It was a mind blowing, eye opening, jaw dropping day at the inaugural run of Sourcing Summit in Singapore.
I had the privilege to be the master of ceremonies for the event and boy am I glad I took up this opportunity.
This was unlike any other recruitment or HR events that I have been attending since 2004.
You would usually get vendors overload or airy fairy theoretical presentations by unknown foreign speakers a) you already know or b) it can’t be applied here.
This was all sourcing
Given my decade of recruitment experience, I expected Sourcing Summit to be similar. Boy was I wrong.
The event focus primarily on sourcing, which is one of the many steps that a recruiter need to undertake to complete a recruitment exercise.
According to wikipedia, Sourcing is a talent management discipline which is focused on the identification, assessment and engagement of skilled worker candidates through proactive recruiting techniques.
With the tight labour market in Singapore over the past countless quarters, it make sense there should be heavier emphasis on sourcing since there are really too little active candidates going around.
Finding the unfindable
The premise of sourcing is really simple.
Of course this is 2015 and we have to scale our efforts even at sourcing.
So the more efficient way is to look online.
Before you tell me that you are already doing so on job board/ats/linkedin database, sourcing techniques go beyond that superficial level.
It dwells very much into predictive human behavior and using that as a guiding beacon on what is the best fest step to take.
Example 1 – Where do you tend to recruit from?
With the amount of data available on our fingertips, it is pretty ignorant not to draw trends and behaviors from them.
You can easily use LinkedIN to find out where are the companies people used to work for before they join you.
Based on the above search results of AXA Insurance and filtered to show just Singapore results, I can see that people who are currently with AXA Insurance came from HSBC, NTUC Income, Prudential and Great Eastern Life.
This will provide a narrower direction to look at before you even commence any sourcing activity.
And the search on these names aren’t restricted to just LinkedIN. You can search your databases, job boards and even facebook.
How Do I Search On Facebook?
I’m glad you asked!
Many people have LinkedIN and even have their profiles on all the job portals but a large chunk of them do not access those sites regularly.
But there is a large portion of those people who would go on Facebook.
Like what they say about fishing – you need to go to where all the fishes are.
To begin, you need to learn a few search strings which are absolutely necessary if you wish to source on Facebook:
And they are:
• People who live in …
• People who work at …
• People who used to work at …
In my example above, I used People who work at AXA Insurance.
You can even replace People with a job title. e.g. Underwriter who work at AXA Insurance.
If your lead has an active facebook profile (just see when was their last posts), you can easily send a message to them through facebook.
But don’t bother with the free version. It will just land your message in their junk box. Pay that $1.45. The acquisition cost is really really low.
How Do I Convince Them?
Sourcing is one part, convincing them is the key.
Obviously you need to read more than one to get a good sample size but assuming we did and they all point to overtime as a Con, that will be the main selling point in your pitch since you know this would be one of the hot buttons to press.
And Much Much More
There are so many more that I learned over that one day summit. And all the speakers are already in discussion to come together regularly to share our learning and latest findings.
I will chronicle them in upcoming blog posts.
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