Sourcing Summit NZ is back


After a successful event last year, The Sourcing Summit is back again.

Once again #SOSUNZ will highlight the important role of talent sourcing in NZ and will provide attendees with the opportunity to learn from international experts. SOSUNZ will address all aspects of the rapidly changing world of talent sourcing, equipping you with all the tools you need to be a better talent sourcer.

Three of the top global sourcing thinkers and practitioners – Bill Boorman (UK), Irina Shamaeva (USA) and Gad Weinbach (Australia) – will present at the event. We will tackle everything related to sourcing including the following:

– How to find people who have no online footprints
– Sourcing using referral networks
– Sourcing without Linkedin
– Hacking Linkedin for productivity sourcing
– Facebook Graph Search
– Advanced Google+ search
– Advanced talent mapping & phone sourcing and more

Check out the details here.

This year the format is different. There will be less speakers and the sessions will be more hands-on and will focus more on workshop style learning. The event will also be held in two locations: Auckland 29 July & Wellington 1 August

Our popular social networking event will be back. This year we are introducing an optional dinner for those wanting to network after the event.

SOSUNZ is designed for sourcing practitioners and anyone involved in talent acquisition. Do not miss out. Early bird price ends on 23 June. Register now.


Observations from #sosunz 2013

7 Random Observations from Sourcing Summit NZ

Source: Whiteboard

Hands up if you were at the inaugural Sourcing Summit NZ at the Hilton in Auckland yesterday?  Good for you.  I hope you had fun, learned lots of stuff, met some people and have an equally fuzzy head as I do this morning.  Now I have returned to my recruitment desk (yes indeed, I am not actually a full time writer and blogger, hard to believe I know) and I’m staring at an inbox more stuffed than a letterbox bearing the sign “We love junk mail” having just returned from a two month retreat learning Reiki in Sapporo.

People always go on about “takeaways” from conferences like this, but one person’s gourmet pizza is another’s box of Dixie chicken and chips, so those of you who attended can glean your own.  What I’d recommend for those who couldn’t or wouldn’t attend and those of you brain-fried from the glut of information delivered yesterday, is to visit and type #sosunz into the search box, to get a pretty concise, interesting and occasionally entertaining list of soundbites, learnings, links, photos and “takeways”.

But I must start tackling my mound of correspondences and actually respond to people, so instead I offer up some brief observations from yesterday, and encourage you to add your own in the comments:

  1. It all pretty much boils down to engagement.  There were plenty of great presentations from experienced recruiters and sourcers who all bring their own unique style to their art.  Some use science and machines more than others, who rely on old-fashioned phone calls and actually meeting people.  But nothing is ever achieved by any of them without building up a brand (personal or employment), cobbling together a following, attaining perceived credibility, applying expertise, and winning the hearts and minds of their targeted future employees / candidates.  This is called engagement, and it still requires the art of a recruiter to leverage that into a job application, no matter how much science is applied to the process with things like LinkedIn Recruiter.
  2. Irina Shamaeva may sound like a female Stephen Hawkins but she also has an equally prodigious intellect and mind-blowing capacity for bending big data into successful sourcing.  She has more tricks up her sleeve than a magician at a kids birthday party and I for one found it hard to keep up.  Luckily you can visit her blog Boolean Strings to digest everything at your own pace.  She is also a cunning weasel who knows a few “back doors” around LinkedIn meaning you can access things for free that others might have to pay a premium for.
  3. It’s possible to have a cheesy presentation that actually gets a point across, kind of, eventually (I think?).  When I say “cheesy” I’m not talking David Brent in a tight white T-shirt and baseball cap swung round backwards, I’m talking about the actual use of cheese, and a grater, to explain communities and engagement.  You probably had to be there – just ask Mark Sumner for more details.
  4. Devising a sourcing strategy for a crap FMCG company using solely Instagram and no other channel is ridiculously difficult.  But made easier and, dare I say it, “potentially viable”, when you have people like Jenny Martin, Justin Pipe and The Bosh on your team.
  5. There was an encouragingly large number of out-of-Auckland recruiters who’d made the effort to attend the conference.  Well done to places like Gough Group, Canterbury DHB, NZ Post, MoBIE, Dept of Corrections and Geneva Health for your wise investment.
  6. There was a distinct absence of agencies present.  It’s true that a lot of what was said might have more direct application to the internal side, but there was plenty of interest for agencies too, and the ones that did attend certainly benefited from some unrivaled networking opportunities that makes the financial outlay a no-brainer IMHO.
  7. Finally, if you do decide to host a pre-conference party and put drinks on for the next day’s delegates, don’t entrust the speaker’s T-shirts with Sean Walters.  Especially not the women’s T-shirts…..
Just don’t……
OK that’s yer lot for today.  Thanks to Philip Tusing of Destination Talent for having the balls to bring his Sourcing Summit to our shores, to the speakers for sharing such valuable expertise, and for everyone who attended the event – hat tip to you all.
Onwards to #RHUBNZ which returns in October.  Rumour has it your Whiteboard blogger might be MC too…

Move to internal recruitment pays off for IT company

Source: Shortlist

One of the biggest barriers to moving to an internal recruitment model is convincing hiring managers who are used to picking up the phone and ringing their favourite recruitment company, to support the new system, says Certus Solutions Australia and New Zealand talent manager, Carol-Ann Hickmore. Read more

How to improve your Twitter sourcing

Once you’ve found the passive candidates you’re looking for on Twitter, don’t jump in too quickly and try to sell them your job, says social sourcing expert Kirsti Grant. Grant, who is head of talent at NZ software start-up Vend, told the NZ Sourcing Summit in Auckland yesterday that recruiters often joined Twitter, then found that getting started was hard. Read more

Global mobility program boosts PwC sourcing

Source: Shortlist

Also speaking at the Summit, PricewaterhouseCoopers recruitment manager Amy Gregory said PwC in New Zealand benefitted from a significant global mobility program, which delivered 40% of its hires.

“We’ve got a lot of people over here on secondment from various territories around the world. So we try to tap into their networks – as soon as someone starts, we promote the employee referral program in their induction meetings.” Read more

Recruiters: Can you demonstrate the value you create?

Source: Shortlist

Internal recruiters should look for ways to demonstrate the value they bring to their company, otherwise they risk being viewed as just another “overhead”, says Deloitte New Zealand talent acquisition manager Paul Smith. Speaking at last week’s NZ Sourcing Summit in Auckland, Smith said that when he reported to his bosses at Deloitte, the conversation was focused on value and competitive advantage. Read more

Engage with candidates to create recruitment advocates: ASB Bank

Source: Shortlist News

Maintaining a dialogue with your candidates can turn them into passionate advocates for your business, says Mark Sumner, talent sourcing manager at New Zealand’s ASB Bank.

Speaking at the NZ Sourcing Summit in Auckland yesterday, Sumner said ASB used LinkedIn and other social media to create talent communities where it engaged with skilled workers – sharing information, showcasing its culture, and alerting them to opportunities. By keeping candidates warm even if there wasn’t a specific job in the mix yet, the company built valuable relationships. As an example, Sumner said that about a year ago a top banker had relocated to New Zealand from South Africa, and had joined ASB’s talent community. <more> Read more