High-performing recruiters conduct more accurate searches, spend mornings engaging with candidates through phone and email, leverage multiple channels like phone and social media to engage candidates, have strong emotional intelligence skills, and build large professional networks on sites like LinkedIn to generate higher response rates. They focus on quality over quantity of efforts.

1. Good to
Really Great
The 5 Habits of High
Performing In-House
Recruiters
Insights from the
2014 Global Sourcing
Survey & Social Talent
Behavrics Research
Data

2. Johnny Campbell
Founder & CEO
Social Talent
@socialtalent

4. What does Great look like?
•More Candidates, Faster
•Better Qualified Candidates
•People who Want to work for you
•Improved Response Rates

5. What do recruiters really do in their
daily Sourcing activities?

6. 2104 recruiters monitored
1200 recruiters with performance data
Professional Networks
Other Social Networks
Job Boards
Others
• 110 Webpages
• 7x more time spent on LinkedIn than
Job Boards
• Average of 7 LinkedIn searches
• Only 10% of all searches were
Advanced Searches
• Just 4% of all searches contained
Boolean
• 60% of all LinkedIn searches are
conducted after 2pm
• Average 11 LinkedIn profile views
Recruiters’ Average Daily Online Activity

7. Searches Conducted
0
4
8
12
16
High Medium Low
Searches Conducted per day
High-performing
Recruiters conduct 65%
fewer searches per day
than Low-Performing
Recruiters

8. How can you perform better if
you search less?

9. 1
High Performers
run more accurate
searches

10. E
Engage
I
Identify
S
Submit
C
Contact

11. E
Engage
I
Identify
S
Submit
C
Contact
?

12. E
Engage
I
Identify
S
Submit
C
Contact
95%

13. .Net Developer
SQL
Agile
San Francisco Bay Area

16. engineer

17. enginer

18. enginer

19. enginner

20. enginner

23. .net
developer
agile
sql

24. (“.net" OR "asp" OR "dotnet" OR "dot net" OR "c#" OR "c++" OR "asp net" OR "c# net" OR "net"
OR "ado net" OR "visual studio" OR "wcf" OR "sql" OR "vb net" OR "sharepoint" OR "c sharp" OR
"wpf" OR "vb" OR "visual basic" OR "mvc" OR "clr" OR "iis”)
("developer" OR "coder" OR "programmer" OR "dev" OR "architect" OR "engineer" OR "software"
OR "analyst" OR "development" OR "develop" OR "ninja" OR "program" OR "designer" OR
"programator" OR "programmeur" OR "ontwikkelaar" OR "web" OR "design" OR "developed" OR
"analyst programer" OR "wizard" OR "consultant" OR "engineering" OR "technical lead" OR
"entwickler" OR "ingenieur" OR "consultant" OR "developpeur" OR "contractor" OR "utvikler" OR
"expert" OR "eng" OR "desinger" OR "lead" OR "sde" OR "devops" OR "enginer" OR "enginner"
OR "code" OR "developing" OR "specialist" OR "programmierer" OR "administrator" OR "guru"
OR "coding" OR "it" OR "entwicklerin" OR "softwareentwickler" OR "programista”)
("agile" OR "dsdm" OR "scrum" OR "kanban" OR "bdd" OR "tdd" OR "lean" OR "xp" OR "test
driven" OR "scrummaster" OR "waterfall" OR "extreme programming" OR "sdlc" OR "software
development life cycle" OR "test driven development" OR "continuous integration" OR "ci" OR
"sprint" OR "aup" OR "crystal clear" OR "dsdm" OR "dynamic systems development" OR
"essential unified" OR "essup" OR "fdd" OR "feature driven development" OR "gsd" OR "open
unified process" OR "openup" OR "tdd" OR "velocity tracking”)
(sql OR mysql OR "t-sql" OR tsql OR "pl/sql" OR plsql OR ssis OR ssrs OR sql2012 OR mssql OR
sqlserver OR "ms-sql" OR "structured query language" OR nosql OR postgres OR postgresl OR
sql2008 OR vba OR tableau OR bi OR rdbms OR ssas OR etl OR sybase OR "relational
database" OR qilkview)
.net
developer
agile
sql

26. source.socialtalent.co

27. 2pm - 6pm
0
15
30
45
60
High Medium Low
High-performing
Recruiters conduct more
searches between 2pm
and 6pm
What time of day do
Recruiters Search?

28. If high performing recruiters
are spending less time
searching in the morning…
what exactly are they doing
instead?

29. I
Identify
S
Submit
C E
Contact Engage

30. I
Identify
S
Submit
C E
Contact Engage

31. 2
Mornings are for
Engaging with
Talent

32. What is the best hour of
the day to send an email? 6am

33. Source: Yesware, December 2013

34. 1.In the message, on the Options tab,
in the More Options group, click
Delay Delivery .
2.Click Message Options.
3.Under Delivery options, select the
Do not deliver before check box,
and then click the delivery date and
time that you want.

36. How are Recruiters reaching out to
Passive Candidates?
Connect Other
38% 30% 21% 6% 5%
Source: © 2014 Global Sourcing Survey, Social Talent & Alexander Mann Solutions

37. Does Medium of
Engagement effect
Response Rates?

38. Phone
InMail
Email
Connect
0% 12.5% 25% 37.5% 50%
30%
16%
8%
0%
22%
22%
26%
50%
Connect
Response Rates by Medium
> 40% response
0-10% response

39. 3
High Performers
leverage different
mediums to engage

40. ?

41. Finding Phone Numbers
google.com/maps

42. Finding Phone Numbers
google.com/maps
Social Talent, Dublin

43. But surely people don’t want to be
cold-called at work about a job?
What is the Purpose of your Pitch?
How many Interactions
does it take to close a
Candidate?
4 8

44. Private
+

45. # of Responses
0
7.5
15
22.5
30
1st 2nd 3rd 4th
Perseverance Pays Off!
(Source: Sara
Fleichsman, HP Seattle)
How many times should
you follow up?

46. I
Identify
S
Submit
C E
Contact Engage

47. I
Identify
S
Submit
C E
Contact Engage
?

48. I
Identify
S
Submit
C E
Contact Engage
>65%

49. What drives people
to change jobs?

50. Talent Trends 2014
What’s on the minds of the
professional workforce
Top 5 motivations
for changing jobs
When considering a job switch it turns out that the world’s professionals have
very particular preferences. While money is an important factor to both active
and passive candidates, it is a much higher priority for passives. As a matter of
fact, they say it’s their number one motivation to switch careers, followed by work/
life balance. Active candidates, on the other hand, are relatively more interested
in opportunities for advancement and more challenging work.
Active Passive
Most important factors in seeking or considering a new job
Greater opportunities for advancement1
2 Better compensation & benefits
3 More challenging work
4 Better fit for skill set
5 More learning opportunities
Better compensation & benefits1
2 Better work/life balance
3 Greater opportunities for advancement
4 More challenging work
5 Better fit for skill set
?

51. 4
High Performing
Recruiters have
high EI

53. Interrogative: Ask Questions
You, Your, Yours

54. Concreteness
How do we make our ideas clear?
We must explain our ideas in terms of human
actions, in terms of sensory information.
Naturally sticky ideas are full of concrete
(sensory) images.
We are 20 people, 12 in Dublin, 6 in
Poland and 2 lads (Vince and Walter) who
live in Cork and refuse to move to Dublin.
Our office is next door to a cool
university, on the tram line, we have a
cool Smeg fridge and our oldest plant’s
name is Harry!
We are 20 people, 12 in Dublin, 6 in
Poland and 2 lads (Vince and Walter) who
live in Cork and refuse to move to Dublin.
Our office is next door to a cool
university, on the tram line, we have a
cool Smeg fridge and our oldest plant’s
name is Harry!

55. S
Submit
E
Engage
I
Identify
C
Contact

56. S
Submit
E
Engage
I
Identify
C
Contact
>20%

57. Social Media Visits (%)
0
4.5
9
13.5
18
High Medium Low
High-performing
Recruiters spend 8x more
time on social sites
Use of Social Media

58. <500 Connections
0
15
30
45
60
Highest (>40%) Lowest (<10%)
Response Rates by size of
LinkedIn Network

59. >2000 Connections
0
15
30
45
60
Highest (>40%) Lowest (<10%)
Response Rates by size of
LinkedIn Network

60. >2000 Connections
0
15
30
45
60
Highest (>40%) Lowest (<10%)
Response Rates by size of
LinkedIn Network
Poorly networked
recruiters are over 10
times more likely to have
low response rates

61. 5
High Performers
leverage Social
to build trust

62. Hi Johnny,
Your experience with Social Talent over
the last 4 years really made you jump off
the page when I viewed your profile...

63. Members with >2,000 connections
report response rates 10X better
than those with <500 connections

64. Robert Cialdini: 6 Key Principles of Influence

65. Robert Cialdini: 6 Key Principles of Influence

66. 5 Traits of High
Performing Recruiters

67. 5 Traits of High
Performing Recruiters
1. They search with precision
(95% accuracy)
2. Mornings are for talking to
talent (6am emails)
3. They Engage across
multiple channels (phone is
king)
4. They have high Emotional
Intelligence (Fast & Slow)
5. They build trust &
reputation online (500+)

68. Booth 104
@socialtalent