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Craig Campbell, Veteran Strategic Sourcing Manager: “How Does He Do It?”

Posted on February 22, 2009
Filed Under Interviews | 2 Comments

By Dave Mendoza
Part 2. See Part one HERE


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Veteran Innovator and Corporate Talent Manager, Craig Campbell details how he did his magic at companies such as Manpower International, Microsoft, Amazon.com, Starbucks Coffee Company and most recently MGMMIRAGE.

Q&A with: Craig Campbell

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?

Craig: An estimated 70-75% through the web and 25-30% by way of referrals

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

Craig: The careers website

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?

Craig: Lowest cost of hire is the employee referral

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

Craig: Food and Beverage, Dealers, Financial Analysts, Security Officers, and Cooks/Chefs

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

Craig: AIRS , Job Machine Sourcing, Salesforce and Workforce Analytics

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?

Craig: Applicant Tracking System, Salesforce and Infogist. They didn’t all translate to different countries where we recruited

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

ICraig: used resumix and peoplesoft back in the day.

Six Degrees: How did your expectations of being a recruiter compare to the actual, first time you got on the phone or in the cubicle? In your opinion, how do people’s assumptions about our vocation differ from reality?

Craig: My expectations weren’t far off, but evolved after I started to view it with a business relationship approach vs. just a series of phone conversations. I believe the way in which the assumptions differ from reality is that we don’t have the business or knowledge base to have a useful, informative and influential discussion with a candidate that would lead to a close. The reality is that the best recruiters have to have a much deeper knowledge base about the function/business they recruit for.

Six Degrees: Worst mistake, biggest goof, lousiest practice you thought would fly but didn’t, and how that was a learning experience?

Craig: Mistake: I attempted a sourcing efficiency problem by implementing a central sourcing solution. The solution was logical and well thought out, but I underestimated the us vs. them mentality between sourcing and recruiting, as well as the resistance against transparency. When given the chance to do it over, I spent significantly more time on change management dynamics that in my opinion can always be a showstopper no matter how logical the solution is.

Six Degrees: How do you personally expect to facilitate change within our industry, and/or at your place of work? If you started that process, outline the problem, your solutions, and the vision.

Craig: How do aggregate social networks (facebook, linkedin, myspace, etc.) across one seamless talent network of explorable connections? The technology solution would identify and aggregate all the different pathways that connect a subscriber through groups and associations, past positions, schooling, or associates and rank those pathways. My vision is a mash-up of ancestry.com, facebook and linkedin.

Six Degrees: “Best practice” you are most proud of developing (now or in the past) in your recruiting career?

Craig: I’m proud of the geo-sourcing tool I was part of creating. By leveraging aggregated data geographical information systems, census data, labor market data, drivers license surrender data and more…we were able to determine where to target our recruitment marketing efforts by function, state, city or zip code. In addition to that we were able to determine advantageous factors. That would contribute to the attraction of talent from certain geographic regions. These included factors such as cost of living, diversity, taxes, crime, etc. The bottom line was that our recruitment marketing spend became surgical vs. random. This was an example of using a best practice from the business in how for example a retail company decides to open a business in a certain location. Lets just say I had a very strong case for a trip to Hawaii

Six Degrees: What are some of the frustrating aspects/obstacles to your day to day as a staffing professional and in general?

Craig: There are a few that I think show up consistently. One would be the incongruence between how we can treat candidates vs. customers. If a company has value on customer experience, then it should resonate no matter what role your in an and whether your customer is internal or external. To some that sounds a bit naive, but we make a choice about it in every interaction we have where we an influence a positive customer experience internally or externally.

Complacency would be the other frustrating aspect. Simply put, I would say is the ultimate showstopper of any company, function or individual who has a goal however basic it is. In many situations past success is the most difficult barrier or obstacle to overcome. When someone or a team is winning, the assumption that what you did last week or last year will continue be successful and in some cases on auto pilot is a recipe for defeat If you’re in a competitive market the differentiators are difficult to come by and more difficult to maintain.

Six Degrees: What are the most common themes of strategic and/or tactical mishaps involving past or present HR/Staffing org?

Craig: I think the majority of it is in the candidate experience as mentioned above. If we treated customers like we treat some of the candidates many companies would be out of business.

Six Degrees: Considering all of the frustrations you have experienced in your career as a recruiter, — what inspires you as you continue in your career?

Craig: What inspires me is the challenge and opportunity to directly or contribute to changing or disrupting the game.

Six Degrees: What one thing do you ideally hope to accomplish in 2009?

Craig: It would be expanding the work I’ve done on geo-sourcing by leveraging GIS and the ancestry.com/facebook/linkedin/CRM mashup. Oh yeah, I guess I have to get a job also. The thing is, I’m going to work on these things any way…with or without a job.

Six Degrees: Anything you want to plug?

Craig: Some of my favorites right now are Avature.net, Standoutjobs.com and Enticelabs.com

Six Degrees: How Are You Going To Change The Recruitment Industry?

Craig: It would be expanding the work I’ve done on geo-sourcing by leveraging GIS and the ancestry.com/facebook/linkedin/CRM mashup. Oh yeah, I guess I have to get a job also. The thing is, I’m going to work on these things any way…with or without a job.

Comments

2 Responses to “Craig Campbell, Veteran Strategic Sourcing Manager: “How Does He Do It?””

  1. christian campbell on May 8th, 2009 4:21 pm

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  2. christian campbell on May 8th, 2009 4:22 pm

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