Employers are offering creative perks to attract and retain today’s workers.
Plus all the HR resources you need to be more efficient and effective this fall!
SHRM Seminars will host HR education every month in San Francisco this fall! Select the program that meets both your scheduling and development needs.
September 27 - 28.
Dingee has been in the sourcing industry for 17 years and has been named a “Top 25 HR Trendspotter,” “Top 25 Most Influential Online Recruiter,” “Top 25 Online Digital Influencer” and more. When she was pregnant with her second child, she reduced her hours at the company where she worked at the time. That’s when her sourcing career began to take off.
She eventually found herself working 40-plus-hour weeks again, consulting for other companies and training others in social network sourcing. She now telecommutes full time, sourcing high-level candidates for nonprofit organizations.
Dingee has 14,000 followers on
Twiitter and 500-plus connections on
LinkedIn. She’s also a popular featured blogger at the talent management site
Fistful of Talent.
One of our key resources is our own internal applicant tracking database. We use iCIMS, which is great because it’s scalable and customizable. I spend a lot of time doing keyword searches and speaking with hiring managers. I want to get to the heart of what they want in a candidate beyond just years of experience and education.
How She Finds Talent
I do deep searches on LinkedIn and Facebook. There are many unique user groups on Facebook. Whatever you’re looking for, you can find it. It’s so dynamic, and the people are engaged. On any given day, there’s always somebody I can talk to. I also monitor job boards such as Indeed and self-promotion sites such as about.me. And I look for experts at conferences and government agencies and through industry publications.
How She Reels Them In
Conference brochures and published papers can be a good starting point for finding innovative leaders in their field. When I make contact, people are often dubious; they simply can’t believe that they’ve left enough of a digital footprint to get the attention of someone outside their area of expertise. So I walk them through the steps I took to find them. That usually leaves an impression and opens up a discussion about hiring.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Your session has expired. Please log in again before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Join SHRM's exclusive peer-to-peer social network
SHRM’s HR Vendor Directory contains over 3,200 companies