Helloooo everyone, I’m back! Now most you are are saying to yourself, “when were you gone?” But I can tell you that I have been on a tour with Derek Zeller (@derdiver), Matt Charney (@mattcharney), and the rest of the ATC Events gang (@atcevent) speaking at the Sourcing Social Talent conferences. #SST2014
It was a whirl-wind adventure visiting Sydney, Melbourne, and Auckland within the space of 10 days while speaking at a conference in each city. I wanted to share my observations with everyone about the state of sourcing over there, the industries they focus on, the types of reqs they get, and the solutions that we came up with.
The reason for my semi-cheesy picture on this post is for a very good reason. The 2 speakers that I was with had some very good content woven into their presentations. Matt Charney presented the reasons why recruiting is so far behind marketing in terms of messaging and content. And this included the USA! The message was simply (and brilliantly): recruiting = marketing = sourcing = recruiting. Anyone who argues against that fact doesn’t understand their job very well.
Derek Zeller talked about candidate interaction and the power of candidate bonds. You may not end up placing that candidate, but do the extra work to make them feel like a person (rather than a metric) and it will pay off for you. Also, Derek asked the audience who the best sourcer was and then put up a picture of Professor Xavier. Hence, my funny picture reference to Australia (please don’t get mad at me, NZ for lumping you guys in with AUS, but I didn’t have time to write 2 separate posts!)
Plus Ça Change, Plus C’est la Même Chose (The more things change the more they stay the same)
While there are many differences between the USA and AUS/NZ, it’s funny how many similarities there are when it comes to sourcing, candidate engagement, and candidate pools. Here are the main ones:
- Industries AUS/NZ – The main industries down under are Healthcare, Traveling/Hospitality, Mining, Oil, Energy, and Information Technology. We recruit for those industries in the USA of course, but Software / Technology and Healthcare get the most attention here.
- Sourcing Methods – Actually pretty similar if you compare pools of sourcers. In AUS/NZ, many of the recruiters and sourcers are trapped within the self-imposed “Linkedin Sourcing Bubble”. There are a few that source Facebook, Twitter, and Google+, but these are the exception rather than the norm. Unfortunately, that is also the case with many USA sourcers. You have the main bunch focusing on LI and a much smaller percentage searching the rest of the internet.
- Challenges – Candidate engagement and talent attraction is very similar. It’s harder for mid-size and smaller companies to hire candidates from big name companies. Budgets are always a concern. Equal opportunity employment is a factor in both places, but AUS/NZ seem to have a more negative view of hiring candidate from unions than we do.
- All the Good Candidates are Gone – Something that translates world-wide whether you work in corporate recruiting, a staffing agency, or an RPO firm. Sourcers and recruiters say this all the time to their hiring managers no matter which country they live in.
- I Can’t Search the ATS – Unfortunately this is another issue no matter which country you live in. You pay thousands of dollars for an ATS system that has a horrible search interface. Because of that, your IP (candidates) is always out of your grasp. Or worse, you have individual sourcers and recruiters duplicating efforts in LI or excel sheets because they need some way to search through candidate information.
The best thing about solving a problem is not the solution itself, but rather the steps you took to solve that problem. I know we’re talking about a different country with different types of jobs that they focus on. But if you follow the process for sourcing & research, you can still generate solutions and results no matter what. Research, Analysis, Search, Patterns and Search. Now I realize that this acronym spells RASPS, but I’m ok with that.
1. Travel Consultant – This is one search that many people had. Focus of the search was travel consultant with corporate experience. Start with the job title of the req, but then look at other titles that similar candidates have. Also perform general searches in the area of the country or industry that you are focusing on. They will give you MORE possibilities in terms of candidates. Obviously you can do the easy pickin’s first (NZ example):
site:nz.linkedin.com/in OR site:nz.linkedin.com/pub (“travel consultant” OR “travel adviser” OR “travel advisor” OR “corporate travel” OR “travel broker”) (corporate OR internal OR business) -inurl:dir
2. Travel Consultant – If you notice, I’ve been spelling Travel Adviser/Advisor both ways. Whenever you source and you have some leeway with the string size, add in some misspellings. After the 1st search, you probably need more. So why not get some Twitter profiles via Followerwonk:
3. Travel Consultant – And that 2nd search might not be enough, so source some local Facebook profiles:
4. Healthcare / Nursing – Several people came to me asking how to find more profiles besides the ones they’ve already seen on LI Recruiter. I know I could have extracted more out of Linkedin, but I thought this time I would move to an entire different part of the ocean with G+:
5. The Craziest Search – One of the searches that got thrown at me was a doozy. We needed to find HNWI (High Net Worth Individuals) who lived in China that would move to Australia. In all honesty, this was a tough search that couldn’t be done with a quick fix. True HNWI’s are usually harder to find and certainly would not associate with the likes of me. So instead, I’ll search for the people that associate / manage / work with these individuals:
Future Speak and Conclusions
In some ways AUS and NZ are ahead of the USA. The percentage of mobile job seekers are greater there. There are opportunities to be had on the corporate side as well as the candidate side. The population growth and industry diversification will only bring about greater changes within the area.
Yes, some the sourcing methods I spoke of got me some glazed eyes, but there were a handful of people that knew exactly what I was talking about. Just like with people in the USA, the sparks of recognition in their eyes will light the fire of curiosity that increases the bar for sourcing everywhere. I think the experience was a great success and plan to go back to AUS/NZ for further fun and games. Special thanks especially to Trevor Vas, Martin Warren, Lucy Fisher, and Karen Ly for their great work setting up these events.
Founder & Training Expert
Transform Talent Acquisition