Recruiting Research BlogBest Practices in Executive Search Research and Candidate Sourcing
Welcome to the Intellerati Blog. We are an executive search research and recruiting sourcing practice committed to fixing what is broken about recruiting. Recruiting your next top executive or technologist shouldn’t have to be that hard. And honestly, we know that it doesn’t have to be. All we need to do is make executive search smarter. Because smarter is better.
Smart Sourcing. Genius Recruiting.
Intellerati advocates for an information-rich, data-driven, mindful approach to executive recruiting. It is the right thing to do and it is time. Founded by an award-winning investigative reporter and TV journalist, we have witnessed the power of information and it is beautiful to behold. It holds the potential to transform recruiting as we know it. We believe executive search models should be updated. We believe conflicts of interest should be banished. We believe recruiting research and sourcing needs a serious upgrade.
We are not a traditional executive search firm or recruiting research practice. (That wouldn’t be very fun or interesting.) So if you’re longing for the same-old-same-old, walk on by. But if you’re seeking new executive recruiting ideas, talent acquisition perspectives, and new ways of doing things — we’d enjoy beginning a conversation with you here. We invite your comments. We really do care what you think. While we are pretty serious research experts, we will forever remain students and are interested to learn from you as you learn from us.
So pull up a chair. Check out a blog post or two. Then let us know what you think.
[slideshare id="10422110"] A Slideshare presentation I put together a while ago on why recruiting needs to be investigative.
Unlike many heads of executive recruiting firms, I am not a LinkedIn denier. LinkedIn is a tool — a useful one — that can be deployed to help recruit candidates to any company. Undoubtedly it has helped to fill a good many openings across a wide range of functions.
Most headhunters are not candidate sourcing or recruiting research experts. Headhunters would rather focus on “more important” things like reeling in the next client. There’s a reason . . .
Passive Candidate Sourcing with the Federal Election Commission Database by Krista Bradford (Originally published on ERE.net Jun 7, 2002) Whenever I am working on a search, I try to identify candidates by using unusual sources of information. I’ve come to appreciate...
In social networking circles, a low LinkedIn member ID number gives you street cred. Because LinkedIn numbers its users sequentially. the lower the member ID, the longer you’ve called LinkedIn your business networking home.
Really, name gen! Like there’s a such a shortage of names that the 100 million registered users on LinkedIn feel so alone. That’s like saying that brothers or sisters on the TV show 19 Kids and Counting just can’t get enough of each other or that the Octamom is lonely. Wait, she still is! I mean, really!
The first dumb thing that recruiters do is treat passive candidates like active ones, a stance that mistakenly presumes intense interest, if not desperate need, for the job. However, I would add recruiters who do want to treat passive candidates differently often lack the right tools.
Candidate or executive mapping — tracing the reporting relationships of prospective candidates you identify — is a powerful way to bulletproof talent acquisition. When you map specific teams at target companies out of which you recruit, you are raising your game by making sure you that your don’t miss talent that should be included on your list of prospects.
Passive Candidate Data: Sourcing Deep Data is Best Passive candidate sourcing for candidates is difficult for corporate recruiting teams to scale. The passive candidate data is shallow. It rarely provides the depth of information needed to determine whether a...
Recruiting research should develop qualitative information about passive candidates early on to reduce the risk of candidate implosion. Quite simply, you must insert a step in your sourcing process to calibrate or pre-reference candidates to determine who’s got sterling reputations and who’s got rusted ones.