I LOVE global sourcing. I think it’s fascinating. My work at Nisha Global sends me off to do research and locate the best passive candidates all over the world. I meet new people, sourcers, recruiters and candidates. I love what I do.

The challenges in global sourcing are many. Sourcing methods that work in one country, are not as practical for another. In Germany, the candidates prefer to be approached via Xing, less via LinkedIn and even then, they play “hard to get”… in New York you have everyone’s private emails plastered on their social networks and LinkedIn profile (along with “booby traps” that will show that you bothered to read their full profile before approaching them..), UK and Thai candidates were quite friendly and cooperative and the list goes on and on. Furthermore, different accents become a challenge on long distance interviews.

A few months ago, I attended the European RIDE conference in Zurich (organized by Wolfgang Brickwedde) where the topic was – “One Continent – One Recruiting?” and, of course the reply was – HELL,NO! Indeed, the same sourcing methods (Boolean, Linkedin. etc) can be applied when sourcing globally, but in addition, one needs to know what the local relevant sources are, or as Nisha Global’s CEO, Giora Gil-Ad, likes to say “think global, act local”!

Sourcing in English in foreign countries can be less beneficial than sourcing in the local language. How can you source in a language that you do not know? There are quite a few tricks we use at Nisha Global, I am happy to share a few with you:

  1. Contact a local sourcer and ask him/her to help you translate your keywords and ask for the local resume sources.
  2. Use Google translate (doesn’t always work well).
  3. Use Wikipedia – find an article in English about the topic you are sourcing for and look for its correlating article in Wikipedia’s foreign language sites.
  4. Have your outreach emails translated to the local language, by a professional. We did this when we sourced in China and Japan. Although we sourced for English speakers, this first attempt to catch their attention and make a good impression worked very well.

Knowing the methods of sourcing in a particular country is a must when sourcing in a foreign country. I am happy to share my knowledge about sourcing for engineers in Israel. Before working on global assignments I sourced, mostly, for software engineers in Israel.

Israel is THE Startup-Nation. The start-up and high tech industries are second only to the Silicon Valley. Israeli software engineers are among the best in the world. Many of them served in elite computer units in the Israeli army (look for the keywords “IDF” OR “8200 Unit” OR “Talpiot” OR “Mamram” among others) and considered the smartest and more able engineers out there. They are excellent out-of-the-box thinkers, very knowledgeable in a wide range of new technologies and they perform wonderfully in fast paced, non-defined working environments. All that and more make them very attractive to foreign recruiters, for relocation roles.

One thing you should know up front – they are tired of sourcers and recruiters approaching them via LinkedIn. Much to my regret, the level of the outreach mails sent by Israeli recruiters in the past few years was not so great, mails were not personalized, no real understanding of what the passive candidate’s next step may be.

To better understand how to approach Israeli software engineers, my friend, HR extraordinaire Mrs. Rotem Kazir and I sent out a survey to software engineers. I think we were surprised by the level of annoyance they exhibited…
Some of the conclusions from this survey are:
1.        A considerable amount of Israeli software engineers receive between 5 to over 15 outreach mails a month! If you want to draw their attention – have a catchy opening line, be short, concise and understand their experience well before you pitch the deal, don’t just look for buzz words on their profile.

2.  It’s best to approach them via their personal mails and LinkedIn, not via their work email or cold calls (especially to work). A cold call is not highly appreciated here, unless you know it’s a sure thing, one that you almost KNOW will not be turned down (Israelis are suspicious… Every call can be regarded as BI work. Be sure to establish immediate credibility).

3.  Israeli software engineers prefer to be approached by the professional hiring managers themselves. Less by external recruiters and more by in-house recruiters. As such, and to improve my response rates, there were times I used the professional hiring manager’s Linkedin account to send the outreach mails. This needs some maneuvering though… and not all managers like to give out their logins…. But it does work quite well.

Another idea I can share is that if you are willing to recruit part time engineers and you are looking for the highly creative ones, go to the many “startup hubs” and “co-working spaces” around the country (mainly in the central area of Israel – Tel Aviv and its vicinity). Many are working on their own startups, living off their savingsquite a few would appreciate a part-time job.

Boolean searching in Google, in Hebrew, will not yield good results. If you are looking for great engineers, besides Linkedin, do search Meetup.com, StackOverFlow and Github – you will find many of them there, but be well advised, they don’t appreciate being approached there, use it as leads to approach them via Linkedin or private emails.

Twitter and Google Plus are not big in Israel, I wouldn’t spend my energy there.

In short, recruiting globally is an art form and requires good research and sourcing skills, as well as an open mind to different cultures and different approaches to reach your goals,  which is recruiting the best candidates, wherever they may be.


With over 2 billion profiles on the web there’s a whole world to explore when it comes to sourcing. Using Linkedin filters is just one little part of the deal. And let’s be honest; not the most effective way to source top-talent in certain niches, because the high-profile professionals are leaving Linkedin as fast as new recruiters join the platform.

Last year at #sosueu I met some brilliant minds who shared their hacks to get more data and find the perfect candidates with -but mostly without- Linkedin. I learned how to build some kind of a Boolean Christmas tree. Became a huge fan of visual sourcing to find our new employees. Now I know how to hack Facebook Graph Search.

I’m sorry, hacks? Boolean Christmas trees?  You now may think this sourcing ROI is designed for a true hunter of digital information –a kind of person who never sees any daylight-  who only search the web and who produce long lists of candidate data.


..With over 2 billion profiles on the web and the growth of people aggregators sourcing never has been so easy for all smart recruiters among us. However, most important in my opinion, excuse me, beyond important, is how to contact your potential candidate.  Sure, you can send mass mails to all profiles with certain keywords in their profile and keep your fingers (and toes) crossed, but….

That’s especially a great idea if you like to end up on lists like this: http://blacklist-recruiters.nl/  For the non-Dutch reader: “He (and here’s some embarrassing naming & shaming) keeps on calling me though I just started my new job and I told him to quit his phone calls. But this guy keeps on stalking me. Really annoying and not professional”

Besides these kind of lists, spamming your audience and crossing privacy lines, is the fastest way to ruin your carefully build employer brand. And, let’s face it: if you’re looking to contact a certain candidate because they meet your criteria, chances are, other recruiters are doing so too for the very same reasons. The only way you can ensure a response to your message and not theirs, is to stand out for all the right reasons.  And the only one who is capable of doing so is again the sourcer. Because during search, you already get to “know” your candidate, get to understand his or her needs and therefore can add value in your message.

So I believe a true sourcer is a smart nerd AND a sexy seducer, who’s working closely together with the (corporate) recruiter. And if you like to see some more evidence about this idea, you definitely should meet Irina Shamaeva, Balazs Paroczay, Jonathan Campell, Oscar Mager, Jan Bernhart and many others to convince you on this statement and learn from them how to source  right.  And yes, it’s your chance to be at http://sosueurope.com  See you at #sosueu!

Britt van Capelleveen was a speaker at #sosueu 2013. 



One of the highlights of Sourcing Summit Europe 2014 promises to be the session by Kevin Blair of Cisco.

Kevin will share how CISCO harness data to generate market intelligence which in turn is used to source and make intelligent hiring decisions. Check details of the talk here.

For those who don’t know Kevin, here’s his brief bio:

Kevin has spent his entire career in Recruitment & Talent Acquisition, with a focus on the Technology sector. He has extensive pan-EMEA experience, building and re-building teams and processes to drive effective delivery across the entire region. In addition to his EMEA work Kevin has lead delivery teams in both the North American and Asia Pacific/Japan regions.

Kevin recently joined Cisco Systems where he heads Talent Acquisition in EMEA-R, he presides over several thousand hires per annum across 85 countries whilst leading a team of recruiters and talent acquisition specialists in multiple geographies.

Prior to joining Cisco, Kevin lead recruiting for EMEA and Sales Engineering Globally for Salesforce.com. His prior experience Kevin spent over 5 years with Oracle leading the hiring of revenue generation profiles throughout EMEA during a time of both aggressive growth and acquisition. He previously held several Senior European / EMEA roles within Technology companies and Search/Consultancy firms.

Follow Kevin on twitter



Sourcing Summit Europe (#SOSUEU), Europe’s only dedicated talent sourcing conference, is back. Once again the event is an opportunity to learn the latest talent sourcing trends and strategies from some of the biggest names in European and global talent sourcing. The event will be held on 23-24 September.

This year #SOSUEU will look at how talent sourcing is evolving in a rapidly changing world. We will set our eyes on emerging trends from privacy laws to legal implications of social engagements. We will look at tools and new technologies, sourcing best-practices and will decipher the ever changing behavior of talent. Delegates will develop a big-picture view of talent acquisition and the tactical nous required to be an agent of change.

This year there will be more breakout sessions and delegates will have more options in terms of what they want to learn.

Popular speakers from 2013 will be back, joined by new names and companies. We will be adding more speakers. Have a look at our current speakers’ line-up. Once again the event promises to offers two days of discovery, practical learning and networking.

We are confident SOSUEU 2014 will be better this year. We hope to see you again in September. Register now!


By Dan Nuroo,

squirrel-1-0Been thinking a bit of late as to what is the most important thing about Recruiting… Is the ability to find that (excuse me for saying) Purple Squirrel, that “unfindable” person? Or is it the consistency of finding great people for your company?

I’m all for the latter.  Finding the superstars, the unfindable, doesn’t really change the world.  Sure it’ll make people happy, it’ll solve an immediate business problem, and allow you to give yourself an internal high 5, and allow you to brag to everyone how great you are as a Recruiter.

Here’s my theory.  All companies have their Superstars, all companies have their good, ordinary people, those people who just get things done, and ALL companies will have a bottom 10 percent.  You know that magical number that some companies brag about purging year on year!  Sorry if that offends anyone, but seriously, it is a mathematical fact that there will be a bottom 10%.

When you look at the success of sporting clubs, they all have their stars, those people who can win the unwinnable game for you.  But that only happens occasionally, not every week.  Ultimate success is found over an entire season, and that success comes from a consistency of performance across the whole year, not just the occasional piece of brilliance.  Don’t get me wrong, that piece of brilliance is amazing and a great tool to have and everyone strives for that piece of superstardom, but let’s keep it in perspective.

“You’re only as strong as your weakest link” is a great saying.  You need every person pulling in the same direction, doing their job and doing it well, when someone stuffs up it can have an effect on the whole team, or company.

Here’s the thing, every company I see marketing itself in the employment space will say something along the lines of “We only hire the best” “We hire the top 2%” blah blah blah.  Well that’s great, but managing a whole team of “Superstars” who normally have the ego to go with it is another challenge unto itself.  Especially if you as an organization have targeted, pitched to and  coerced someone to join you.  You do need a mix.

When we sit down and look at our hiring strategies going forward, yes we plan to hire superstars, we will hire superstars which will help our company grow in the direction we want it to go, but, our focus is always on consistency of hire, let’s minimize the gap between our best and our worst, let’s build a consistency that will make us better as a whole.  Let’s face it, those superstars tend to hire themselves.   If they are looking for a change, or you’ve been able to position your company to a point that they are looking for a change, and you’re it, then the hard work is done.  All you need to do is identify, engage and provide the environment for the deal to be made.

The meat and potatoes of Recruitment however is in the rank and file hiring.  The people who do all the “Real work” for you.  The one’s you’ll attract via a job board (yes they still exist and are effective!) .  The hard yards is the constant interviewing, cv reviewing etc to uncover people who will make a long term benefit to your business.  Not lowering your standards when the CEO is at your desk screaming at you to fill x amount of vacancies in y amount of time.  Remember this consistency is the benefit you’ll bring to the business as they underpin the business as a whole.


#sosueu speaker Jonathan Campbell at SHRM discussing about the future of sourcing.

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.

“He identified ASB and [its insurance subsidiary] Sovereign as two of the key players where he wanted to work. Then he actually went out to market and told everybody this.  “We had people phoning up on the back of his referrals, wanting to come and work for us. Just because of him as a candidate, his passion for the brand.  “It took us nine months, but we managed to hire him into a role as well – and it’s those people who are the ones that you want to work with.”

Sumner said the company also used its own staff to promote its employer brand and open roles and it only took a handful of influencers to generate strong interest.  “Some of our EGMs share our jobs with their networks via LinkedIn – for us that’s a pretty big one.” A single influential person in specific job type could help the bank build a significant pipeline of potential candidates, he said.

What’s the point of a huge database that sits idle?

ASB head of talent acquisition Matt Pontin told the Summit ASB had some 5,000 staff in New Zealand and made about 1,500 hires per annum, with a strong culture of internal mobility and less than 1% of hires made through agencies.  Pontin said ASB valued quality over quantity when it came to sourcing.

In “the old agency days”, he said, the focus was on amassing a huge database with hundreds of thousands of candidates.  “Some applicant tracking systems still have that many candidates, and nothing gets done with most of them, so what’s the point?  “If you’re not engaging with passive talent, market mapping, knowing who’s who, putting them into your community, and getting ready to ignite them when you need to ignite them – then you might not be sourcing the highest calibre of talent.”

Recruitment managers need to be social media ambassadors

Sumner said ASB had worked hard to get its in-house recruiters to embrace social media.  “It’s taken a while – those recruiters that are used to filling roles by putting jobs up have taken a bit longer”, he said, but with the leaders of the recruitment function acting as “ambassadors” for social media, “I’m now proud to say the entire talent acquisition team is on Twitter”.

“They are still learning, but it is just about showing people that it works, and how it can work.”  The team had social media updates at its meetings, discussing what it had been doing, and what the outcomes had been.

“The results speak for themselves. If you are having to look at 50 people from a job board, to make one hire, whereas on social media we may only have to look at eight people to make one hire… I know what I’d rather do.”