the one best practice you can implement today for unbelievable sourcing success

The One Best Practice You Can Implement Today

for Unbelievable Sourcing Success

Conni LaDouceur

Material Copyright 2012 1 C. LaDouceur, 410-664-8400,

[email protected] February 2012

ExecuQuest Corp. Snapshot

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

~ Demonstrated passion for the hunt since 1985 ~ Mastered phone sourcing Heidrick & Struggles ~ 10 Research Professionals in Baltimore, MD ~ Search/Research Success™by ExecuQuest ~ The Seven Habits of Successful Sourcers™

Material Copyright 2012 2 C. LaDouceur, 410-664-8400, [email protected] February 2012

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) If I commit to these techniques, + B) to efficiently identify the most qualified talent, = C) I will improve candidate quality and increase my brand as the “Deliverer of Results”.


Time is $$$.

Less is more.

Quality,

not Quantity!

Be Proactive: Narrow your Search


Evolution of Recruiting and the Internet

Past •  Heidrick & Struggles was

founded in 1953 •  Recruiters historically

qualified talent by telephone •  Identifying in organization

chart form, by responsibility and objective qualifiers

Present •  Internet developed by US

DOD computer scientists in 1970

•  Monster began in the mid-90’s

•  LinkedIn in 2003 •  Facebook in 2004

February 2012 C. LaDouceur, 410-664-8400, [email protected] Material Copyright 2012 5

New* Rules of the Game: As more and more is available online, Recruiters are becoming Data-Miners. *are new rules replacing tried-and-true methods?

How can we be SURE we have identified the most qualified talent?


Source: Bureau of Labor Statistics 2011

34%+- Candidates you might miss if not supplemented by telephone research

(SHRM)

So who needs phone sourcing? 1) Everyone is on LinkedIn 2) I can just network with contacts 3) Phone sourcing takes too long 4) What if they ask me why I’m calling? 5) What if they won’t give me the names?

What will I say??? What questions will I ask?


Is there still a War for Talent??

“Someone important is bound to see my

resume now!”


Today’s reality:

ü  Labor pool is growing: is qualified talent harder to find? ü  Economy is finally improving,

fueling competition ü  Traditional recruiting methods

won’t do

Where do we begin?


Post and pray…or…

Be reactive and suffer the consequences…


Post and curse!

or be PROactive: what smarter/faster ways can we meet the critical need?


The Definitive Target Company List Start narrow and remember the goal: Who are the most qualified candidates vs. the most available candidates? •  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 goes awry: too many TCs and the most qualified , prospective candidates go UN-identified and UN-considered. Material Copyright 2012 12 C. LaDouceur, 410-664-8400, [email protected] February 2012

I. Intake/Strategy Meeting

1)  What should I take TO the meeting? My recruiting expertise: potential profiles, competitors recruiting for the same talent, comp analyses, associations/attendee lists S/RS™ ideas

2)  What will I take FROM the meeting? Nice-to-haves, compelling reasons, qualifying Qs, MDTCs, re-hires, 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?


How do I prepare to pick up the phone?

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. And value-added, direct, telephone research • 


Ethics and Direct Phone Sourcing

If we’ll call individuals whom we find on (the new monster), who apply online or are referred to us, shouldn’t we also ID the entire teams so we 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.


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!


Search: Market Risk Executive, IB 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 current: 10 results: Tom Lochtefeld, Head of Market Risk Reporting at JP Morgan

Vice President, Executive Director Market Risk Reporting at J.P. Morgan Advanced Search: ”credit risk”, 10001 zip, Director, JP Morgan Chase current: 17 results: John Gehebe, Vice President, Executive Director, 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.

Case Study 1: Bottom-Up


Sourcing Success: Recorded Calls Listen carefully: what are my observations (4 mins:06 secs): •  What was said first, next? •  How were questions answered? •  What did the call yield? The lost art of original, efficient on-target phone research


Fantastic Telephone Sourcing Results MD, Head of Market Risk: well-guarded talent pool:

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

C. LaDouceur, 410-664-8400, [email protected] February 2012

Phone research may be the answer… 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 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 an ethical manner? …did this phone research take too long? …could we have found these otherwise?

Yield for research investment/YFRI: 1. 17 on-target names in 30 minutes 2. from the client’s most desirable TC 3. virtually none on LinkedIn 4. including value-added competitive data


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 Fin’l Opns [email protected] (co-mgs 11) Associate Director, CAD Fin’l Opns [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]

Case Study 2: Peer-to-Peer


, Medical Affairs: a limited talent pool: VP, Medical Affairs’ name from Corporate Yellow Book, Dr. XXX, who answered his own phone and provided name responsible for medical affairs, specific to “protocol development for smoking cessation”: (1:39) Name: Dr. XXX

Title: Assoc. Director, Global Medical Affairs Who she reported to: XXX

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.

Case Study 3: Top-Down


Case Study 4: Peer/Lateral

One of the Team Members: Middleware Engineers 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” Provided all 12 names who report to X 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.


Not every call is a success: BUSTED!!!

Keep cool! (1:17)

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!


Case Study 5: Top-Down

Search: Senior UX Design Leaders

Target Company:

OQs: “Delivering the user persona identification, experience vision, UI architecture and interaction design”

Advanced Search: “user experience”, 94301 zip, Director, Facebook current:

10 results: Kate Aronowitz, Director of Design, Facebook and formerly

Senior Manager, User Experience and Design at eBay Advanced Search: “user experience”, 94301 zip, Design Facebook current: 6 results: Julie Zhou, Product Design Manager, and formerly in charge of the design

and UX for the original FB API, Platform and Connect.

We called Kate Aronowitz, (surprised to learn she managed 55) and others to identify the UX Design Leaders. February 2012 C. LaDouceur, 410-664-8400, [email protected] Material Copyright 2012 27

Case study 5: ID 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, while we conducted searches online, until we reached a very nice lady who provided the information we needed.


Case study: identify the most qualified Senior UX Design Leader: Random and bottom-up, a well-guarded talent pool (6:28 & 3:43):


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 if I would like to send information, what is 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, # stores, District Supervisors’ names, direct dial 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?


Phone Sourcing Rules

•  Smile! Your smile will be “heard” over the phone •  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/pause: “Thank you for looking that up for me” •  Follow up a question with a question •  Mirror their tone, pace and cadence •  Can you offer a sincere compliment? •  Get all the information you can in one call •  “Thank you! I appreciate your help!”


How can I save one week per year?

“You can save 8 minutes per day,

40 mins. per week,

by simply…

Using Redial!!


No one is safe! •  J&J: entire consumer insights group & Nielsen •  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


Conquering Temporary Roadblocks

If you are asked: 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: THEY are my most important call •  After leaving VM, 0#, ask if he/she is in today and best time I might reach him/her

•  Ask for his/her cell phone number •  How many VM messages do I leave?

•  What impression am I creating via my professional persistence?

Time is $$: quality not quantity!


•  “That’s exactly why we should talk!”

•  “I encourage you to take a look at this opportunity until you know 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?”

“I’m not interested…”


Continuing to build vital Intel

When a potential candidate 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 back in, ID them and reel them in!


Recoms for Qualified Individuals

•  What 3 or 4 people are 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 your group online? (FDA Patents)

•  Who have you interviewed who was great?


What about diversity candidates?

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


Control the process to control the outcome

•  Are we seeking the most qualified talent or the most available talent?

•  Would we rather call 50 people to network with or 5 highly targeted prospects?

•  How will this competitive intelligence increase our reputation as the go-to experts in recruiting and sourcing?

•  How are our competitors recruiting for this talent?


Time Management

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

researching online? •  Measure 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 s/he replace? •  Where is s/he 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? •  Who else should I copy?

Thank you! Material Copyright 2012 44 C. LaDouceur, 410-664-8400, [email protected] February 2012

Become AUDACIOUS*!

Take the challenge and up your game!

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


We won’t get the information that we don’t ask for!!

Be polite, professional, persistent and ASK!

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


Challenges?

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

Is it really an “impossible” search?

Or have I omitted this critical step?


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??) Material Copyright 2012 48 C. LaDouceur, 410-664-8400, [email protected] February 2012


Thank you to SourceCon and for your participation!

Conni LaDouceur ExecuQuest. Corp.

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

ExecuQuest Corp. Value Proposition

Our mission is to provide outstanding search/research solutions, truly 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 on-target sourcing expertise, taking 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

Material Copyright 2012 50 February 2012 C. LaDouceur, 410-664-8400, [email protected]

the one best practice you can implement today for unbelievable sourcing success

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