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SourceIn NYC Conference in NYC – 9/10/2013

September 12th, 2013

Some highlights from this very informative gathering of staffing agencies and LinkedIn recruiting specialists:


Why is Talent so hard to find?

Candidates have a choice of offers and use them to demand better compensation and benefits

Increases in # of Counter Offers / Cold Feet as Talent Retention becomes paramount

Competition from other agencies. Even agencies who try to work exclusives with their clients are under pressure to deliver quickly vs. invest the time to source the best

Managing clients’ expectations in line with the market continues to provide challenges across industries, particularly in tech

“Despite some naively held beliefs of some staffing executives, there actually is little loyalty in the marketplace from clients or candidates, which leads to a vicious cycle of more of the same”

*Differentiation remains the key for staffing agencies to remain competitive


The most successful recruiters are already looking to how recruiting will be done in 2015. The big 5 trends are:

                1) Embracing the Social Enterprise

                                #1 long-lasting trend in recruiting

                                #1 source of quality candidates

From a business development standpoint: 57% of a purchase decision is complete before a customer engages a supplier. 75% of B2B buyers say social media would influence on a future purpose

                2) Engaging the 80%

There are 4 types of candidates in the world:

  1. Active – sending out resumes and actively looking for a new position (21% of the market)
  2. Tiptoer (15%) – Thinking about changing jobs and reaching out to close associates
  3. Explorer (44%) – Not looking for a new job but willing to discuss a new opportunity with a recruiter
  4. Super Passive (20%) – Happily employed and not interested in a new opportunity

The tiptoers and explorers of the world (59% of the market) are together known as approachable

                3) Build Trust + Preferences through Education

Don’t be afraid to share knowledge, intelligence and expertise publically. There’s a difference between releasing trade secrets and keeping your audiences tied into you through content.

E.g. Home Depot – by offering incredible content around DIY projects in the home, like how to properly lay tile, they vastly increase the chances that consumers of their content will purchase the tile/grout/etc. from Home Depot as opposed to anywhere else (the benefit is far greater than the potential cannibalism of their own offered service to install tile)

                4) Optimize content for Mobile, because it’s not going away

                5) Embrace Data and its Power

                                ~The Moneyball Effect


InMail Protips

The average InMail response rate for agencies is 10-15% — 20% on the high end for a very effective agency.

1)      No more blanket template messages – write a master template and CUSTOMIZE it for targeted individuals

  1. Offer a sincere compliment and a specific observation of their background
  2. Quick, simple, no BS message

2)      Take the time to subdivide projects

  1. More, smaller projects will always trump scale-heavy approaches. No identical message should go to more than 10-15 people (otherwise find a way to subdivide further)

3)      Keep a level of mystery/intrigue in your InMail message

  1. Keep it short and simple, but make them want to engage YOU (i.e. not your client/job) back

4)      Short subject lines (optimize for mobile) – even just a word or two

5)      Limit the use of adjectives – they are fluffy

  1. Powerful verbs are much better

6)      Give them a piece of yourself

  1. We’re all humans after all – don’t ever forget that

7)      “Magic phrases” to help increase response rate

  1. “Open minded”
  2. “2nd Request”

Talent Pipeline

1)      Examine your “Touch Plant” (if you don’t have one, GET one)

  1. What are the systematic ways we are engaging our prospective and existing candidates daily?
  2. Most agency recruiters are admittedly too afraid/lazy to take the necessary time to create stable talent flow processes, and structure their day around them.
    1. Many stop at structuring the daily business, not the activities within the structure

Personal Profiles and Group Memberships

1)      Don’t be afraid to have your LI profile stand out, be unique and express your individuality

  1. Your audience is not dumb, and again, we’re all humans. People engage People

2)      Group memberships should be maximized, but remain fluid throughout a career

  1. They’re much more effective than most agency recruiters realize
  2. Don’t just post jobs – monitor conversations, engage back whenever possible

7 Habits of Highly Effective Recruiters

1)      They do their Homework!

  1. Connect to all your clients, candidates, coworkers and other industry participants
  2. Consider the LI member experience
  3. Mix up your search strategies
    1. Keyword, concept, implicit, natural language, indirect searches
  4. Utilize the Skill Tags page (

2)      They are Boolean Ninjas

  1. Beyond the standard OR and AND, use parentheses and NOT in creative ways

3)      They use Shortcuts!

  1. Refinement filters on searches
    1. Creating custom filters for commonly executed searches
  2. InMail Templates
  3. Update Me

4)      They organize their chaos

  1. Use the Clipboard
  2. Use To-Do Lists
  3. (Effectively) use projects

5)      They source 24/7/365 (even in their sleep)

  1. Search alerts
    1. Capture new LI members (over 2 per second globally) and existing members who update their profile
  2. Similar Profiles and Profile Match features
    1. Combine with a custom filter to get constant new, relevant results

6)      They stay up to date with new products

  1. CheckIn by LinkedIn
  2. LinkedIn Talent Solutions Learning Center (free to all LI Recruiter account holders)

7)      They invest in their recruiting future

  1. Use tags and statuses within LI Recruiter to make future searching faster

Social Selling

                “Social selling is reminding everyone that who you know is more important that what you know”

                “Visibility creates opportunities”

                “It’s not the size of your network, but how you use it”

1)      Use your status updates to

  1. Engage and Promote your network
    1. E.g. LinkedIn gives you Birthday alerts – give someone a shout out from time to time!
  2. Inform your network
    1. Industry News & Relevant Content – one click sharing makes it VERY easy

“Proficiency in social media is a differentiator now, but will soon be a qualifier.”

Resume to Reputation (R2R) – The 9 Core Principles

1)      Promote your brand through your LinkedIn profile

2)      Elevate your status from sales rep to trusted advisor

  1. To succeed you must be the best at what you do for a specific audience

3)      Let your profile sell for you

  1. Focus on how you’ve helped your customers, NOT on your personal achievements

4)      Educate potential clients/candidates who visit your profile

  1. Use a variety of rich media, and update it regularly

5)      Transfer of trust through profile to another member

6)      Attract top talent

7)      Differentiate yourself from other recruiters

8)      Spur your network connections to take action

9)      Generate reciprocal business for the ecosystem       

Posted in Current Events, Events, Sourcing Ideas, Talener Blog, Training

Fundamentals of Recruiting with Twitter

September 4th, 2013

There’s no longer any doubt that any truly comprehensive technical recruiter should be discovering and making use of as many outreach channels to source the best talent out there – both online and offline. In the digital space, social networks and content distribution networks such as Twitter can provide great opportunities for recruiters to engage the participants in their markets, discover and share great content, evangelize their individual/corporate brand identity on a large and of course identify major players who may be valuable recruits down the road. Creative usages of Twitter that can help us promote our jobs and brand include:

• Hashtags
• URL shorteners (e.g. ,
• 120 character messages – this is because you want to be sure to leave enough room for your followers to share and re-tweet your posts. When tweeting, we try to leave 25-30 characters so that when our posts are shared they do not also have to be edited
• Twitter search (discover popular/relevant hashtags and retweet content)

Listen and Follow to hear the conversations and begin to strategically build a list of interesting people. Engage those people by retweeting their content and sharing your own to start conversations and building trust in your network. Link interesting articles so that others see you add value, and it’s not just all about us seeking candidates or business. Ask for anything (including contact info) only after you have spent time building your network and proving you can add as much value as you seek to gain.

As far as hashtags go – some questions to be thinking about:

What keywords and hashtags do your target candidates typically search for? What Twitter chats do these candidates frequent, and when do these chats occur? Also, what are the most likely times your target audience will be present on Twitter?

Popular Twitter Hashtags for Recruiting — Beyond #job / #jobs (use only one per job-related tweet)

Geographies: #NYC, #SF, #LA, #BOSTON, #CHICAGO
Technologies: #dotNET #Java #RubyOnRails #(other tech acronyms)
Professions: #developer #engineer #architect (#qa or #sqa) #ux #product
Industries: #adtech #ecommerce #pharma #tech #startup #mobile #design

Ex. Recruiting top-notch #java talent for innovative #adtech company in SoHo. [shortened link to job posting] #nyc #jobs

Ex. If you love #rubyonrails, I have an incredible 9 mo. contract at a global #nyc based fashion retailer. [shortened link] #ecommerce #jobs

Rules for Hashtags in Tweets:

Limit yourself to 1-2 hashtags within each tweet, and 1-2 at the very end of the tweet. Any more than that looks like spam, and leaves you with fewer characters to get your actual message across.

If you decide to get creative and use novel hashtags, make sure that it’s intuitive for your followers and easy to understand. Since your posts are limited to 140 characters, the shorter the tag is the better. Also be sure to check the history and meaning of a tag before you use it. It may have unknown negative connotations that will throw us in the middle of a conversation with which we play no part. To prevent a social faux pas, make sure the tag means what you think it means.

Perhaps most importantly – EVERYONE NEEDS TO CONTRIBUTE MORE CONTENT THAN JUST JOB POSTINGS! OTHERWISE YOU WILL LOOK LIKE A SPAM BOT AND YOU WILL BE IGNORED. If people just aren’t big Twitter users (i.e. they aren’t writing a lot of original tweets or re-tweeting a lot of published content), then at the very least they need to sign up for some automatic content generators (i.e. that publish personalized content on a regular basis

Posted in Sourcing Ideas, Talener Blog, Training

Twitter: More than just Social Networking, Next Generation News

December 9th, 2011

While Twitter tends to get pooled in with the other “self absorbed” social-networking sites, a group of researchers has analyzed how people use the service and found that it resembles more of a traditional news media outlet.

Think of Twitter not as the red-headed stepchild to Facebook, but as an efficient news site where anyone can be a reporter but the dispatches must be no more than 140 characters long.  This method is quick and to the point.  In other words “Cliff Notes” for News.

Read the rest of this entry »

Posted in Company News, Current Events, News, Talener Blog, Talener Culture, Training

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