copyright 2009, donato diorio & broadlook technologies add a dedicated researcher presented by:...
TRANSCRIPT
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Copyright 2009, Donato Diorio & Broadlook Technologies
Add a dedicated researcher
Presented by:
Donato DiorioChief Executive OfficerBroadlook Technologies
Double your billings in 2009Double your billings in 2009
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-Rumi
Anyone can bring gifts. Give me
someone who takes away.
Anyone can bring gifts. Give me
someone who takes away.
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The single greatest factor affecting a
company’s success is the proper allocation of your talent resources.
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Definitions: Research, Sourcing, Recruiting and Sales?
•Recruiting – candidate development
•Sales – market development
•Sourcing – supports recruiting function
•Research – may support all functions.
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Additional definitions
1.In house
2.Off site
3.Offshore
4.Near shore
5.Time share
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What can a dedicated researcher do?
What can a dedicated researcher do?
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• Bullhorn• Broadlook Profiler, Eclipse,
Market Mapper, Diver, Job Pulse
• Hoovers, OneSource, Zoominfo,, Lexis Nexis
• LinkedIN, Social Networks8
Recruiting Systems & ToolsRecruiting Systems & Tools
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• Resume (active) sourcing from Job Boards
• Passive candidate searching• New desk research &
development• Building lists of companies• Market segment research
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Recruiting SolutionsRecruiting Solutions
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• Data entry• Data compare, de-duplication,
normalization• Pre-call research QC (quality check)• PDF conversion (OCR image to text)• Document scanning• Printing • Data conversion
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Data ManagementData Management
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• Search engine optimization (SEO)• Website content delivery• Custom search engines• Google Adwords customization
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Marketing AssistanceMarketing Assistance
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• Name gathering• Phone system mapping (Night
Dialing)• Contact info - verification calls
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Call Center ServicesCall Center Services
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2002-2008 Trends:recruiting, sales, sourcing and research
Source: Broadlook Technologies, recruiting vertical client survey
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Should you add a dedicated
researcher?
Should you add a dedicated
researcher?
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•Helps you compare yourself to your peers.
•Prepares you for an organizational workflow audit
•Is your current model the one you want to stay with?
Lab 1 - know your business model
Lab 1 - know your business model
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1. Make a to-do list first thing in am?
2. Require that your staff has a daily plan?
3. Have 15 minutes per day to manage a researcher?
(if all no’s, don’t get a researcher)
Lab 2 - your process DNAdo you...?
Lab 2 - your process DNAdo you...?
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Some thoughts before taking action:
1. Culture based direction alone is at-risk
(Cut of the head, the body dies)
2. Process based direction stronger for company growth
3. Establish a culture of discipline before adding a researcher
Stop!
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1. Pick an assessment test
2. Establish metrics
3. Test your staff
4. Analyze data
5. Maintain consistency
Lab 3 - assess your current staff
Lab 3 - assess your current staff
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A.Daily task audit
B.Process audit
C.Man-machine audit
D.Take action
Lab 4 - determine your needs
(4 steps)
Lab 4 - determine your needs
(4 steps)
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Daily task audit - Part IDaily task audit - Part I
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Do not confuse skill level with uniqueness to your organization
Daily task audit - Part IIDaily task audit - Part II
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Importance
Uniqueness
Check voicemail
Schedule phone interview
Interview prep
Negotiate contract
Write job postings
Pull resumes from job board
Sourcing cold calls
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1 2 3 4 5
Daily task audit - Part IIIDaily task audit - Part III
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• Technology review• Online resource review• Database building• Contacts always needed• Candidate search protocol• Business development needs• First impact project• Time management
Lab 5 - process auditLab 5 - process audit
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Process audit excerpt(Database Building)
Process audit excerpt(Database Building)
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• Same process as people task-audit
• Basis of technology automation• Automation should only be done
to a successful process• When automation looks like it
“should be” the answer, but no technology exists, this is a perfect case for offshore research (outsource)
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Lab 6 - Man-machine auditLab 6 - Man-machine audit
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A sample researcher task/process
(a deep dive)
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Staffing 50 Network Security Analysts
• Plan, seek “completeness”, build a “search order”
• Pull all current candidates from Bullhorn and job boards (with paid access)
• Pull all resumes from Internet with Diver from all major search engines
• Identify all associations and user groups that focus on network security
• From all resumes, email domains, compile list of companies for passive sourcing
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Staffing 50 Network Security Analysts,
continued• Develop a “market map” of all target
companies, by geography• Pull list of all advertised job openings
from all major sources, looking for (A) other companies hiring for same skill and (B) Companies that have that skill.
• From target company domains, pull list of all employees for direct phone sourcing (Broadlook Profiler)
• Provide call list to recruiters28
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Incorrect!
?
Completeness...why it’s important
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Completeness...correct
Correct!
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Survey 1
Should your recruiters be doing any part of the previous tasks, besides
the planning stage?
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Survey 2
Are your recruiters focused exclusively on revenue
producing activity?
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Man - machine example: MAPS
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Process analogy - MAPS
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Process analog - MAPS
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Process analog - MAPS
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People make mistakes,
but to really screw things up requires a
computer
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moral:
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If you choose offshore research…
All remote research is not equal
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Choosing a research provider
• 3+ years servicing the recruiting space• Get a referral• Review pre-engagement process audit
documents. Look for well thought out questions.
• Ask to interview the actual researcher(s)
• Beware “first time” recruitment researchers.
• Beware of “offloaded” talent39
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15 tips:working with offshore research
1. Research is a service, not a tech offering. (It’s not about efficiency or cost savings, it’s about relationship. The offshore firm should have service, service and service in their DNA. )
2. Don’t treat people like a number. This sounds like common sense, the golden rule, etc. However, somehow the terms “offshore” or “remote” has a tendency to depersonalize the relationship. Don’t let that happen.
3. Use their real name. If one of your offshore contacts name is Rajaranan, don’t call him Joe, Bob, or Peter. Call centers started this protocol of giving foreign workers western names. This may work for a call centers, but it is a poor idea for someone you work with on a long term basis. Use their real name, insist on it, you might butcher it, but they will respect you more than if you call then Jimmy.
4. Beware of “dedicated” researcher. Want to know a dirty secret? Offshore firms are absolutely notorious for placing 2 workers on 3 accounts. When I learned about this, I was livid. Plain and simple, this is dishonest, and corrupt. If the price is too good to be true, you’ve got a 2 for 3 situation.
5. Have a plan. If you cannot articulate what your current process is. It will be hard for a researcher to achieve any level of success.
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6. Make time.
In the recruitment arena, an offshore researcher will take about 15 minutes per day of your time to manage them. Sometimes more and sometimes less. Be prepared.
7. Beware of metered results.
If you are getting 8-10 resumes per day, every day…something is wrong. When I was a recruiter, some days I would get nothing and some days I would get a windfall of candidates. Wake up and smell the appeasement. This is usually a symptom of firms that do the 2 for 3 trick. Don’t except it, call them on it.
8. Undergo a process audit.
Before connecting a new client with a remote researcher, Broadlook performs a technology and process audit. This has been critical for our clients to understand what their current processes are, and what resources they have to accomplish their goals.
9. Have defined timelines for each task and a weekly schedule outlining what they should do and when. This is more important at the beginning stages.
10. Know how to do their job. This will give you insight into how long repetitive tasks will take and will allow you should budget for them.
15 tips:working with offshore research
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11. Host onsite. With today's technology there is no reason for research to be done on a terminal thousands of miles away. Set up an in-house research station and give them remote access to it. You can use logmein for free to accomplish this.
12. Watch them work.
Requires in-house research station, but wow, you can really tell something about someone’s efficiency by watching them work for an hour.
13. Work with several firms.When I compared results of one firm against another, I was surprised. All firms are not equal.
14. Get a referral. If you need recruitment research done, don’t use a firm that does offshore mapping services. Most firms will take any business they can get. Make sure you are picking a firm that specialized.
15. Check certifications, training and tenure.
Insist on a researcher with at least six months of experience. If you have multiple researchers, it is ok to have a new person as long as the team lead is a veteran. All researchers I work with go through Broadlook’s certification program.
15 tips:working with offshore research
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Measuring Research Success…
•Research cannot be measured by what is done with that research
•Create an up front contract with researcher
•Measure success based on definable, measurable and attainable goals set by the up front contract
The Law of Measurable Results
(The 7th Law of Internet Research)
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And now some
FREE stuff!
And now some
FREE stuff!
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Contact Information is changing...Contact Information is changing...
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Captures single or lists of contact information from various electronic formats. Works with web pages, documents, spreadsheets, or any source that can be cut & paste from.Eliminate manual data entry and cut & paste of contact information.
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Stop by the Broadlook booth to enter a drawing to
win:
Stop by the Broadlook booth to enter a drawing to
win:
40 hours of research
40 hours of research
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Copies of presentation
www.broadlook.com/bullhorn
Connect with Donato:
Email: [email protected]
Twitter: iDonato
LinkedIN: www.linkedIN.com/in/donatodiorioBlog: www.iDonato.com