Your posts are always so very inspiring and positive. The more I learn about you and your sourcing passion, the more I thank you for sharing the information.

Sincerely,

Ruchi Sharma

I found your post personally inspiring. I can relate to it on so many levels. I am an ex-monster employee looking for the confidence to become an independent recruitment consultant. I became top performer in Europe for Monster , holding almost every record, but this wasnt enough confidence for me to now that I could make it as a consultant. My strengths were my boolean logic techniques in identifying the right candidates on live demos. These techniques that you mentioned were the exact techniques that made me a success and were also self-discovered. Nobody at Monster would break the searches down in the way that I did. Identifying common factors in relevant CV’s that would then be added to the string. Starting a broad search and breaking it down step by step. Using competitor business names and the use of brackets (OR function) and the AND NOT function. It was great to read this!! Not even my fellow staff members really appreciated its significance despite my success. Furthermore, while everyone was obssessed with managing their pipeline, almost every deal I made was striking while the iron was hot (JIT just as you mentioned). Quality over quantity. Moreover it was great to see both your mentality/work ethic and daily plan were something I can also closely relate to on many levels. To see the familiarities leading to your success may not neccesserily mean I will be successful too but it certainly gives me a very important boost in confidence. You have given me that extra bit of confidence I need to take the next step in pursuing my goal of being an independent consultant.

Thank you

X Monster

I would never suggest to NOT contact and stay in contact with great candidates over time, even when you have nothing for them – that would be silly. However, I think an important distinction to make is the primary responsibility of a sourcer/recruiter – is it to identify and recruit potential candidates for specific positions, or to simply stockpile talent? If both, what do you think is the appropriate split?

On the surface, pipelining candidates and building candidate inventories seems to be just simple common sense. However, sometimes the common sense answer, and what just “feels right” may in fact not actually be the most effective and efficient method of doing a thing.

It’s been a LONG time since I’ve written about my theories of Lean Recruiting – I honestly worry that it’s not a topic most people are interested in reading about, but I really feel that Lean/JIT sourcing/recruiting is a big part of the future of recruiting and staffing industry. I’m going to delve deeper into the pipelining vs. Just-In-Time delivery concept very soon. Like maybe my next post.

Thank you for reading my blog, for commenting, and mostly for questioning my thought process. I don’t think the ball can be pushed forward without professional debate.

At any rate, I am impressed with this (as usual) and very much looking forward to meeting you at SourceCon in March!

I think there are 3 basic channels of talent identification/discovery: #1 In-person sourcing, #2 Phone-based sourcing, and #3 E-sourcing. Notice at this level I am not involving the specific method of engaging the potential candidates. You can source someone electronically from an ATS database and choose to engage them over the phone (voice), electronically (email, text, social media/network messaging, etc.), or both. You could also search LinkedIn to identify a potential candidate and decide not to use LinkedIn to engage them, opting to call them instead.

Thoughts?