The Essence of a 20/20/60 Sourcing Plan
( As mentioned in article by Lou Adler)
- 20% of your efforts need to be posting compelling, career-oriented recruitment advertising so that the best active candidates will find it easily when searching on Google or a job board aggregator. Not only does the posting need to be easily found, but it also needs to highlight the “ideal” candidate’s intrinsic motivator. This is what motivates the person to excel and what they’re not getting in their current job. Here’s an example of how we captured this for a posting we prepared for a client earlier this year for a business unit controller.
- 20% of your sourcing needs to be focused on preparing short, personalized career stories that are emailed to prospective prospects. These prospects are identified using “Clever Boolean” techniques plus the advanced search filters built into LinkedIn Recruiter. Using LinkedIn’s InMail or a tool like eGrabber for extracting email addresses, it’s simple to send emails in reasonable volumes within a hour after taking a search. This needs to be followed-up with timely and persistent phone messages from the recruiter. What’s left as a voice mail is as important as the email message.
- 60% of a company’s sourcing efforts needs to networking-based with the objective of spending more time getting pre-qualified warm referrals, rather than making endless cold calls. Most of the initial names will be generated by using LinkedIn Recruiter to search on your co-workers’ connections, and before calling, getting the co-worker to vouch for the person. This is much more proactive than waiting for a co-worker to recommend someone. But this is just the first step. Once on the phone, there’s a heck of lot of recruiting that needs to be done. Much of this involves getting the person to consider the career opportunities involved in the open position, rather than attempting to browbeat the person into hearing about your “great” job, which is no different than every other “great” job the person has heard about.
For detailed study on this sourcing Strategy , please refer the below article by Lou Adler.
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Myself Manish Pipalwa, an HR Professional with with more than 9+ years of Experience in Recruitment & Sourcing.
Currently employed with Eaton Corporation as Talent Acquisition Consultant- Supporting Hiring for 2 Major Business Units Relating to Finance & Supply Chain Domin.
Prior to Eaton, was associated with Mphasis as Assistant Manager- Talent Acquisition.
My Interest are Networking , Travelling and in Social Media
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