The Power of TMTOWTDI in Talent Acquisition – Part II

Part II of Our @ATCevent #SST2014 Series

Last week we talked about the power of TMTOWTDI (pronouced TIM-TOADY) in sourcing.  The idea is that there is more than one way to source for a req.  Now today we will talk about the next steps in the process: Candidate Engagement and Attraction.  TMTOWTDIWhen reaching out to candidates via email and the phone, what is the correct way to approach them?  What is the best way to message them?

The real question you should be asking is: What do you have that they want?  This is a very simple question with a host of complex answers that are changing all the time.  There is only one way that you will get the answers you need.  By PICKING UP THE PHONE AND TALKING TO THE CANDIDATE!

Now I know that I sound angry by typing in all caps, but I’m really trying to drive home this point:  Too many sourcers and recruiters are afraid to pick up the phone and instead only do what is called “email recruiting”.  The problem with that method is that it’s difficult to get an honest (or close to honest) read of the candidate.    We live in a world where people can hide.  They hide behind emails, they hide behind social profiles, they hide behind comments on websites.  This technological separation between people allows them a certain level of protection and feeling of bravery.  The downside is that the candidate’s answers are not spontaneous, they are edited many times over, and sometimes they are not even their own answers! Continue reading

The Power of TMTOWTDI in Talent Acquisition – Part I

If you are a programmer, you understand the meaning and power that TMTOWTDI (pronounced TIM-TOADY) can give you.  It originates from the world of Perl but also programming practices in general  it means that for every solution to a problem, there is more than one way to do it.  There are different ways to write the code in order to achieve the desired results.

Now before I receive an onslaught of emails from programmers, I also agree that the simplest, cleanest solution is usually the best for coding and low overhead in a software program.

But for candidate attraction, we need more than one way to find those candidates and attract them to the company.  How many ways can this be done?  The answer is as many as you can imagine.  Even if you use the simplest method in the world for finding candidates, that does not necessarily guarantee a hire.  So instead, you picture what the perfect candidate profile looks like, and then devise many different paths to get to that candidate profile.  If you just rely on one method, whether simple or esoteric, you are missing out on candidates and possible hires.

It Starts with the Req

Let’s take this Environmental Engineer req in Sydney, Australia:

” Track record in  power/energy and civil infrastructure projects.  Senior Environmental Engineer with heavy civil engineering experience. Continue reading