining Search<img alt="" id="id_ffae_30ac_2d05_389f" src="https://lh3.googleusercontent.com/pR_fRxgwTwZ2LULenHjAQ2VA73-2QxLB58tj6janXirhL4S5u10n9DqeWXECTBc" width="740" height="300" title="Re-imagining search" /><b>To achieve the right results in database search, we have to reimagine our Sourcing practices. The only way to reimagine them is through developing an understanding of the behavior of algorithms. </b><div><br /></div><div>This may sound intuitive, but it is not obvious to most recruiters. </div><div><br /></div><div>Think of it this way. It is easy to get to know the musical notes. They are C, D, E, F, G, A, B, and C.
But knowing the notes is not enough. </div><div><br /></div><div><i><b>Knowing the notes does not give you the ability to play a tune, much less compose one. </b></i></div><div><br /></div><div>It is the same with Boolean operators.
Knowing the operators is not enough for recruiters to find candidates on databases. Let’s face it; anyone can search Google to find what movie is playing this weekend. It will only take them a minute or so. </div><div><br /></div><div>After all, the Operators are “AND,” “NOT,” and “OR.” How difficult can they be, right? A quick review online shows how many tutorials depict Boolean operators as easy. Most of those tutorials on are correct in how they describe the operator functions. While this is true their descriptions are at a superficial level.</div><div><br /></div><div>It will take a lot more time to search for a perfect candidate through Google or any search engine for that matter. </div>Moises Lopezhttp://www.blogger.com/profile/12237707019414903410noreply@blogger.com0Allen, TX, USA33.1031744 -96.6705503000000164.7929405638211549 -131.8268003 61.413408236178846 -61.514300300000016tag:blogger.com,1999:blog-6439664691641439285.post-19193419809357456212020-11-11T10:29:00.004-06:002020-11-12T15:12:42.452-06:00Thinking Boolean <b>The truth is that as recruiters, we don’t think of Boolean as complicated. Many of us don’t think about it at all. We type keywords into a dialog box, sprinkle them with some Boolean operators and that is that. In spite of it, recruiters are still dependent on them.</b> <div><br /></div><div><i>Boolean operators should need no explanation or introduction. </i><div><br /></div><div>After all, they are what drive database search and are part of every day for recruiters. But it is a paradox that the tools that are so essential for finding candidates are so misunderstood. That is because much of the work that operators perform is behind the scenes and is unseen by the untrained eye. </div><div><i><br /></i></div><div><i>We all want perfect candidates from our searches, and the faster and easier it is to find them, the better… right? </i></div><div><br /></div><div>Yes, of course. We can all agree on that. </div><div><br /></div><div>But it’s important to realize that there are no real shortcuts to acquiring search skills. You need to put the work in and establish an approach, that’s the only viable road to long term consistent success. </div><div><br /></div><div>No matter how great your keywords or operators are, by themselves they won’t find anything. </div><div><br /></div><div>You’re going to need keywords, phrases, operators, and modifiers. More important, you will need a strategy and a combination of all those things. </div><div><br /></div><div> Boolean searches involve <a href="https://sourcingcorner.blogspot.com/2020/11/thinking-boolean.html">far-reaching algorithms</a> that go beyond connecting one keyword with another. The ever-changing advances in technology demand that we find new paths and approaches to handle these algorithms. In other words, we need to start working in a different way.</div></div>Moises Lopezhttp://www.blogger.com/profile/12237707019414903410noreply@blogger.com0Allen, TX, USA33.1031744 -96.67055030000001617.737175448665152 -114.24867530000002 48.469173351334845 -79.092425300000016tag:blogger.com,1999:blog-6439664691641439285.post-9646457339679308612012-09-24T08:01:00.001-05:002012-09-24T08:01:02.055-05:00Check out my new video clip re: twitter search.
<object width="425" height="344"><param name="movie" value="http://www.youtube.com/v/SA7F-Cqgi0c&hl=en&fs=1" /><param name="allowFullScreen" value="true" /><embed src="http://www.youtube.com/v/SA7F-Cqgi0c&hl=en&fs=1" type="application/x-shockwave-flash" allowfullscreen="true" width="425" height="344"></embed></object>Moises Lopezhttp://www.blogger.com/profile/12237707019414903410noreply@blogger.com48tag:blogger.com,1999:blog-6439664691641439285.post-89497621219415784012012-08-24T08:14:00.001-05:002012-08-24T08:14:31.198-05:00Keyword dreams!!Some of you may know that I am somewhat of a sourcing geek. Well, last night I had a sourcing dream to prove it. I was dreaming about keywords. If that don't beat all. I can't have normal dreams like other people. I have to dream about search related stuff.
<br><br>
Anyway, I guess you'd like to know about my dream. In my dream I was having this discussion with other recruiters about what was more important to effective searching on the web. Whether it was Keywords, Boolean or the tools you used them on. I argued that keywords are such a big part of searching that it is easy to overlook how important they are to the search process. Without the use of keywords we wouldn’t be able to communicate with either databases or search engines effectively.
<br><br>The other recruiters in my dream made strong cases for the use of boolean or the advanced knowledge of search engines and for strategies but I came out of my dream convinced that by mastering the use of keywords we advance the cause of our search far more than with any of the other items they argued for, after all, it was my dream right?<br><br>
I thought I would present my case here, at least here I'm not really talking to myself, I hope. Anyway, my thought is that it is thru the use of keywords that we communicate to the search engine what information we intend to get out of it. But that is not where it ends. It is not as simple as typing your words on the search box and immediately finding your perfect candidate! Did you know that keywords are neither seen nor read by the search engine in the same that way we see or read them? To a search engine a keyword is just a string of characters. Using something like “@#$#&)”, or “7364639”, or “keyword” are all the same to a search engine. It can't distinguish between a string of symbols, numbers or actual letters.
<br><br>It is difficult to get anything out of a conversation when the other party is taking your words and taking the meaning completely out of them. How do you expect to get good results out of a search string when you may now know how the search engines read your keywords.
<br><br> Just think of it. A search engine doesn’t recognize that when you enter a word like “kids” that a good result might also be “children”. Remember to a search engine “kids” is just a string of characters. Instead it just matches each character in your keyword to bring only those results that include the word “kids”. Search engines typically compile a thesaurus like file/program to overcome this limitation. (I'm over simplifying here. It is an complex set of algorithms much more complex for me to understand!.) They use this file/program when the search string contains commonly used terms that are associated with our keyword; it then reflects them as a hit on your results. This gives us the impression that it’s searching what we intended to find. More commonly though this file/program displays associated words rather than synonymous terms. So rather than returning results based on your keywords it is returning those pages that have your keywords found within it as well as other pages that have any of those other words that are typically associated with your keyword. <br><br>
A search engine looks for records that match the characters typed. That is to say, it will not read the word rather it will try to match the string of characters together in its listing of indexed terms. To understand this is crucial to understanding the results returned by the engine. A database or search engine doesn’t see either meaning or the ideas represented by the words or even an implied relationship to other thoughts or ideas from your words no more that it could identify sarcasm. Knowing this puts a different spin on keyword doesn't it. <br><br>
There are other reasons for my belief that keywords are far more important than either boolean, advanced field commands, or any other tool or strategy. Yet I can't help but feel that it is the most often overlooked part of our search. Not enough time is spent on understanding how keywords are being process and techniques we can use to drive better results.
<br><br> Well I'm going back to take a nap.Now that this is out of my head, maybe I can catch some zzzzz's. Hope you enjoyed by ramblings.
Moises Lopezhttp://www.blogger.com/profile/12237707019414903410noreply@blogger.com0tag:blogger.com,1999:blog-6439664691641439285.post-44005637135958241502012-06-01T08:23:00.000-05:002012-06-01T08:23:19.330-05:00A about three years ago I started on a Health Journey. I had to begin taking care of myself. My doctors informed me that my eating habits were causing me all kinds of health issues. Like most people I remained in denial. I began taking my meds and figured the was good enough. I did a half-hearted attempt at eating healthy but didn't put a lot of effort.
Somewhere along the line something changed in my mind and I gained a real interest in finding out what was going on in my body. I began to notice what I ate, when and where. I guess I finally began listening to my dietician but more than that I started enjoying eating healthy. I don't know how it happened but I stopped thinking of salads as rabbit food. My eating habits have progressed to were salads are no longer a side dish, they are the main course!!!
Now I research a lot of food for its nutrition facts and health benefits. This is really cool to me as I have began to notice many changes in me due to the new acquired tastes. Sooooo, I thought I would start exploring my culinary exploits here. Maybe some of you might appreciate the tidbits of information I have been finding about food and nutrition. If not just ignore the post and go on to the next one.
My latest exploration took me to potato juice. That doesn't even sound good does it? The first thought I had was: "wow, french fries in a glass!" I just happened to be reading an article which mentioned potato juice and it intrigued me enough to do a search for more articles on the subject. It appears that as unappetizing as it sounds there are some real health benefits to drinking the . There are many places that talk about that so I won't go into it now but if you are interested. I would say start with this article and follow the links from there. http://www.examiner.com/article/health-benefits-of-potato-juice.
By the way, I read another article from these doctors in Japan who documented a lot of cases of healing with potato juice. I wish I would have taken note of where I found it to share with you but "c'est la vie". It seems strange that something so simple can be so effective but i think its worth looking into. Needless to say, since I do have a juicer, I decided to try this spud extract. I went and bought some organic potatoes and last night and will be trying them as a juice beginning today. I am curious but I suspect I will need to add some apples or lemon for flavor control. We'll find out soon. I'll keep you posted.Moises Lopezhttp://www.blogger.com/profile/12237707019414903410noreply@blogger.com0tag:blogger.com,1999:blog-6439664691641439285.post-37128776566660842852012-05-17T09:10:00.001-05:002012-05-18T07:54:17.733-05:00<div>Good Morning all,</div>
<div>I can't say how good it feels to be writing again. This morning though it was kinda hard to get out of bed. I just lay there trying to re-capture my dream. I was having such a nice dream. I would say it was rather misty and but it was just a teaser of a dream. I'll spare you the details but I was mad for waking up. Anyway I got out of bed and made myself the vegetable juice I have made a practice of. That natural juice is so invigorating! Maybe one day I might share some of my juicing recipes. </div>
<div>Yesterday I decided to get a haircut after work. I told the lady to use a #2 attachment on the clippers I didn't realize my hair was going to be cut almost to the root with that damn thing. Normally I tell them to use a #3 and they use scissors at the top but this lady just did the entire head with it. I guess I should have specified better but now I'm sporting a new sexier look. If you ever saw "V for Vendetta" and saw Megan Fox with her stubble, you know what I mean. I rode my bike again today for a few minutes before settling in to write, with my new shiny head. There is nothing more exhilarating than the wind in your face early in the morning. It is almost like nature's kiss. There is a certain freedom in it that is just indescribable that just inspires you to write.</div>
<div>I have been thinking that I am going to continue to use this blog to just let my thoughts go and I am going to start posting my sourcing articles on the <a href="http://hirecentrix.com">HireCentrix</a> site. So if you would like sourcing stuff you might want to check it out. I might rant about some sourcing stuff here but I'm going to send the more formal articles there. Just to let you know.</div>Moises Lopezhttp://www.blogger.com/profile/12237707019414903410noreply@blogger.com0tag:blogger.com,1999:blog-6439664691641439285.post-86937759932035563422012-05-16T09:30:00.001-05:002012-05-16T11:39:24.378-05:00I recently posted an article at <a href="http://www.hirecentrix.com/">HireCentrix</a>. The article is titled <a href="http://bit.ly/KfuGSa">"Are Recruiters better than Sourcers?"</a> Feel free to stop by and check it out.
I truly enjoyed writing it and hope you enjoy reading it as well.Moises Lopezhttp://www.blogger.com/profile/12237707019414903410noreply@blogger.com0tag:blogger.com,1999:blog-6439664691641439285.post-51653716520042527532012-05-16T09:08:00.001-05:002012-05-16T09:30:51.442-05:00<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgghJo_AcHaKBnorGBq_OhoH3K3H5vnMySi_wjK-T6J_STa_xY3ZUhIvIDxtWpTfHw9bjTBpGRzaQjsYpkBzY4OHb9CoChCjb_0sMABNFhDzhDEx8CNjQO4a3GrKDKYpxVszaCqA74ILNQ/s1600/177079170_e6644d32ae.jpg" imageanchor="1" style="clear:left; float:left;margin-right:1em; margin-bottom:1em"><img border="0" height="133" width="200" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgghJo_AcHaKBnorGBq_OhoH3K3H5vnMySi_wjK-T6J_STa_xY3ZUhIvIDxtWpTfHw9bjTBpGRzaQjsYpkBzY4OHb9CoChCjb_0sMABNFhDzhDEx8CNjQO4a3GrKDKYpxVszaCqA74ILNQ/s200/177079170_e6644d32ae.jpg" /></a></div>
<div class="separator" style="clear: both; text-align: left;">Good Morning,</div>
<div class="separator" style="clear: both; text-align: left;">Such a beautiful day today. I went riding my bike this morning. For those that don't know, I have a little Suzuki Boulevard s40. It is small but economical and such a joy to ride. I enjoy the feeling of the breeze in my face specially when it is nice and cool as it was here in Dallas today. I feel more alive when I ride the bike than when I drive my car so needless to say I have been driving it everyday now. My car is gathering dust I think I need to sell it but it does come in handy like when I have to go to the office which is seldom. </div>
<div class="separator" style="clear: both; text-align: left;">Anyway last night I participated on Facebook on an interesting conversation about people who make up things on their resume. In this particular instance it was someone who has industry recognition but even though they don't have the credentials they claim to be a professor at a top school. You can follow the thread <a href="http://on.fb.me/IYsL6p ">here.</a> This sent my mind just reeling and have been thinking about it since. Russell Klosk mentioned "why lie? In a day and age where thanks to HiTech and Gen Y degrees aren't the only entry point to a profession any longer as well as the fact that absolutely everything can be verified with little effort time or money? It's a shame at times that their isn't an actual "black list" as people like this need to be on it". I couldn't agree more. Especially as they freely post the conflicting information on public profiles.
</div>
<div class="separator" style="clear: both; text-align: left;">As a Sourcer, my role is to find people for hard to fill roles, in my role I read a lot of resumes and it never ceases to amaze me when I see that a person posted a resume years ago and their updated resume omits quite a few things that their original one once had and on occasion I see the conflicting degree information. You would figure that if they were going to make something up they would keep it consistent on each resume. It just seems worse when they totally make up stuff like saying they teach at a top school since that is easily verifiable. You can go to the school directory where all professors are listed for example. My thought is that the lie keeps getting bigger as they realize it the deception worked once and they start making things up irrationally testing people to see how far they let them go. </div>Moises Lopezhttp://www.blogger.com/profile/12237707019414903410noreply@blogger.com0tag:blogger.com,1999:blog-6439664691641439285.post-67111254860356794842012-05-15T11:04:00.000-05:002012-05-15T11:04:21.489-05:00Guess what!!!Ppppsssstt! Don't tell anyone. I decided to start writing today. I really don't have much to say but I wanted to start it more like a thought journal. But I'll have to warn you my thoughts are not always that congruent and you might need to read between the lines or just make it up as you go kinda like I do.
Anyway, some things have changed in my life. I have been getting my health back on track. Cholesterol and sugar levels are getting me a smile from my Doctor so I guess I have been doing okay. My ticker is ticking better now. Oh yeah! I'm a recovering type 2 diabetic now. Doctor has me losing weight. I have lost quite a bit but I occasionally indulge in little forbidden pleasures but overall I am eating mostly rabbit food. The odd thing is that I like it now.
I have been learning to play in the kitchen. The coolest thing is that I make my own salad dressings. I have been getting really crazy with them too. I try all kinds all kinds of fancy vinegar, i.e. champagne vinegar, sweet red wine vinegar, raspberry wine vinegar, they give the dressing such a nice touch. I have to admit that even though I like to cook I haven't always been comfortable in the kitchen. My imagination has always gotten the best of me and I start imagining conversations with the knives and pans and before you know it I'm in the middle of an argument (The knives are jokesters and the pans take life too seriously. Maybe they have to since they are always under fire, hhaha.)
If you ever want to hear me ramble for hours on end, just get me started on healthy foods, I think I can talk as much about it as I can about sourcing. I am excited to start writing again. I will start exploring some sourcing stuff like before but I will explore some of the others stuff that is making my life interesting too.Moises Lopezhttp://www.blogger.com/profile/12237707019414903410noreply@blogger.com0tag:blogger.com,1999:blog-6439664691641439285.post-73750105802547634472007-11-27T19:31:00.000-06:002007-11-27T20:12:02.706-06:00Internet research tip-tagging for wordsHere is another somewhat less than superficial look at another internet research tool. When you read the SEO blogs and commentaries there is talk about the metatags going away; that search engines are relying less and less on them. As real as this may be, I don’t see the metatags going away altogether anytime soon. While we wait for that day, just as we did a few days ago with the <a href="http://www.sourcingcorner.com/2007/11/16/the-%e2%80%9cand%e2%80%9d-operator-with-a-punch/">Plus (+) sign </a>, I want to explore the metatags as a research tool. <div><br /></div><div>At the risk of being to simplistic, first let me say that there are different types of metatags embedded into the code of any webpage. Many of the metatag fields provide information about file attributes, as well as content. </div><div><br /></div><div>You might have heard of some of these, some of the tags include: </div><div><br />Author Metatag field<br />Comments Metatag field<br /></div><div>Description Metatag field</div><div>Keywords Metatag field</div><div>SUBJECT Field</div><div>Title</div><div>URL<br /></div><div><br /></div><div align="left">Metatags look something like the screen shot below. </div><div align="left"><br /></div><a title="Metatag source code" href="http://www.sourcingcorner.com/wp-content/uploads/2007/11/metatags1.JPG"></a><a title="Metatag source code" href="http://www.sourcingcorner.com/wp-content/uploads/2007/11/metatags1.JPG"></a><a title="Metatag source code" href="http://www.sourcingcorner.com/wp-content/uploads/2007/11/metatags1.JPG"></a><a title="Metatag source code" href="http://www.sourcingcorner.com/wp-content/uploads/2007/11/metatags1.JPG"></a><a title="Metatag source code" href="http://www.sourcingcorner.com/wp-content/uploads/2007/11/metatags1.JPG"></a><img id="BLOGGER_PHOTO_ID_5137699323991694002" style="DISPLAY: block; MARGIN: 0px auto 10px; CURSOR: hand; TEXT-ALIGN: center" alt="" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgntnOVoyVFvhZA6tviGh45i4p-5tvswBE5U1PfSihAXs7A_vdXpWcoCyNTqMtAGSV4j0SsD51qhvpp60TrIv2t6zUqoDZ0DrIMUBqH4r-54uq2IUp6pbrgnfhSKy1w8GL-uTedHW0KtBU/s400/metatags.JPG" border="0" /> The original purpose of metatags was to provide a search engine with information about the contents of a page. Not all web pages have metatags in them as some search engines do not rely on them, nonetheless they can still be very useful tools.<br /><br /><div align="left">Let’s go to <a href="http://www.gigablast.com/">http://www.gigablast.com/</a> now to see the tags at work. Gigablast is the only search engine indexing metatags beyond just the meta description and meta keywords that some others index. It is also the only search engine that can also display metatags in the results list. It will not only display the results it can display the metatags themselves in the results list.<br />First let’s run a simple search, enter: </div><br /><div align="center"><strong>resume java beans </strong></div><strong><br /><div align="left"></strong></div>into the search box.<br /><div align="left"></div><div align="left">This time instead of looking for the search bar we are will be focusing on the url bar. Now the query should look like this: </div><br /><img id="BLOGGER_PHOTO_ID_5137700140035480258" style="DISPLAY: block; MARGIN: 0px auto 10px; CURSOR: hand; TEXT-ALIGN: center" alt="" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgnX2gisjLuiZVrEnbttgXGN5xX4pN4E3vcl-yygxGhSYU3-CPLqHOfTfiz-ekyYOPcSlh90b5qVNEEAirzlnDlyNCwpMQGxop_M7LtVBwPK-Hi_lNCUTcj2RvFkiAi6Gj-xDFbZiPd4F8/s400/keywordmetatag.JPG" border="0" /> <a href="http://www.gigablast.com/search?q=resume+java+beans&n=10&k3n=746817">http://www.gigablast.com/search?q=resume+java+beans&n=10&k3n=746817</a><br /><br /><div align="left">In order for us to view the meta-tags lets add a command to the url bar. Add the following command to the url: </div><div align="center"><strong>&dt=keywords </strong></div><strong></strong><br /><div align="left">The url should now look like this:</div><div align="left"></div><div align="left"><a href="http://www.gigablast.com/search?q=resume+java+beans&n=10&k3n=746817&dt=keywords">http://www.gigablast.com/search?q=resume+java+beans&n=10&k3n=746817&dt=keywords</a><br />The results will look something like this:<br /><a title="Gigablast Keyword Metatags" href="http://www.sourcingcorner.com/wp-content/uploads/2007/11/keywordmetatag.JPG"></a><a title="Gigablast Keyword Metatags" href="http://www.sourcingcorner.com/wp-content/uploads/2007/11/keywordmetatag.JPG"></a><a title="Gigablast Keyword Metatags" href="http://www.sourcingcorner.com/wp-content/uploads/2007/11/keywordmetatag.JPG"></a><a title="Gigablast Keyword Metatags" href="http://www.sourcingcorner.com/wp-content/uploads/2007/11/keywordmetatag.JPG"></a><a title="Gigablast Keyword Metatags" href="http://www.sourcingcorner.com/wp-content/uploads/2007/11/keywordmetatag.JPG"></a><br />Notice that after the description section there is a section that starts with “keywords:” (This is the red section after the description of the contents). This is the text that is found in the Keywords metatag field. Being able to quickly review the keywords metatag will help you see any keywords that the designer of this site thought would be important for search engines to identify the content of his page. In the case of the resumes that we are interested in, this metatag contents will give us additional keywords we can use to find similar pages.<br /></div><div align="left">If the “keywords” metatag isn’t enough; try adding +description to the url.<br /></div><br /><div align="left">The query should look like this:<br /><a href="http://www.gigablast.com/search?q=resume+java+beans&n=10&k3n=746817&dt=keywords+description">http://www.gigablast.com/search?q=resume+java+beans&n=10&k3n=746817&dt=keywords+description</a><br /></div><br /><div align="left">Now we should be able to review not only the keywords metatag but now the description metatag as well. As long as you can find a metatag title you can insert it there and if applicable it will bring back the results. </div>Moises Lopezhttp://www.blogger.com/profile/12237707019414903410noreply@blogger.com0tag:blogger.com,1999:blog-6439664691641439285.post-57607820139411204332007-11-26T17:17:00.000-06:002007-11-26T17:49:55.328-06:00Sourcing Juice from Concentrate<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiaU4qIylHBanl8Y0TvN-pRxQjTYUupQV67_SYsG6A21b-3ELXTJEN-KmgeB3wGmbINXjWM0PI4UxhkxzFK-MmskoCtgPU98xYBxJfvd4aZHwqE0AluOllWAUsr7cH_72fjws0z6CYOljU/s1600-h/coffee_man_1.gif"><img id="BLOGGER_PHOTO_ID_5137299956457675426" style="FLOAT: right; MARGIN: 0px 0px 10px 10px; CURSOR: hand" alt="" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiaU4qIylHBanl8Y0TvN-pRxQjTYUupQV67_SYsG6A21b-3ELXTJEN-KmgeB3wGmbINXjWM0PI4UxhkxzFK-MmskoCtgPU98xYBxJfvd4aZHwqE0AluOllWAUsr7cH_72fjws0z6CYOljU/s200/coffee_man_1.gif" border="0" /></a><br /><div><span style="color:#000000;">It’s getting ridiculous! I’ve been getting calls and emails asking for sourcer referrals. There are so many firms asking for sourcers, that part is good. The bad part is that most job descriptions look like this one below. I did a search on indeed.com and just typed sourcing specialist. This is the first one that came up.<br /></span><br /><span style="color:#000099;"><strong>Minimum work experience required: 1+ years experience professional/recruitment sourcing experience<br /></strong><br />History of success in sourcing candidates (both active and passive) with emphasis on IT<br />• Cold Calling, networking and Boolean search techniques<br />Special skills required:<br />• Flexibility, Creativity, and Initiative<br />• Customer focused<br />• Communication (written and verbal) and interpersonal skills<br />• Process Management - ability to follow process and procedures (detailed & organized)<br />• Problem solving skills and critical thinking<br />• Technical expertise and Internet skills<br />• Ability to excel working independently<br />• Passive candidate recruiting<br />• Sourcing plan development and implementation<br />Description of duties & responsibilities:<br />• Researches, develops and implements new candidate sourcing and search methods and strategies & tracks effectiveness<br />• Posts open positions on job boards<br />• Provides measurable, qualified, diverse candidate pool for client openings<br />• Ensures accuracy of data and timely information provided to management<br />• Assists management with special project assignments<br /></span><br /><span style="color:#000000;">This is a long wish list for a one year recruiter/sourcer. They are looking for someone who has had a history of success sourcing both active and passive candidates!!! Come on get real, what kind of success can you have over one year! The candidate also needs to have both cold calling skills and internet research expertise and they need to be able to develop and implement a sourcing strategy if that wasn’t enough they need to track and report accurate and timely data to management. Oh lets not forget special projects!!!<br /></span></div><div><span style="color:#000000;">It is obvious to me that most companies do not know what sourcing is all about and even worse don’t know what they want nor what it is they are asking. They didn’t mention pay but I doubt they are willing to compensate.<br /><br />Could you imagine if we were asked to source for this description but let's just change the title to any other line of work? Let’s say a programmer. It should read something akin to this: I need a programmer who can do code from scratch as well as using compilers. They need to be able to define system architecture and implement the project and have full life cycle experience. Expert level experience on java, as well as team leadership and project management experience . A minimum of a high school education and one year of experience required. </span></div><div><span style="color:#000000;"><br />Even in the fantasy world I live in, this is far fetched. Backup not found: (A)bort (R)etry (P)anic. </span></div>Moises Lopezhttp://www.blogger.com/profile/12237707019414903410noreply@blogger.com0tag:blogger.com,1999:blog-6439664691641439285.post-7226275017765269272007-11-16T11:55:00.000-06:002007-11-16T14:42:09.161-06:00The “AND” Operator with a punch.<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjQYLAIEQAYREAoGX1qwCtXcEzu7R78bCUkF66IJDpBBoUZnBut6Lz39nhkHpL4XvzLI_x0N6NK18k5NTqQAmi5Lj078Hsic75qOhmIuuAe-KhgV4rsVSpZ8tbySgmQFEpguQnun7kpzTI/s1600-h/Boxing_Gloves.jpg"><img style="float:left; margin:0 10px 10px 0;cursor:pointer; cursor:hand;" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjQYLAIEQAYREAoGX1qwCtXcEzu7R78bCUkF66IJDpBBoUZnBut6Lz39nhkHpL4XvzLI_x0N6NK18k5NTqQAmi5Lj078Hsic75qOhmIuuAe-KhgV4rsVSpZ8tbySgmQFEpguQnun7kpzTI/s200/Boxing_Gloves.jpg" border="0" alt=""id="BLOGGER_PHOTO_ID_5133541215843730450" /></a><br />There are some things that we use so regularly that we take for granted. That is the case with some of the tools we use for internet research. Have you thought of what the <strong>PLUS sign </strong>does for instance? <br />We all have used the <strong>“plus” ( + ) sign </strong>in our searches right? In many search engines, the plus sign can be used as a substitute to the Boolean operator <strong>“AND”</strong> that is because just like the <strong>“AND” </strong>operator it finds pages that contain all search terms, but that is were the similarities end. Here is the first difference; unlike <strong>“AND”</strong> the <strong>“PLUS”</strong> sign list pages which have the keyword terms immediately on the right side of this operator only. <br />The use of the plus sign may produce some other unexpected effects. Using the plus (+) sign directs the search engines to sidestep some of the programming boundaries. For instance it causes characters or “stop words” or “noise words” that normally would be excluded from a search to be forced in as part of the searchable keywords.<br />I can hear you now!! WHAT DOES THAT MEAN? It means that keywords like a, an, and, are, at, be etc.. can be included as part of your search. <br />Try running this query in yahoo (or whatever search engine you prefer):<br /><strong><center>Microsoft bites the apple</strong></center><br />Now compare it to:<br /><center><strong>Microsoft bites +the apple</strong></center><br />Isn’t it amazing. The plus sign is not the same as the “AND” operator after all is it? <br />Another interesting difference between “AND” + is that it produces yet another variation in the algorithms. <br />Try this simple query in Google: <br /><strong><center>resume develop vb</strong></center><br />Now compare it to:<br /><strong><center>resume +develop vb</strong></center><br /><br />Did you notice the difference? What happened was that Google (as well as most other search engines nowadays) has an automatic stemming algorithm in place that allows for variations of keywords. In the case of the keyword develop it searched for develop, developer and development. Whenever you use the plus sign on a keyword it turns off the automatic stemming feature of the search engine.<br />Next time you use the <strong>“Plus”</strong> (+) sign in your queries notice the differences. There are times when may need the stemming features but isn’t it nice to be able to determine when it should be used?Moises Lopezhttp://www.blogger.com/profile/12237707019414903410noreply@blogger.com0tag:blogger.com,1999:blog-6439664691641439285.post-46419145557536580392007-11-16T11:40:00.000-06:002007-11-16T14:48:20.702-06:00The New Jim Stroud!!<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi_aUMU-nXxznPLvhZQOaqrLQl9Rq7auiV9ZOQKJZldf9IGkCc5BQdn-cO_SwWdlH9eSnpM_YGFpHZEw8UWquY5UZCDnTJkMa5-1wjDZhigFNi8prtjgF2_9Yvbk3GY0ORZ63P1jgEoGQc/s1600-h/jimstroud.jpg"><img style="float:right; margin:0 0 10px 10px;cursor:pointer; cursor:hand;" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi_aUMU-nXxznPLvhZQOaqrLQl9Rq7auiV9ZOQKJZldf9IGkCc5BQdn-cO_SwWdlH9eSnpM_YGFpHZEw8UWquY5UZCDnTJkMa5-1wjDZhigFNi8prtjgF2_9Yvbk3GY0ORZ63P1jgEoGQc/s200/jimstroud.jpg" border="0" alt=""id="BLOGGER_PHOTO_ID_5133497110824567810" /></a><br />I just spent a few minutes over at jimstroud.com. I like the new look. It made me spend quite a bit more time at his site than usual. Now that I think about it!! I don't know if that is a good thing. Just kidding. I specially spent more time on his comics. This one was funny, it was titled <a href="http://jimstroud.com/2006/04/10/comic-the-recruiting-life-3/"> The recruiting life-3</a><br /><br />If you haven't been to Jim's site lately, i'd say it be worth a quick look. Keep it up jim.Moises Lopezhttp://www.blogger.com/profile/12237707019414903410noreply@blogger.com0