The Recruiting Animal

TWITTER -- LINKEDIN -- FACEBOOK

I specialize in Direct Hire Recruiting for Business to Business Sales Reps, specifically for Software as a Service Sales and Managed Services Sales positions. MSP, VAR, SaaS, I.T. Services, I.T. Consulting, as well as call center, customer service, administrative, and other professional positions. B2B, B2B Sales, Account Executives, Account Managers, Inside Sales, Outside Sales, SDR, BDR, Lead Generation, Cold Calling Gurus, Negotiators, etc.

@Adam_W_Gordon -- LINKEDIN -- COMPANY

How To Recruit Passives

How To Pick Candidates To Call From Your ATS.

Our guest on this episode of The Recruiting Animal Show decided to call in on a mobile phone from a noisy airport. Jerry got so mad he hung up and I was forced to edit out the wilder parts of the show and dump them into a separate file of outtakes which I am presenting here. Some people told me that it just sounds like the regular show but that's an outrageous idea.

@Adam_W_Gordon -- LINKEDIN -- COMPANY

How To Recruit Passives

How To Pick Candidates To Call From Your ATS.

I'm obsessed with building and nurturing talent pipelines. Candidate.ID® is the world's only dedicated talent pipeline software (one of the 10 most disruptive technologies in HR, 2016).

Our sourcing team can help you find and build relations with all the people you need to know plus we create world-class candidate nurture content.

If you want to join the world's only talent pipeline-focused community (launched May 2017), go to www.talentpipe.org -- To contact me, call UK +44 (0)7870 268288 or email adam.gordon at candidateid.com

Read my Talent Pipeline Playbook - https://candidateid.cnddtid.com/the-candidateid-talent-pipeline-playbook 

Me talking about creating virtual communities in March 2014 - http://youtu.be/zPQ_UwQq67w

- Ask me for the password for our interactive online LinkedIn profile tool

- Company Twitter - @Candidate_ID

@NinhTran09 -- LINKEDIN: 

Ninh Tran is everywhere on social media representing Hiretual, the super-duper sourcing tool.

But he's also a very down-to-earth, hands-on recruiter with lots of ideas and opinions.

And -- full disclosure -- he is also a sponsor of this show. And no ordinary person takes on that role.

@RichRecruiting -- LINKEDIN:

• Reduced time to fill by 53% -- by establishing clear recruitment processes with hiring managers

• Implemented a talent pipeline strategy -- to reduce the need for job ads in high turnover positions 

• Reviewed and updated company guidelines to improve OFFCP reporting compliance standards

• Improved quality of applicants -- by revising job postings to focus on attracting top talent available

The guest was a no-show. Claimed afterward that he was in a big meeting and closed a deal so he missed the "dial-in". And it must have been a long meeting because I had been asking him for two days to confirm without a reply. But, as Billy Shakespeare,said, alls well that ends well and it did end well.

We had a lot of good people on the call and we had an interesting chat about granular recruiting issues. So, thanks Jim Durbin, Maureen Sharib, Brian Stutt, Michael G Cox, Richard Baird, Paul Lipman, Jerry Albright (and Jeremy Roberts too).

@JodeSGG -- LINKEDIN:

Matching up the career goals of the talented engineers, product managers, and other brilliant people with amazing opportunities in Austin, San Diego, San Jose, Chandler, and South Florida (Deerfield Beach), all engaging environments where talented professionals can develop faster and further. We are growing our CPU, IoT, and Wireless teams - and other teams!

@mike1178 -- LINKEDIN -- FREE e-BOOK -- ARTICLES: 

Sourcing Manager, North America

Lead the development and creation of a sourcing center

Attaining more than 100K prospects divided into candidate talent pools based on current company and skill set from all major competitors.

Was then able to monitor the 100K plus contacts for job seeking behavior.

Recruiters were able to tell, based on our scoring, who was most likely to respond to attempts to recruit them.

Reduced time to fill, and driving down cost per hire. 

•Increased candidate response rate from 20% to 80% applying new tools, tactics, and techniques. 

•Conducted training for over 100 recruiters on topics that included sourcing, interviewing, and closing offers. 

•Created a Hiring Manager interview training program. Prior deployments of this system dropped interview to offer ratios from 1 in 8 to 1 in 3. 

•Lead teams ranging in size from 5 to 14.

I measure my success as a manager on how many of my sourcers were offered opportunities after they worked for me. Seven of the sourcers that worked for me were offered other roles inside of the company.

•Collaborated with Marketing in the creation of the Employer branding program.

•Developed a sourcing strategy template for clients in diverse industries.

@JackyeClayton -- LINKEDIN -- RecruitingTools -- RecruitingDaily -- ERE -- MEDIUM -- RECRUITINGSOCIAL -

The superfriendly fun-queen of recruiting. She writes articles. She interviews people live on-air. She lip-synchs while she's driving and posts it on Facebook.

@MilsteadRobin -- LINKEDIN