Talent Sourcing 101 - Created by Manny Sangha

Talent Sourcer Task for
“Company”
This task is based on “company” – Senior
Web Developer position based in “city”
Created by Manny Sangha
Introduction
 Questions to ask hiring manager when qualifying a requisition (Slides 3, 4, 5)
 Sourcing strategy for active position (Slides 6, 7, 8)
 Engagement Message (Slide 9)
 Structure of the Call (Slides 10,11)
Qualifying Questions to Ask Hiring Manager
(Kick-off Meeting)
1. General Information:
Job title, Location, Salary
Range, New/Replacement,
Contract Type
2. Job Purpose (What does
success look like?):
Why do you need this
person?
When do you need this
position filled?
Where does this person sit
in your team?
3. Environment and
Culture:
•Describe the team (background,
length of service)
•Cross department engagement
•Social initiatives
Qualifying Questions to Ask Hiring Manager (Kick-
off Meeting)
4. Key Criteria (skills, traits, and experience that will make
someone successful in the job)
• What questions would you like me to ask the candidates?
• Must haves
• Nice to have
• 4 traits that will make someone successful
• Other job titles
Qualifying Questions to Ask Hiring Manager (Kick-
off Meeting)
5. The Hook (Why would
someone not actively
looking want this job?)
• Why did you join / What’s keeping
you here?
• What will they learn?
• Ability to grow?
6. Do you have an
onboarding plan?
7. How many interview
stages are there and what
is the interview purpose at
each stage?
8. Action Plan: Agreement
on the following plan
timelines and deliverables
(Owner, Deadline, Action)
9. Communication:
Agreement to update
weekly/bi-weekly by
email/phone/F2F meeting
scheduled via calendar invite
Sourcing Strategy – Step by step guide on
different methods and tools to help source
talent
 As the Senior Web Developer position is an active rec advertised on “companies”
website these are the following steps I will take in accordance to this:
 Step 1) Send out an employee referral scheme to all employees within the company
advertising the Senior Web Developer position (for big company maybe send to
specific team).
 Step 2) Use LinkedIn Recruiter to search for any candidates actively looking by using
the “open to opportunities” feature and then move onto candidates which are “not
open to new opportunities”. The passive candidates I will contact will be based on
how long they have been in their current position and based off their skillset. I feel
people who have just started their new position are less reluctant to move, than
people who have served a long time in one position. However, being selective on
messaging will all depend on how big or small the candidate pool is on LinkedIn.
 Step 3) Use a website called “Recruitin.NET” this website is great for X-Ray searching
on websites such as, LinkedIn, Dribble, Github, Xing, Stack Overflow, and Twitter.
Sourcing Strategy - Step by step guide on
different methods and tools to help source
talent
 Step 4) Use various recruitment tools such as, Contact Out or Lusha to find contact
numbers and email addresses. This all depends on how desperate I am in finding these
candidates, as this is an “internal” position this method should be my last resort.
 Step 5) If I am really struggling on the rec, I will involve the hiring manager in helping
to source by assigning them a seat on LinkedIn, or creating a project on LinkedIn for
them for them to send out inmails for better possible engagement. For example, a
CTO may get better response rates from Web Developers than a Recruiter. In addition
this, the hiring manager can also send messages to candidates sourced via Twitter,
Github and Stack Overflow, for better possible engagement.
Sourcing Strategy (Boolean search string)
 For the Senior Web Developer position I typed the following Boolean string into
LinkedIn based off the job criteria:
o (“React*" OR "React.js" OR "ReactJS" OR "React") AND ("Node*" OR "Node.JS" OR
"NodeJS") AND ("GraphQL" OR "Graph QL")
o Postcode option on LinkedIn: (“Office Address”)
 A good indicator that I knew my Boolean search was working well is that I was getting
most of the Senior Web Developers working for the company I am recruiting for
showing at the top of my search. Furthermore, I had a good talent pool to work with
around 110 people.
 The reason for not putting everything from the job description into the Boolean string
is that not everything is listed on a persons LinkedIn profile. Therefore, this will limit
the amount of good profiles from getting through in the search.
Engagement Message via LinkedIn Recruiter
Subject Line: (Persons Name), (Your Company Name) Needs You!
Message:
Hi (Name),
Your experience working at (Their Company Name) as a Full Stack Developer is great for a
Senior Web Developer role I’m recruiting for, working here at (Your Company Name) in our
(Office Location Address).
You will be using your amazing skills in React, Node.js, Javascript, GraphQL and more to
help grow our #1 ranking shopping app on the Google Play Store which is helping millions of
users to buy and sell their products via web or mobile.
Please see link to job description (the link will be pasted here)
It would be great to speak with you over a call, even if you’re not yet looking
Many thanks,
Manny
Structure of call to candidate
 (Introduction into the call)
 Have you heard of (Our Company)? If not I can explain (always give an overview on
position and company, even if the candidate knows your company well)
 (Technical/Behavioural questions)
 Talk me through your position at (your company) (team structure, projects, report)?
 How proficient would you say you are in using React, Node.js, GraphQL, and other
Javascript frameworks such as JEST for testing?
 Are you currently building REST APIs, if so how comfortable are you in building them?
 What types of version controls are you using (Git, CVS, SVN, etc.)
 Have you got experience in using module bundlers such as Webpack and Continuous
Integration environments like Travis or Gitlab? (Nice to have)
Structure of call to candidate
 (Background Question)
 Do you stay up to date with latest development trends? If so, how? (Technical books,
Twitter blogs)
 Are you active on Github? Do you contribute to any open source software projects? Or
do you take part in Hackthons? Or do you have any projects your creating on the side?
(games, websites etc.)
 (General Questions)
 What's your situation at the moment? (address pain-points)
 What are you looking for in your new position? (use this to sell the role)
 Desired Salary?
 Current Salary?
 Notice period?
 Nationality/Right to work?
 Do you have any other interview on the go? If so, what stage are they at? (if this is a
hot candidate, then we may need to move quickly)
 (Short summary of notes to send to hiring manager)
1 de 11

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Talent Sourcing 101 - Created by Manny Sangha

  • 1. Talent Sourcer Task for “Company” This task is based on “company” – Senior Web Developer position based in “city” Created by Manny Sangha
  • 2. Introduction  Questions to ask hiring manager when qualifying a requisition (Slides 3, 4, 5)  Sourcing strategy for active position (Slides 6, 7, 8)  Engagement Message (Slide 9)  Structure of the Call (Slides 10,11)
  • 3. Qualifying Questions to Ask Hiring Manager (Kick-off Meeting) 1. General Information: Job title, Location, Salary Range, New/Replacement, Contract Type 2. Job Purpose (What does success look like?): Why do you need this person? When do you need this position filled? Where does this person sit in your team? 3. Environment and Culture: •Describe the team (background, length of service) •Cross department engagement •Social initiatives
  • 4. Qualifying Questions to Ask Hiring Manager (Kick- off Meeting) 4. Key Criteria (skills, traits, and experience that will make someone successful in the job) • What questions would you like me to ask the candidates? • Must haves • Nice to have • 4 traits that will make someone successful • Other job titles
  • 5. Qualifying Questions to Ask Hiring Manager (Kick- off Meeting) 5. The Hook (Why would someone not actively looking want this job?) • Why did you join / What’s keeping you here? • What will they learn? • Ability to grow? 6. Do you have an onboarding plan? 7. How many interview stages are there and what is the interview purpose at each stage? 8. Action Plan: Agreement on the following plan timelines and deliverables (Owner, Deadline, Action) 9. Communication: Agreement to update weekly/bi-weekly by email/phone/F2F meeting scheduled via calendar invite
  • 6. Sourcing Strategy – Step by step guide on different methods and tools to help source talent  As the Senior Web Developer position is an active rec advertised on “companies” website these are the following steps I will take in accordance to this:  Step 1) Send out an employee referral scheme to all employees within the company advertising the Senior Web Developer position (for big company maybe send to specific team).  Step 2) Use LinkedIn Recruiter to search for any candidates actively looking by using the “open to opportunities” feature and then move onto candidates which are “not open to new opportunities”. The passive candidates I will contact will be based on how long they have been in their current position and based off their skillset. I feel people who have just started their new position are less reluctant to move, than people who have served a long time in one position. However, being selective on messaging will all depend on how big or small the candidate pool is on LinkedIn.  Step 3) Use a website called “Recruitin.NET” this website is great for X-Ray searching on websites such as, LinkedIn, Dribble, Github, Xing, Stack Overflow, and Twitter.
  • 7. Sourcing Strategy - Step by step guide on different methods and tools to help source talent  Step 4) Use various recruitment tools such as, Contact Out or Lusha to find contact numbers and email addresses. This all depends on how desperate I am in finding these candidates, as this is an “internal” position this method should be my last resort.  Step 5) If I am really struggling on the rec, I will involve the hiring manager in helping to source by assigning them a seat on LinkedIn, or creating a project on LinkedIn for them for them to send out inmails for better possible engagement. For example, a CTO may get better response rates from Web Developers than a Recruiter. In addition this, the hiring manager can also send messages to candidates sourced via Twitter, Github and Stack Overflow, for better possible engagement.
  • 8. Sourcing Strategy (Boolean search string)  For the Senior Web Developer position I typed the following Boolean string into LinkedIn based off the job criteria: o (“React*" OR "React.js" OR "ReactJS" OR "React") AND ("Node*" OR "Node.JS" OR "NodeJS") AND ("GraphQL" OR "Graph QL") o Postcode option on LinkedIn: (“Office Address”)  A good indicator that I knew my Boolean search was working well is that I was getting most of the Senior Web Developers working for the company I am recruiting for showing at the top of my search. Furthermore, I had a good talent pool to work with around 110 people.  The reason for not putting everything from the job description into the Boolean string is that not everything is listed on a persons LinkedIn profile. Therefore, this will limit the amount of good profiles from getting through in the search.
  • 9. Engagement Message via LinkedIn Recruiter Subject Line: (Persons Name), (Your Company Name) Needs You! Message: Hi (Name), Your experience working at (Their Company Name) as a Full Stack Developer is great for a Senior Web Developer role I’m recruiting for, working here at (Your Company Name) in our (Office Location Address). You will be using your amazing skills in React, Node.js, Javascript, GraphQL and more to help grow our #1 ranking shopping app on the Google Play Store which is helping millions of users to buy and sell their products via web or mobile. Please see link to job description (the link will be pasted here) It would be great to speak with you over a call, even if you’re not yet looking Many thanks, Manny
  • 10. Structure of call to candidate  (Introduction into the call)  Have you heard of (Our Company)? If not I can explain (always give an overview on position and company, even if the candidate knows your company well)  (Technical/Behavioural questions)  Talk me through your position at (your company) (team structure, projects, report)?  How proficient would you say you are in using React, Node.js, GraphQL, and other Javascript frameworks such as JEST for testing?  Are you currently building REST APIs, if so how comfortable are you in building them?  What types of version controls are you using (Git, CVS, SVN, etc.)  Have you got experience in using module bundlers such as Webpack and Continuous Integration environments like Travis or Gitlab? (Nice to have)
  • 11. Structure of call to candidate  (Background Question)  Do you stay up to date with latest development trends? If so, how? (Technical books, Twitter blogs)  Are you active on Github? Do you contribute to any open source software projects? Or do you take part in Hackthons? Or do you have any projects your creating on the side? (games, websites etc.)  (General Questions)  What's your situation at the moment? (address pain-points)  What are you looking for in your new position? (use this to sell the role)  Desired Salary?  Current Salary?  Notice period?  Nationality/Right to work?  Do you have any other interview on the go? If so, what stage are they at? (if this is a hot candidate, then we may need to move quickly)  (Short summary of notes to send to hiring manager)