Top 15 Common Secondary Sourcing Mistakes

Over analyzing resumes
Running overly generic/basic searches
Making assumptions about candidates from their resumes
Not spending at least 10 minutes search strategy before you start
Seeing each resume only as a potential match for the position you’re working on
Assuming search finds all qualified candidates
Searching only resumes posted within 30 days when searching major job boards
Not calling candidates that appear to be under- or over-qualified
Submitting the first 2 -3 candidates you find that fit your job/hiring profile
Thinking that the major online job boards have poor quality candidates
Thinking that after searching you’ve found all the candidates
Relying solely or heavily on title-based searches
Not using the NOT operator
Only using skill/tech terms
Spending 80% of your time using low-yield resources

Source: Glen Cathey

10 Commandments of Internet candidate research

Plan your search
Define what you are targeting
Know your search engine
Use multiple search engines
Search for people, not resumes
Develop a search strategy
Use synonymous concepts to expand your search
Refine your search strategy
Persist
Search don’t surf

Source: Moises Lopez

7 Tips for Recruiting Generation Y

Offer generous referral bonuses.
Consider different geographies.
Keep ‘em moving.
Tlk 2 them.
Get flexible.
Community service.
Think beyond the short term.

Source: Shelley Solheim

Web Search Strategies in Plain English

Another simple introduction from the Common Craft Show in plain English. This time search engines…

Management demands that one person do the jobs of two or more people, resulting in longer days and weekend work.
Management cuts back on administrative help, forcing professional workers to use their time copying, stapling, collating, filing and other clerical duties.
Management puts a freeze on raises and promotions, when an employee can easily find a job earning 20-30 percent more somewhere else.
Management doesn’t allow the rank and file to make decisions or allow them pride of ownership.
Management constantly reorganizes, shuffles people around, and changes direction constantly.
Management doesn’t have or take the time to clarify goals and decisions.
Management shows favoritism and gives some workers better offices, trips to conferences, etc.
Management relocates the offices to another location, forcing employees to quit or double their commute.
Management promotes someone who lacks training and/or necessary experience to supervisor, alienating staff and driving away good employees.
Management creates a rigid structure and then allows departments to compete against each other while at the same time preaching teamwork and cooperation.

Source: Gregory P. Smith

Five Steps to More Effective Diversity Recruiting

Build a diversity message into your recruitment brand
Demonstrate the diversity of your organization
If you aren’t where you want to be in terms of diversity, say so
Invest in education
Give back to the community

Source: Karen Hildebrand, WetFeet

Seven Secrets of Sourcing

Know the right time to source
Know if sourcing in a particular sector makes sense
Know where to go
Know and understand the consequences
Know about nontraditional sourcing avenues
Understand how sourcing can save you thousands, even millions of dollars
Know how to protect your investment in your sourcing organization

Source: Maureen Sharib, ERE.net

Build Your LinkedIn Network!

Geoff Peterson shows how to build your LinkedIn network for sourcing and recruiting…

No Cost/Low Cost Sourcing Workshop and Clinic Binder

Here are the contents and resources for this session…

Google Reader Tutorial

A short tutorial on using Google’s RSS aggregator to find information on given topics. This is an especially useful tool for recruiters dealing with information overload!

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