Nicole and Shally discuss gaps in the candidate experience, like outdated career sites. Learn how to advocate for candidates internally and create a welcoming journey from start to finish. Plus, Nicole draws on 20+ years of HR experience to reveal keys to improving culture and the employee lifecycle. Learn how small gestures and empathy create belonging and loyalty.

Shally reconnects with veteran sourcing legend Steve Levy to discuss maintaining creativity and honesty in recruiting, building institutional knowledge, and leaving a lasting legacy.

Episode Summary:
In this episode, Shally Steckerl interviews his longtime friend and recruiting legend Steve Levy. They take a nostalgic walk down memory lane, reminiscing about the early days of social sourcing on sites like ERE.net. Steve explains how his natural curiosity and puzzle-solving drive led him to excel at sourcing research. Though now entering the "elder statesman" phase of his career, he remains passionate about spreading honesty, simplicity and humanity in recruiting. Steve shares war stories from tough searches that took months or years, emphasizing the need for persistence and continuous rethinking of approaches. He and Shally debate metrics, discussing the pros and cons of measuring offers versus accepts. They express concerns about the mass exodus of talent from recruiting and how institutional knowledge is being lost with constantly new hires and technologies. Steve stresses leaving the industry better through innovation, mentoring others and focusing on basics over hype.

About the guest:
Steve Levy is a globally recognized sourcing and recruiting innovator, writer and speaker, and tireless supporter of ERE, SourceCon and other global talent acquisition communities. Steve used to have hair, but has replaced this with tattoos and a dry sense of humor.

Watch Shally's Alley Live @SourcingInstitute 
Fridays at 1pm US Eastern Time (GMT-4) Shally Steckerl hosts candid discussions with industry leaders in Talent Acquisition and Human Resources.

Get the inside scoop on building a successful sourcing function from scratch! Shally Steckerl interviews Junius Currier, a talent acquisition leader who specializes in recruiting for classified government contractor roles. 

They dive into metrics, measurements, and reporting for sourcing, strategies for moving talent across contracts, communicating value to leadership, and more. 

Junius also shares his thoughts on hot new sourcing tech tools like Gem and ChatGPT. If you want to level up your sourcing game, especially in the government contractor space, this episode is a must-listen!

In this episode of Shally's Alley, Shally Steckerl sits down with Pete Radloff to dive into the psychology behind sourcing and recruiting. They tackle topics such as imposter syndrome, the pivotal role of empathy in the recruitment process, and the dangers of generalization bias. 

Pete emphasizes the importance of viewing candidates beyond their resumes and advocates for personalized outreach. While acknowledging the benefits of AI in recruitment, he firmly believes it cannot replace the nuanced human touch essential for genuine connection and understanding.

Can AI really transform recruiting without losing the human touch? How does culture impact the talent experience? What does a lizard groomer do anyway?

Master sourcer Gabi Preston Phypers joins on Shally's Alley to tackle these questions and more with host Shally Steckerl. Their candid conversation explores Gabi's eclectic career path and passion for efficient, ethical recruiting.

Learn why recruiters need to think beyond LinkedIn to find hidden talent pools and build an inclusive, comprehensive sourcing skill set. Discover fun techniques to handle odd recruiting requests.

Gabi and Shally also debate whether regulations help or hinder recruiting, trade search war stories, and translate British slang for Americans.

Walk away with tips to bring heart and humanity to a technology-driven industry.

Navigating security clearances is riddled with roadblocks. From a shrinking talent pool to classified work histories, recruiting cleared candidates demands creative problem-solving.

Veteran cleared recruiter Tommy Weinert, co-founder of  Mount Indie,  joins on Shally's Alley to tackle clearance conundrums. He shares clever techniques for identifying and engaging passive candidates with top-secret access.

Learn unique search strategies like geo-locating classified government contractors through Google Maps. Hear Tommy’s insights on building trust and demonstrating industry expertise.

Tommy also discusses aligning recruiting metrics to business outcomes, the dangers of over-reliance on AI, and misconceptions about passive candidates. He advocates for developing talent through internal promotion over external hires.

Whether you work in cleared defense recruiting or not, Tommy’s personalized outreach and partnership philosophies will inspire smarter, more authentic sourcing.

This list of interview questions from Shally Steckerl helps assess critical sourcing skills like research, competitive intelligence, creativity, communication, and teamwork.

Situational questions evaluate core competencies like search strategy, organizational skills, and mastering search syntax. Ask about search engines, keyword alternatives, formatting searches, and inbox management.

Behavioral questions reveal problem-solving approaches through real examples. Inquire about projects demonstrating research expertise, utilizing resume databases, leveraging social media, and handling complex searches.

Screen sourcing candidates' qualifications by combining interviews with assessments like behavioral questions or pre-screening tests.

Explore successes and challenges to understand strengths and growth areas. Ask about experiences showing teamwork, customer service, communication abilities, and times they taught peers.

Discussing both wins and struggles tests autonomy, resilience, and commitment to continuous improvement.

This well-rounded set of sourcer interview questions assesses hard skills and soft skills relevant to the role. Adapt questions to fit your hiring needs.