Quality-First Sourcing

June 2, 2011 C. LaDouceur, 410-667-8400, [email protected] Material Copyright 2011 1

Empower Your Sourcing: The Art of the Call

June 2, 2011


Search/Research Success™ by ExecuQuest

ExecuQuest Corp. Snapshot

Conni LaDouceur, Founder & Chief Sourcing Strategist, ExecuQuest Corp., delivers unsurpassed ROI for recruiting solutions via original telephone research, sourcing, and customized, onsite training:

~ Demonstrated passion for the hunt since 1985 ~ Customized, results-driven learning for recruiting teams ~ Mastered ethical phone sourcing at Heidrick & Struggles ~ 10 Research Professionals in Baltimore, MD


Agenda: am I game??

Is improving quality-of-hire my #1 priority (…$$)? •  How can I succeed at challenging searches? •  Do I want to present the same talent as my competitors? Let’s “up the game”: A) Efficiently identify the most qualified talent, obtaining names, titles, direct dial #s, in a few phone calls. + B) Commit to trying these techniques! = C) Mastering direct, evidence-gathering phone tips will increase my brand as the “Deliverer of Results”.


Heidrick & Struggles was founded in 1953; Recruiters historically qualified talent by telephone,

identifying in organization chart form, by responsibility and objective qualifiers.

Internet developed by US DOD computer scientists in 1970; Monster began in the mid-90s, LinkedIn in 2003, Facebook in 2004.

New* Rules of the Game: •  As more and more is available online, Recruiters have become more reliant on data-mining •  Phone research is still required to ID all, qualify and expand internet findings (imp. organizational info)

Evolution of Recruiting


US & EMEA White-Collar Workforce

US Europe ME/Africa Total Population

307 million 731 million 1.2 billion

Total Workforce

154.9 million 216 million 481 million

Web Discoverable

66% 9% 3%

LinkedIn Profiles

44.7 million 27.8 million 4.2 million

LI Profiles: 61% of members are men. Both users between 25-34 and 35-54 years old are 36%, while 18-24 years old are 21%. Most represented industries: 17% hi-tech, 14% finance, 12% sales, 10% manufacturing, 10% academics, 10% administrative.

2010 World Population Data Sheet, complied by the Population Reference Bureau and The State of LinkedIn, complied by LinkedIn


Is there still a War for Talent??

“Someone important is bound to see my

resume now!”


Today’s reality:

ü  Labor pool is growing – but is qualified talent harder to find?

ü  Economy is finally improving which is fueling competition

ü  Traditional recruiting methods just won’t do

ü  Professional brand: what are others saying about me?


Post and pray…or…

Be reactive and suffer the consequences…


Post and curse!

or be PRO-active: when time and quality matter, what smarter & faster ways are there to meet the critical need?


I. Intake/Strategy Meeting

1)  What should I take TO the meeting? My recruiting expertise: potential profiles, competitors recruiting for the same talent, associations/attendee lists and suggestions from Search/Research Success™

2)  What will I take FROM the meeting?

Nice-to-haves, compelling reasons, qualifying Qs, MDTCs, counterparts who manage the groups we

seek, do-not-contacts, SLA/timeline, etc.


What’s most important?

To set Client’s expectation and calibrate success, ask to rank these factors. How will the weightings affect strategy and tactics?


The Definitive Target Companies

How can I develop TCs based on Key Factors for Success/OQs? Start narrow and remember the goal: Quality vs. Quantity •  Where are the experts/who does this best? •  Industry Rankings (Bus Ref Guide) •  Panel symposiums (OOPSLA, ASQ, etc.) •  Do the TCs meet the qualifications??? Many a search derails: too many TCs and the most qualified , prospective candidates go UN-identified and UN-considered.


The Definitive Target Companies

What creative ideas have I employed to develop definitive target companies?


LinkedIn Stats

•  100 million + LinkedIn profiles worldwide 44.7 million/US of 154.9 million employed in the US •  Did you know? Fewer than half are degreed.

•  Predominately US then India, U.K and Brazil. Most active EU are The Netherlands, France and Italy.

•  61% of members are men. Both users 25-34 and 35-54 years old are 36%, while 18-24 years old are 21%.

•  Industry representation: hi-tech (17%), finance (14%) and manufacturing (10%), while sales (12%), academics (10%), administrative (10%) are the most common jobs.


Identify Talent Online

The 4 components of smart search strings:

1. Job Titles: • “SAP Consultant” • “Account Executive” • “Senior * Manager” • (“Software Engineer” OR Programmer)

2. Locations: • (Atlanta OR Marietta OR Alpharetta) ,.GA • (770 OR 678 OR 404) ,.GA • Sydney 61 Australia

3. Company Names:

• (“Hewlett Packard” OR HP OR @hp.com) • (IBM OR @ibm.com OR @us.ibm.com)

4. Skills, Licenses, Degrees or Certifications:

• (“, RN” OR “, CNA” OR “, LPN”) • (“, CPA” OR “, CFA”) • (BSCS OR MSCS) or also try “, MBA” • (“, CCIE” OR “, CCNA”)

Printed with permission, Shally Steckerl, Arbita, 2011


Notable Search Engines and Websites


Ethics and Direct Phone Sourcing

If I’ll call people whom we find on who apply online or are referred to me,

shouldn’t I also ID the entire teams so I can recruit the best-performers on those teams?

Isn’t this what our Clients expect of us? Don’t be shy…our competitors aren’t!

This is our strategic imperative.


Identify Qualified Talent by Phone

How do I prepare? It can take as little as 10 minutes!!

1. Previous research: do NOT reinvent the wheel! 2. Secondary research: Hoovers, LI, smart search strings, Corporate/Financial Yellow Books (212-627-4140)

3.  Our forgotten AWESOME employees: public library Business Reference Librarians! 4. But when I call… what will I say???


What do I want to know?

What questions will I ask?

How much information am I aiming for?

Why am I calling?


Our Secret to Direct Phone Sourcing

Select the responsibilities & objective qualifiers from the position description: 1.  “If I want to send correspondence, WHO is responsible for (highlighted OQs) …?”

2. “Could I trouble you for their titles please?

3. “…and who do they report to please?”

4.  “What are their email addresses & direct dial #s? Breathe, relax and practice efficient professionalism!


Phone Sourcing Rules

–  Be professional…but time is money! –  Obtain NAMES first –  Ask for ONE thing at a time –  Be honest –  Listen carefully - don’t miss the little details –  Don’t ask “yes or no” questions –  Maximize the pause: “Thank you for looking that up for

me” –  Follow up a question with a question –  Mirror their tone, pace and cadence –  “Thank you! I appreciate your help!”


Case study: identify the most qualified

Search: Market Risk Executive Target Company: OQs: “Measuring and monitoring risk exposures, providing

risk analytics & related reporting, enterprise-wide” Advanced Search: “market risk”, 10001 zip, Director, JP Morgan Chase 10 results: Tom Lochtefeld, Head of Market Risk Reporting, JPMC

Vice President, Exec Dir, Market Risk Reporting, JPMC Advanced Search: ”credit risk”, 10001 zip, Director, JP Morgan Chase 17 results: John Gehebe, Vice President, Exec Dir, Credit Risk Reporting,

Business Manager IB-Americas Risk Management at JP MORGAN

We called John Gehebe whose VM said he was on vacation and offered XXX’s name.


Sourcing Success: Recorded calls

Listen carefully: what are my observations? •  What was said first, next… (4:11) •  How were questions from the person we called answered? •  What did the call yield? The lost art of original, ethical, efficient on-target phone research


Go get ‘em!: Bottom-up approach

MD, Head of Market Risk: Bottom-up, a well-guarded talent pool (4 mins:06 secs):

212-XXX-XXXX XXX Barry Zubrow, Chief Risk Officer (manages c.750, 17 directly)

212-XXX-XXXX XXX MD, Investment Bank Market Risk (17 direct)

212-XXX-XXXX XXX MD, IB Market Risk

212-XXX-XXXX XXX MD, IB Risk



011-44-XXXXX XXX MD, IB Risk




011-44-XXXXX XXX MD, IB Risk


Phone research can be impressive…

MD, Head of Market Risk: 212-XXX-XXXX XXX MD, Investment Bank Risk 011-44-XXXXX XXX MD, IB Market Risk

212-XXX-XXXX XXX MD, IB Market Risk (LI profile)

011-44-XXXXX XXX MD, IB Market Risk

011-44-XXXXX XXX MD, IB Market Risk 212-XXX-XXXX XXX MD, IB Market Risk

212-XXX-XXXX XXX MD, IB Market Risk

011-44-XXXXX XXX MD, IB Risk Reporting

212-XXX-XXXX XXX Executive Director, IB Credit Risk

212-XXX-XXXX XXX Exec Director and VP, IB Credit Risk 212-XXX-XXXX (obtained names from:) XXX, Assoc, IB Credit Risk Reporting


Observations?

•  …is it surprising that we could get all this information in just a few calls? •  …did this phone research take too long? •  …could we have found these otherwise? Yield for research investment/YRI: 1. 17 on-target names in 30 minutes 2. from the client’s most desirable TC 3. virtually none on LinkedIn


Recorded Example: Peer/Lateral

One of the Team Members: Middleware Engineers Staples, Inc, Framingham, MA, [email protected] LinkedIn Adv’d Search: middleware, 01702, Staples current: 12 results (4:19)

Called Dan Jacques, Sr IT Engineering Manager and was connected with a Systems Engineering Cons: asked who Dan managed re: middleware engineering and WAS installation, configuration and monitoring

He provided the 12 names who report to XXX without asking who I was.

YFRI: 8 of those on-target 12 were UN-findable on LI nor could be identified via Shally’s smartest search strings.


, Medical Affairs: a limited talent pool: VP, Medical Affairs’ name from Corporate Yellow Book, Dr. Padre Diaz, who answered his own phone and provided name responsible for medical affairs, specific to “protocol development for smoking cessation”: (1:28) Name: Dr. XXX

Title: Assoc. Director, Global Medical Affairs Who she reported to: Dr. Padre Diaz

How many she manages: 1 person Confirmed the qualifier: “smoking cessation”

How long in the role: new to the company And that there was no predecessor.

Subsequent call obtained direct dial and email.

Recorded Example: Top-down


Case study: reel in the most qualified

Search: Senior UX Design Leaders Target Company: OQs: “Delivering the user persona identification, experience

vision, UI architecture and interaction design”

Advanced Search: “user experience “, Title: Design, eBay current, 25 miles/95125

32 results: Daniela Jorge, Director, User Experience Design

Andreas Woelk, Manager, User Experience Design Karlyn Neel, Senior Design Manager, eBay and ex-Lead UX Designer,

We called repeatedly and randomly, while we conducted searches online, until we reached a very nice lady and subsequently called Kevin Lee as well as others.


Direct phone research can save time

Senior UX Design Leader: Random and bottom-up, a well-guarded talent pool (6:28 & 3:43):

<NAME>President & CEO

<NAME>SVP, North America

<NAME>CTO, SVP, Global Platforms, eBay

Marketplaces

<NAME>VP, Global Product

ManagementManages c. 75 thru 3

in Design

<NAME>Director, Verticals &

PreVIZ Design

<NAME> Director, User

Experience DesignManages c. 40 thru 4

<NAME>Sr. Manager, User Experience Design

Manages c. 10

<NAME>Sr. Manager, User

InterfaceManages c. 10

<NAME>Sr. Manager, User Experience Design

Manages c. 10

<NAME>Manager, User

Experience DesignManages c. 10

<NAME>Director, Site-wide

Design


PEER-TO-PEER: Individual Auditors from NYC <Name>, listed as VP, Corporate Audit, Corporate Yellow Leadership Directory, called his office and asked to speak with another individual in corporate audit (3:01): <Name> VP, Corporate Audit [email protected] (mgs 17 thru 4 directly)

Associate Director, CAD Financial Operations [email protected] (co-manages 11; working in teams of 5 on most projects)

Associate Director, CAD Financial Operations [email protected] (co-mgs 11) Associate Director, CAD Financial Operations [email protected] m (co-mgs 11) Associate Director, IT 212-XXX-2138 Sr. Auditor, CAD [email protected]

212-XXX-2798 Sr. Auditor, CAD [email protected] 212-XXX-2488 Sr. Auditor, CAD [email protected]

212-XXX-3655 Sr. Auditor, CAD [email protected] London Sr. Auditor, CAD [email protected]

Recorded Example: Peer-to-Peer


Challenging position to fill?

TOP-DOWN: the MOST efficient way to ID on-target talent: District Supervisors, Puerto Rico: Start with the person who heads the group, from the Corp Yellow Book: , CEO, Puerto Rico (5:06): Called and left a VM message for his AA, <Name>, saying I would like to send information and wanted to ask the proper spelling of the names please and she returned my call. 787-XXX-XXXX XXX VP, (manages 2 Centers and 54 stores) 787-XXX-XXXX XXX Sr. Director, Operations

787-XXX-XXXX XXX Director, Operations (manages 5 District Supervisors)


Ask: we might get an email!

Email from the target company, efficient and reliable: (1:17) , District Supervisors, Puerto Rico: (5:06) From: <Name> On Behalf Of <Name> Sent: <Date and Time> To: EQC Subject: e-mail information Connie Attached info requested: 787-XXX-XXXX [email protected] District Supervisor, manages 9 stores 787-XXX-XXXX [email protected] DS, manages 1 SC and 8 stores 787-XXX-XXXX [email protected] DS, manages 10 stores 787-XXX-XXXX [email protected] DS, manages 7 stores 787-XXX-XXXX [email protected] DS, manages 1 SC and 7 stores I hope this information helps you. Thanks. <Name> Senior Director of Operation's Asst., Phone 787-XXX-XXXX Fax 1-479-XXX-XXXX [email protected] 5 on-target names, titles, # of stores, District Supervisors’ names, direct dial phone numbers and email addresses for a long-standing, “troubled” opening.


Some require phone-sourcing…

Director, NDE: is the on-target talent easily- identifiable or deeply embedded/highly protected, i.e. 75%?

…An “impossible” search? Or a critical step omitted?


Not every call will work: BUSTED!!!

Keep cool! (1:19) What’ s the worst that can happen?? •  Every obstacle is a stepping stone to success! •  Roadblocks are temporary!! (it’s not that I can’t get it, it’s just that I can’t get it from THAT person) •  Practice creativity!


No one is safe!

•  J&J: entire consumer insights group & Nielsen (5:02)

•  Boeing: electromagnetic, low-observables, cleared engineers in defense contracting

•  CBS: diversity ID and CD for GM and top 3 Directors from TV and radio stations nationwide

•  GE Medical: R&D Directors and Managers, class II medical device product development

•  Coca-Cola: open innovation teams •  Abercrombie & Fitch: entire merchand’g teams, by line •  Unilever: skincare packaging engineers (4:52)


Who else can help me?

It’s amazing what’s available for the asking! •  The mailroom •  HR: “Would you to check the org chart please?” •  Another regional office •  The President’s AA •  Accounts Payable/Receivable •  Investor Relations •  800 customer service # •  After-hours Security


How can I save one week per year?

“You can save 8 minutes per day,

40 mins. per week,

by simply…


“Ask, and it shall be given you; seek, and you shall find;

knock, and it shall be opened to you” Matthew 7:7

Be polite, professional, persistent and ASK!

We miss 100% of the shots we don’t take!


Conquering Temporary Roadblocks

If you hear… Then you say… What type of correspondence do you need to send and why?

What company are you calling from? What does your firm do?

Why are you calling?

I’m sorry, but I’m not at liberty to share that information with you (employee names, titles, mail codes, reporting structure, etc.)

Please don’t call again

I’m too tied up at the moment to get that information for you

Someone from your company just called yesterday. Why are you calling again?

Silence (while you are waiting for a response)

Is this a recruiting call?


Candidate Development: Voicemails

•  Call priority prospective candidates first thing each morning so they’ll know that THEY are my most important call of each day •  After leaving VM, 0#, ask if he/she is in today and if she/he knows the best time I might reach the prospective candidate

•  Ask for his/her cell phone number – he or she might be out of the office and available to connect

Time is $$: quality not quantity!


How many VMs do I leave?

•  How many VM messages do I leave?

•  What impression am I creating via my professional persistence?

Don't just "work smart", work smart on the right things.

Become one of the top 20%!


What if he or she says no?

•  “I encourage you to take a look at this opportunity until you know fully what you are saying no to.”

•  “Do you see yourself as open-minded enough to consider a new opportunity?”

•  “Don’t you owe it to your career to consider this outstanding opportunity?”


Continuing to build vital intelligence

When interviewing a candidate who is too $$: “So that I can understand more about your role and responsibilities, can you tell me how many people you manage directly and in total? What are their titles and what differentiates them?”

Then call, ID and reel them in!


Recoms for Qualified Individuals

•  What 3 or 4 people do you consider to be the BEST at this?

•  Who did you replace? Where is he/she now? •  Who trained you for this role? •  From what companies does your company recruit?

•  Who is the best manager you have ever worked for?

•  How can I identify others like you/your group online?

•  Who have you interviewed for this role whom you thought was great?


What about diversity candidates?

“We are looking to present the most diversified roster of talent we can, specifically to increase our client’s representation of_________. Who can you suggest who would meet that need?” site:myspace.com”ethnicity*Hispanic”JOB TITLE intitle:LOCATION


Time Management

•  If I’m online, who can I be calling? •  When I’m on the phone, what can I

be researching online? •  Measuring time vs. yield, critical to measuring performance and repeating success (can I simultask??) •  How can I improve my results and productivity?


I.D. Recap: who, what, where?

•  Who is responsible for (objective qualifier)? •  How long has he /she been in the role? •  Who did he/she replace? •  Where is he/she now? •  Who does (name) report to please? •  How many people does he/she manage, directly and in total? •  What is direct dial number, mobile, email address? •  May I call you back if I have additional questions?

Thank you!


Our greatest glory is not in ever falling, but in rising every time we fall.

~ Confucius

What differentiates Good from Great?

PERSEVERANCE


Challenges?

What challenging positions am I recruiting for that would benefit from direct phone sourcing?

•  Could identifying the entire team help?? •  Is it really an “impossible” search??? •  Or have I omitted this critical step????


How am I building MY brand?

•  Take responsibility for improving my performance by COMMITTING to learning something new! •  Strengthen both MY personal and MY team’s brand within my organization as the “Deliverers of Results” •  Place the most qualified talent, not the most available talent •  Competitive intel/market data adds value to the business •  Repeating and improving a learned process makes me smarter

and more effective each time, increasing my versatility, value and INCOME!


Become AUDACIOUS*!

Take the challenge and up your game!

*Audacious: courageous, creative, enterprising, tenacious, undaunted!!


What will I do tomorrow?

OPPORTUNITYISNOWHERE!

OPPORTUNITY IS NOW HERE !

Commit to a new learning!


Questions to qualify external research providers

•  How do you develop your research? (search strings, subscription databases, original telephone ID, etc.)

•  Is your staff onsite or virtual? Employee or contract? •  How do you measure the quality of your work? •  If you have developed research similar

to the position I am seeking to fill, can I purchase that research?

(do you resell your research?) •  Will you come to our offices and demonstrate your original telephone techniques? (or do you ruse??)


Thank you for your participation!

Conni LaDouceur

410-667-8400 - [email protected] - Baltimore, MD Follow Conni on Twitter and connect on LinkedIn


We offer three services which can be stopped and started as needs dictate:

1) On-Target Talent ID/Competitive Landscaping 2) Candidate Development 3) Results-driven training and one-one-one coaching, Search/Research Success™ by ExecuQuest

How can you become empowered as Recruiters and Research Associates to Identify passive talent at an unprecedented pace and bring efficiencies and value to your businesses? We can train your teams to infuse quality prospects throughout the process; achieve a higher ROI and bring your search and recruiting teams far closer to meeting and exceeding goals.

Let us help you meet your challenging needs and increase your income!

ExecuQuest Corp. Value Proposition


ExecuQuest Corp. Commitment Our mission is to provide outstanding search/research solutions, truly

qualified, passive candidates, expeditiously. Please be assured that as hourly research providers, we endeavor to impress you with our on-target talent mapping and insight and will be careful stewards of the research investment. We develop the information as efficiently as possible each and every time, for each and every client, with each and every phone call. We are relied upon for our primary research development and take great pride in our work.

Conni LaDouceur, Founder and Chief Sourcing Strategist

ExecuQuest Corporation, 410-667-8400, [email protected]

EXECUTION • QUALITY • CAPACITY GLOBAL TALENT SOURCING

Quality-First Sourcing

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