Copyright 2009, Donato Diorio & Broadlook Technologies

Add a dedicated researcher

Presented by:

Donato DiorioChief Executive OfficerBroadlook Technologies

Double your billings in 2009Double your billings in 2009

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-Rumi

Anyone can bring gifts. Give me

someone who takes away.

Anyone can bring gifts. Give me

someone who takes away.

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The single greatest factor affecting a

company’s success is the proper allocation of your talent resources.

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Definitions: Research, Sourcing, Recruiting and Sales?

•Recruiting – candidate development

•Sales – market development

•Sourcing – supports recruiting function

•Research – may support all functions.

Additional definitions

1.In house

2.Off site

3.Offshore

4.Near shore

5.Time share

What can a dedicated researcher do?

What can a dedicated researcher do?

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• Bullhorn• Broadlook Profiler, Eclipse,

Market Mapper, Diver, Job Pulse

• Hoovers, OneSource, Zoominfo,, Lexis Nexis

• LinkedIN, Social Networks8

Recruiting Systems & ToolsRecruiting Systems & Tools

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• Resume (active) sourcing from Job Boards

• Passive candidate searching• New desk research &

development• Building lists of companies• Market segment research

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Recruiting SolutionsRecruiting Solutions

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• Data entry• Data compare, de-duplication,

normalization• Pre-call research QC (quality check)• PDF conversion (OCR image to text)• Document scanning• Printing • Data conversion

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Data ManagementData Management

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• Search engine optimization (SEO)• Website content delivery• Custom search engines• Google Adwords customization

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Marketing AssistanceMarketing Assistance

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• Name gathering• Phone system mapping (Night

Dialing)• Contact info - verification calls

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Call Center ServicesCall Center Services

2002-2008 Trends:recruiting, sales, sourcing and research

Source: Broadlook Technologies, recruiting vertical client survey

Should you add a dedicated

researcher?

Should you add a dedicated

researcher?

•Helps you compare yourself to your peers.

•Prepares you for an organizational workflow audit

•Is your current model the one you want to stay with?

Lab 1 - know your business model

Lab 1 - know your business model

1. Make a to-do list first thing in am?

2. Require that your staff has a daily plan?

3. Have 15 minutes per day to manage a researcher?

(if all no’s, don’t get a researcher)

Lab 2 - your process DNAdo you...?

Lab 2 - your process DNAdo you...?

Some thoughts before taking action:

1. Culture based direction alone is at-risk

(Cut of the head, the body dies)

2. Process based direction stronger for company growth

3. Establish a culture of discipline before adding a researcher

Stop!

1. Pick an assessment test

2. Establish metrics

3. Test your staff

4. Analyze data

5. Maintain consistency

Lab 3 - assess your current staff

Lab 3 - assess your current staff

A.Daily task audit

B.Process audit

C.Man-machine audit

D.Take action

Lab 4 - determine your needs

(4 steps)

Lab 4 - determine your needs

(4 steps)

Daily task audit - Part IDaily task audit - Part I

Do not confuse skill level with uniqueness to your organization

Daily task audit - Part IIDaily task audit - Part II

Importance

Uniqueness

Check voicemail

Schedule phone interview

Interview prep

Negotiate contract

Write job postings

Pull resumes from job board

Sourcing cold calls

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2

3

4

5

1 2 3 4 5

Daily task audit - Part IIIDaily task audit - Part III

• Technology review• Online resource review• Database building• Contacts always needed• Candidate search protocol• Business development needs• First impact project• Time management

Lab 5 - process auditLab 5 - process audit

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Process audit excerpt(Database Building)

Process audit excerpt(Database Building)

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• Same process as people task-audit

• Basis of technology automation• Automation should only be done

to a successful process• When automation looks like it

“should be” the answer, but no technology exists, this is a perfect case for offshore research (outsource)

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Lab 6 - Man-machine auditLab 6 - Man-machine audit

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A sample researcher task/process

(a deep dive)

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Staffing 50 Network Security Analysts

• Plan, seek “completeness”, build a “search order”

• Pull all current candidates from Bullhorn and job boards (with paid access)

• Pull all resumes from Internet with Diver from all major search engines

• Identify all associations and user groups that focus on network security

• From all resumes, email domains, compile list of companies for passive sourcing

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Staffing 50 Network Security Analysts,

continued• Develop a “market map” of all target

companies, by geography• Pull list of all advertised job openings

from all major sources, looking for (A) other companies hiring for same skill and (B) Companies that have that skill.

• From target company domains, pull list of all employees for direct phone sourcing (Broadlook Profiler)

• Provide call list to recruiters28

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Incorrect!

?

Completeness...why it’s important

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Completeness...correct

Correct!

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Survey 1

Should your recruiters be doing any part of the previous tasks, besides

the planning stage?

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Survey 2

Are your recruiters focused exclusively on revenue

producing activity?

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Man - machine example: MAPS

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Process analogy - MAPS

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Process analog - MAPS

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Process analog - MAPS

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People make mistakes,

but to really screw things up requires a

computer

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moral:

If you choose offshore research…

All remote research is not equal

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Choosing a research provider

• 3+ years servicing the recruiting space• Get a referral• Review pre-engagement process audit

documents. Look for well thought out questions.

• Ask to interview the actual researcher(s)

• Beware “first time” recruitment researchers.

• Beware of “offloaded” talent39

15 tips:working with offshore research

1. Research is a service, not a tech offering. (It’s not about efficiency or cost savings, it’s about relationship.  The offshore firm should have service, service and service in their DNA. )  

2. Don’t treat people like a number.  This sounds like common sense, the golden rule, etc.  However, somehow the terms “offshore” or “remote” has a tendency to depersonalize the relationship.  Don’t let that happen.

3. Use their real name. If one of your offshore contacts name is Rajaranan,  don’t call him Joe, Bob, or Peter.  Call centers started this protocol of giving foreign workers western names. This may work for a call centers, but it is a poor idea for someone you work with on a long term basis.  Use their real name, insist on it, you might butcher it, but they will respect you more than if you call then Jimmy.

4. Beware of “dedicated” researcher. Want to know a dirty secret?   Offshore firms are absolutely notorious for placing 2 workers on 3 accounts.  When I learned about this, I was livid.  Plain and simple, this is dishonest, and corrupt.  If the price is too good to be true, you’ve got a 2 for 3 situation.

5.  Have a plan.  If you cannot articulate what your current process is.  It will be hard for a researcher to achieve any level of success. 

6.  Make time. 

In the recruitment arena, an offshore researcher will take about 15 minutes per day of your time to manage them.  Sometimes more and sometimes less. Be prepared.

7. Beware of metered results. 

If you are getting 8-10 resumes per day, every day…something is wrong.  When I was a recruiter, some days I would get nothing and some days I would get a windfall of candidates.   Wake up and smell the appeasement.  This is usually a symptom of firms that do the 2 for 3 trick. Don’t except it, call them on it.

8.  Undergo a process audit. 

Before connecting a new client with a remote researcher, Broadlook performs a technology and process audit.  This has been critical for our clients to understand what their current processes are, and what resources they have to accomplish their goals. 

9.  Have defined timelines for each task and a weekly schedule outlining what they should do and when.  This is more important at the beginning stages.

10. Know how to do their job.  This will give you insight into how long repetitive tasks will take and will allow you should budget for them. 

15 tips:working with offshore research

11.  Host onsite. With today's technology there is no reason for research to be done on a terminal thousands of miles away.  Set up an in-house research station and give them remote access to it.   You can use logmein for free to accomplish this.

12.  Watch them work.  

Requires in-house research station, but wow, you can really tell something about someone’s efficiency by watching them work for an hour.

13.  Work with several firms.When I compared results of one firm against another, I was surprised.  All firms are not equal.

14.  Get a referral. If you need recruitment research done, don’t use a firm that does offshore mapping services.  Most firms will take any business they can get.  Make sure you are picking a firm that specialized.

15. Check certifications, training and tenure. 

Insist on a researcher with at least six months of experience.  If you have multiple researchers, it is ok to have a new person as long as the team lead is a veteran.  All researchers I work with go through Broadlook’s certification program.

15 tips:working with offshore research

Measuring Research Success…

•Research cannot be measured by what is done with that research

•Create an up front contract with researcher

•Measure success based on definable, measurable and attainable goals set by the up front contract

The Law of Measurable Results

(The 7th Law of Internet Research)

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And now some

FREE stuff!

And now some

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Stop by the Broadlook booth to enter a drawing to

win:

Stop by the Broadlook booth to enter a drawing to

win:

40 hours of research

40 hours of research

Copies of presentation

www.broadlook.com/bullhorn

Connect with Donato:

Email: ddiorio@broadlook.com

Twitter: iDonato

LinkedIN: www.linkedIN.com/in/donatodiorioBlog: www.iDonato.com