EdgeSpeak

"Easter is not a time for groping through dusty, musty tomes or tombs to disprove spontaneous generation or even to prove life eternal. It is a day to fan the ashes of dead hope, a day to banish doubts and seek the slopes where the sun is rising, to revel in the faith which transports us out of ourselves and the dead past into the vast and inviting unknown." ~Author unknown, as quoted in the Lewiston Tribune

******
Things are picking up! Soon you may not have time to phone source to fill your hard-to-fill positions. When that happy event happens in your world, call the phone sourcing experts at TechTrak 513 899 9628

Tuesday, August 29, 2006

The Shrinking Candidate Pools

Old Man Sumser offered some very sobering facts in his August 24 ERNIE post - the number of people born during specific eras:

Generation Name Birth Year Birth Numbers
Silent Generation 1925–1945 55,332,000
Baby Boomers 1946–1964 80,107,844
Beat Generation 1948–1962 64,754,334
Generation Jones 1954–1965 54,034,202
Consciousness Revolution 1964–1984 77,168,201
Baby Busters 1958–1968 47,984,999
Generation X 1961–1981 78,713,298
MTV Generation 1975–1985 42,069,221
Culture Wars 1984–2001 70,890,945
Boomerang Generation 1981–1986 22,134,957
Generation Y 1977–2003 99,218,478
Internet Generation 1986–1999 55,376,496
New Silent Generation 2001– ** 4,025,933

Do any numbers just jump out? How about the MTV and Bomerang Generations? We're going to have some seriously shrinking candidate pools in the future. We can recruit only so much from abroad. But there is a solution...

The older generations. Start working on your hiring managers and clients NOW to prepare them for the inevitable hiring of the Hair Color Generations. Start getting them to realize the folly of just hiring younger people. After all, what good is it to dive into emptying talent pools.

FREE Keyword Strategies CLASS

From Jim Stroud:

I wanted to give you a quick heads up on a free class I am hosting on my blog – Jim Stroud 2.0. It is called “Advanced Keyword Strategies for Recruiters” and it is a 3-part tutorial designed to help recruiters improve their online searching for resumes.

Advanced Keyword Strategies for Recruiters is a free class hosted on the Jim Stroud 2.0 blog. It is a 3-part tutorial designed to help recruiters improve their online searching for resumes. It is intended for both beginners and intermediate users. It is scheduled to appear online on Tuesday, August 29, 2006 – Thursday, August 31, 2006. This is what will be covered over the next few days.

Part 1Discover the keywords common to (almost) every resume Source resumes based on how professional Resume Writers format their documents

Part 2Learn how to find additional job titles relevant to your resume search Get advice and resources for dealing with acronyms

Part 3How to find (even more) terms associated with your keywords Discover hidden resumes by looking for specific file extensions Enjoy these benefits:Free training material that you can immediately apply! Commenting on each post is encouraged and any questions about the lessons taught will be addressed in the comments section as well. No time lost! Read the posts on the blog at your convenience. To begin, simply visit:
http://blogcharm.com/jimstroud

ABOUT JIM STROUD Jim Stroud is a "Searchologist" with an expertise in the full life-cycle placement of Executive and Technical personnel, Recruitment Research and Competitive Intelligence. He has consulted for such companies as Google, Siemens, MCI and a host of start-up companies. He presently serves Microsoft as a Technical Sourcing Consultant and is a regular contributor to Microsoft’s Technical Careers Blog. His personal blog – Jim Stroud 2.0 features podcasts, comics, video and commentary about the recruiting industry. Jim Stroud was nominated for a "Best Blog Award" by Recruiting.com in 2005.

“In your training, do not be in a hurry, for it takes a minimum of ten years to master the basics and advance to the first rung. Never think of yourself as an all-knowing, perfected master; you must continue to train daily with your friends and students and progress together in the Art of Peace.” ~ Morihei Ueshiba

Monday, August 28, 2006

Blog long and Prosper

A big shout to Maureen and Steve for being selected by the Vulcan council located in Alpha Toronti as Recruiting.com's Blog of the Week for August 23.

Blog long and Prosper

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Rainy Days and Mondays - and Recruiter Questions

It's raining cats and dogs here in New York today - not that we don't need the extra saturation. What's remarkable is how many people let things they have no control over dictate how they feel and act. The opposite holds true in recruiting - what you do have control over in the recruiting process in fact does dictate the success of your program.

Jeff Altman, Big Game Hunter, recently posted a question in the ERE's New York Group asking, "What is your favorite interview question?" Fueled by several cups of strong decaf on a Monday morning, I started thinking about the favorite questions that recruiters were sending him and frankly, I became somewhat agitated.

I was imagining the following gems that recruiters ask candidates...

"If you were in my shoes, what questions would you a candidate?"

"Tell me about yourself."

"Why should I hire you."

omg - the devolution of recruiting continues...

Still, I felt obliged to answer Jeff. Here's what I emailed him:

Contrived questions are nice but my goal is to craft a slate of scenarios that relate to the problems to be solved by the person I'm hiring. I don't care about where a person wants to be in five years because the world will change and their plans will probably follow.

I'm hiring a mind, skills, and personality. If I can access these three while interviewing, I've done my job. For instance, here's a code test I use to assess .NET developers - there is NO right answer and once completed, I ask a variety of follow-on questions that revolve around "what-if" changes to the requirements.

The process is real life and when I bring in developers to assist, the mind, the skills and personality of the person come out.using System;
using System.Collections.Generic;

/*
* Fruits.cs
*
* Given:
*......We have 3 classes: Apple, Orange, Banana
*
* Problem:
*......We want to put these 3 fruits into something we would call a fruit basket.
*......The implementation of the fruit basket is NOT important: It can be an
*......ArrayList, an array, or whatever.
*......We should be able to add any apples, oranges, or bananas to the basket.
*
* What to do:
*......Create a new C# Console project in your candidate directory.
*......Copy this file into your project.
*......Modify this file any way you like.
*......Write and compile a program that has a fruit basket.
*......This program should simply add 1 apple, 1 orange, and 1 banana to the
*......basket then print out the results.
*/

namespace FruitBasket
{
....class Program
....{
........static void Main()
........{
........}
....}

....internal class Apple
....{
........public int weight;
........public int color;
........public int variety;
........public int seednum;

........public Apple()
........{
............weight = 100;
............color = 1;
............variety = 1;
............seednum = 6;
........}

........public double Cost()
........{
............return weight * 1.51 / 454;
........}

........public override string ToString()
........{
............return "Apples cost $" + Cost().ToString() + "\n";
........}
....}

....internal class Orange
....{
........public int weight;
........public int color;
........public bool seedless;
........public double juice_content;

........public Orange()
........{
............weight = 200;
............color = 2;
............seedless = true;
............juice_content = 0.45;
........}

........public double Cost()
........{
............return weight * .35 / 454;
........}

........public override string ToString()
........{
............return "Oranges cost $" + Cost().ToString() + "\n";
........}
....}

....internal class Banana
....{
........public int weight;
........public int color;
........public int export_country;

........public Banana()
........{
............weight = 300;
............color = 3;
............export_country = 99;
........}

........public double Cost()
........{
............return weight * .17 / 454;
........}

........public override string ToString()
........{
............return "Bananas cost $" + Cost().ToString() + "\n";
........}
....}
}

There are many ways to assess a developers skills using this approach (one major one is a discussion of using an interface versus base class solution); all focus on a discussion of the pros and cons of a specific approach as it relates to memory management, scaleability, etc.

Most recruiters don't have the subject matter expertise to craft specific questions/scenarios and this is the real shame on our profession. I call it "I'll know it when I see it" professional discourtesy and if we want to raise the bar we must become subject matter experts ourselves.

Then the questions will start getting better.

Friday, August 25, 2006

Search Engines and "Artificial" Intelligence

Jim Stroud points us at an interesting subject over on his blog on “spying a new search engine” that can be found here.

The article describes how search engines are on the brink of a new era – Artificial Intelligence is getting to the point where the directives you type into a search engine will be met with increased comprehension (and imagination) by the search engine’s “brain”...

“...even better tools are on the horizon thanks to advances in artificial intelligence.
Search is like oxygen for many people now, and considering Google's breakthroughs in Web document analysis, supercomputing and Internet advertising, it can be easy to think this is as good as it gets. But some entrepreneurs in artificial intelligence (AI) say that Google is not the end of history. Rather, its techniques are a baseline of where we're headed next.”

The article goes on to comment:
“Barney Pell, founder of a yet-to-be-launched AI search engine, calls the restrictive language of search engines ‘keywordese.’"

It sounds like this new word "keywordese" has a parallel in the intuition thing we telephone sourcers usually regret ignoring on the occasions we do so - maybe we should call these directional feelings we have "feelingese". You know that feeling – someone’s “giving you the business”, mis-directing you somewhere (on purpose) or sending you off in the wrong direction because they don’t know where to send you. Rarely do I meet a Gatekeeper who frankly tells me “I don’t know what it is you need,” rather, she’ll brusquely tell me to “hold” before transferring me (without another word) to whither God only knows and some hapless poor soul answers and is confronted with my repeated request. Over the years I’ve come to stop resenting this Gatekeeper kiss-off and regard the unsuspecting recipient of my inquiries as a fresh source of information. I’ll subtly “complain” that "the Gatekeeper transferred me to you, I have no idea who you are or where I am, and I apologize in advance if my request seems muted in comparison to your responsibilities, but could you help me?” This is usually answered with something like the following, “She does that all the time – I don’t know why either – maybe I can help you – what is it you need?”and we’re off to the races.

Can search engines replace telephone sourcers? Not yet and not even with the coming enhancements, is the good news (or bad, depending on which side of the fence you’re on). Even more good news is that these new and improved search engines will only enhance our product as the front end internet research we do as a habit on most of our jobs yields ever more splendid results for our telephone probings. Feelingese that!

“Do not look where you fell but where you slipped.” ~ Proverbs


Maureen Sharib is a seasoned telephone names sourcer, names sourcing since 1997. She and her husband Bob own the names sourcing firm, TechTrak, and Maureen teaches telephone names sourcing in her only-of-its-kind-online telephone names sourcing course "The Magic In The Method". She can be reached by email at maureen at techtrak.com or by phone at 513 899 9628.

Get the NEW and FREE Telephone Sourcing GLOSSARY by e-mailing maureen at techtrak.com

Thursday, August 24, 2006

Big Sourcing: Mark and the Hard-To-Get-In-Offices

There’s Always A Way In!
A Real Day In The Life Of A Names Sourcer

Do you wonder how the pros telephone names-source? Ever think about what it is that actually gets said in the names sourcing process – what it’s like being down in the front line trench? What telephone elicitation techniques actually bring forth the information you’re in such urgent need of? Here’s an example from an actual TechTrak job from last year. It’s one of the script examples available in the first module of “The Magic In The Method”, the only-of-its-kind telephone names sourcing training seminar available here.


I was training a names sourcer on-site in my office. His name was Mark and he spent the first day sitting and listening to me gathering names from customer-chosen insurance companies in specific states - we needed the person selling the company’s products TO the agencies, not insurance agents selling for the agencies. For the most part, the insurance companies are very large organizations with offices in most of our targeted states. I know when we finish these first dozen or so states, there will be others.

The deal is for every name, appropriate title and telephone number he gets he gets paid $10. He’s a fourth year college student, has been working for a bank’s call center for about two years - about 50 hours every two weeks, and TAKES HOME (after taxes and everything else) ABOUT $300! Yikes – it appears to him he’s hit a bonanza, so he’s an attentive and eager student! What can I say?

Anyway, here we are on the second day of his “training”. I give him insurance companies from two states – GA and TN and tell him to have at it in another room on another telephone (I NEED my space!). At the same time he’s doing GA and TN, I’m doing CT and IL. About one hour later, he comes back in. I can see something troubling him.


“How’d you do? Let me see,” I ask suspiciously.

“Well, I got these and I got those but I really hit a roadblock here. I kept getting transferred to people’s Voice Mails and Karen (the receptionist/gatekeeper) wouldn’t tell me anything – I think she knew what I was doing.”

Paranoia strikes deep.

There were few notes written on his paper – mind you, this is a training exercise, in real life I advise everything you learn while conducting research goes into your research document, your fingers being on the keyboard while the telephone/headset is at your ear. But all poor Mark has to work with is a phone and a pen and several pieces of paper with targets on them. That’ll do, though.

“Mark, whose Voice Mails did you get transferred to?” I gently inquire.

“Uhhhh,” I can see him sensing something, he’s getting nervous, “Uhhhhh, uhhhhh, I think one’s name was Vanessa – she’s supposed to be in charge of agency management - and I can’t remember the other.” I see hints of perspiration start to form on his forehead. He’ sensing an incoming lambasting – I’m beginning to whistle through my nostrils.

“Mark, I told you, write everything down! If the janitor answers, write his name down! ‘Cleans Up = Janitor’. All the information you’re gathering about your target needs to go into your database. If not today, you’ll get in tomorrow, and having information like you just learned on your first call in is invaluable! You won’t know who’s on first, who’s on second, unless you’ve written it down – write it down!”

Mark shifts uncomfortably onto the other foot, lets out a tight, frightened breath and agrees to do as instructed in the future, as I write “Vanessa – agency management” onto the paper. But then he starts to argue with me! “Can you believe this?” I think to myself.

“It’s just impossible to get in there – the receptionist knows what I’m doing and she just won’t transfer me anywhere that answers and she won’t tell me anything!” he remonstrates, picking up and gesturing mean-fully with the paper in his hand for added effect

“How many times did you call her?” I ask. I’m trying to calm him – I know I’ve scared him enough.

“Three or four, she just won’t give me anything, he whines.

Hmmm.... three or four – yep he’s probably risen her antennae a mile high. No use going at her again.

I look at the document – I see the company listed, its’ home office and the location in TN he’s having so much trouble with. I call the main number. I could’ve gone to the company website for the info I needed but calling is usually faster.

“Do you have a sales office in North Carolina ?” I innocently inquire.

“Yes, we do, we have a regional office there for North Carolina , South Carolina and Georgia ,” she helpfully answers. “The number is 910 xxx xxxx.”

“Thank you!” I exclaim and hang up.

I call the North Carolina regional office. Mark has settled down at my side, curious as to what I’m doing.

“Thank you for calling Yadda Yadda Insurance Company – this is Michelle, may I help you?”

“Probably,” I think to myself.

“Yes, Michelle, this is Maureen Sharib – I can’t get through in the Tennessee office – do you know anyone in that office?”

“Well, I know Karen is the receptionist there – did you try her?”

“I did but I can’t get through. I’m trying to reach Vanessa – do you know her group?”

“You mean the AMSs – sure!” she offers.

"AMS, AMS" My mind scrambles and I look at the notes – AMS...I saw/heard that somewhere...agency management something...agency management! Here it is! Vanessa – agency management...

“Yes, Michelle, I’m working on a list - I need the AMSs in Vanessa’s group – can you tell me who they are?”

“Let me pull Outlook up here – let me see - I know most of them but I don’t want to leave anyone out in case they’re new - I just got back from vacation,” she volunteers.

“Where’d you go?” I ask.

“We went to visit my mother in the Poconos – it was fun,” she said. I could hear she’d elaborate if I continued to ask - I didn’t. “That’s nice” I said. I waited quietly, patiently on my end. I realized a long time ago any awkwardness I felt in these long pauses was in my own head. There’s a lot of power in the silence. I glance at Mark - he’s shaking his head, wonderingly.

“There’s two groups – which one are you looking for?” she asks.

There’s a zinger – which group? Well I’m in for the whole pot at this point.

“I'm not sure - both, just in case please,” I plead and hold my breath.

“Let’s see – the first group has six and the second group has eight – you want me to fax these to you?”

“Uhhh...(like I’m debating) No, just give them to me - I’m a fast typist and you don’t have to waste any paper,” I truthfully answer. I’m wondering to myself why she didn’t offer to email it?

“Well, the first group is under Rick Jones – he’s the AMS Supervisor and he has six and they are...” Furiously I’m typing them in on my silent keyboard, not daring to interrupt for spelling and then she gives me the second group of eight. Fourteen total. Do the math – Mark is stunned, I can see it out of the corner of my vision.

After she’s given me all of them, I fine-tune it – I ask about the spellings on a couple of the names, then I
dare to ask her if she has extension numbers for them! She does and she gives them to me. Not all would continue to be so helpful beyond this point – her phone is ringing and I let her go.

“Thank you Michelle, I know you’re busy and I do appreciate your help. Good bye.”

I hang up the phone. I look at Mark. He bursts into laughter, shaking his head some more.

“Sheesh!” he exclaims.

“Never say never, Mark. Learn to think around your target. There’s ALWAYS a way in. Once you understand the overall structure of the company you’re targeting one fruitful way in is to go to a nearby office, like we just did, and ASK about the other office. It works more often than not. Word crafting is extremely important here – so you need to have your wits about you and remain calm. You have to learn to control your emotions and not let them dictate your actions. You became frustrated and exasperated and Karen, I’m sure, heard it in your voice. Once you understand the rituals you’ll be able to grasp more of the process. We do have one question left, though.”

He looks at me questioningly.

“I don’t know what AMS stands for – do you?”

“No, I think AM is for “agency management” but I don’t know what the S is for.”

I turn to my screen and I type in the company name in my browser and we’re swept to the website. I click on Careers and scan the Jobs listings – there it is – Agency Management Specialist – reading it, sure enough, these are the marketing reps for the company’s products – exactly what we’re after. Thank goodness.

About seven minutes. On top of the hour or so he probably spent mucking around in the target office and sweating the delay in bringing the sad sorry news to me.



"The only thing we have to fear is fear itself - nameless, unreasoning, unjustified, terror which paralyzes needed efforts to convert retreat into advance." ~ Franklin Delano Roosevelt, First Inaugural Address, March 4, 1933

Maureen Sharib is a seasoned telephone names sourcer, names sourcing since 1997. She and her husband Bob own the names sourcing firm, TechTrak, and Maureen teaches telephone names sourcing in her only-of-its-kind-online telephone names sourcing course "The Magic In The Method". She can be reached by email at maureen at techtrak.com or by phone at 513 899 9628.

Get the NEW and FREE Telephone Sourcing GLOSSARY by e-mailing maureen at techtrak.com

Tuesday, August 22, 2006

Big Sourcing: Darleen and the Philadelphia Civil Engineers

“Will any civil engineers in Pittsburg be okay?” Darleen asked in an email. Immediately I flash back, “Darleen, did you read the job instructions? The job calls for civil engineers out of specific companies in Philadelphia – not Pittsburg. The targets are listed on your job with their Philadelphia area offices. You need to stay in those companies and not stray out of them,” I explain while thinking to myself, “no matter what siren call LinkedIn is yodeling.” “Darleen, did you read the job instructions?” I ask again before sending the missive off.

Back the email comes with, “Oh I don’t know how I messed that up – Philadelphia it is then! I’ll stay in those companies – will any PEs (Professional Engineers) out of those offices be okay?”

Not receiving a direct answer to my query about reading the job spec, but reading in-between the lines on the last question, I sigh and pick up the phone and dial. “No, Darleen, only Civil Engineers are acceptable – you’re going to find electrical engineers and mechanical engineers and others carrying the PE designation in some of those offices – what you need to do is find the Civil Engineers who are doing infrastructure planning for bridges and roadways. The target companies on the job do this kind of work so chances are you’ll find several in these offices in as big a metropolitan area as Philadelphia is. It’s all in the job spec – did you read it?” “Oh, I will, I’ll read it again,” Darleen hurriedly adds in order to quiet the rising concern she senses from me. “Okay Darleen, remember, we need 50 names and if you could get it done by Friday that would be great,’ I remind. “Give me a heads-up on how it’s going by tomorrow afternoon. “No problem,” Darleen says and we say good-bye.

Monday turns into Wednesday and in the morning I get an email with the Word attachment containing the job results. Much of the work looks good; Darleen has the right instincts for this work but, like many new sourcers, sometimes she’s scared to press the subjects far enough. The job looks like she’s finished with it – in fact her note indicates same. The count is low – she has 17 names when we needed 50. A few of the titles look vague; “Engineer” is offered instead of the sought after “Civil Engineer” or “PE” (this is better) but still no “civil” or bridge/roadway clues on some of the names. I call her and there’s no answer. Nothing distresses me more than when I’m checking work and can’t get hold of the researcher to answer questions. There are always questions on a new sourcer’s work and I recognize this reluctance to answer direct questions for what it is – the fact is the sourcer isn’t going to know the answers because she didn’t press far and hard enough to nail the information and therefore thinks by sending a shadow of what’s been asked for it’ll slip by unnoticed. It doesn’t. Been there, done all that myself. Remember, I got “fired” from my first sourcing job.

I ask all my sourcers upfront in the Sourcers Instructions I send to all of them to be available to answer questions immediately after they send me their work, as I am usually at my desk fifteen out of twenty four hours and am most likely to begin working on checking the job immediately upon receiving it. I say again, I understand the reluctance. At the heart of this, she thinks, “Maybe, just maybe, she’ll take what I give her and pay me for it, even though I’m NOT QUITE SURE I gave her what she needed. This work is so hard – how can I BE SURE all of it is correct?” is what goes through the mind. It’s what went through mine at this point in my career and I admit I tried to skate and gloss over some of the results. The HARD LESSON learned is you must know the information you’re conveying is correct and you must also strive to give the customer what he has asked you, and is paying you, to convey. Pressing for answers is a sourcer’s job. Pressing my sourcers for answers is mine.

I send an email, “Please call me.” The next morning I get an email response, “I’m here – you there? Want me to call?” “Yes,” I immediately answer in an email. A few minutes later the phone rings. “Hi Maureen, what’s up?” I hear wariness in her voice. “Darleen, John Smith at XYZ – the note says he’s an engineer - what KIND of engineer is he?” I gently prod. “I’m not sure, the receptionist told me he was an engineer...” “What kind of questions were you asking, Darleen,” I more pointedly ask. “Well, I was asking to be directed to the engineers who did bridge design – sometimes I asked who did roadway...” “And how were you mostly received asking for the information in this way?” I interrupt.

I can hear she’s getting nervous. “Most times they sent me to someone in those departments,” she stammers, and then, “most times I hit someone’s voicemail so I took that name down...” “Did you check that person’s title with someone else?” I interrupt again as I notice a few of the companies only had single names. “No, I assumed that was the engineer doing that kind of work,” she answered.

Fatal mistake. “Darleen, you can’t assume anything in this work – you have to ALWAYS check, and recheck, your work. Did you call back in and work the receptionist after you hit those VoiceMails?” I inquire. “No, I just went on to the next company...” she said. “Darlene, you’ve left a lot behind and chances are some of these single names you have listed at some of these companies are the heads of their departments – they’re likely to be the Managers or Directors, even VPs, of their groups in these companies. That’s who the receptionists will send you to when you ask the question you were asking – you need to go back to those receptionists, complain that you hit “Joe Blow’s VoiceMail; is there anyone else in his department” she can direct you to? Chances are she’s going to send you to some of the individual contributors (Joe Blow’s reports) at this point. You’ve only skimmed the surface at most of these companies - you need to go back in and drill in and down to get what you need. You have a very good start here. They’re there, Darleen, you should have no problem getting fifty names out of the twelve targets you have.”

I then go through the names with her and tell her who looks right and what looks like it needs more work. I hear the disappointment in her voice. I know that disappointment – one of the things that attracted me to this work in the beginning was that it seemed so “controllable”. I could start a job and finish a job at my own direction and at my own pace. My results were not contingent upon anyone’s actions but my own. I liked the fact that I could dive into a project and emerge, eight, eighteen or eighty hours later, and call it done. It was empowering to me, and I suspect this is one of the things natural sourcers hearken to in this work. Nevertheless, Darleen was experiencing one of the downers in this work – having work pushed back and called “Incomplete”. Remember “Incomplete” in school? It was the paper with that hated word written in red at the top with a capital I. It meant you hadn’t done the work – you had not completed the task. Usually it was no surprise – better yet, it was a sort of reprieve - a second chance for you to do better. That’s how a real sourcer looks at criticism – a chance to do better – a reprieve, encouragement to try again. This business isn’t easy; like I tell Darleen and anyone else who will listen, “If it was easy everyone would be doing it!”


“The only good in pretending is the fun we get out of fooling ourselves that we fool somebody.” ~ Booth Tarkington

Maureen Sharib is a seasoned telephone names sourcer, names sourcing since 1997. She and her husband Bob own the names sourcing firm, TechTrak, and Maureen teaches telephone names sourcing in her only-of-its-kind-online telephone names sourcing course "The Magic In The Method". She can be reached by email at maureen at techtrak.com or by phone at 513 899 9628.

Get the NEW and FREE Telephone Sourcing GLOSSARY by e-mailing maureen at techtrak.com

Sunday, August 20, 2006

Big Sourcing

Think having a successful names sourcing business is a piece of cake? Meet Maureen Sharib and her spread-across-the-world gang of moniker gatherers* with their backgrounds, stories, and her growing avalanche of customer needs and demands.

The co-owner of a growing names sourcing business, Maureen copes with the urgent job orders (I need this yesterday!) and the differing levels of sourcing experience from her researchers – there’s fleet and fast-learning Fran from the television industry who has jetted to over a hundred thousand in earnings within two years; there’s Darleen who’s dying to quit her day job; there’s Madra with his overseas technical and communication difficulties; there’s Drea, Maureen’s gal-Friday who always shows up on Fridays, and finally there’s Sophie, Maureen’s west coast nemesis.

While managing the world-wide clan, who live and work separately, Maureen tries to quiet simmering jealousies and make the process more understood by the outside world - names sourcing is conventionally banned by many organizations because of a fundamental misunderstanding of its approach. Adding to Maureen’s woes are a series of crises affecting Maureen’s family – a combo platter of two families with a ten year history. Bold, funny and wholly original, Big Sourcing explores the evolving institution of names sourcing through a typically atypical organization.

The executive producers of BIG SOURCING are TechTrak's Bob Sharib and series creator Maureen Sharib who together produced the independent names sourcing firm TechTrak. Big Sourcing stars and future guest writers may include Steve Levy (The Recruiting Edge), Michael Keleman (The Recruiting Animal), Karen Mattonen, (Advanced Career Solutions), Paul Smith, David Crowley, Stacy Sadar, Bill Vick, David Perry, Tom Weed, Sam Mehta, Brenda L, Nicholas Ong, Miles Robinson, yvonnteh, Chuck Campbell (the cast of Sourcers Unleashed) and many others, some unmeant-fully forgotten or soon to be discovered.

*According to a gut feeling report issued by Maureen’s approximate count, about 200 or more people currently practice actual telephone names sourcing in the United States. The subject is a not-very-well known, misunderstood, much-maligned and mostly unfairly judged practice.

“Fiction reveals truth that reality obscures.” ~ Ralph Waldo Emerson

Friday, August 18, 2006

Final Three Sourcing Mistakes

Here are the final three sourcing mistakes in the series "A Baker's Dozen Sourcing Mistakes". These are taken from one of the lessons in the second module of the only-of-its-kind telephone names sourcing course, "The Magic In The Method". This series finished yesterday over in the Sourcers Unleashed group on Yahoo.

11. Not checking your names to the nth degree. Do two – three quality checks on your names before sending them to your customer. Dial the direct dials, check and recheck the titles. Nothing turns off an excited and expectant customer more than bad research. You’re only as good as the last job you performed well for them. You can’t expect to rest on any laurels in this business.

12. Not ASKing for referrals – this is such a simple thing to do but so many of us don’t do it. Even asking for a Testimonial from a pleased customer is a powerful statement on your website. It’s easy to forget to ask for more business, as we get busier and busier it seems like a moot point. It’s not. Remember 9/11. Things can change in a heartbeat. Adding to this forgetfulness some of us reclusive researcher types don’t like to ask for “business” in the first place! I suggest we consciously remove this obstacle to our furthered and continued success and ASK for more every time we speak to a customer.

13. Last but certainly not least. Not taking care of your established customers. The old rhyme we repeated as Girl Scouts says it all:

Make new friends,
But keep the old;
One is Silver,
And the other’s gold.

We forget, as we get busier and busier, that at one time we didn’t have any customers. It’s easy to take the ones we do have for granted and lose sight of how precious they are. We begin to treat them like members of the family and slip up on the attentiveness we should show family members. Once gone, they’re not likely to return so it behooves us to treat them with the same courtesy and respect (if not more!) than we do the potential customers we’re wooing. Pretty is as pretty does in this business.

"First, have a definite, clear practical ideal; a goal, an objective. Second, have the necessary means to achieve your ends; wisdom, money, materials, and methods. Third, adjust all your means to that end." ~
Aristotle

Maureen Sharib
Telephone Names Sourcer
TechTrak
513 899 9628
maureen at techtrak.com
Find me on MySpace and be my friend!

Get the NEW and FREE Telephone Sourcing GLOSSARY by e-mailing maureen at techtrak.com

Thursday, August 17, 2006

Sourcing Mistakes 7, 8, 9 and 10

Here is the third set in the series "A Baker's Dozen Sourcing Mistakes". These are taken from one of the lessons in the second module of the only-of-its-kind telephone names sourcing course, "The Magic In The Method". This series is running concurrently also over in the Sourcers Unleashed group on Yahoo.

7. Not sitting down periodically and re-evaluating your processes. As technology changes so do some of our opportunities for improvement. Staying abreast of changing practices and current issues in sourcing is the best way to do this. As your customers become increasingly more sophisticated and demanding your product responses to them must keep pace. Understanding that the social networking groups like LinkedIn will become an increasing
first-tool-stop in a customer's sourcing arsenal will avoid the embarrassment you'll feel setting all your names from same into a job and having the customer tell you they hired you to source beyond what's easily and readily available on the internet!

Steer clear of the fancy bells and whistles unless they bring clear and absolute value to your process – the devil's in a lot of the details of Applicant Tracking Systems, Internet Interfacings and Job Boards, some of which can be deep black holes of time destruction. Remember, the telephone is likely to be your truest and best friend in this business – get to know its' functions intimately!

8. Not focusing on what you do best. Have a core offering that might be supplemented with another. For instance, offer your names sourcing product as a first product offering and then one or two follow-up or related services like profiling and maybe, competitive intelligence. Or CI supplemented by names sourcing or profiling or profiling supplemented by CI or some other combination that appeals to you. But offer first and foremost the thing that you're WILD about doing. Your enthusiasm from your first one will spill over into business for the others. Don't have too many offerings – three seems to be a good number to me with a marked focus on one. Plant your roots firmly and the branches will spring from that.

9. Not expanding your sourcing efforts beyond internet searching. Everybody's doing internet candidate searching. Why compete? Differentiate yourself and stand out! Very few have mastered or are mastering telephone sourcing techniques – it's the only vehicle I know of today that's going to bring you the really great stuff! Some of the best candidates are those that nobody's talked to before – learn how to find these and your sourcing income will flourish!

10. Not leveraging your product offerings on your website. If you're involved in research of any kind, you have a lot more to offer than what you might think. One thing I'm offering is names sourcing training – I tout it at my website. You may not have a propensity to teach but sit and think about some other by-products of your daily activity. Get real nitty-gritty about it – think about what you do everyday, who you talk to, what you learn, who
might be interested in that stuff. Leverage it into other product offerings!

Make your website easy to navigate. Speak in plain words - put your terms and prices out there – people really appreciate this. Lose the BS - people see right through it. Keep your site fresh and up-to-date. Don't allow it to become too geeky looking – some people shy away as it just appears too complicated or too esoteric. Nothing speaks boring more than "been here – seen this". Don't forget that important "call to action" that exhorts the viewer to call you! Be available when they do call – answer your ringing telephone! Nothing is more of a turn-off for a prospective customer than to hit an answering machine. Deal with it.


"First, have a definite, clear practical ideal; a goal, an objective. Second, have the necessary means to achieve your ends; wisdom, money, materials, and methods. Third, adjust all your means to that end." ~ Aristotle

Maureen Sharib

Telephone Names Sourcer
TechTrak
513 899 9628
maureen at techtrak.com
Find me on MySpace and be my friend!

Get the NEW and FREE Telephone Sourcing GLOSSARY by e-mailing maureen at techtrak.com

Wednesday, August 16, 2006

More Sourcing Mistakes

Here are the second three of "A Baker's Dozen of Sourcing Mistakes". These are taken from one of the lessons in the second module of the only-of-its-kind telephone names sourcing course, "The Magic In The Method". This series is running concurrently also over in the Sourcers Unleashed group on Yahoo.

4. Not communicating with your customer. Once the job is started, communicating the issues and challenges you’re meeting with to your customer has a benefit attached: many times the customer has suggestions how to overcome some of the challenges. Chances are they’ve attempted the search before you and have met up with some of the same problems you’re having. There are two schools of thought on this; the second being this: One says “I’m supposed to be the professional and I don’t want my customer to know I’m having trouble/I don’t know what I’m doing”. I say phooey – if it was easy they’d be doing it and most will only respect you for your frankness in asking. You will get a couple smart mouths who will tell you “You’re the professional – figure it out!” Figure it out on your own, finish the job and then lose this type of customer, is my advice.

The one thing you don’t want to do once a job is started: Try to renegotiate the rates. There’s nothing that turns a customer off more. Included in this instruction is not to “complain” too much. There are some sourcers who have a tendency to want to talk things to death – they want to let you know what an extraordinary effort they’re making on the customer’s behalf; the idea is to instill some type of guilt into the customer so they’ll be more amenable/might offer to pay more. It ain’t gonna’ happen folks. So if you’re one of these types, know this: the customer pays for results, not for effort. Effort starts and ends with an F in their eyes. The result of too much “complaining’ is that the customer probably will decline to use you in the future. It’s not subtle and it’s not good management. Do it at your own peril.

5. Not following up with your customers. You’ll be amazed at the number of customers who lollygag at calling the names you’ve sourced for them! Many persons in the recruitment industry today are reluctant to pick up the telephone and talk to people! Figure this one out. Your continued involvement with their recruiting model is directly related to the results they get from your sourcing efforts. And if you leave it to some of them, you’ll never see them return as a customer unless you invest/include yourself in their process. This can be done a variety of ways: One that generates more immediate revenue for you is to offer them a profiling service – one in which you or your organization makes the first call to the sourced candidate and generates a little bit of information about the candidate beyond what you’ve provided in the name generation – things like their total number of years working in the industry, how many years they’ve been with their current company, if they have any reports, what degrees they hold and from where issued, what their general daily duties include in the performance of their job, their overall interest in being contacted about the new opportunity. This can generally be concluded within about 10-15 minutes of getting them on the phone. The hardest part and the most time consuming part of profiling is getting people on the phone. A model for profiling should include one in which it does not interfere with the names sourcing model in your organization.

Another way to involve yourself is to keep hounding them – do a follow-up call every week – “How’s the calling coming?” is enough of a poke in the ribs for some to get on with it! Not many, but some. You’ll learn soon enough who needs what – you might offer them a simple suggested Profile format when you send the names to get them started. Know this – I say it again – your continued involvement with the customer depends on them calling the names you give them. If the names are on target they’ll get good hiring results by calling them. Your success is guaranteed but you have to make it happen!

6. Not billing correctly – if you bargained to source at $42 per name, bill at $42 per name. If you bargained to source plus expenses, be sure to give them a proper accounting of what “expenses” were – a copy of the telephone bill is always appreciated by customers. They don’t like to have to ask for what may appear nit-picky. Anticipate their concerns and alleviate them before they arise. You would want them to provide the same to you.

Don’t leave money on the table – if the customer requested 50 names, jump through hoops to get them the 50 they want! On average, the larger a job is the more cost-productive it is for you.

A subset of billing correctly is “sell the names”. If you picked up more than the requested quota, let the customer know before sending them. It puts the customer in an awkward spot when you send 75 names when they asked for 50. Unless you’re prepared to send the extra 25 and bill for 50, don’t send them. But let the customer know you have them if they want them. I do this in a note I set into the job when I send it to the customer:

“Enclosed you will find 50 names spread over eight of the ten targets you requested – please note I have an additional 12 names at XYZ Company and an additional 6 at ABC and another 7 at KLM Corp. If your need increases for the additional names, please let me know!” “Selling” the names in this way is very effective!


Maureen Sharib
Telephone Names Sourcer
TechTrak
513 899 9628
maureen at techtrak.com

Find me on MySpace and be my friend!

Get the NEW and FREE Telephone Sourcing GLOSSARY
by e-mailing maureen at techtrak.com

Tuesday, August 15, 2006

The Automatic Millionaire

Should You Stay or Should You Go?
by David Bach

Last month, I wrote a column called "Five Steps to Getting a Bigger Raise." I've had a lot of people stop me on the street this summer to talk about that article.
The feedback (both good and bad) has been incredible. One woman named Barbara told me that she literally followed the steps to the letter and was able to increase her income by nearly 50 percent.

Sourcing Mistakes

The Edge has fallen (off) and is trying to get back up!

In this relentless experience called life, all sorts of things are thrown at you. Edge has been temporarily bucked off but is doing its best to get back into the saddle. Please bear with us while we combobulate the discombulation.

To start with, the following expose is one written for the Names Sourcing Enthusiasts who walk this earth. It's called Sourcing Mistakes and is one of the lessons in the second module of the telephone names sourcing course, The Magic In The Method. It will be presented in parts throughout this week here on The Edge and over in the Yahoo group "Sourcers Unleashed". It has a Baker's Dozen (13) Sourcing Mistakes and has been accumulated over years of experience.

Edge hopes you enjoy the series!

Sourcing Mistakes/Sourcing Business Issues
Recently I read an article written by Phil McCutchen, Marketing Manager, VCG, Inc., a staffing software solutions firm, entitled Staffing Business Issues/Common Staffing Mistakes and it inspired me to write the following Sourcing Business Issues/Common Sourcing Mistakes. I borrowed on his formatting and some of his ideas in the introduction but the sourcing mistakes were all mine to make, and I am guilty of just about every one. For more information regarding VCG or to get a copy of Phil’s Common Staffing Mistakes article, visit www.vcgsoftware.com or call 800-318-4983.

Do You Make These Common Sourcing Mistakes?
When was the last time you realized that you missed something obvious while sourcing?
For instance:
Didn’t ASK a question of the customer you thought to ask, but forgot?
Omitted searching on a target company’s abbreviated name? Hewlett Packard = HP
Left out an “s” for a plurality result? Example: “Systems Engineer” will return differently than “System Engineer”; “Application Engineer” will return differently than “Applications Engineer”
Forgot to “zero out” and ask to be transferred to a person’s co-worker or manager or Administrative Assistant?
Failed to pick up the candidate’s extension number?
Didn’t listen long enough to the person’s Voice Mail to glean additional information off it?
Didn’t follow the transfer and stay on the phone long enough to hear the person’s Voice Mail to see if in fact the person really was “still there”?
Didn’t keep meticulous notes to use on future projects?
Didn’t know what good Internet search techniques to use- like what Boolean commands produce the best results, how to x-ray, flip and peel back sites.
Didn’t 411.com a person to find their home address and phone number?
Wasn’t careful while spelling someone’s name?
Picked up too many people from one organization and made the job appear “lop-sided”?
Forgot to bookmark great research sites for fast future finds?

Any of these and many other oversights can affect the results of your searches. They’ll affect your ability to pick up all the candidates you possibly can when your search techniques are sharp and clean edged. If you’ve been in the sourcing industry for any length of time, you’ve probably made a few mistakes. They’re normal and are part of the learning curve. They’re also part of the ongoing experience of even expert sourcers - they happen in a moment of forgetfulness as you jet through your project. But, over time, the repetition of other “little” mistakes will cost you big money. Being aware of the common mistakes and putting a process in place to prevent them from happening will improve your efficiency, service and profitability. To help you put things into perspective, we’ve compiled a Help List to share what the most common mistakes made in sourcing are.

Here are the first four of A Baker’s Dozen of Sourcing Mistakes:
1.Not following up with the customer to pin down exactly what the sourcing requirements are. Many customers will come at you with vague requests that are at your peril to attempt. You’ll meet with repercussions and disappointment if you do not establish, upfront:

The number of names the customer requires with geographic requirements (if any) and “real world” timetable delivery per project.
Specific titles the customer wants you to find or what other titles the folks they want “may carry”.
Companies the customer wants to see targeted.
Names the customer already has in at the target company so you can avoid duplicating them and use them to get in and get other names.
What the customer expects to pay for the work you’re about to perform.
Establishing with the customer that you have a two week “Guarantee Policy” and if they do not call the names within two weeks of your delivery your Guarantee is no longer valid.

2. Not understanding the job description. This includes not understanding the job profile, not understanding what these people do everyday, where they do/might reside in an organization, who these people report to, who their bosses report to, who these people might talk to everyday, what these people read, what conferences/seminars/educational venues might attract their interest. You have to “become” these people so you can find these people. You must immerse yourself in the culture. You must be able to talk and walk the talk.

3. Not setting up the job properly. Set up “ticklers” in your system to remind yourself to set specific information into your job. Most of the items mentioned above in #1 should be set into your job and many of the items in #2 should also be set in as notes. Set the ticklers into an example job then fill in the blanks when you do set up the job.

4. Not communicating with your customer. Once the job is started, communicating the issues and challenges you’re meeting with to your customer has a benefit attached: many times the customer has suggestions how to overcome some of the challenges. Chances are they’ve attempted the search before you and have met up with some of the same problems you’re having. There are two schools of thought on this; the second being this: One says “I’m supposed to be the professional and I don’t want my customer to know I’m having trouble/I don’t know what I’m doing”. I say phooey – if it was easy they’d be doing it and most will only respect you for your frankness in asking. You will get a couple smart mouths who will tell you “You’re the professional – figure it out!” Figure it out on your own, finish the job and then lose this type of customer, is my advice.

The one thing you don’t want to do once a job is started: Try to renegotiate the rates. There’s nothing that turns a customer off more. Included in this instruction is not to “complain” too much. There are some sourcers who have a tendency to want to talk things to death – they want to let you know what an extraordinary effort they’re making on the customer’s behalf; the idea is to instill some type of guilt into the customer so they’ll be more amenable/might offer to pay more. It ain’t gonna’ happen folks. So if you’re one of these types, know this: the customer pays for results, not for effort. Effort starts and ends with an F in their eyes. The result of too much “complaining’ is that the customer probably will decline to use you in the future. It’s not subtle and it’s not good management. Do it at your own peril.


Tomorrow: Lessons , 5, 6 and 7 Stay tuned!

Our goal is to save you time and help you succeed.


Learn how to telephone names source like a pro!
www.techtrak.com/magicmethod/magicmethod

Get the NEW and FREE Telephone Sourcing GLOSSARY by e-mailing maureen at techtrak.com

Wednesday, August 02, 2006

Courage

"Courage is like a muscle. The more we exercise it, the stronger it gets. I sometimes worry that our collective courage is growing weaker from disuse. We don't demand it from our leaders, and our leaders don't demand it from us. The courage deficit is both our problem and our fault. As a result, too many leaders in the public and private sectors lack the courage necessary to honor their obligations to others and to uphold the essential values of leadership. Often, they display a startling lack of accountability for their mistakes and a desire to put their own self-interest above the common good.

That means trouble for us all, because courage is the enforcing virtue, the one that makes possible all the other virtues common to exceptional leaders: honesty, integrity, confidence, compassion, and humility. In short, leaders who lack courage aren't leaders." ~ John McCain

Read the whole thing here.