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Part 2: Andrew McCarty, Sourcing Manager at Parsons: How Does He Do It?

Posted on July 23, 2009
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Six Degrees: How many applicants at your present employer do you estimate are hired from your corporate website as compared to how many are hired through referrals?

Andrew: Our 2008 metrics dashboard isn’t quite complete yet, but, in 2007, over 1/2 of all hires were made through referral.

Six Degrees: What is the source of the “Most Hires” collected from at your present employer? (In terms of Quantity #)

Andrew: Easily referrals, both internal and external. The engineering and construction space (industries?) relies heavily on networking and we make an effort to solicit referrals from internal sources, industry contacts, and current/previous clients. Our sourcing function has also become quite adept at soliciting referrals from talent identified through research. We’re also having continual discussions on how best to communicate the importance of referrals to our hiring authorities and project teams.

Six Degrees: What is the source of your “LOWEST COST OF HIRES” – (least amount of invested resources for the easiest hires, regardless of quality) at your present employer?

Andrew: Again, I’d point to our referral business. The cost of a phone call/e-mail, plus some goodwill and an interest in a mutually beneficial relationship is miniscule.

Six Degrees: What talent niche groups do you target and are these particular talent areas specialized under your review?

Andrew: I think that the niche areas that we target are wildly varied based on the project we’re interacting with. Parsons has a fantastic project list and backlog that allows my team to target markets that vary from engineers who assist in the destruction of chemical weapons left over from the Cold War to those that design and construct major international airports. Although my team is structured to face external candidate markets, it’s my belief that a properly trained sourcer should be able to apply their skill to any type of market.

Six Degrees: What types of training in sourcing/recruitment are available to you and have you taken advantage of?

Andrew: Nearly all of my team is CIR certified through AIRS. My management has been fantastic in their continued commitment to keeping the team’s skills sharp. We also engage in best practice recruiting discussions with the entire company on a monthly basis and organize skills/tools training on a quarterly basis.

Six Degrees: What recruitment software tools do you use in your day to day recruitment activities & do they translate effectively within all of the different countries where you recruit?

Andrew: I’ve been fortunate at Parsons to have an environment that allows my team to offer recruitment tools/sources to specific projects on an “ala carte” basis, which gives us access to many things we don’t have budget for and allows us to tailor tools/sources to the individual search and location. Currently, we use Monster, LinkedIn Corporate Recruiter, AIRS Sourcepoint, and ZoomInfo. There is a wealth of information available about our industry just through the internet.

Six Degrees: What tools (technology or old school file folder, for example) did you first encounter early in your recruitment career?

Andrew: When I initially started, my recruiting consisted of a phone, a database, a phone book and file folders. While running the full-cycle desk, I didn’t even have a database. Everything was run out of Outlook and on spreadsheets. It was my humble beginnings that help me appreciate all of the bells and whistles I get now.


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