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Slide 1
Source Like FBI Agents
The Original Social Engineers
October 4, 2017
The Art of Connecting:
Conni LaDouceurPresident, Chief Sourcing Strategist and Trainer, #sourcingguru
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Slide 2
Customized, on-target research search firms WW
• Demonstrated passion for the hunt since 1985
• Mastered phone sourcing @ Heidrick & Struggles
• 10 Research Professionals in Baltimore, MD
Conni LaDouceurPresident, Chief Sourcing Strategist and Trainer
EQC Talent Sourcing Experts, #sourcingguru
• Customized, on-target talent identification
• Candidate Development, expert vetting and
compelling
• Empowered Training, Search/Research
Success™ by ExecuQuest
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Slide 3 ExecuQuest Corp. Clients3
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Slide 4
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Slide 5
26%of long term
success is due to
intelligence and
skills
74%is attributable to
mindset
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Slide 6 OUR GOALS
TODAYAND
EVERY
DAY
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Slide 7 Direct, Disarming Dialogue
Search:
Target:
The Position Profile:
“Measuring and monitoring risk exposures, providing
risk analytics & related reporting, enterprise-wide”
Advanced Search: 17 results
”credit risk”, 10001 zip, Director, JP Morgan Chase Bank
XX, VP, Exec Dir, Credit Risk Reporting,
Americas Risk Management at JPMC Bank
Market Risk Exec, Investment Banking
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Slide 8 Strategic, Solid Sourcing
Listen carefully: what are my observations?
• What was said first, next…• How were questions answered?• What did the call yield?
(3 minutes, 28 seconds)
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Slide 9 YFSI: Yield for Sourcing Investment
Virtually
none on
From
client’s most
desirable TC
17 on-target
names in
< 30 minutes
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Slide 10 Efficient Talent Sourcing
Nursing Supervisors 1:41
Listen carefully: what are my observations?
• What was said first, next…
• How were questions answered?
• What did the call yield?
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Slide 11
Identify the entire Advanced Analytics Team
EQC identified the 32 A leading online
on-target team members vs. sourcing guru
with verified contact identified 226,
and reporting data none verified
Only 2 duplicates:
are you seeking on-target names or just names?
Fantastic Phone AND Internet Results!
Top 10 Insurance Company
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Slide 12 Social Engineering
While it is amazing and complex, it is also
very simple.
The perfect blend of
Science Psychology Art
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Slide 13 NLP: Neuro-linguistics programming
Highlight
Objective
Qualifiers
Ask for one
thing at a
time
Don’t ask
Yes or No
QuestionsThank you!
Obtain
NAMES
First
Follow up a
Question
with a Q
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Slide 14 Who needs
phone sourcing?
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Slide 15 Is there still a
War for Talent?
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Slide 16 Your best candidate is already
working…for the competition.
71% of workers admit to active job searching
or at least openness to a new opportunity
72% of US companies recruit passive talentSource: US Recruiting Trends 2015, LinkedIn Talent Solutions
Yet, their overall strategy may be flawed:
• Only 13% said that more than 50% of their
hires were passive candidates.
• 70% are reporting under 20% of their hires are coming from employee referrals.
• Only 21% proactively cold call candidates.Source: The Novo Group, Corporate Recruitment Benchmark Survey
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Slide 17
2
The Intake MeetingAs Recruiting SME/Consultant:
What should I take to the meeting?Competitors recruiting for the same talent, heat maps,
potential profiles, best target cos., associations/attendee lists, comp analyses, etc.
What will I take from the meeting?Nice-to-haves, compelling reasons, qualifying Qs,
# reports, counterparts known to client, do-not-contacts,
SLA/timeline, etc.
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Slide 18 What’s most important?
To set HM’s expectation
and calibrate success, ask
to force-rank which two
factors are most important.
How will the weightings
affect strategy and tactics?
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Slide 19 Post and pray… or…
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Slide 20 Post and curse!
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Slide 21 Narrow Your Search
QUALITY
OVER QUANTITY
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Slide 22 How many calls will yield 1 hire?
• 100?
• 50?
• 20?
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Slide 23 The Targeted Approach
Previous Research
Secondary Research
Our Adjunct
Employees
Value-added Telephone Research
Do not reinvent
the wheel!
Previous offer
candidates and
previous
incumbents
FB
Attendee Lists
Yatedo
Hoovers
Data.com
Indeed
Factiva
Corp/Fin’l Lead Dirs
MLS Librarians!
615-862-5800
Pharma/Philly
Tech/San Jose
Lib of Congress
NYPL/Brooklyn
Build a valuable
original talent
library with
competitive org
charts
1 2 3 4
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Slide 24
Q: I need to develop 2 lists of top 10 companies in
order of size/sales for competitors to these 2 DuPont
products please:
Corian and Zodiaq (countertop)
Tyvek (building weatherproofing wrap)
A: Unlike Reference USA and Mergent which profile
companies,Thomas Net (http://www.thomasnet.com/ )
Thomas examines products. No “Top” lists but
provides distributors and manufacturers of products
as well as competitor products (ex brand/Tyvek or
type weather resistive barrier) and it’s FREE.
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Slide 27 From: [email protected]
Sent: April 4, 2016 9:37 PM
Subject: Big-time Os fans, see attached
Hi, Just had to send you this picture of our son, Jesse String, and grandson, Otto
String, in Los Angeles, on Opening Day. They LOVE you!!
GO O's!!! Conni String
From: John Angelos [mailto:[email protected]]
Sent: Monday, April 04, 2016 10:06 PM
To: Conni String <[email protected]>
Subject: Re: Big-time Os fans, see attached
Thanks Conni. Good day to be an O's fan, for everyone.
Take care John Angelos
COO and EVP, Baltimore Orioles, President and COO, MASN, Mid-Atlantic Sports
Network
[email protected], [email protected]
M: 410.340.8364 O: 410.547.3079
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Slide 28 Title NameVice President Of Technology Jim Naylor
Software Engineer Le Chung
Software Engineer Faizal Khan
Product Manager Dori Merifield
Software Engineer Stephanie Byrd
Project Manager/Product Development/Operations Emily Baraan
Software Engineer Lorenz Verzosa
Director Business Analytics Nataliya Sayko
Director Product Management Bradley Spannbauer
Manager, It John Kuo
Technical Lead Aidan Short
Network Manager Evvy Mankowitz
Associate Business Analyst Jennifer Han
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Slide 29 Creative Sourcing:
Our Tax Dollars At Work
Our client needed to know chemical
plants within # production power
and NAICS code in a certain location.
Online searches not cutting it?
Try the EPA!
http://iaspub.epa.gov/triexplorer/tri_release.facility
A search on an EPA database to record chemical emissions can
give us location, industry, size of plant by emissions released –
as well as names and contact numbers. Don’t forget Uncle Sam!
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Slide 30 Mandarin-speaking CPG
Marketing Talent
Talent
Name Company Title City ST
Chen, GaoNewell
Rubbermaid Inc.Director of Marketing Atlanta GA
Chen, HeidiLVMH Moët Hennessy -
Louis Vuitton
Global Senior Brand Manager,
Officer Premise aNew York NY
Liang,
Jeanette
The Estee Lauder
Companies Inc.
Executive Director, Global Digital
MarketingNew York NY
Liu, HenryThe Estee Lauder
Companies Inc.
Executive Director, New Brand
DevelopmentNew York NY
Huang, LilyThe Procter & Gamble
Company
Company Marketing Research
ManagerCincinnati OH
Wang, Richard The Coca-Cola Company
BrandDirector of The Fanta Brand Atlanta GA
Wu, Peggy Avon Products, Inc.Associate Brand Manager, Global
SkincareNew York NY
Zhang, AlvinThe Procter & Gamble
CompanyAssistant Brand Manager Cincinnati OH
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Slide 31 Wanted Analytics Job Heat Map Mechanical Reliability Engineer
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Slide 32
Name TitleReports
toEmail
Primary
PhoneCity ST Country
Jill Brannon Sr VP Sales Brannonjill.brannon@
fedex.com901-434-4677 Memphis TN USA
Robert
Baldwin
Director
SalesBrannon
rabaldwin@f
edex.com860-830-0800 Wallingford CT USA
Adrian
BecerraMD Sales Brannon
adrian.becerr
m
+52 33
32683661Guadalajara Mexico
Ingmar
Bergman
VP Sales
EUBrannon
ibergman@f
edex.com
+49 17 06 32
86 39Neu-Isenburg AL Germany
Sandrine
BuissonMD Sales Brannon
sbuisson@fe
dex.com
+00322
7527873Brussels Belgium
Patrick
Charles
Director
SalesBrannon
jpcharles@fe
dex.com317-223-4229 Indianapolis IN USA
Jaideep
Chauhan
Global Bus
Dev DirectorBrannon
jchauhan@fe
dex.com630-875-6517 Elk Grove Village IL USA
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Slide 33 Chrome Productivity-Extensity, tidy bookmarks, context, TempMarks, APPJump, ChromeWebstore,
New Tab Plus, One Tab
Search Producivity- Search-preview, AutoPagernize, Multiple File Download, Docs Online Viewer
Scraper-Dataminer/Scraper, Email Extactor, Just Clip It, Copylead
Social Info/People Aggregator-Prophet, 360Social, Aevy, RocketReach, Connectifier+, Hiretual,
Jobjets Hound, AmazingHiring, candidate.ai
Boolean/xray- Source hub, Bool, SourcingLab, Talentsonar
Linkedin- Linkedin Storage, Linkedin Search Tool, Datacruit, Copylead, Linkedin connector, Profile
Visitor, Linkedin ZipCode, LinkGenius, GetEmail, LinkedIn Sales Leads to Google Contacts
Facebook- Search is Back, Intelligence Search
G+-Search Ext G+
Twitter- Riffle, PropelIQ, Twitter Advance Search
Github- Hikido, Get Discovered, GitHub Email Reveal, GitHub emails revealer, Hirables
Gmail- Full contact, Bananatag(Yesware), Clearbitconnect, Assistant.io , Zenprospector
Competitive Intel – Datanyze, Fedger, Rethinklabs, inDoors - Glassdoor Integrator for Linkedin -DOL,
Linkedin, Glassdoor
Search – Sales Search, Social Geek, Wayback machine, millionshort
EXTRA= Google Sheets With Blockspring, Full Contact, Email Hunter + (to many to list), Wholi
Email – Emailbreaker.com, email-format.com, Contactout, Lusha, etoggler
Security /Maintenance- Touch VPN, MyPermissions, Shield for Chrome, Lastpass, Ghostery
Social- Bitly, TweetDeckLauncher, FB Notifications, G+ Notifications, Yoono, AddThis
Misc- Easy URL Params, URL Monster, Grammerly, Xendo, Google When
Communications- Google Hangouts, Zoom, Uber
Dean DaCosta [email protected]
Top recommendations 86+
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Slide 34
The telephone drives our recruiting efforts
while technology supports us
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Slide 35 Ethics and Direct Phone Sourcing
If we’ll call individuals whom we find on LI,
who apply online or are referred to us,
shouldn’t we also ID the entire teams to
recruit the best-performers on those teams?
Isn’t this what our Clients expect of us?
Don’t be shy…our competitors aren’t!
This is our strategic imperative.
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Slide 36 What do I want to know?
What questions will I ask?
How much information
am I aiming for?
Push the envelope!
Get as MUCH as you can:
names, titles, reporting relationships, direct
dial and cell phone numbers, email addresses
and previous incumbent, # of reports, etc.
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Slide 37
gonna call?Who ya
Top-down?
Bottom-up?
Peer-to-peer?
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Slide 38 Direct, Disarming Dialogue
Position profile responsibilities:
Objective Qualifiers
WHO is responsible for (OQs) …?“
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Slide 39
“
Utilize the
pa seto your advantage
Thank you…
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Slide 40
What exactly is
his title please?
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Slide 41 When titles are identical…
“45
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Slide 42
And who does she
report to please?
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Slide 43
“That’s not the name I recall…
How long has XX been in the role?
Who did he replace?
Where is he now?”
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Slide 44
ASK TIMES
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Slide 46
“50
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Slide 47
“But…
WHO are you?
and WHY are you calling?
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Slide 48
Faith is bigger than fear!
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Slide 49 ”That’s still me” BUSTED!
Search:
Target:
“Delivering the user persona ID, experience
vision, UI architecture and interaction design”
Advanced Search: 10 results
“user experience”, 94301 zip, Director, Facebook
XX, Dir of Design, and ex-Sr. Mgr,
User Experience and Design at eBay
Senior UX Design Leaders 2:06
Objective Qualifiers:
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Slide 50 Impress Your Client!
Search:
Target:
Senior UX Design Leader
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Slide 51 Why Reverse-Research??
1. Proves value of
including original
phone research.
2. Educates on unknown,
online resources/sites.
3. To improve your recruiting results.
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Slide 52 “I do not belong to that group…”
Search:
Target:
Middleware Engineers 3:08
Advanced Search:
“middleware”, 01702, Staples current: 12 results.
Yield for Research Investment/YFRI:
8 of the on-target 12 were UN-findable on LI
and unknown to our client in the same city
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Slide 53
www.eqcadvisors.com
+1-410-667-8400
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Slide 54 The Kindness of Strangers
The President’s AA or other
executives’ AAs
Human Resources:
could you check an org chart
please?
The 800 # (call repeatedly and
after hours)
Ask the Operator:
What # to call to dial by name?
Media Relations The Mail Room
Another regional office
vs headquarters
Loading Dock or Shipping and Receiving for
the facility
The Help Desk or the Copy
Center
Investor Relations and/or
Corporate Library
Marketing Communications
Accounts Payable
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Slide 55 The Comfort-Zone Challenge™
Safety
Comfort
Confidence
Known
Trust
Present
Comfort Zone
Excited, nervous,
anxious
The Unknown
New Expanded
Comfort Zone
Leap of faith, courage
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Slide 56 I.D. Recap: Who,
what,
where?
Who is responsible for (objective qualifier)?
Who does Name report to please?
How many people does he/she manage, directly and in total?
Who else should I copy?
What is direct dial number, mobile, email address?
May I call you back if I have additional Qs?
“
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Slide 57 “I’m not going to give you all those names…”
Search:
Target:
Flight Test Engineers
480-891-3000 XX XX Manager, Out Plants
301-757-XXXX XX XX Manager, P-8A Poseidon Testing
301-757-XXXX XX XX Manager II
(mgs 20 Flight Test & Eval Engineers thru 3 Mgrs)
301-757-XXXX XX XX Mgr II (mgs 7 FT&E Engineers)
301-757-XXXX XX XX Manager (mgs 7 FT&E Engineers)
301-757-XXXX XX XX Manager (mgs 6 FT&E Engineers)
Obtained all 20 Engineers, P-8A Poseidon,
10 previously unknown to client
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Slide 58
Would you rather call
50 people to network with or
the 5 most qualified
individuals?
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Slide 59 Most Qualified or Most Available?
Let’s have a show of hands…
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Slide 60 Time is $$: the 1-2 PunchSchedule 6 am email, call at 8:30 and 4 pm
Yesware, Chrome ext. tracks emails and opens
Call priority candidates first thing each morning:
THEY are my most important calls
After leaving VM, 0#, ask if he/she is in today
and ask for his/her cell phone number
Call throughout the day and catch
him or her at their desks
What impression am I creating via
my professional persistence?
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Slide 61 Qualify First
Vet before interest, our first priority:
• Are you qualified for this position?
• Why would this be an ideal next step for
you?
• What would motivate you to make a
change?
CONTROL the interview!
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Slide 62
I’m not interested…
“That’s exactly why we should talk”
“I encourage you to take a look
at this oppt’y until you know
what you are saying no to”
“Do you see yourself as open-minded
enough to consider a new opportunity?”
“Don’t you owe it to your career to consider
this outstanding opportunity?”
ʻ̒
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Slide 63 Recoms for Qualified IndividualsDon’t ask: CAN you recommend someone?
What 3 people do you consider BEST at this?
Who did you replace? Where is he/she now?
Who have you interviewed for this role
whom you thought was great?
Who is the best manager you have worked for?
How can I identify you online? (FDA Patents)
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Slide 64 What about diversity candidates?
“We want to consider the most diversified roster of talent
we can to increase our representation of ________.
Who can you suggest who would meet that need?”
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Slide 65 It’s All About TIME
If I’m online, who can I be
calling?
When I’m on the phone, what
can I be researching online?
Measure time vs. yield, critical
to measuring performance and
repeating success
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Slide 66 Become the Deliverer of Results!
What is our ROI from this database and that
job board vs. the FREE, forgotten phone??
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Slide 67 Take the challenge and up your game!
*Audacious: bold, courageous, creative,
enterprising, tenacious, undaunted!!
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Slide 68 GO for IT!
What challenging positions am I recruiting for
that would benefit from this targeted approach??
Is it really an
“impossible” search
or have I omitted
a best practice?
COMMIT
to a new learning!
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Slide 69
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Slide 70
IT’S A NEW DAY FOR EVERYONE IN TALENT ACQUISITION
Welcome to the
Association of
Talent Acquisition Professionals
ATAP is a non-profit professional association,
representing the interests of talent acquisition
professionals at every level worldwide.
Join us @ http://atapglobal.org/
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