If you’re one of the many recruiters or sourcers that do not have a LinkedIn Talent Finder or Recruiter account, you’ve likely noticed that viewing “full” 3rd degree connections has become more of a challenge recently. Below, you’ll find several solutions that will allow you to view full 3rd degree and Out of Network connections on LinkedIn, with little effort.

At the time of this post, your best options are: “log out of LinkedIn” OR “open a private browsing session“ OR “perform a Name Search”.

Because logging out of LinkedIn is pretty self explanatory, I’ll list how to accomplish viewing 3rd degree connections without logging out of LinkedIn, which I personally find inconvenient.  (more…)

No doubt, if you’ve worked as a sourcer for any amount of time, you’ve heard what you consider to be some ridiculous comments from the recruiters you support. Here are some of my favorites that I collected from sourcers this week.

1) “Great! Can you go ahead and submit them to the hiring manager and get them set up for an interview? I’ll take it from there…” (translation – Please do most of my job for me, then I’ll swoop in at the end and be the hero.) (more…)

I have managed to survive my first three days as Editor of SourceCon!   My primary focus this week (apart from learning to use a Mac again) has centered on two themes:

• One of the first things I jumped in to was preparing the agenda for SourceCon Seattle  - I need your help on this…  If you know of anyone that you would like to hear speak, or if you have any ideas for sessions, please be sure to email me. My predecessor, Lance, left me with a list of speakers he had started conversations with. I am continuing those conversations and reaching out to other prospective presenters. Look for more details on the final agenda early in June!
• My second priority is recruiting additional contributors for SourceCon - Whether you have never blogged before, or you are a seasoned veteran, we should talk. What has made SourceCon so special over the years is that it has been a place for practitioners to share knowledge with the rest of the sourcing and recruiting community. I would love to hear from all of you interested in contributing guest posts. Are you sourcing with a new tool? Have you discovered a new way to source a site that you want to show your peers? If you aren’t sure what to write about, I would be happy to give you some ideas to get started.

Early this week I selected four of my favorite SourceCon posts that I think are timeless. (more…)

Many organizations do a good job of diversity recruiting at the college and mid-management level, but often fall short when it comes to the senior management ranks. It is well-recognized that having women and people of color in the top spots will assist in your overall diversity sourcing efforts as well as in retention of diverse mid-managers and entry-level employees.

Dedication to attracting talented women and people of color who often are underrepresented at the senior management and board levels of many organizations has now become a priority.

Traditional sourcing methods used by internal recruiting departments, such as posting jobs and identifying individuals in similar positions may not yield the desired results when attempting to build an inclusive workforce. Thus, hiring organizations often turn to search firms, insisting on an inclusive candidate slate, but often are disappointed with the results.

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More tech startups than at any time in the last four years will be looking to hire this year, says Silicon Valley Bank, but they worry they won’t be able to find the talent they need.

Even as most leaders and founders of the firms surveyed by the bank for its annual Startup Outlook say conditions in the U.S. are better this year than last, the number of them who report hiring talent is their biggest challenge has grown. Nine out of 10 executives report finding and hiring the talent they need is their biggest challenge.

The annual survey, says 87% of the tech startups reported plans to add staff this year. That’s up four points from last year, and 14 points from the first survey conducted in 2010. The strongest market for startup hiring, according to the report, is Texas. The Boston area and metro New York are 3rd and 5th respectively. (more…)

A colleague recently told me that she felt like every job she has had has helped to prepare her for the role she just accepted. I feel the same way about the long, winding path I have taken through the talent acquisition world. It’s been a fun ride, and I am excited to take all of those experiences with me as I embark on a new adventure. On Monday, May 20th, I join ERE Media, Inc. as the editor of SourceCon.

I am humbled and excited to have the opportunity work with the SourceCon community and the ERE Media team. I have been to two SourceCon events in recent years (New York and Dallas). The lessons learned, and the contacts made, have definitely helped to shape who I am as a professional. (more…)

Between January 1, 2010 and March 2012 there were 157 venture capital transactions, totaling $966 million, funding companies focused on solving HR and recruiting challenges. That’s great news for the HR industry because it means access to new tools and technology designed to help source, recruit and retain new talent.

But here’s the bad news: Three out of four of these new businesses will never return investor capital — they’ll fail. But what if the problem isn’t with their technology? What if the problem is our fear of failure?

I’m going to ask you to make a big assumption: That the reason these businesses are failing is not because of the viability of the idea they’re centered around. Even in the entrepreneurial-friendly climate we’re in, funding an idea typically means verifying that there’s a market for the idea and, at least, a founder or founding team capable of bringing it to life. (more…)

The document was made public recently due to a Freedom of Information Act (FOIA) request filed by Michael Morisy and posted on Muckrock.  The request was filed on April 13 and  fulfilled on May 8. The document appears to have been created to help government operatives understand how to retrieve information on the web.

Though last updated in February 2007, it contains massive amounts of data that will help sourcers and recruiters as they work to improve their sourcing skills and understand how the internet works.  (more…)

Here are a few of the tools that can make your mail more manageable:

Followup.cc — Follow up is a must-use tool for recruiters. Often there is something in your Inbox that you want to act on, but not right away. Or maybe you want to reply to a message and follow back up if you haven’t heard back within a certain amount of time. Followup.cc is a life-saver in these situations. I’ve been using it for over a year, and it’s one of a small number of things I can credit to making me almost bulletproof in my ability to follow up. It’s relatively inexpensive and very easy to use. (more…)

Both suck down the waste you don’t want. Both will also suck down the occasional thing you do want, like a misplaced ring, or an email from a friend who uses exclamation points like a kid eats candy and doesn’t know enough not to capitalize every other word.

And, from time to time, both need attention.

Here, though, is where the analogy ends. Unlike your kitchen sink, your desktop spam filter is almost certainly the second (or even third) system disposal for email. Unless you invariably use webmail, and religiously check its junk folder, I can almost guarantee you are missing emails that no one would ever think are spam.

The culprit here is Gmail. (more…)