#SOSUDE DIGITAL PASS
Videos of all #SOSUDE talks
#SOSUDE19
10-11 Nov 2020
SPECIAL DEAL
#SOSUDE19
Videos of all #SOSUDE talks
#SOSUDE19
10-11 Nov 2020
SPECIAL DEAL
#SOSUDE19
Videos of talks from #SOSUDE 2019
Dissecting the role of culture in sourcing. This session will look at the importance of cultural fit when sourcing for talent. It’s easy to do keyword searches, but not very easy to source someone who can fit well into the company. This keynote session will show you the why and how of embracing cultural fit into sourcing.
Passive candidates seem harder and harder to find with the onset of GDPR and restrictive German privacy laws. In this session master talent sourcer Barbara will show ten unique and practical tactics to find passive candidates. Passive candidates aren’t actually passive if you know how the right and legal way to find them.
OSINT tools and techniques are part and parcel of any serious sourcer. This session will hone in on the latest useful OSINT tools and techniques to apply to sourcing. It will all offer a refresher on OSINT growing importance to the field of sourcing.
Sourcers are great at finding talent, but not very much attention is paid to the role of personal branding and marketing tactics to enhance sourcing. It’s equally important to have a strong personal brand to be able to influence the talent you seek. In this session Curley will share her personal story on how she build her personal brand and used marketing tactics to enhance her sourcing.
Why should growth tactics matter to sourcers? In the fight to find the best talent what tactics can get you noticed? This session will explore how you can use growth hacking thinking and tactics to excel in sourcing. Marcel will explore some of the proven ways to get more exposure or applicants. This is a hands-on practical session where you will be shown how to use some of the new tools and techniques to power your sourcing. This is sourcing at its most sophisticated and useful.
As one of the backbone industry of the German economy, the automotive industry has particular challenges in talent attraction and management. In this session, Carsten will showcase best-practice sourcing strategies for MINT (mathematics, informatics, natural sciences, and technology) professions in Germany.
The role of candidate’s personas and corporate EVP in sourcing. This session explores the idea that we cannot conduct effective sourcing projects without data and intelligent insights.
If Josef wrote another book it would be titled: “Recruiters are from Mars, Candidates are from Dresden”. Recruiters create artificial robots and fly around in augmented reality but candidates are subjected to boring XING invitations or a telephone call. We hear it from everywhere – virtual reality, mixed reality, chatbots, artificial intelligence, natural language processing, and others. But what is really your competitive advantage in today’s sourcing market?
In this session, Josef will try and connect the disconnect between candidates and recruiters. Amongst other things he will show:
– How to dominate the recruitment market through people & tech
– Which operating sourcing model is the most optimal
– The future of sourcing and what technologies are applicable already today
– Business personal branding as the most underestimated element of today’s HR marketing
Warum sollte eine Top-Kandidatin, die sich in einem bestehenden Arbeitsverhältnis befindet und andere attraktive Optionen hat, gerade den Job wählen, den Sie ihr anbieten?
Aufgabebeschreibungen, die sich wie ein Wünsch-Dir-Was Zettel mit beliebigem Geschäftsjargon anhören, werden nicht die Top-Talente anziehen.
Wie schreibt man eine Aufgabebeschreibung, die nicht nur die Aufmerksamkeit der gesuchten Kandidaten auf sich zieht – sondern die wichtigsten Fragen der begehrten Kandidaten gleich im Voraus beantwortet? Wie zum Beispiel: warum passe gerade ich für diese spezielle Rolle, welche Meilensteine innerhalb der ersten 6-12 Monate bedeuten Erfolg in der Aufgabe und wie werde ich mich mit dieser Rolle innerhalb der Firma weiterentwickeln können?
Unsere Aufgabe als Recruiter ist es, diese Fragen so in die Aufgabenbeschreibungen zu übersetzen, dass sie von den Wunschkandidaten schnell und verständlich erfasst werden können. Gelingt uns dies nicht? Dann werden weniger „Talent-fische“ anbeißen.
Wie lernen wir, unsere Aufgabe zu erfüllen? Wie verstehen wir, welche Positionen in Ihrem Unternehmen gerade Chancen mit sich bringen? Im Workshop werden wir das „Wie“ üben, damit die Wunschkandidaten für diese Stellen sich angesprochen fühlen.
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Make Sure Your Hook is Baited Right
Why would a top, fully employed person with other attractive options want the job you are selling?
Job descriptions that read like a laundry list with block paragraphs of vague busino-speak are not going to attract those top talents you are vying for.
How do you write a job description that not only gets your role noticed – but also answers the key questions that “talents with options” ask? Namely: why would I want this particular job, what does success look like in the first 6-12 months and how can I evolve with this role in your company?
As a recruiter, it is our role to translate this information in job descriptions that the talents will quickly and easily understand. If we don’t? Fewer talent “fish” are going to be taking a nibble.
In this workshop, we will drill down into how to answer the questions necessary to draw in the right talents to the roles you are offering.
A refresher workshop on the fundamentals of sourcing. Lessons will range from how to strings Boolean to doing internet research the proper way. This is a must session for beginners and seasoned sourcers who wish to revisit the fundamentals of sourcing, which stood the test of time.
In this session, Friederike Baer will share her experience in starting and running a sourcing function in an engineering company. It’s a hands-on, interactive session on the challenges faced by engineering companies in Germany. Friederike will highlight the methodology used, tools invested in and the failures and successes achived. It’s a no holds barred session.
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Zusammenfassung: Es geht in dem Vortrag um meine Erfahrungen vom Recruiting zum Sourcing. Wie gelangte ich als Recruiterin zu der jetzigen Position und wie hat sich diese im Laufe der Jahre gewandelt? Hat sich unser Mindset verändert? Können wir überhaupt von einer Sourcing Tätigkeit als 100% Recruiter sprechen oder ist es eher eine „Sourcing light“ Variante? Wie gelangte erst ich und anschließend die Kollegen zu Sourcing Wissen? Mit welchen Tools arbeiten wir und wie? Wie hat sich unser Social Media/Recruiting Verhalten geändert? In Anbetracht des Recruiter-Alltags, mit welchen Hürden kämpfe ich als Talent Expert und meine Recruiter Kollegen. Wo finden wir Ingenieure und Informatiker/Entwickler und wie spricht man diese an? Was macht eine Ansprache heute aus? Wie strahle ich Begeisterung aus und binde die Kandidaten? Ich möchte mich gerne mit dem Teilnehmern über deren Erfahrungen austauschen. Wie arbeiten diese? Mit welchen Hindernissen kämpfen sie und welche Erfolge haben Sie bisher erzielt? Mit welchen Ideen und Anregungen gehen die Teilnehmer und ich in die Zukunft des Sourcings und Recruitings?
What makes a candidate interested? What triggers a source to act? It’s getting easier to find candidates, but harder to get a reaction or response. In this sesssion Sofia will blend web psychology, marketing, and growth hacking to seduce candidates to be interested, a state she dubbed ‘hypersonalisation’ . This is a fresh look into how personalised messaging can be in-built in the sourcing process to make all the difference. It’s part arts, part science, it’s the new paradigm difference for sourcing.
A lot of what goes on social networking sites are not visible to the public. In this session, Irina will turn her forensic eyes on social networks, especially LinkedIn, and unearth all the peculiarities and foibles that are not undocumented or in the public domain. It’s part hacking, it’s part a call to lateral thinking and a please to foster critical thinking and develop curiosity. This session will increase your understanding of how social networks work and how to get the best out of them for sourcing.
Über 850 Active Sourcer in Deutschland haben exklusiv für den Active Sourcing Report 2019 einen Einblick in Ihre Sourcing Aktiviäten gegeben. Jetzt sind u.a. Antworten auf diese Fragen möglich: Wie viele Profile werden indentifiziert, wie viele angesprochen? Wer verschickt eigentlich die Ansprache: Recruiter oder zukünftiger Chef selber? Wie hoch ist die Response-Rate? Was ist ein guter Wert? Was sind erfolgreiche Inhalte einer Ansprache in Sozialen Netzwerken? Welche Netzwerke/Platformen/Quellen sind die erfolgreichsten? Wie hat sich das geändert? Welchen Einfluß hat die Anzahl der direkten Kontakte / des eigenen Netzwerkes? Was sind die 5 größten Fehler beim Active Sourcing?
Caution! You will not leave this session the same sourcer/ recruiter you were before you entered it… Your mindset will change and you will not be able to unlearn what you will learn…
We are on the brink of a new era in the recruitment industry – What are the type of required skills we should source and recruit for? How can we search for higher quality profiles? HR Tech applications are enabling assessments while in the sourcing process – How can we leverage that concept in our Boolean searches as well as in the advanced sourcing tools?
We often talked about engagement post-sourcing, but we should pay equal attention to pre-sourcing engagement. This means having a bigger picture view of the talent lifecycle. This session will show practical steps in how you can engage candidates way before you need them to work for you.
This session traces the similarities and differences between headhunting and sourcing. It points towards a new world order in which anyone who is finding talent needs to have new skills and mindset.
Sourcing is such a stressful gig! There is always urgency, demand and a great level of the unknown in it and some days it feels totally impossible to please everyone in the show. If a Hiring Manager is happy, the Candidate may be slightly disappointed, if the Recruiter finally trusts the source the Manager may expect more.
According to Gartner 30% of all web searches will be via voice by 2020. The Voice Revolution is here. Get ready for search to fundamentally change.’ This session is a big picture overview of how voice technology is changing the future of search and how this may impact the way we find, connect and interact with talent.
More than ever there is a need to understand the behaviour of candidates. More than ever there is more information about candidates’ behaviour. In this session, Kirstin will illustrate in detail the seven steps of a candidate journey. She will also compare how the steps differ from recruitment.
Tech talent continues to be the most in-demand and the way to find them continues to evolve. In this session master sourcer Irina will offer an overview of how to do a proper search on the tech sector.
Google is the not the only source of talent. In this session Barbara will look at all the alternative search options for DACH sourcers. There will be hands-on session on search engines like Bing, AOL, Yandex etc on their unique offerings. The session will offer practical steps on how to put your eggs in different sourcing baskets.
How does a global company build in-house sourcing expertise from scratch and supports its international operations with talent. This is a hands-on case study of how adidas sourcing team started from zero to becoming a critical part of the organisation.