{"id":13374,"date":"2016-07-24T11:54:38","date_gmt":"2016-07-24T11:54:38","guid":{"rendered":"http:\/\/sosueurope.com\/2016\/07\/24\/copy-my-sourcing-story-billy-mcdiarmid-hr-consultancy\/"},"modified":"2016-07-24T11:54:38","modified_gmt":"2016-07-24T11:54:38","slug":"my-sourcing-story-billy-mcdiarmid-hr-consultancy-2","status":"publish","type":"post","link":"https:\/\/sourcingsummit.net\/sosuuk\/my-sourcing-story-billy-mcdiarmid-hr-consultancy-2\/","title":{"rendered":"My Sourcing Story : Billy McDiarmid, HR Consultancy"},"content":{"rendered":"

Name: Billy McDiarmid<\/a>
\nCountry: Scotland
\nCompany: HR Consultancy
\nTwitter: billymcdiarmid<\/a><\/p>\n

Q1 – What problems are you currently solving in your role?<\/strong>
\nThe range of disciplines that we cover! I work with a team of 30 end-to-end agency recruiters in sectors including finance, engineering, financial services and legal. Sourcing and attracting candidates is completely different in every sector so I try and come up with best practice that can be used both in those sectors and across the business. I also work close with external clients to solve their problems that cannot be resolved through straightforward contingency or retained recruitment.<\/p>\n

Sourcing is … the process of identifying, attracting and engaging with people so that when the time is right it will be easy for them to become a candidate<\/p><\/blockquote>\n

Q2 – How do you define sourcing?<\/strong>
\nThe process of identifying, attracting and engaging with people so that when the time is right, it will be easy for them to become a candidate! I\u2019m not a believer of the active \/ passive candidate terminology. People are simply people until they decide to throw their hat into the ring for a position – then they become a candidate. It doesn\u2019t matter whether the have been looking for job or not.<\/p>\n

Q3 – Sourcing tools I use daily<\/strong>
\nWhere do I start?
\n– Our CRM and Marketing platforms Firefish Software<\/a> and CampaignMonitor.
\n– For talent pooling I use HelloTalent<\/a>.
\n– For social media I use Buffer<\/a>, Audiense<\/a> and Canva<\/a>,
\n– For data I use DataScraper<\/a>, Outwit<\/a>, Import.io<\/a>, Blockspring<\/a> and Postman<\/a>.
\n– For contact information and engagement, I use Prophet, Lusha, Name2Email, Rapportive and Streak.<\/p>\n

Always remember – your competition will stop looking at some point. If you never stop looking, then you will find those that others can\u2019t!<\/p><\/blockquote>\n

Q4. Can you tell us five people you admire most in sourcing?<\/strong>
\nThere are so many people but the top five would be:<\/p>\n

Aaron Lintz<\/a> – very much a geek in the same mould as myself, and just superb at hacks.
\nMichael Kelman<\/a> – one of my favourite parts of the recruitment world is the community, and whether you love Michael or not he has created one of the best for sharing ideas and learning.
\nMartin Lee <\/a>– for introducing me to the sourcing community in the first place!
\nKasia Borowicz<\/a> – for not being frightened of calling recruiters out and for always putting the candidate at the core of the recruitment experience.
\nRandy Bailey<\/a> – just a great source of information – always willing to share and get sourcers speaking to each other!<\/p>\n

Q5 – One bit of sourcing advice I can give to my peers<\/strong>
\nAlways remember – your competition will stop looking at some point. If you never stop looking, then you will find those that others can\u2019t!<\/p>\n

Billy is speaking at #sosueu on 27-28 September.<\/p>\n

 <\/p>\n","protected":false},"excerpt":{"rendered":"

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