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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?
MOISES: The metrics for our website show that we had no hires thru it and donâ€™t reflect any hires. Just last week we re-launched an new site with some micro-sites to address this and are focusing our attention to SEO techniques to turn that around. As far as referrals we hired 795 these are divided into four different categories, referrals by candidate, client, employee and other. The first three are almost evenly at matched, about 240 hires each, â€œotherâ€ category drops down significantly.
Six Degrees: What is the source of the “Most Hires” collected from at your present employer? (In terms of Quantity #)
MOISES: The highest number of hires in 2007 came from Careerbuilder with 834 hires
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?
MOISES: One of the focuses we had this last year was training all sourcers/recruiters on internet sourcing techniques and we saw an increase in hires through free media like Americaâ€™s job bank, Google.com, Craigslist.org., Linkedin.com, Indeed.com and state employment office referrals to a total of 381 hires combining all of these tools. The one with the highest yield was State Employment agencies with 44 hires thus far for 2007.
Six Degrees: What talent niche groups do you target and are these particular talent areas specialized under your review?
MOISES: We have a strong focus on Aerospace/Aircraft engineering but we do all areas of recruitment as well. We have offices that focus on wireless technologies and others in IT and even others that support admin/clerical positions
Six Degrees: What types of training in sourcing/recruitment are available to you and have you taken advantage of?
MOISES: I spend quite a bit of time online researching tools and absorbing what others are trying and accomplishing. I found a long time ago that there is no better teacher than the internet. You have to sift thru a lot of material to find those gems but it is definitely worthwhile.
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.
MOISES: At PDS I have been given the opportunity to try some innovative things, currently I am working on expanding a sourcing helpdesk. It has been serving as not just as a conduit to delivering sourcing support to our branches but also to see and document the sourcing challenges encountered by recruiters. It is an awesome way to find the true needs of the company to direct the sourcing strategies. As far as I know there is no one utilizing that concept and hope to influence the industry in the future in regards to development of sourcing helpdesks.
Six Degrees: â€œBest practiceâ€ you are most proud of developing (now or in the past) in your recruiting career?
MOISES: I have been privileged to work on various aspects of sourcing but I am particularly pleased with the above mentioned sourcing helpdesk. For those considering starting a sourcing function, they must justify the need to the powers that be. Through a hotline system of identifying the sourcing needs. It is easy to build a case for what the company needs and to forecast sourcing direction. You donâ€™t have to go to outside experts to find the justification for the proposed sourcing function. It is so much easier show the needs based on real-time data.
Six Degrees: What are some of the frustrating aspects/obstacles to your day to day as a staffing professional and in general?
MOISES: Not enough hours in a day.
Six Degrees: What are the most common themes of strategic and/or tactical mishaps involving past or present HR/Staffing org?
MOISES: This is my soap box theme. I believe that most companies donâ€™t provide sufficient training for their recruiters. There is a big gap between the materials recruiters need to know and what they actually do know. Until companies place a stronger emphasis on developing training programs to meet the needs of the front-line recruiters we cannot hope to rise above the strict needs facing us today.
Six Degrees: What one thing do you find most ideal given the opportunity to develop/ implementing/ invent professionally that has yet to be done.
MOISES: It may sound sick or distorted and unrealistic but I love training about sourcing issues almost as much as sourcing itself. Believe it or not, I often lay in bed thinking about how the sourcing training can be improved. I have been working on development on training material and hope someday to pursue professionally a stronger participation in sourcing training.
Throughout the years I realized that all the sourcing/internet research training available in the marketplace today focuses on the tools rather that the strategies. There is an avalanche of tools to automate the research but not much out there to help bring about the paradigm shift needed to successfully implement strong initiatives.
Six Degrees: How Are You Going To Change The Recruitment Industry?
MOISES: I found that I have a passion for blogging and for sourcing. Go figure, both of my passions are in the limelight of our industry. I love exploring sourcing and finding new tools of the trade. I am constantly breaking down queries to understand the underlying mechanisms that make a search successful. I also love sharing of my experience with others, so blogging is a good venue as well.
My belief is that there are innovations coming that will change the paradigms in recruiting and these will come about in the Sourcing/Researching arena. I just hope to be part of that innovation explosion. Donâ€™t get me wrong Sourcing is not more important than recruiting but it is just as important.