Comments on: Human Capital Data Analysts – Sourcing Samurai http://www.booleanblackbelt.com/2009/03/human-capital-data-analysts-sourcing-samurai/ Leveraging LinkedIn, Twitter, Social Media, Resume Databases, and the Internet for Sourcing and Recruiting Wed, 08 Feb 2012 05:31:00 +0000 hourly 1 http://wordpress.org/?v= By: Human Capital Data is Sexy! http://www.booleanblackbelt.com/2009/03/human-capital-data-analysts-sourcing-samurai/comment-page-1/#comment-7592 Human Capital Data is Sexy! Mon, 02 May 2011 13:02:06 +0000 http://www.booleanblackbelt.com/?p=719#comment-7592 [...] fact, I published an article over 2 years ago in which I  proclaimed that leveraging human capital data for talent discovery, [...] [...] fact, I published an article over 2 years ago in which I  proclaimed that leveraging human capital data for talent discovery, [...]

]]> By: Data and Drive are Paramount in Sourcing and Recruiting http://www.booleanblackbelt.com/2009/03/human-capital-data-analysts-sourcing-samurai/comment-page-1/#comment-5585 Data and Drive are Paramount in Sourcing and Recruiting Mon, 15 Feb 2010 16:02:44 +0000 http://www.booleanblackbelt.com/?p=719#comment-5585 [...] Human capital data is the sword of the 21st century sourcer/recruiter. [...] [...] Human capital data is the sword of the 21st century sourcer/recruiter. [...]

]]> By: Exclusive Look at LinkedIn’s 4 New Dynamic Filters http://www.booleanblackbelt.com/2009/03/human-capital-data-analysts-sourcing-samurai/comment-page-1/#comment-5033 Exclusive Look at LinkedIn’s 4 New Dynamic Filters Wed, 18 Nov 2009 17:01:50 +0000 http://www.booleanblackbelt.com/?p=719#comment-5033 [...] who do not in that they can more precisely target candidates with specific career histories. The sword they use to slice and dice human capital data will be sharper than those used by people who subsist on searching LinkedIn for free. Premium [...] [...] who do not in that they can more precisely target candidates with specific career histories. The sword they use to slice and dice human capital data will be sharper than those used by people who subsist on searching LinkedIn for free. Premium [...]

]]> By: Patrick Campbell http://www.booleanblackbelt.com/2009/03/human-capital-data-analysts-sourcing-samurai/comment-page-1/#comment-4371 Patrick Campbell Wed, 21 Oct 2009 03:05:13 +0000 http://www.booleanblackbelt.com/?p=719#comment-4371 Glen, You are a very intelligent young man and I think worth following. I read everything you write, and practice it. I'd consider myself an "old dog" but I've seen the recruiting business change constantly over the last 30 years and have had to scramble to keep up at times. This year was particularly brutal. So you either adapt, or you're toast. Now the beauty of social/professional media is accessibility but it's downside is knowing who is for real and who is a fraud. And, that's some of what you are talking about. People are so much more or less than what you see on paper. Then there's character, behavior, and a fit to company culture. Finally, if you don't understand diplomacy, how to handle people inside the company, and company politics...you could be the best sourcing person in the world and fail. Oh, and one last thought. I think we should look for people who can adapt to change over the long-haul rather than scrap people into a pile of obsolescence like a commodity. Glen,

You are a very intelligent young man and I think worth following. I read everything you write, and practice it. I’d consider myself an “old dog” but I’ve seen the recruiting business change constantly over the last 30 years and have had to scramble to keep up at times. This year was particularly brutal. So you either adapt, or you’re toast.

Now the beauty of social/professional media is accessibility but it’s downside is knowing who is for real and who is a fraud. And, that’s some of what you are talking about. People are so much more or less than what you see on paper. Then there’s character, behavior, and a fit to company culture. Finally, if you don’t understand diplomacy, how to handle people inside the company, and company politics…you could be the best sourcing person in the world and fail.

Oh, and one last thought. I think we should look for people who can adapt to change over the long-haul rather than scrap people into a pile of obsolescence like a commodity.

]]> By: The Two Levels of Candidate Sourcing http://www.booleanblackbelt.com/2009/03/human-capital-data-analysts-sourcing-samurai/comment-page-1/#comment-4355 The Two Levels of Candidate Sourcing Tue, 20 Oct 2009 14:01:34 +0000 http://www.booleanblackbelt.com/?p=719#comment-4355 [...] Human Capital Data data is the sword of the 21st century – those who wield it well are the Sourc... [...] [...] Human Capital Data data is the sword of the 21st century – those who wield it well are the Sourc… [...]

]]> By: Recruiting: Talent Identification AND Acquisition | Boolean Black Belt http://www.booleanblackbelt.com/2009/03/human-capital-data-analysts-sourcing-samurai/comment-page-1/#comment-3548 Recruiting: Talent Identification AND Acquisition | Boolean Black Belt Tue, 12 May 2009 01:50:48 +0000 http://www.booleanblackbelt.com/?p=719#comment-3548 [...] Finding and talking with and relating to people isn’t difficult. Finding the right people to talk to has and will always be the real challenge. As I’ve said before - the proverbial haystack is getting larger, exacerbating the issue. Perhaps for this reason alone, sourcing isn’t dead and will never die. [...] [...] Finding and talking with and relating to people isn’t difficult. Finding the right people to talk to has and will always be the real challenge. As I’ve said before – the proverbial haystack is getting larger, exacerbating the issue. Perhaps for this reason alone, sourcing isn’t dead and will never die. [...]

]]> By: Boolean Black Belt http://www.booleanblackbelt.com/2009/03/human-capital-data-analysts-sourcing-samurai/comment-page-1/#comment-3091 Boolean Black Belt Wed, 01 Apr 2009 04:46:38 +0000 http://www.booleanblackbelt.com/?p=719#comment-3091 Dorothy, Alexander, Jeremy, Rob, Jim - thank you very much for the comments and feedback - quite a collection of talent and experience! I'm honored you're reading my blog and that you appreciated the post. Jim - I was wondering if anyone would recognize the graphic. :) Dorothy, Alexander, Jeremy, Rob, Jim – thank you very much for the comments and feedback – quite a collection of talent and experience! I’m honored you’re reading my blog and that you appreciated the post.

Jim – I was wondering if anyone would recognize the graphic. :)

]]> By: Jim Stroud http://www.booleanblackbelt.com/2009/03/human-capital-data-analysts-sourcing-samurai/comment-page-1/#comment-2959 Jim Stroud Tue, 10 Mar 2009 16:52:38 +0000 http://www.booleanblackbelt.com/?p=719#comment-2959 Good stuff and an excellent take on where Sourcing is going (or rather should be going). Big props to you too for using the Samurai Champloo graphic. I'm a big fan. Good stuff and an excellent take on where Sourcing is going (or rather should be going). Big props to you too for using the Samurai Champloo graphic. I’m a big fan.

]]> By: Rob McIntosh http://www.booleanblackbelt.com/2009/03/human-capital-data-analysts-sourcing-samurai/comment-page-1/#comment-2954 Rob McIntosh Mon, 09 Mar 2009 19:35:11 +0000 http://www.booleanblackbelt.com/?p=719#comment-2954 Nice post but most good Recruiting Leaders should already be doing this level of analysis and be closely partnering with the business (+ Finance, etc) on forecasting and ROI analytics. Additionally they should also be tied at the hip with the business on demand management and workforce planning and what are the optimal current and future sourcing channels based off workforce demographics (Now and in the future). If they are not, then what value can they be adding back to the business if they cannot strategically show how Recruiting can identify, attract and acquire a greater caliber of candidate at the right price at the right time?.....Or are they suggesting that maybe the business more hires from :-( Rob McIntosh Senior Vice President Global Talent Acquisition Avanade Inc Nice post but most good Recruiting Leaders should already be doing this level of analysis and be closely partnering with the business (+ Finance, etc) on forecasting and ROI analytics. Additionally they should also be tied at the hip with the business on demand management and workforce planning and what are the optimal current and future sourcing channels based off workforce demographics (Now and in the future).

If they are not, then what value can they be adding back to the business if they cannot strategically show how Recruiting can identify, attract and acquire a greater caliber of candidate at the right price at the right time?…..Or are they suggesting that maybe the business more hires from :-(

Rob McIntosh
Senior Vice President Global Talent Acquisition
Avanade Inc

]]> By: Rob McIntosh http://www.booleanblackbelt.com/2009/03/human-capital-data-analysts-sourcing-samurai/comment-page-1/#comment-2953 Rob McIntosh Mon, 09 Mar 2009 19:34:50 +0000 http://www.booleanblackbelt.com/?p=719#comment-2953 Nice post but most good Recruiting Leaders should already be doing this level of analysis and be closely partnering with the business (+ Finance, etc) on forecasting and ROI analytics. Additionally they should also be tied at the hip with the business on demand management and workforce planning and what are the optimal current and future sourcing channels based off workforce demographics (Now and in the future). If they are not, then what value can they be adding back to the business if they cannot strategically show how Recruiting can identify, attract and acquire a greater caliber of candidate at the right price at the right time?.....Or are they suggesting that maybe the business more hires from looking on Facebook, LinkedIn or posting to some Niche job board  Rob McIntosh Senior Vice President Global Talent Acquisition Avanade Inc Nice post but most good Recruiting Leaders should already be doing this level of analysis and be closely partnering with the business (+ Finance, etc) on forecasting and ROI analytics. Additionally they should also be tied at the hip with the business on demand management and workforce planning and what are the optimal current and future sourcing channels based off workforce demographics (Now and in the future).

If they are not, then what value can they be adding back to the business if they cannot strategically show how Recruiting can identify, attract and acquire a greater caliber of candidate at the right price at the right time?…..Or are they suggesting that maybe the business more hires from looking on Facebook, LinkedIn or posting to some Niche job board 

Rob McIntosh
Senior Vice President Global Talent Acquisition
Avanade Inc

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