Hi I’m AndyI’m not a brand but…

Hi I’m AndyI’m not a brand but…

Let’s talk about youWe just don’t do that enough do we

Engage, Engage, Engage

Finding someone is just the beginning

• Engaging with them is where the real journey begins

• And as sourcing skills become more widespread and understood technically engagement will become the area we focus on differentiation the most

• It’s also the human piece – there’s a lot of talk about automation in sourcing, engagement is where you earn your stripes

What’s going on in-house right now

Commoditisation

Replication of the ‘agency’

model

Everyone trying the same new

tricks

Lack of resource

Procurement driven

decision making

Killer processes

Short-term commitment

Where does sourcing sit today in-house

Where we might be aiming?

Context

Hi Andy,

I saw you doing international work for a technology company in Spain at the moment. I have HR job working their available in tech co as well. I think you shold be interested in it. Send me your number & I can tell you about it. Its really graet opportunity.

Anna

The brand

What your peers say about being great

Expected to use the brand more but core skills are key

Sourced candidates

expect special treatmentPerception of

who you are based on your

employer

Sourced candidates

expect me to manage them

You need to help

candidates circumnavigate

the process

You need to deliver what you say you

will when you say you will

It’s OK to have a template

• It just has to be you not your business

• Your business will probably have a ‘language’ think about it and how you can tailor it to your benefit

I’m different because

• I talk to/with you? (and I listen)

• I’m more than just someone who wants you to work with me?

• I care?

• I get what I am selling?

• I am persistent?

• I’ve looked up more than your LinkedIn profile and I can prove it?

• You’ve got some great skills and experiences

• We should be connected

• Let’s not beat around the bush, you can help me do my job

• This is a great role in a great business and I think you should be interested

Understand the context, it seems that the potential candidate is more important to you than you are to they at the start, rebalancing that is

a key challenge!

Making the case

• Too few sourcers and recruiters measure their own performance and use those metrics effectively

• What can you and should you be measuring?• Response rates

• Conversion rates to interview

• Hiring rates (and offer ratios)

• Stick rates

• Can you demonstrate how the personal touch is really “adding value”

• The value of your network

Coming back

• A huge challenge direct sourcing will face in coming years is the increased realisation of candidates that there’s not a job at the end of the line everytime

• How do you make yourself different? Personally and for your business?

• Go the extra mile and be the in-house sourcer who has something to offer post process

• Blogs – but not just about jobs

• Share information

• Get social and socialise

• And try and do it with your brand not your employers

And the really good news

If you can crack this you make in-house sourcing far more valuable, far less commoditised and the best thing of all

The most valuable part of it is…

YOU

Getting in touchYou can find me pretty easily but here’s where I am

• @andymountney

• andrew@aspeninhouse.com

• Centre for In-house Recruiting Excellence group on LinkedIn (if you are already in-house)

• On LinkedIn; there’s not many Andrew Mountneys on there I think you’ve got the skills to find me ;)