As presented at the InHouse Recruitment Expo 2015 in London

2. Johnny Campbell
socialtalent.co
@socialtalent
johnny@socialtalent.co
linkedin.com/in/johnnycampbell
By completing the Social Talent Black Belt in
Internet Recruitment training course, proving you
are proficient in Personal Branding, Understanding
Social Networks, Employer Branding, Networking
and Engaging with Candidates, Job Advertising,
Boolean Search Basics, LinkedIn Sourcing, Social
Sourcing, and Expert Sourcing, we officially award
you with a Black Belt certificate.you with a Black Belt certificate.
Official Signature: ...........................................
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4. Things that High Performing
Recruiters do that others don’t
•How they Search
•Where they Search
•How they Engage
•How they are Perceived
•What they Prioritise
5

5. 17
per day
52
per day
1. How they Search

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13
Creating sourcing microsteps
8 sourcing microsteps grouped into 4 action items
Candidate Identification
1. Pipeline
2. To Be Contacted
Candidate Connection
3. Contacted
Candidate Engagement
4. Requested More Info
5. Candidate Not Interested
6. Application Received
7. Rejected by Sourcer
Screening & Submissions
8. Candidate Submitted
I
C
E
S
Courtesy: @TheBalazs
1. How they Search

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15
I C E S
If C/I is lower...
Too many non-contacted candidates
Building pipeline?
Conduct talent mapping?
Realized late mismatched profiles?
Unsure about candidate profile?
Misunderstanding/lack of clarity of the job profile?
Need to recap on Vacancy Intake?
>95%
1. How they Search

8. 1. How they Search

9. 1 High Performing Recruiters construct
more accurate, well-crafted searches!
1. How they Search

10. 2
per day
11
per day
2. Where they Search

11. social
networks
Which
are Sourcers
using?
Whilst it is no surprise that
nearly every Sourcer is
using LinkedIn, nearly half are
missing out on Twitter’s 500m
leveraging the 1.25 Billion people
using Facebook and 77% are
completely ignoring the 1 billion
Is it simply a lack of knowledge
on how to use these tools
properly?
96%
55% 52%
37%
23%
2. Where they Search

13. High Performing Recruiters are
Multi-Source Recruiters2
2. Where they Search

14. Engagement
3. How they Engage

15. How are Sourcers
engaging
with passive
candidates?
38%
21%
6%
4%
39% 29% 42%
37% 27%23%
Connect
Connect Connect Connect
EMEA APAC North America
Other
Most Sourcers either send
an InMail or add a passive
candidate as a Connection
them.
whilst only 6% pick up the phone to
try and reach them. This is stunning
considering how important personal
communication is in engaging potential
talent.
much more likely to be using a Free
LinkedIn Account, with no InMails, it’s
much more likely that they will add
point of contact.

16. 16%
26%
26%
32%
Less than 10%
Between 10% and 20%
Between 20% and 40%
More than 40%
What is a Sourcer’s
average
rate from talent they
?
The
that they reach out to. 16% of Sourcers report such
poor response rates that they would have to reach
out to 40 people to get four replies!
Regionally,
reporting the lowest.
10Social Talent | Alexander Mann Solutions Global Sourcing Survey
3. How they Engage

17. - HIGH (> 40%) - MEDIUM (20-40%) - VERY LOW (<10%)- LOW (10-20%)
ConnectWhat are the average
response rates
by medium for
candidates you
?
When we analysed the data on how Sourcers primarily
engaged with passive candidates we found striking
differences in their average response rates.
someone as a connection, sending an email performed
even better. However, the majority of
This reinforces the need for Sourcers to have traditional
phone skills to complement their online search skills.
16%
24%
37%
22%
8%
32%
34%
26%
22%
30%
23%
25%
10%
40%50%
11Social Talent | Alexander Mann Solutions Global Sourcing Survey
3. How they Engage

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16
I C E S
If E/C is lower...
Too many non-replied/non-engaged candidates
Contacted non-relevant profiles?
Using not good enough email/phone content?
Lack of call to action?
Overdose? Credibility issue?
Country specific?
Other reasons (e.g. holiday season)?
>66%

19. High Performing Recruiters use more
than one method to engage talent3
3. How they Engage

20. Less than 500 501-2,000 2,001-10,000
27%
53%
20%
How many
LinkedIn
connections
Considering the importance of having a strong
network, it’s surprising that
on LinkedIn.
Most Sourcers (53%) have between 501 and 2,000
LinkedIn connections, but Sourcers in EMEA
are twice as likely to have in excess of
than their Asia
North American Sourcers.
However, North American Sourcers are
33% more likely to be super-connectors
(>2,000 connections) than their European
counterparts.
does the average
Sourcer have?

21. Hi Johnny,
Your experience with Social Talent over
the last 4 years really made you jump off
the page when I viewed your profile...
4. How they are Perceived

22. Members with >2,000 connections
report response rates 10X better
than those with <500 connections

23. Robert Cialdini: 6 Key Principles of Influence

24. High Performing Recruiters invest in
their Personal Brand & Network4
4. How they are Perceived

25. 5. What they Prioritise

26. 5. What they Prioritise
Applicant
Advertise
Source
Assess
Onboard

27. 5. What they Prioritise

28. 5. What they Prioritise

29. High Performing Recruiters put
the Candidate first….always!5
5. What they Prioritise

31. socialtalent.co @socialtalent
By completing the Social Talent Black Belt in
Internet Recruitment training course, proving you
are proficient in Personal Branding, Understanding
Social Networks, Employer Branding, Networking
and Engaging with Candidates, Job Advertising,
Boolean Search Basics, LinkedIn Sourcing, Social
Sourcing, and Expert Sourcing, we officially award
you with a Black Belt certificate.you with a Black Belt certificate.
Official Signature: ...........................................
Online
Training