Recruitment 101: Back to Basics by Jenni Nelson

I am a huge believer in processes and methodology.  OK, wake up, I know this is riveting stuff but at least you could hold out for more than the first sentence!

“So”, you say “you’ve got 30 seconds and them I’m gone…”

Well let me ask you, how many times has a recruitment assignment gone off the rails, and you can trace it back to not following your own process?  Hmm?  How did that make you feel?

Early in my career, I was really fortunate to work for a recruitment agency that invested heavily in recruitment training.  The old “30 Steps of Recruitment”, some of you oldies may remember it.  But it was really, really good. The trainer was a little “Koo koo” (I think he thought himself as a rock star), but all the same, the methodology worked.  It was all about making sure that your time and effort was productive, by following a proven methodology. 

We used to have weekly “Deals in Progress” sessions to discuss deals that were going wrong.  And always, always it came back to not following the process. 

Did you take a complete position brief?  Did you get the hiring manager’s commitment?  Did you ask the right questions?  Did you consistently do a trial close with the candidate?  Did you follow the script???

The landscape of recruitment has changed greatly since those early days of my career.  Technology has changed, internal recruitment has matured, sourcing methodologies have changed, heck – there is even this thing called ‘Social Media’.  But no matter how clever you are in finding good candidates, you still need to follow the basics.  Here are some of my ‘basics’ for recruitment:

  • Set the assignment up for success
  • Stay in control of the process
  • Ask probing questions
  • Use scripts
  • Plan, plan, plan

And most of all, remember that you are the subject matter expert when it comes to recruitment.  Don’t get caught up in some line manager’s desire to take things down the garden path.  No, no, You Know Best – you do this every day for a living.  So stick to the basics, use the latest tools to assist you, and be awesome.

I'd love to know your absolute 'basics' for recruitment. Click on Comments and leave me a message!

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Can you search the same data on LinkedIn I can?

Now you can but maybe not tomorrow!

LinkedIn today released a new unified search experience to help people dig faster, deeper, and more intelligently through its growing collection of professional content.

Bradley Mauney product lead for identity products at LinkedIn said "We're bringing all of the goodness on LinkedIn -- people, companies, jobs, and groups -- and putting it all together in one place”.

See LinkedIn's blog about new search interface.

So as a Recruiter on LinkedIn with a free account what impact will this have?

When you execute an Advanced Search on LinkedIn we are all searching the same data whether you have a Free or Talent Finder account.

The different is if you have a Free User vs. a Talent Finder user LinkedIn restrict what data you can see. For example on Free users you can only see First Name and Last Name initial whereas Talent Finder you can see the full name.

But are LinkedIn about to change all this with their New LinkedIn Advanced Search Interface being rolled out as I write this post?

See this screen shot below of the New Advanced Search interface.

It appears on a Free user you will now only see 1st Level Connections, 2nd Level Connections and Group Members and potentially no longer 3rd Level Connections in your search results based on the above screen shot.

I think the key message we need to take from this, LinkedIn will continue to improve the Search functions as this is the bread and butter and where a significant percentage of their revenue comes from with the Talent Finder and LinkedIn Recruiter product but on a Free user they will continue to reduce the functionality to move more users onto paid accounts.

We will just have to wait and see where LinkedIn take this!

In the meantime as Recruiters you need to become the best you can be at how you plan and execute your LinkedIn Advanced searches as only this will differentiate you from your competitors (internal or agency recruiters).

The alternative to this, learn how the drive the LinkedIn Search so you can uncover all the hidden candidates your competitors can’t or won’t! 

Insidejob provide extensive 1 day sourcing workshops in a lab across Australia, New Zealand and South East Asia which can assist you become the best you can be when sourcing those hard to find candidates buried in the LinkedIn haystack!.

For more details checkout http://www.insidejob.com.au/advanced-sourcing or call Insidejob on +61 3 8621 6600

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Searching for Targeted Decision Makers on LinkedIn

When searching for targeted contacts on LinkedIn, you don’t want to end up with an exhaustive list: where the target ‘decision makers are hidden amongst the proverbial haystack. Instead, you want to achieve a high probability match: where the ‘decision makers’ you identified will be on the money or at least point you in the right direction.

Searching for key points of information, like company ‘decision makers’, is known as ‘data retrieval’.

Wikipedia defines data retrieval as: “extracting the wanted data from a database”. The term “wanted” is key to this type of retrieval, because the aim should be to filter our all the “unwanted” data.

Let’s think about this. Let’s say we are looking to identify ‘decision makers’ based on your Ideal Prospect Profile on LinkedIn, within a targeted group of companies and/or industries, within a specific location.

So how would you go about your search?

Well, before you start you need to define a search plan.

The Challenge

With all the public data on LinkedIn, there are so many variations to be considered (i.e. Decision Makers will have many different job titles on LinkedIn) Hence, how do you make sure you haven't missed any needles in the haystack on LinkedIn?

The Search Plan

Now, before you jump into your search and start heading down that dirt road; never to surface again, ask yourself this question;

How many ways, could a decision maker expresses what you are searching for?

Here are some key areas I focus on, when defining my search plan.

  • Job Titles: Remember we are targeting ‘decision makers’ on LinkedIn, so what they call themselves may differ from company to company.
  • Companies: Which companies you are targeting?
  • Location: Where they are based, or which region do their responsibilities lie?
  • Industry: Which industries (i.e. Information Technology) you are targeting? Be careful though, as they may NOT define themselves under the industry that you are expecting.
  • Keywords: Things on their profile that they DO and not just SAY. These include “accountabilities/responsibilities/projects”. This may also be categorised as the technology they use…and so on....

Not one simple answer, right?!

Ok, so now back to identifying our ‘decision maker’.

Using the LinkedIn’ Advanced Search’ function, I would search for the following:

Job Titles: Executive Director
Companies: I left this blank, to cover all possible companies
Location: Melbourne (100km within postcode 3000)

We can now build our search based on the information above.

From this, I analysed my search results. Remember that question “How many ways could a decision maker express what you are searching for?” Well it turns out, quite a few!

In this simple search alone, I found twenty-three. Yes, twenty-three different Job Titles from an initial search of “Executive Director” (and I’m sure there are more I missed). Twenty three different ways the same people define the same position.

These included:

CEO OR "Chief Executive Officer" OR "Managing Director" OR MD OR "Executive Director" OR "HR Manager" OR "HR Director" OR "IT Manager" OR "Chief Operating Officer" OR COO OR "Chief Information Officer" OR CIO OR "Chief Technology Officer" OR CTO OR "Finance Manager" OR "Finance Director" OR "Corporate Services Manager" OR "General Manager" OR GM OR president OR "vice president" OR VP OR “Procurement Manager”

So why is this important? Because it’s competitive out there, and being able to find those “decision makers” that the others wont or indeed can’t, gives you a competitive advantage. By going beyond a basic search you can find and target the high hanging fruit while your competition is fighting over the low branches. Where would you rather focus?

Insidejob has a 4 hour practical LinkedIn Sales MasterClass Workshop that will enable you to execute targeted searches for decision makers. Why not be best in class and have a Master LinkedIn user who trains Search Recruiters how to use LinkedIn make you the best you can be.

Trevor Vas and Martin Warren are co-owners of HCMS and Insidejob have assisted many organisations improve their ability to find and recruit talent and identify new sales prospects. They specialise in helping you create leverage in sales and recruitment so that you can readily achieve your business objectives.

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Happy New Year from Insidejob! New dates for 2013 have been released - BOOK NOW!

We hope you had a relaxing and safe holiday, and now you're back and ready to take control of 2013. 

Insidejob will have a training program to suit you and help you acheive your 2013 recruitment goals and objectives. We can assist you by helping you take control of your recruitment processes, sourcing strategies and social media for recruitment strategy.

New dates have been released for all of our training programs. Please click here for further details.

If you would like more information on any of our training programs, please do not hesitate to contact us on 03 8621 6666.

We hope to see you at one of our training programs in 2013.

Kind regards,

The Insidejob Team

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Martin Warren: Sourcing a Needle in a Haystack

As the song goes "needle in haystack what did I say needle in haystack" sung by a very popular 60's Australian band called The Twilights. In fact this was a no. 1 hit for The Twilights, now who was the lead singer of The Twilights?

Oops sorry for the digress but just in case you are wondering it was Glenn Shorrock.

Sourcing is about finding needles in the haystack and hopefully over time you can become a magnet to all the needles in the haystack. Even better if you can find the needles others don't or can't.

The Challenge

There is so much data online about potential candidates, it’s growing rapidly so the haystack is getting bigger by the hour and those needles in the haystack are getting buried deeper and deeper and becoming harder to find.

With all this available data online there is so many variations in data hence how do you make sure you haven't missed any needle in the haystack what did I say needle in haystack?

Recent Experience

I was running a sourcing workshop with a client in the Resources sector and they were finding it difficult not only to identify what haystack to look in but how would they identify the needles in the haystack.

This comes up on a regular basis when I run these workshops, where do you start, how do you get started?

So what could you do to find the "needle in the haystack?"

Let me share my process and how I go about finding the needles in the haystack and pulling out the needles with my magnet.

First Have A Plan!

What a Plan I hear you say, I don't have time to plan.

Now there is your first mistake no plan!

My response, make time!

As my first manager in recruitment said to me "failing to plan is planning to fail" how true this is and it still rings in my ears today.

Build Your Sourcing Map

I will build my sourcing map on a whiteboard or using a mind map where I think the candidates I'm targeting are online.

Some questions to ask yourself, networks, hiring managers, colleague etc... before you start to define your Sourcing Map.

  1. Firstly are they online?
  2. If so do they have a high or low presence online? 
  3. What channels would they mostly hangout out on? 
  4. Where should I focus my effort? 
  5. What if they aren't online or only pop there head up occasionally how can I capture them when they do?

Now I can develop my Search Plan.

Here are some of the search terms I will build into my search plan: 

  • Job Titles;
  • Technical Skills;
  • Companies;
  • Associations;
  • Qualifications;
  • Locations;
  • Things they DO not just SAY; and
  • So on....

Now before you jump into mapping out the above terms......and start heading down that dirt road never to surface again.

Ask Yourself This Question

How many ways could a candidate express what you are searching for?

Easy to answer, right!

So now back to the workshop I was talking about for the client in the Resources sector.

They were seeking to target and recruit HSE Officers these dudes are responsible for the safety on the mine sites so a critical job, the mine shuts down if there are safety issues.

I asked the group the 5 questions listed above, are they online etc...

The conclusion was Yes they are online and we should search our internal database first (see my previous blog on Sourcing is an Art and a Science) if that doesn't provide us with the needles then we are confident these needles are buried in the LinkedIn haystack so we will go search there.

We started to flesh out the search plan constantly asking yourself how many ways could a candidate express what we are searching for?

You Need To Start Somewhere

From the client PD we were able to determine some things the candidate must do and skills they need to have. So we started with:

Job Titles
"hse advisor" OR "senior hse advisor" OR "hse officer"

("technical guidance" OR “project safety”) (controls OR procedures) (“cert iv” OR “certificate iv”)

Based in Perth within 100 Km’s

We now entered this search into LinkedIn and we got some good results but had we left any needles behind in the haystack or was my search a magnet to pull all the needles from the haystack?

These guys on the workshop couldn't believe what they were seeing but should they be satisfied with the results?

Well the answer is most would be happy with the results but for me I wanted to test if there more needles buried in the haystack. Over the course of the next 30 minutes or so we went from having 3 Job Titles to identify as many as possible HSE Officer needles to extract maximum results.

Can't tell you the number yet as need to build the drama up a bit more!

Love this quote from Glen Cathey!

If you have access to tools such as LinkedIn then you should drive it like an Aston Martin ("Glen prefers a Ferrari but for me it’s an Aston Martin) or as the saying goes "drive it like you have stolen it!"

So I analysed my search results and started to elicit more variations of data (in this case) Job Titles on profiles that did this job, or inferred they did this job now or in the past and possibly even connected to people who did this job now or in the past.

Remember that question “How many ways could a candidate express what you are searching for?”

How Many Job Titles?

So how many Job Titles do you think I elicited from LinkedIn profiles that perform this role now or in the past or could be connected in some way?

Maybe 5, how about 8, not even close!

Yes 31 different ways a HSE Officer could express their Job Title. Here see for yourself.

The Job Titles

HSE advisors" OR "HSE Advisor" OR "HSE superintendent" OR "HSE manager" OR "Project HSE Manager" OR "HSEQ Manager" OR "HSE consultant" OR "Rig HSE Advisor" OR "Health and Safety Advisor" OR "Senior HSE Advisor" OR "Lead HSE Specialist" OR "safety advisor" OR "HSE Officer" OR "Safety Co-ordinator" OR " safety coordinator" OR "Deputy HSE Manager" OR "OH&S & ERT Coordinator" OR "Health & Safety Coach" OR "Senior Safety Advisor" OR "project hse advisor" OR "ES&H Advisor" OR "HSSE Manager" OR "hsse advisor" OR "Regional HSE Manager" OR "SNR HSE Advisor" OR "H&S Advisor" OR "Offshore HSE Advisor" OR "OHSE advisor" OR "HSSE Lead" OR "Corporate Safety Advisor" OR "HSE Professional"

Granted maybe this is extreme but it's competitive out there so if I you want to find HSE Officers that other can't or don't doing this will create a competitive advantage over your competition.

Hence I searched for 31 Job Titles and most search for 2 or 3 Job Titles, my Aston Martin search will beat your search every day.

Just Try It and See What Different Results You Get

So maybe when you are searching for your HSE Officer equivalent identify at least 7 or 8 different Job Titles then you are going beyond basic search and executing a search what most don't, won't or can't. In other words you are taking the Aston Martin out of the garage and driving it like you have stolen it.

The above applies to company. Think about how many ways could a candidate express on their LinkedIn profile names of the companies you want to target?

Technical terms or things they do not say and so on....apply the same process.

BTW what about misspelling or abbreviations did you think about these too?

Next Time You Source

So when you plan your next search think about all the variations of data you can search on by asking yourself the question.

How many ways could a candidate express what you are searching for?

Happy sourcing and drive it like it’s an Aston Martin.

Have to go now dinner is being served as I wing my way across the Pacific with Qantas on the way to Dallas Texas and SourceCon 2012.

Oh just in case you are interested I'm having Beef not the Pasta for dinner!

I will share my highlights from SourceCon 2012 in my next post.

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Sourcing is Data Retrieval

The 1960’s band, The Velvettes, got it right when they sang: “findin` a good man, girl is like findin` a needle in a haystack (she-doop la la).”

When sourcing candidates through Internet search or from your database, you do not want to come up with an exhaustive list where the target candidates are hidden amongst the proverbial haystack. Instead you want to achieve a high probability match that the candidates identified will have the mandatory and preferred items you are seeking.

Sourcing is data retrieval.

Wikipedia defines data retrieval as: “extracting the wanted data from a database”. I have added the emphasis on “wanted”, as my aim is to filter out the “unwanted” data.

Let’s think about this. As an example lets say A, B and C are mandatory skills and experience, and D, E and F are preferred – the ideal candidate profile to satisfy the hiring manager.

So how would you go about your search?

Well, before we define our search we need to look at the depth (deep or shallow) and type (structured or unstructured) of data we have access to. This will help you define your search tactics.

For the purpose of this exercise let’s keep it simple and say we can execute the following searches: 

  1. Internal Recruitment Database
  2. LinkedIn 
  3. Google

What would you do first?

I would say many recruiters would take option 2 or 3 before 1. I’d always take option 1 first and search my internal recruitment database.


I’m seeking a high probability match for my A, B and C and D, E and F so I want to start with data that has better control over how it is structured; otherwise it’s a bit of a lucky dip.

Using my internal recruitment database (assuming it’s searchable) I can search database fields, notes, resumes etc… where I have greater control over what data is stored, how it’s stored and how recent or not the data is. This surely gives me greater control when searching. Remember sourcing is data retrieval, extracting the wanted data from a database.

Do I have this control on LinkedIn or Google, the answer is Yes and No depending what I’m searching for but my probability of a high match is reduced.

My second search would be LinkedIn as the data is definitely searchable and fairly well structured, with some limitations depending on the level of LinkedIn user (Free vs. Talent Finder vs. Recruiter) I have. However, I have no control over the depth of data as it relies on the level and quality of information provided by individuals. Luckily, many candidates on networks such as LinkedIn have enough data on their profile to come up in my search. But what if they only had a Job Title, Location and name? This makes life harder, how would you find these candidates?

As a last resort I would execute a Google Search when I have exhausted all possibilities simply because my probability of a high match is again reduced. Data on the internet is often shallow and mostly unstructured (I have no control how it has been put out there!) so it’s more difficult to be certain your search is achieving the best possible results. Again this will depend on what you are searching and your skill in using Google to search.

So back to how you would go about your search.

How would you search for A, B and C and D, E and F?

How would you make sure you miss nothing?

Here is what I would do when searching my internal recruitment database, LinkedIn or the Internet.

My search sequence would be as follows:

Search 1 – A + B + C + D + E + F

Search 2 – A + B + C + D + E - F

Search 3 – A + B + C + D - E + F

Search 4 – A + B + C - D + E + F

Search 5 – A + B + C + D - E - F

Search 6 – A + B + C - D - E – F

I can’t claim the above approach as my own, I’ve been very lucky on a few occasions now to spend time with Glen Cathey and learn how he goes about his sourcing approach.

Every search above will get different results and I have followed a defined process to cover all possibilities. In theory I should miss nothing if I have my search plan correct.

My first search is shooting for the bull’s-eye, if I’m not successful then I start to peel my search back removing D, E and F until I’m at the outer limits of my search..

Remember sourcing is data retrieval, extracting the wanted data from a database.

When searching your internal recruitment database, LinkedIn or a Google, before you start your next search ask yourself the following 2 questions.

  1. Will my search have a high probability match based on the data I’m searching (depth vs. type)? 
  2. Every search you perform will include but also exclude potential candidates so ask yourself how many ways could a candidate express what you are searching for?

Sourcing (Data Retrieval) is all about having the confidence that in your search strategy, you are not missing anything.

As part of Insidejob Advanced Internet Sourcing and Inside Linkedin training program we teach recruiters how you can build a sourcing plan that will form the basis for your searching and increase the probability of achieving a high probability match when searching you can apply when searching your internal database, Linkedin and Google.

Next blog, I will discuss variations of the data (e.g. people use different job titles for the same type of work), and how to include this in your search plan.


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Candidate Care: Can We Care Too Much?

Jenni Nelson, Principal Consultant at Insidejob, shares her experience in managing candidate expectations and how if you are not careful, things can go wrong. Please follow the link below to register for her next training workshop, Essential Recruitment Program.

There has often been discussion about the lack of response to candidates applying for roles. Indeed, I believe candidates are often treated very poorly and there are many stories about recruitment consultants never returning calls, or applications seeming to end up in the black hole of someone’s ATS. The other side of the coin is when a recruiter establishes a great relationship with a candidate and ends up creating false expectations and the candidate thinks he or she is a shoe in for the job. This can get ugly. So what is the right balance?

Years ago, I had an experience with a candidate who had applied for a Cobol Developer role. Let’s call him Bob (sorry to any Bobs out there, this is no reflection on you). Bob had been made redundant from his last job after many years with that company. He applied for a role with us, came in for a screening interview with me and sat a technical test. He did very well on the test, the interview was ok, a few concerns but I decided to progress him to the next stage which was an interview with the line manager – a normal process. He was not a stand-out candidate, but there are not that many Cobol Developers around and let’s face it developers are not necessarily hired for their stand out personalities (disclaimer: many developers I know have great personalities!). I then proceeded to reference check him. This is when our niggling concerns came to light – he was described by his former employers as “belligerent” and this is where the process stopped (by the way, this was verified by more than one referee). I informed him that he was not successful. End of story? Not quite.

Bob was under the impression that he almost got the job, and so therefore went on to become a serial applicant. He even tried to apply for a graduate role (he had 20+ years’ experience). He would ring me often and became a pest. Then he accused me of discrimination on the basis of his age. The climax came when one day he rang me. I answered the phone “Hello, this is Jenni Nelson”. He replied “Oh really? I thought it was the lying @#$%” (he used an expletive that is so offensive I can’t even allude to it). I hung up the phone, had a little melt down, spoke to the HR Manager who rang the police. He was warned off never to call again.

Why did this situation escalate? Why was Bob so aggressive? What did I do to warrant this treatment?

Here is my summation. Firstly there is no doubt that Bob was a little strange (said whilst twirling my finger around my ear and whistling) – yep, he was on the edge. He had been made redundant and had gone through a lot of rejection. This turned into bitterness.

However I did contribute to this unwittingly. I was nice. I am nice to people, I am friendly and I encourage people throughout the recruitment process. Bob was under the impression that he had a great relationship with me and that I would be happy to put him up for other roles. Crucially he thought that he “almost got the job” – he missed out on this one, but there would be more. In actual fact he didn’t almost get the job. His application failed at a key screening step and it is unlikely that he would ever get hired with that organisation unless he had some kind of personality transplant and anger management training. However I allowed him to believe that he was still a candidate for future opportunities.

My takeaway from this experience?

  • When dealing with candidates, be aware of creating false expectations. The screening process is just that, a screening process – a candidate needs to pass all steps to be hired, no matter which stage it is.
  • Be aware of your language throughout each step. Avoid statements such as “Congratulations, your interview was successful and we would like to reference check you”. All that the candidate hears is “I was successful”. Better to say “The feedback from the interview is positive. We would like to progress you to the next stage of the screening process which is ….”
  • When disengaging from a candidate, let your “No” be a “No”. If there is no room for “Yes”, ever, make sure that is clear: “We have evaluated your application and have decided that you are not a fit for the role.” If the candidate wants to know why, you can say “Based on our evaluation, we don’t believe you are a culture fit for the organisation”. Avoid getting into too much discussion. I usually say “look I’m sorry, but the answer is No”.

If you are in the industry long enough and deal with enough people, occasionally you will encounter the oddball candidate. Hopefully if you maintain good professional distance it won’t escalate. Thankfully this is a less common experience – most people I encounter are professional, courteous and a joy to deal with. 

Insidejob helps organisations to build the capability of their Internal Recruitment staff. Our Essential Recruitment Program teaches participants the fundamentals of recruitment. It is designed to fast track internal recruiters by providing them with a deeper understanding of the core competencies required to get effective recruitment results for their organisation.


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Are YOU using Google+ to identify candidates online?

In the last few months Google+ has certainly gained some traction with now 90 million profiles online and predicted to be 400 million by the end of 2012.

This puts Google in a powerful position (true social search) as they integrate Google+ posts into search results, no wonder Facebook and Twitter are complaining about this.

In fact Google recently announced some new features, the one from a sourcing point of view that got my attention was “Personal Results”.

With Personal Results, Google wants to help users (You!) to search within their friend networks alongside traditional search, allowing you to find and view relevant Google+ posts that are related to trips away, events or major news stories that have brought people together.

All the predictions and focus for 2012 are about Social Recruiting & Engagement, Google by integrating Google+ posts into your search results will now give you potentially lots of additional information about candidate you can engage them on socially.

From a sourcing perspective, Google+ I believe will become a major source of potential candidates and now with Brand Pages allow organisations to engage potential candidate on a social sense.

So what does this all mean for sourcing critical talent on Google+?

To be able to cover the market you need more than a good LinkedIn network. It makes sense to explore Google+ for potential candidates that maybe you can’t access on LinkedIn through your connections. Also remember that the candidates you are finding on LinkedIn are likely the same ones your competitors are: being able to source talent on Google+ will give you that vital competitive edge.

Facebook meanwhile has always had its challenges when it comes to sourcing candidates. Limited search functionality coupled with users’ reluctance to put their professional information on their profile has limited its power as a sourcing channel.

Attend Insidejob’s Advanced Internet Sourcing Training Program and learn how to apply targeted Internet Sourcing strings to tap into Google+ profiles and Brand pages.

Click here to view details of our Advanced Internet Sourcing program and reserve your seat NOW!


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Your Sourcing Strategy in a Visual Mind Map

On our Advanced Internet Sourcing Program we have talked about and demonstrated how you can build a compelling Sourcing Map/Strategy within a Mind Map that perpetually grows as you become more aware and gain greater in-depth knowledge of your market.

This is a powerful way to visualise your market with your hiring managers and team and will achieve significant buy in from stakeholders to build a strategic sourcing approach for your critical skills.

Building a visual Mind Map of your Sourcing Strategy will give you:

  • Real-time intelligences of your targeted market that you can perpetually grow
  • Competitive information for current & future business needs
  • Confidence you have covered the market and/or identified the gaps
  • Greater creditability and influence with hiring managers & candidates
  • A snapshot of what the future may look like

The 2 software packages I recommended were Mindjet Mind Manager and Mind Meister:

Mindjet Mind Manager - which is PC based and quite expensive, the Rolls Royce Mind Mapping software.

Mind Meister (www.mindmeister.com) - which is Web Based, free and has good functionality to get you started.

There is now another Web based Mind Mapping software I recommend you look at:

Mindjet Connect - Mindjet have now released a Web version of their Mind Manager product called Mindjet Connect, I really like it. Has great functionality much more than Mind Meister but not quite as much as Mind Manager.

Additionally another great function allows you to share your Mind Maps with other Mindjet Connect users. You also can import most mind maps (.mmap files) and export with the free user.

And it's FREE!

On the down side you can only have 2 Mind Maps whereas with Mind Meister you can have 3 Mind Maps with the free user.

If you want to try Mindjet Connect go to https://connect.mindjet.com  
1.  Sign Up as a New User
2.  Import the Mind Map I sent you
3.  You should now be Live to use Mindjet Connect

Good Luck!

Click here to view dates of Insidejob's upcoming Advanced Internet Sourcing Program or contact Insidejob on +61 3 8621 6666 for more information.


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Do you have a Compelling, Authentic & Differentiating Company Page on LinkedIn?

Have you set up your Compelling, Authentic and Differentiating Company Page on LinkedIn Yet?

Your company’s profile on LinkedIn is a powerful way to engage millions of potential candidates about your company and what compelling, authentic and differentiating work opportunities you can offer revealing the human side of your company for Free.

So how could you use the Linkedin Company Page functions?

Status Updates (NEW feature) - allows you to post relevant information to the LinkedIn community creating a greater awareness and connect with potential candidates who may be interesting in working for you.

Overview - allows you to introduce your company to potential candidates, it’s a quick summary of your key company information.

Products and Services - allow you to showcase your Products and Services to potential candidates (or clients). Candidates or clients can make recommendations, you can link these to your Website or Careers Site and now You Tube Channel on your company giving potential candidates or clients an authentic look in-side your company.

Analytics - allows you to learn about your company followers whether they are unique visitors, what content they are viewing and companies or industries they are coming from.

Do you know what your competitors are offering?

Maybe you can check out their company pages on LinkedIn to see what is happening and how they differentiate their company from your company.

LinkedIn Company pages are a powerful way to share your company message with potential candidates or monitor what your competitors are doing.

Insidejob invites you to attend our Inside LinkedIn training program conducted in a Lab environment where we will show you how you can increase the reach and value of your LinkedIn network using your company page to identify, network and engage with potential candidates and leapfrogging your competitors.

View details of our Inside LinkedIn Program and reserve your seat NOW!

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