Services I offer – Candidate Sourcing to support Corporate Talent Acquisition and Human Resources

Often internal talent acquisition and human resources teams lack the bandwidth and expertise to proactively source passive talent.  These teams will do an excellent job at managing incoming applicants, interviews and onboarding but depend primarily on incoming candidate flow.  By proactively sourcing passive talent in the marketplace companies find they have generated a pool of highly qualified candidates rather than depending on those who happened to find a job posting and apply.  This method is proven to be an effective and cost effective way to bring to talent into an organization.

Many times top talent is currently working for a competitor and would consider a better opportunity but are not proactively looking.  An experienced Candidate Sourcer can find these people, engage them and turn them into candidates.  Once the Candidate Sourcer has engaged a candidate and gained their interest and commitment the Candidate Sourcer will introduce the candidate to the internal talent acquisition or human resources team for inclusion into the candidate pool and interview process.

Large recognizable brands have a high number of incoming applicants yet still engage Candidate Sourcers to find and engage top talent.   They recognize the quality and time to hire benefits of using Candidate Sourcers rather than waiting for potential candidates who may not be as qualified to respond to job postings.  This is the best way to deliver your recruiting message directly to potential candidates who have the necessary skills and experience that you need rather than taking the “post and pray” approach.

While there are several reasons a company will engage a Candidate Sourcer the most common are sourcing to fill active open positions and sourcing to build a candidate pipeline for future needs.   When a company is sourcing to fill open positions a Candidate Sourcer will cast a narrow net to search and recruit the very best talent that meets the qualifications that a company requires.  When building a talent pipeline (for example if a company knows they will hire multiples of a specific skillset like sales professionals or software engineers within a given timeframe) the Candidate Sourcers goal should be to find, introduce the company and build relationships with the top talent within that skillset vertical.  My goal is always to know who the top talent in the marketplace is and build relationships with them.  Then when a company has a specific need the company can reach into that talent pipeline to introduce the need.

A contract Candidate Sourcer will have tools at their disposal that corporate talent acquisition or human resources departments often do not.  This includes research databases and tools to generate contact information.  As a contract Candidate Sourcer’s full time focus is to generate candidate he or she can justify the cost of these tools where a hiring company sometimes cannot.

The contingency recruiting firm model does not work.   Contingency recruiting is expensive, inefficient, lacks scalability and since the contingency recruiting model is commission driven Recruiters focus on where they can earn their next commission not on producing top talent.  I find it unethical that many recruiting firms will submit the same candidate to multiple clients in an effort to increase their odds of making a placement or to create a “bidding war”.  By engaging a contract Candidate Sourcer companies find that they can achieve accountability, cost effectiveness, scalability and the ability to generate high caliber candidates more quickly.  A contract Candidate Sourcer is focused on finding top talent for your company not the desire to earn a high commission.

I began my career in talent acquisition long before the popularity of Internet recruiting.  We direct sourced candidates using a variety of means and built organizational charts of the companies we had researched as recruiting targets. We got on the phone, got to know a potential candidate and introduced the company we were representing.  I believe that the Internet has made candidate sourcing more efficient but my approach remains the same.  I am going to research to find out who the companies are in the market that employ the talent I am looking for, find out who the people are in those companies that are doing the job I am sourcing candidates for then contact those people to introduce the opportunity.  This “old school” method of candidate generation has been successful for me for over 20 years.  I do not use job boards as I am a firm believer that currently employed top professionals in their field are not posting their resumes on job boards or responding to job postings.

When engaged to work with a client in a contract Candidate Sourcer capacity I work closely with the client to determine their needs, culture, the “sizzle” (or why a potential candidate would consider the company and opportunity), a profile of the ideal candidate and build a target list of companies to source talent from.  The process includes;

  • Meeting with the client to understand their need. To effectively source talent I need an understanding of the role(s) the company is trying to fill, the culture of the company and team, the “why someone will consider this company and opportunity” and the ideal profile of a successful candidate.  Objectives and goals are defined in this meeting.
  • Build a list of target companies. Before I begin a search I work with the client to put together a fully vetted list of companies we want to source talent from.  Often a client will have a list of companies they’d like to target.  I do research to bring additional potential recruiting targets to the table.  Other targets will surface as I begin the search and will be added to the list.
  • Build a list of candidates to target. Once I have a list of companies we want to recruit from I will do the research to find out who is doing the job we are targeting in the companies we are focused on.  I subscribe to research databases that allow me to gather this data along with contact information for potential candidates.
  • Make contact with potential candidates. Once I have put together a target list I begin to make contact with potential candidates.  I make my first contact via an email in the client’s domain.  I represent myself as a Consultant working with the client.  This is an important distinction as candidates are more likely to respond to a contact directly from the hiring company rather than a 3rd party Recruiter.  My message is a brief introduction of the company and opportunity inviting the potential candidate to have a more detailed telephone conversation.  
  • Initial telephone phone screen, I will do an initial telephone screen to not only qualify the candidate but to get them excited about the opportunity. I will screen against the qualifications set forth in my initial meeting with the client as well as for cultural fitness.  I will send the client the candidate’s resume, LinkedIn profile and a complete summary of the call including the candidate’s experience, career goals, reasons to consider the opportunity, compensation information and any other information the client has requested.  
  • Introduction.  Once the client has reviewed the candidate’s resume, LinkedIn profile and my screening summary and has agreed they are interested in the candidate I will introduce the candidate to the client’s internal talent acquisition or human resources representative for inclusion into the client’s candidate pool and interview process. 
  • Reporting.  I keep a pipeline of every potential candidate identified and contacted.  This includes the candidates name, job title, current company, contact information and their status.  This can be delivered to the client weekly in the form of an Excel spread sheet or shared via Google Docs for real time review.  
  • Weekly progress review. I schedule a weekly call with the client to discuss progress and candidates in process.  Between detailed reporting and weekly update calls clients are kept well informed of progress.

When engaged as a Contract Candidate Sourcer I work with clients on an hourly or fixed prices basis giving clients a cost effective, scalable and results driven solution while they maintain control of their talent acquisition process.

ABOUT MIKE ASTRINGER

Mike Astringer is an AIRS certified Talent Acquisition Generalist experienced in developing and executing best in class corporate talent acquisition strategies, functions, projects and technology to support aggressive growth objectives. Mike has served consulting clients in a variety of capacities including developing/reengineering corporate talent acquisition strategies and functions, leading talent acquisition functions, projects and technology implementations, full life cycle talent acquisition, candidate sourcing to support internal corporate talent acquisition and human resources and retained search. Mike possesses extensive evaluation, selection, implementation and end user ATS experience in such platforms as iCIMS, Jazz (formally Resumator), Greenhouse, CATS, Jobvite, Taleo and many others.

Mike has been responsible for helping to drive award winning cultures resulting in multiple Best Places to Work, Fastest Job Creator, Fastest Growing Private Company and Top Places to Work awards.  Mike has had the great fortune of a consulting career that has taken him around the country working with incredible companies and teams. He has worked in Boston, New York, Philadelphia, Alexandria, Fort Lauderdale, Phoenix, Las Vegas, Los Angeles, Austin, Baltimore and other locations around the U.S.

The consulting services Mike offers includes;

  • Development and implementation of internal corporate talent acquisition strategies and functions
  • Evaluation and improvement of internal corporate talent acquisition strategies and functions
  • Interim corporate talent acquisition leadership
  • Corporate talent acquisition project management
  • Full lifecycle corporate contract recruiting
  • Contract candidate sourcing to support internal corporate talent acquisition and/or human resources.
  • Evaluation, selection, migration and implementation of applicant tracking systems

Contact Mike to find out how he can help you make your internal corporate talent acquisition perform better, stronger and faster.

Mike Astringer   609-280-1367  mike.astringer@humancapitalconsultants.com

Services I offer – Recruiting Technology Evaluation, Selection and Implementation

Evaluation and selection of recruiting technology (often called an ATS or Applicant Tracking System) can be a daunting task and an expensive mistake if not done properly.  Comparing the various options is time consuming and often confusing.  Proper implementation and migration of data is critical.  Building an internal talent acquisition process around the technology is key to successful execution.

Before beginning a search for recruiting technology an organization should first document its internal talent acquisition process and identify the gaps the organization hopes the technology will fill.  Many organizations hope to streamline the hiring process, reduce time to hire, increase communication between hiring managers and the talent acquisition and/or HR team and EEO-OFCCP compliance.  For others it’s to get rid of paper resumes or resumes stored in files on internal drives.  Still others want to increase candidate flow and employment branding.  Using a powerful recruiting technology solution can streamline your requisition approval process, your interview and offer process, your time to hire ratios and quality of hires.

Organizations will often seek a web based solution that will allow for process efficiencies, is cost effective, is user friendly and offers a hosted careers page that allows for a positive candidate experience.  One of the keys to selecting recruiting technology is a system that is simple enough for non-recruiting, HR or technology internal users to understand and utilize.  Remember, all of the technology and process in the world is ineffective unless your team uses the technology and follows the process!

I have spent the past several years evaluating, making recommendations and implementing recruiting technology.  I have successfully implemented recruiting technology for companies who were not currently using technology and migrated others from ineffective systems including the migration of tens of thousands of candidate files.

When engaged to work with a client to evaluate, select and implement (or migrate) recruiting technology I believe that the investment in time on the front end makes for a successful execution and long term effectiveness of the technology and talent acquisition process.   The services I offer around recruiting technology includes;

  • Determine the problem(s) a client is trying to solve. I meet with the client to determine why they are considering a technology solution, the client’s priorities for the system and what problem(s) the client is trying to solve.
  • Documentation of the current process. I document the client’s current talent acquisition process and determine areas that can be improved with use of recruiting technology.  This data is used when evaluating and selecting a technology solution.
  • Evaluation and selection of systems. I work with the client to evaluate the systems on the market and choose the system that meets the qualifications of the client.  This includes system demonstrations, documented comparisons and contract negotiation.
  • Implementation and migration project documentation. I will document the entire implementation and migration including the project timeline, system buildout, workflows, migration of data, best practices, internal processes, testing and validation, training, deployment and SOPs.
  • Talent acquisition process. The implementation of recruiting technology is the perfect time to evaluate and make internal talent acquisition process improvements.  The most effective processes will be built around the technology.  I will work with internal talent acquisition and/or human resources and corporate leadership to build a talent acquisition process that utilizes best practices, meets the client’s goals and incorporates the best use of the technology.  
  • System buildout. Many systems will allow customization of workflows and user access to best meet the needs of the client.  I will work with the documented talent acquisition process and the vendor to build out the system.
  • Data Migration. Often I find that candidate data is stored in several different places including prior ATS systems, internal drives, individual computers or in paper files.  I will collect all of that candidate data, work with the vendor to get the data into a format that can be uploaded and oversee the migration of data.
  • Data cleanup. Migrated data is not usable if it is not clean and easily accessible by the talent acquisition or HR team.  On a recent implementation I found that about 70% of approximately 24,000 candidate files migrated properly.  Unfortunately the parsing systems that recruiting technology vendors use do not always execute perfectly.   In some cases names and contact information do not parse correctly.  In other cases resumes do not format properly or upload at all.  I will review each data file for accuracy and make corrections as needed.  If resumes are missing or did not format I will work with the internal team to contact those candidates to receive updated resumes.  
  • Testing and validation. I will test every aspect of the system from the perspective of Recruiter or HR user, Hiring Manager user and Candidate user to ensure that the system has been configured properly and is working as designed.  This is an area where I often find vendor errors or areas that can be improved.   
  • Careers page. The implementation of technology and a hosted careers page is the perfect opportunity to make improvements to an organization’s employment branding.  I will work with an organization’s internal Marketing Team or external agency to build a careers page that is engaging to potential candidates and increases candidate flow.   This is also the perfect time to take a look at job descriptions and make improvements.  
  • System training and go live. I provide both group and one on one training to all end users and stake holders including the talent acquisition team, hiring managers and leadership team.   Typically I will do one group training for talent acquisition and/or HR users and a separate group training for hiring managers and the leadership team.  After go live I will follow that up with one on one training with users to answer questions, ensure they are using the system properly and understand the functionality.  
  • Ongoing support. I will typically make myself available to a client for a period of time after go live to support users, answer their questions and ensure they are following the established process.

As a Consultant I have lead, built and improved internal corporate talent acquisition strategies and functions for many years. I believe that a strong background in corporate talent acquisition development and leadership as well as extensive recruiting technology experience gives me a unique insight into executing a successful recruiting technology implementation or migration.

ABOUT MIKE ASTRINGER

Mike Astringer is an AIRS certified Talent Acquisition Generalist experienced in developing and executing best in class corporate talent acquisition strategies, functions, projects and technology to support aggressive growth objectives. Mike has served consulting clients in a variety of capacities including developing/reengineering corporate talent acquisition strategies and functions, leading talent acquisition functions, projects and technology implementations, full life cycle talent acquisition, candidate sourcing to support internal corporate talent acquisition and human resources and retained search. Mike possesses extensive evaluation, selection, implementation and end user ATS experience in such platforms as iCIMS, Jazz (formally Resumator), Greenhouse, CATS, Jobvite, Taleo and many others.

Mike has been responsible for helping to drive award winning cultures resulting in multiple Best Places to Work, Fastest Job Creator, Fastest Growing Private Company and Top Places to Work awards.  Mike has had the great fortune of a consulting career that has taken him around the country working with incredible companies and teams. He has worked in Boston, New York, Philadelphia, Alexandria, Fort Lauderdale, Phoenix, Las Vegas, Los Angeles, Austin, Baltimore and other locations around the U.S.

The consulting services Mike offers includes;

• Development and implementation of internal corporate talent acquisition strategies and functions
• Evaluation and improvement of internal corporate talent acquisition strategies and functions
• Interim corporate talent acquisition leadership
• Corporate talent acquisition project management
• Full lifecycle corporate contract recruiting
• Contract candidate sourcing to support internal corporate talent acquisition and/or human resources.
• Evaluation, selection, migration and implementation of applicant tracking systems

Contact Mike to find out how he can help you make your internal corporate talent acquisition perform better, stronger and faster.

Mike Astringer   609-280-1367  mike.astringer@humancapitalconsultants.com

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