ResearchGoddess

Wanted to make sure everyone gets a peek at my buddy Mike Notaro‘s latest blog post on hex values and email. Mike has certainly been making quite a splash lately in the research arena! Great job, Mike. You are a force to reckon with – can’t wait to see you at SourceCon!

….Ms. Pamela Dixon of SSi-Search in Atlanta, GA! I’m excited to connect with Pamela because I will also get a chance to meet her live in Atlanta when she and I both attend SourceCon in September.

Pamela has worked in sales in several industries, including technology and health care, and currently she is a Principle with SSi-Search, specializing in leadership, health care, and technology searches.

Only thing I hold against Pamela is that she is a Wildcat (she attended the University of Kentucky). Just kidding, Pamela

Thanks to every one of my connections. I am so happy to be able to offer help, recommendations, knowledge, or anything else you may need! Please feel free to reach out to me any time.

Happy Networking!

Shally Steckerl and Sheila Greco collaborated last week for a webinar and Shally recently posted some of the Q&A. About halfway down the list of questions, I noticed one particular topic that has been one of interest to me over the past few months:

Q: Hope this question gets in. Do you overlap on all duties–ie. soucer/researcher/recruiter or do you separate them and just have a defined process. Or does your sourcer always/never make those initial calls. Just want to know your definitions of what you think each person should / does do as part of the recruitment strategy?

Shally’s answer:
It depends on the size of your organization, and the number of hires you are expected to complete. If you are one of a very few recruiters then you will most likely need to do both the sourcing and candidate relationship. In mid sized or large companies, with economies or scale, specialization becomes more important and there you may have different teams of sourcers, recruiters, and cold callers.

So, size really does matter! When you are operating a recruiting organization with just a handful of people, you probably will not have the resources initially to hire a dedicated researcher and everyone must pitch in to cover all the bases. However, as your organization grows it is to your advantage to invest in job specialization. This means bringing on dedicated researchers and/or investing in a research solution that is outsourced. This specialization allows for greater coverage of an industry and will allow your recruiters to do what they do best – recruit – without having to put as much time into the research portion of their job.

Thanks for sharing this information, Shally and Sheila!

This question was presented to the Recruiting Blogs community on Friday by Jeremy Langhans, a well-known and talented executive sourcer at Cisco Systems. He asks which job function within a recruiting organization is more important – the sourcing or the candidate development? In Jeremy’s opinion, in executive search candidate development is most important.

Jeremy continued on to ask about how a sourcing professional continue to develop all the talent in their pool. Since I am not a sourcer I am not qualified to answer this. Sourcing is more a combination of research and initial recruitment (verification of the potential candidate’s qualifications which generally requires a conversation with that person). I do not interact with candidates, so I do not consider myself a sourcer. I consider myself a researcher. This is another topic entirely, at the risk of going off on a tangent, I will write more on this subject another time. This is also something that will be addressed at SourceCon, so come to Atlanta in September if you want the 411 on the name gathering/research/sourcing/recruiting debate

My thoughts on the topic of importance however, as I responded, are that comparing ‘importance’ of the recruiting function vs. the research function vs. the hybrid function (sourcing) is like asking ‘which came first, the chicken or the egg?’ and asking the question to both the chicken AND the egg. (in the end, we all get scrambled!)

Since I joined LinkedIn, I’ve enjoyed connecting with each and every one of you! Of course, I do not know all (nearly) 1000 people personally, but I do know many of you, and everyone else I am happy to contribute to your networks through introductions, referrals, and such.

I am SO close to breaking the 1,000 1st degree connection mark! I know I’m not breaking any records here, but I am excited about developing such a broad, informative, and all-around interesting group of connections. Who will be number 1,000 in my network? Stay tuned….I anticipate finding out before the end of the weekend.

If you’re NOT connected with me yet, I invite you to! Please click on this link and send an email to ahale at searchpath . com. Make sure to put in your message body “I’d like to be your 1,000th LinkedIn connection!”

Happy Networking!