• Marcus’ Resume” Clients include Google, Genentech, eBay, PayPal, Tivo, CNET, Visa, IGN and Wells Fargo
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• Blog http://web.me.com/hydra9/Site_5/Blog/Blog.html
• SixDegreesfromDave Member
Six Degrees: What is the source of your “LOWEST COST OF HIRES” at your present employer?
Marcus: I would have to say referrals from my network provide me with the Lowest Cost of Hires. With tools such as Twitter, Facebook and Tiny URL it is easy to let your network what you are looking for. What I will do is take the URL from the public job description and then shorten the URL using tiny URL. Then I write up a short status update with what I am looking for and I copy the shortened URL to make it easy for my network to check out the job description. I have gotten some great passive candidates through my network using these steps. For this to be effective you need to put effort into building your network. Some of the best connections I have made came from networking events that I did not expect.
In addition, I will do quite a bit of direct sourcing of passive candidates by doing a bit of research and calling them directly at work. One thing I notice is that during a tougher job market, people are more apt to take your call and if they are not directly interested they know someone who is actively looking. Many of my best placements have come through direct targeting of passive candidates.
Six Degrees: What talent niche groups do you target and are these particular talent areas specialized under your review?
Marcus: Most of my recruiting and sourcing experience has been with technical sales people, software engineers, product managers and system administrators mostly focused in the Bay Area but I have done searches all over the country.
With sales people, clients are looking for consistent top performers. This group is not frequently found on job boards. They also do not respond to job postings. Calling directly (after doing some research) is the best way to reach this crowd. If you are shy about making direct calls to candidates, you are greatly limiting the pool of candidates that you can work with.
With technical roles they are many niche boards and user groups that allow for the free posting of jobs. Attending a user group meeting is a good way to network with those with that skill set.
Six Degrees: What types of training in sourcing/recruitment are available to you and have you taken advantage of?
Marcus: Over the last few years I have taken several of Shally Steckerl’s training courses.
A few months ago I was at the recruiting road show in San Jose where several sourcers were demonstrating some new techniques to search twitter feeds. I noticed the Google Browser window had a line giving the option to do the search in the other search engines.
Thinking I had missed a great new feature I went home and check but there was nothing. Turns out it was a browser plugin (because as we all know, the different search engines index different websites.
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?
Marcus: I am a big fan of Talenthook which I used at Cisco, Google and at Agencies. As most of my recruiting has been in the United States it has been effective. I also use LinkedIn extensively. Anything that saves time and reduces the amount of duplicate resumes is well worth it.
Six Degrees: What tools (technology or old school file folder, for example) did you first encounter early in your recruitment career?
Marcus: The first agency I worked at put quite a bit of focus on integrating search into their in house ATS. It has a big impact on my preference for searching from a single application compared to logging into several different websites and databases at the same time.
Six Degrees: Worst mistake, biggest goof, lousiest practice you thought would fly but didn’t…and how that was a learning experience?
Marcus: I was working on a direct hire role where I quickly found a candidate they liked, he sailed through the interview process but when the offer was presented, it was far less than the candidate was expecting. He ended up turning down the offer and I had to start again.
Looking though my notes the candidate was vague about his salary requirements and the client was also vague about what they were looking to pay. Getting a comp range from a client when working on a position and then comp requirements from the candidate early in the recruiting process will save time for everybody.
Getting the details upfront from both the client and the candidate on other issues such as willingness to sponsor a visa, ideas on telecommuting, career path can save a tremendous amount of heartache late in the process.
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?
Marcus: Recruiters have a big impact on the identity of the people they place. When you meet someone for the first time one of the first questions is what do you do and we provide the answer to the fundamental question. This answer has an impact on how they pay their rent/mortgage, their kid’s college education and where they spend a large percentage of their waking hours.
Six Degrees: Anything you want to plug?
Marcus: If you are looking for someone with a strong sourcing background and an extensive network for either splits or projects contact me directly at email@example.com