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Effectively Sourcing Candidates,[object Object],Presented By: Bryan Gilbert,[object Object]
There is a shortage of qualified workers in America,[object Object]
The value of a top technologist,[object Object],“Top Grading, has calculated the value of a single great hire at the professional level as being 28 times their salary. Google has calculated the value of the top technologist at 300 times that of an average recruit, making the value of a single game-changer hire well over $300 million.”,[object Object],http://www.ere.net/2011/03/14/lebron-the-200-million-hire-came-from-a-high-impact-hiring-strategy/,[object Object]
Hard to Fill Positions- to name a few,[object Object],IT Security: requires multiple skills: programming, hardware, network and database expertise  ,[object Object],Software engineer across the board is in demand especially with Java/J2EE skills: Java code based can work on any OS system.,[object Object],SAP/oracle ERP: Companies are going through major upgrade. Oracle and SAP revenue jump as a result.,[object Object],Database Administrator.  The data and info for most of the company is doubling every year, company need more BI and DBA resource to manage the data flood.,[object Object],Storage/could engineer: tie back to the database. Most of the tech giants try to buy small storage companies because the demand for storage. EMC estimate the data will grow by 44X for the next 10 years. “In the last few years more data has been created and stored than in all of human history,” said Eric Mandl, global head of software banking at UBS AG in New York.,[object Object],http://www.bloomberg.com/news/2011-01-03/technology-takeovers-may-accelerate-in-2011-as-ibm-hp-push-into-the-cloud.html,[object Object]
Data is the key to finding talent,[object Object],Careerbuilder can provide you with data which will enable you to access: ,[object Object], Top markets with the greatest supply of candidates ,[object Object], Top markets where the demand for talent exceeds supply ,[object Object], Top employers hiring for the talent you need ,[object Object], Demographics of the target talent ,[object Object], Location Intelligence – heat maps by different metrics and locations ,[object Object],Who are your main competitors for talent?,[object Object],What is your target talent searching for online?,[object Object]
Are you fishing in the right pond?,[object Object],Knowing what the labor pressure is in each of your markets is crucial for recruitment success. ,[object Object],As qualified talent has become harder to come by it is essential you have tools to help you create a strategy to find these individuals. ,[object Object]
The more tools you have in your toolbox the better,[object Object]
Targeting Top-Talent		,[object Object],[object Object],[object Object]
Resources We May Use,[object Object],Niche Job Boards,[object Object],Local Grass Roots Efforts,[object Object],Job Boards,[object Object],Specialty Networking Sites,[object Object],Associations & User Groups,[object Object],Advanced Boolean Searching,[object Object],External Referral Networking,[object Object],Your Targeted & Qualified Candidate Pool,[object Object],Search Engine Optimization,[object Object],Competitor Mapping/Name Generation,[object Object]
Using Social Networks,[object Object],We use these sites to:,[object Object],Build awareness for your position,[object Object],Contact potential jobseekers with relevant skills,[object Object],Network with user groups,[object Object],Build pipeline of potential candidates,[object Object]
Company: The Overall Process,[object Object],Source,[object Object],Visual Screen,[object Object],Phone Screen,[object Object],[object Object]
  The strategy in place helps  to find the most qualified and relevant talent
  Recruitment team reviews resumes based on the required and desired skills the client selects

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Effectively Sourcing Top Talent

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  • 12. The strategy in place helps to find the most qualified and relevant talent
  • 13. Recruitment team reviews resumes based on the required and desired skills the client selects
  • 14. Client provides us with a list of 10 questions to ask the approved visually screened candidates
  • 15. We phone screen the candidates you passed the visual screening
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