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Contingency Sourcing Project: Classification (Level 1 or Level 2), Estimated Cost follow this discussion
Hi Folks,
I have a contingency search, and I want to find out what type of sourcing it might require (Internet or Telephone, Level 1 or Level 2, as per: Glen's fine article below which I previously posted) and what you think it might cost for 10-15 hours of work.
With your permission, I'd like to let the group know what I find out from you without releasing names.
Thank You,Keith Hkeithsrj@sbcglobal.net+1.415.586.8265Head Hunting Spec
Position/Title
Sr. Account Manager
Location & local area codes if any
Greater Los Angeles, CA Area Codes
213 - Downtown Los Angeles, surrounded by 323 (October, 1947)
310 - Santa Monica, Malibu, Pacific Palisades, Compton, Torrance, Beverly Hills, Catalina Island; the southwestern portion of Los Angeles County. (Split from 213 on November 2, 1991; overlaid by 424 on August 26, 2006)
323 - a ring around downtown Los Angeles, including the Hollywood and Eagle Rock districts of Los Angeles, Florence, Montebello and East Los Angeles. (Split from 213 on June 13, 1998)
424 - Overlay to 310 (see above) (August 26, 2006)
562 - Long Beach, Whittier;Norwalk, Lakewood, Bellflower, Cerritos, southeast Los Angeles County and a small portion of coastal Orange County. (Split from 310 on January 25, 1997)
626 - Pasadena, El Monte, West Covina; the San Gabriel Valley and eastern suburbs of Los Angeles. (Split from 818 on June 14, 1997)
657 - Anaheim, Huntington Beach, Santa Ana, Orange, Garden Grove; northern and western Orange County(overlay with 714) (September 23, 2008)
714 - Anaheim, Huntington Beach, Santa Ana, Orange, Garden Grove; northern and western Orange County(Overlay with Area code 657) (Split from 213 on January 1, 1951)
747 - Will overlay 818, effective May 18, 2009.
818 - Burbank, Glendale, the North Hollywood, Van Nuys, Panorama City, Sherman Oaks and Northridgedistricts of Los Angeles; the San Fernando Valley. (Split from 213 on January 7, 1984)
909 - San Bernardino, Ontario, Pomona, and Chino; eastern Los Angeles County and southwestern San Bernardino County. (Split from 714 on November 14, 1992)
949 - Irvine, Laguna Beach, Newport Beach, San Juan Capistrano; southern and eastern Orange County. (Split from 714 on April 18, 1998)
951 - Riverside, Corona, Moreno Valley, Perris, Temecula, Murrieta; western Riverside County. (Split from 909 on July 17, 2004)
Company URL
Priority (high -low)
Medium-high
Position Description
Sr AM (Los Angeles, CA) Client: a multibillion dollar global managed health care company Location: Los Angeles, CA Engagement details: $20m/year engagement involving standard IT services and also non-traditional models like SaaS and subscription business models. Team size = 200+. Candidate must have healthcare domain expertise and strong communication and relationship management skills to interface at C-level for this $10b - $15b company.
Essential Qualifications
Experience selling IT/Consulting services to the Healthcare Vertical
Desirable Qualifications
“A book of business”
Companies/industries of particular interest
“Big 5”, “Next Tier” or large Indian Consulting Companies
Companies/Industries of no interest
Target Companies
190,000
155,000
136,500
135,000
105,000
91,000
62,000
Cognizant Technology Solutions
60,000+
Science Applications International Corporation
44,000
31,000
26,500
21,000
19,000
17,500
14,500
San Diego, CA
12,000
TCS
Wipro
HCL
Axon Consulting
and other Business Solutions Consulting Co’s
Additional information if any
Here are some questions:
* Do you have an exclusive? Rarely depends on the client sometimes as few as 3 vendors
* How motivated is the client? Depends on requirement; You would be working those where we intend to get action and placements and movement and feedback
* What is the hiring process? Generally a phone screen then a technical phone screen then..Depends
* Are there any additional specific qualifications required? Do you have a fuller description of their responsibilities?
Not for these two positions
* Education background? 4 year degree minimum * Years of experience? 5+ years for all positions…about 10+ for sales positions
* What would disqualify an otherwise suitable candidate? Already presented or applied himself to Company
* You mentioned a base of $120-$170k. What's the OTC? * Does it allow for relocation candidates? Some jobs do..these sales jobs do not; they want someone in the area who already is calling on clients etc
* Will the individuals need to come in to the office each day when they are not visiting clients, or can they work remotely? Most of the others require either traveling or in the office most days unless at a client site
* How many individuals do you want presented? 2 good candidates per requirement. (I’d like 5, please. –kh_)
The Two Levels of Candidate Sourcing
Posted at October 20, 2009
Many individuals and organizations treat the sourcing role and
function of recruiting searching for and identifying potential
candidates as an entry level position, and/or a simple and basic
task that does not require much skill or experience.
I agree.
I believe that it does not take much skill or experience to simply
transcribe job titles and required skill keywords into LinkedIn,
Monster, or an ATS and click search.
However, that oversimplified view of sourcing talent only describes
the most basic level of talent identification, of which, I believe
there are at least two.
Level 1 Sourcing
Level 1 Sourcing involves little more than taking titles and words
from job descriptions and entering them into Internet search
engines,
social networks, job board resume databases, and applicant tracking
systems to search for candidates.
This is the proverbial buzzword bingo, and does not necessarily
involve any real understanding (beyond surface level) of the roles,
skills, responsibilities, or technologies involved in the hiring
profiles or the candidates. These basic search terms produce search
results that are then cursorily reviewed for keyword matching.
Level 1 Sourcing involves a level of matching potential candidates
to
hiring profiles that is often superficial and generic very little,
if any, interpretive analysis is performed. This level of sourcing
can
in fact quite easily be performed by junior personnel/
researchers
almost anyone can match keywords.
Not only can Level 1 Sourcing be performed by junior associates, it
can (and often is) outsourced for $5 $7 an hour.
However, dont be fooled into thinking you are getting something
fantastic for that $5 $7 an hour youre getting exactly what
youve paid for. Which is Level 1 Sourcing.
In my opinion, there is no need to outsource Level 1 Sourcing,
because
it does not require any deep understanding of the roles being
sourced
for, nor does it involve any true analysis or creativity. As such,
Level 1 Sourcing is well suited for total automation. Why pay people
to match keywords when matching applications can do it for you for
considerably less than $5 per hour?
Many people are blissfully unaware of the fact that Level 1 Sourcers
from any company will essentially find the same potential candidates
as any other Level 1 Sourcer. Its a simple equation: same
keywords =
same results. This is one of the reasons why Level 1 Sourcing
provides
no competitive advantage.
Additionally, while Level 1 Sourcers can and will find SOME
candidates, they will not and can not find ALL potentially qualified
candidates available to them in the sources they are searching -
that
would be impossible, for many reasons that Ive written about
previously that are beyond the scope of this post.
And finally, Level 1 Sourcers are typically unaware of the people
that
are in the ATS, job board resume database, or social network that
they
are searching that their queries did not return. In fact, to them,
anyone that they dont find simply doesnt exist.
Level 2 Sourcing
This is the good stuff. Level 2 Sourcing moves well beyond simple
keyword matching and most certainly beyond a basic mastery of
Boolean
logic.
Boolean logic is easy to learn after all, theres only 3 main
operators! However, the magic of leveraging databases and
information systems for talent identification does not lie in the
Boolean search operators themselves, but in the following process:
Analyzing, understanding, and interpreting job opening/position
requirements - including elements which may or may not be explicitly
mentioned in the position description or BQs
Taking that understanding and intelligently and creatively selecting
titles, skills, technologies, companies, responsibilities, terms,
etc., to include (or to purposefully exclude!) in a query employing
appropriate Boolean operators and query modifiers
Analyzing the results of the initial search to assess relevance as
well as scanning the results for additional and alternate relevant
search terms, phrases, and companies
Based upon the observed relevance of and intel gained from the
search
results, modifying the search string appropriately and running it
again
Repeating steps 3 and 4 until an acceptably large volume of highly
relevant results is achieved
The real work of creating effective Boolean search strings lies in
the interpretive analysis of the need, in determining what terms to
include and exclude from searches and in what specific
combination, in
the analysis of the relevance of the initial search results, and in
the adaptive process of learning from the results to creatively
refine
the Boolean search strings to find well qualified candidates
people
who are highly likely to be (or know!) the right match for any
particular hiring need.
Unlike Level 1 Sourcing, Level 2 Sourcing involves and in fact
requires a deeper understanding of the roles, skills,
responsibilities, and technologies involved in the hiring profiles
being sourced for. In this regard, Level 2 Sourcing goes well beyond
explicit keyword matching and deep into implied experience and
capability matching.
In addition to finding all of the candidates that Level 1 Sourcers
can
find, Level 2 Sourcers can also find the candidates that Level 1
Sourcers have access to, but can not and do not find. Interestingly,
all Level 2 Sourcers will not find all of the same candidates,
specifically due to their varying experience and creative and
analytical ability.
And unlike Level 1 Sourcers, Level 2 Sourcers are acutely aware of
the
candidates they have not found, because they understand that every
Boolean string and search strategy will find some candidates, and
exclude others.
Level 2 Sourcing is Not a Junior Role and Cannot Be Automated
It is precisely because of the aforementioned reasons that Level 2
Sourcing cannot be performed by junior level associates it is not
an entry level role, nor can it be outsourced for $5 $7 an hour.
Okay, it CAN be outsourced at those rates, but you wont get Level 2
results. Remember, you get what you pay for.
Level 2 sourcing cannot be automated, regardless of what the vendor
representatives of artificial intelligence resume parse/match
applications may claim. This is because Level 2 sourcing requires a
posteriori knowledge which comes from experience, which comprises
knowledge and skill gained through involvement and exposure.
Applications do not accumulate experience or gain knowledge or
skill,
in the true sense of the terms.
AI matching applications essentially perform a form of pattern
recognition to classify data through parsing resumes and employing a
keyword/phrase taxonomy, which is built based on a priori
knowledge/
information extracted from the patterns and programmed into the
matching logic.
I recently spoke at the PDS Technology Conference and had the
honor of
seeing Dr. Michio Kaku present on the world of 2020 and beyond. Dr.
Kaku believes that Progress in artificial intelligence may come
to a
gradual halt around 2020. The two problems facing AI are pattern
recognition and common sense.
I was happy to hear that Dr. Michio Kaku believes that the
employment
market of the future will be dominated by jobs involving common
sense
(e.g. leadership, judgment, entertainment, art, analysis,
creativity)
and pattern recognition (e.g. vision and non-repetitive jobs). Jobs
like brokers, tellers, agents, low level accountants and jobs
involving inventory and repetition will be eliminated.
Thats great news for anyone performing Level 2 Sourcing, primarily
because it requires creativity, interpretive analysis, judgment, and
common sense (a natural understanding based upon experience) - four
things that machines and applications are intrinsically incapable
of.
Unlike AI matching applications, Level 2 Sourcers intrinsically
understand that resumes and social media profiles are imperfect and
incomplete representations of the people who created them, and that
they often do not explicitly mention all of their skills and
experience. As such, Level 2 Sourcers are not only able to find
qualified candidates based on the words they use - many can also
specifically search for and find people who have experience that
they
do not mention. In other words, some Level 2 Sourcers can find
people
based on what they dont say. This is a skill that can only be
developed over time from observation and experience.
Final Thoughts
Level 1 Sourcing can be performed by entry level associates or be
completely automated, as the level of matching produced is
superficial
and based primarily on explicit keyword and phrase matching. This
can
be quite sufficient for static and repetitive hiring needs for
simple
hiring profiles, where title searches will often suffice.
The value and the results provided by Level 1 and Level 2 Sourcing
is
vastly different - this is why some organizations see the sourcing
function as a low level or junior role, simply outsource it for $5
$7 and hour, or completely automate it. Interestingly, there are
sourcers who make $50 to over $100 an hour, and they are worth every
penny for the competitive advantage and value they provide to the
organizations they support.
Dr. Michio Kaku would classify Level 1 Sourcing as commodity based
capital, in that it is a product that is the same no matter who
produces it - man, woman, or machine.
People who perform Level 2 Sourcing are true knowledge workers,
whose
value is intellectual capital based in creativity, judgment,
analysis, common sense and a posteriori knowledge developed over
time based upon experience similar to senior Financial Analysts,
Business Analysts, Data Analysts and Business Intelligence Analysts.
Level 2 Sourcers produce a product that is quite different based on
who produces it, and it cannot be reliably replicated by machines.
To be sure, one could easily break Level 2 Sourcing out to at
least 3
different levels, because to lump everything more advanced and
sophisticated than Level 1 Sourcing into one broad category is
horribly limiting, but for the purposes of this article, it shall
suffice.
Human Capital Data data is the sword of the 21st century those who
wield it well are the Sourcing Samurai.
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