Benjamin Gledhill, Employer Branding & Candidate Experience Manager, Manchester Metropolitan University Tech Direct Sourcing Beyond LinkedIn

1. Ben Gledhill
Employer Branding & Candidate Experience Manager
Tech Direct Sourcing Beyond LinkedIn
@recruiterguynw

2. What will we look at today
 The tech candidate; 2005 v 2017
 True benefits of Direct Sourcing
 The code behind the success
 What works well and what does the future look like

3. The tech candidate; 2005
 Open Source seen as a “bedroom hobby”; weak commercial strength
 Organisations able to cherry pick “best” candidates
 Rec Cons have a pretty strong hold on the market
 Handful of companies advertising and sourcing ‘Directly”
 .NET starting to bubble away, Java also popular

4. The tech candidate; 2017
 Open Source seen as a go-to for tech startups & Digital Retailers
 Candidates have the pick of jobs; simple lack of talent in the
market
 Developers rule the World and have become an entity in their own right
 Candidates swamped with poor In-Mails and “Dream job” requests
 Javascript, SQL, Java, C#, Python, PHP all leading the way
 Coding clubs in schools as popular as most sports/activities

5. So why are Rec Cons still making placements?
“In a dark place we find
ourselves, and a little more
knowledge lights our way.”

6. @recruiterguynw
There is more to life than…

7. @recruiterguynw
Cost is not the biggest benefit…

8. @recruiterguynw

9. EMPLOYEE
LIFECYCLE
 Resourcing
 Careers site
 Job adverts
 Social Media
 Application
 Screening
 Assessment
 Offer/Reject
 Post-offer
 Onboarding
 Induction
 Team/Org introduction
 Performance Management
 Development
 Internal Mobility
 Communications
 Benefits
 Culture & Values
 Reward
 Exit process
 Leaver data
 Alumni registration
 Re-join
EMPLOYEE VALUE
PROPOSITION
 Transparent
 Authentic
 Human

10. “Taking control of the
experience. An agency can’t sell you as well as
your own team.”
“ is critical.”
“Ability to share engagement through
true Brand Advocates.”
“Better = better retention &
greater productivity = lower costs.”
@recruiterguynw

11. @recruiterguynw

12. @recruiterguynw

13. DD
Johnny Mayflower Smith
Generic Recruiter at FTSE100
Good Afternoon,
My name is Johnny and I am hiring
a Developer based in London for
£50,000. Can I please speak to you
about the job as I know you will be
a great fit.
Best Regards
Johnny Mayflower Smith
Global EMEA APAC Talent
Acquisition Specialist Recruiter
@recruiterguynw

14. @recruiterguynw

15. Who are you trying to
attract
Where to find them
How to build credibility
How to build
relationships
The Direct
Resourcing Code
@recruiterguynw

16. Act like an expert
Empower their brand
advocacy
Assert your knowledge
through coaching
Keep it positive
Recruiter & Hiring
Manager collaboration
@recruiterguynw

17. @recruiterguynw

18.  ATS & Careers site
 The biggest social network
 Job adverts
 Know your business
 An engaged & coached hiring community
 Brand Advocates = Leads
 Sourcing training
@recruiterguynw

19. Who are you trying to attract:
 Software Developers
 Various levels of experience
 .NET & Java
 Located at our Head Office
Where to find them:
 Big social users
 StackOverflow & Github
 Hack events in the NW
 LinkedIn reputation damaged
 Word of mouth highly popular
How to build relationships:
 Make your Talent Bank easy
 Insightful content
 Staying up to date with tech
 Relevant only comms
How to build credibility:
 High detail around organisation, role, skill-
set, code/stack, benefits
 Quick & smooth assessment process
 Ultra-passive approach
 Be genuine in all comms
@recruiterguynw

20. @recruiterguynw

21.  When you do approach think “what’s in it for them” &
“what will excite them”
 Keep up with your market. No one likes a blagger
 #behuman – people buy into people with emotions, not
corporate robots (tell the Gazza story; thanks Stanners)
 Discover people; find their interests, drivers and understand their persona
 Social conversation is 10 x more powerful than a direct email
 Treat every “lead” as an individual; bcc or multi-email is the devil
@recruiterguynw

22. @recruiterguynw

23.  Web Browser & Sourcing tech/tools continue to develop
 Social networks & events will continue to be king
 The rise of AI/Algorithms…however remember we’re not robots
 We will all become Employer Branding specialists
 Consumer v Candidate model adoption
 Bye bye ATS…hello CRM
@recruiterguynw

24. Ben Gledhill
Employer Branding & Candidate Experience Manager
Tech Direct Sourcing Beyond LinkedIn
@recruiterguynw