2020 was a year of great change for each and every one of us. We made changes in the way we live, the way we learn, the way we socialize and the way we work. As we look forward to the world opening back up in the near future, we are now discovering which changes will stick with us and form better habits, and which to leave behind. Join us as we move beyond the masks and social distancing to explore how expert sourcers and talent leaders have adapted to a new future, post-pandemic.
This year, SourceCon Digital will explore how talent acquisition has changed in just one year - forced to adopt new strategies, leave behind trusted tactics, and re-envision the world of work. After a year where everything seemed to be a challenge, it’s time to turn around and look at the new opportunities that have been created.
We know that SourceCon is important for all levels of learners, which is why we are bringing back learning tracks to benefit everyone; from search novices to strategic leaders. Featuring top speakers from talent advisors to specialist sourcing teams, and sessions uncovering new tools, new talent and more, SourceCon Digital will be an event you won't want to miss. Our brand new diversity track is also sure to give a varied and interesting perspective to sourcers of any level.
You will walk away with new skills, a new network, mentors, tools and a new motivation for sourcing. As an online event, you will also receive access to all of the sessions after the conference so you can recap and refer back to each one as you take your skills forward with you.
In Fall 2020 we hosted the largest SourceCon ever – SourceCon Digital 2.0 hosted over 750 attendees across three days of learning, networking and of course the famous SourceCon Hackathon. Ranging from new sourcers to VPs of Talent and business leaders, our attendees walked away with new skills, strategies, case studies, mentors and friends.
Director, Global Talent Sourcing
Objective Paradigm, Inc.
Director Of Sourcing
Specialized Tech Sourcer
Enterprise Practice Sourcing Lead
Head of Sourcing
CEO & Founder
Strategic Sourcing Manager
Principal Sourcing Leader
Strategic Sourcing Associate Manager
Lead Strategic Talent Sourcer
Sourcing Team Manager
Strategic Talent Sourcer
Manager, Global Talent Sourcing
Head Of Talent
Founder / Sourcer
Sr. Talent Sourcer
Tech Sourcing Manager
Chief Diversity Officer
Talent Sourcing Specialist
The New York Times
Sr. Talent Acquisition Talent Sourcer
VP, Talent Strategy and Sourcing Innovation
Talent Acquisition Specialist
Talent Acquisition Manager II
Sr. Researcher, Executive Recruiting
The People & Culture Shop
Talent Acquisition Manager
Lead Research Associate
The Talent Hunter
What will we cover? How do you hire in unprecedented times? You don’t need to come to a conference to learn that 2020 was beyond challenging in so many ways that they can’t be listed, and certainly those challenges didn’t end when we ticked in to a new year. We may reach out to candidates with the best intentions, but our messages can sometimes fall flat. The wrong subject line might strike a terrible note if it’s sent at the wrong time. In this session, we’ll discuss what you can do to bring empathy back to your outreach, and cover new strategies for improving your engagement. What are the key takeaways? You’ll leave with...Steps you can take today to improve your outreach and increase your response rate A long term strategy to keep the conversation goingA new outreach template you can customize for your own open roles
The events of the past year have forced talent acquisition into a reactive state. That’s understandable. But it’s not sustainable — at least not if you want to ensure your organization lures the best talent going forward. The bad news? You won’t be able to pull out of today’s chaos alone.The good news? You don’t have to. By tapping into strategic partnerships more effectively, you position your company for greater success. In this session, you’ll gain insights into activating and engaging your hiring managers to foster joint responsibility.Don’t miss this session to learn how to leverage key relationships today to build a TA strategy that can withstand whatever comes tomorrow.
with Gem's Superuser James Arnold
In this session, I am not going to show you sourcing methods you can mindlessly copy. Instead, I’m going to show you how to think strategically for yourself in sourcing so that you can come up with solutions better than I can for your unique candidate needs. Many people don’t like to think - and understandably so - proper thinking can be tiring. I’m going to show you how powerful the strategic fundamentals of sourcing are in a way that will leave you inspired and invigorated to achieve more.But instead of staying up in the clouds of strategic thinking the entire time, I’m going to show you tactically step by step with examples of how to apply the kind of thinking that will make you successful. That way when you get back to your desk after this is all over, you’ll know exactly what to do with zero confusion.Key Takeaways1. Source Pessimistically - Look at your sourcing with a pessimist’s for optimal efficiency - “What’s the least fitting candidate that could result from this search?”2. Don’t Play Buzzword Bingo - Dig deeper into your job description’s keywords, research them and alternatives - Dig deeper into your candidate’s profile than the three keywords you’re looking for - seek to understand what your candidate’s experience is really like3. Search Using Natural Language - What do the candidates you’re looking for naturally write on their profiles? Search that.
What if you gave up your job in recruiting to become a private investigator? Then you’d still be a recruiting professional. That’s because being a great recruiter demands many of the same tools and techniques that a private investigator uses. Join this session to discover how to source like a sleuth. This is an ideal opportunity to learn how to dive deep into the depths of bots, peel back layers of research quickly, and supercharge your recruiting efforts. Armed with knowledge of new tactics, you’ll be in a far better position to source and engage candidates. Let the investigation begin!
Talent Acquisition professionals help people with their careers every day. We tell people to stay positive, create a strategy, and we teach them to hack the system. But what happens when it’s our turn? Are we prepared to do it ourselves? Each of our panelists was affected by the pandemic and has a unique story to share about how they used their knowledge of the recruiting industry and scrappy sourcing skills to wade through the tumultuous environment created by the pandemic. Learn how they stayed positive, productive, and made a plan each day to ensure they weren’t one of the professional casualties of 2020 and 2021.
5 minute break
Covid ushered in a sudden and extreme wave of unemployment, and millions of skilled professionals in almost every industry found themselves dependent on side gigs to make ends meet. Some took their existing talents to create their own freelance businesses, others changed careers entirely, and some may never go back to a full-time traditional role. With this new influx of gig workers comes a bigger digital footprint of many people just waiting to be sourced. This session will open your mind to strange, unusual, and at times shocking places to find talent. Takeaways:1. Tips applicable to source just about any platform2. Perspectives on how gig work has and will transform the future of talent3. Tools and resources to aid in your searches4. How to engage with gig workers that may be ready to re-enter the workforce as we move past andrecover from the economic effects of Covid-19
Sourcing doesn’t begin when you start typing your Boolean string, login to the Blue Devil (LinkedIn), or go apple-picking (Job Boards - low hanging fruit). Sourcing begins before any formal search is actually run. Sourcing begins with research. Or as it’s affectionately called - “Pre-search”. The searching, before the search.How do you approach this pre-search? What are some tips and tricks for unfamiliar searches or for the most discerning of sourcers?Come, join me, learn some stuff, or at the very least, laugh a bit. I’m funny. Ish.3 Takeaways1. What should you be doing right when you get a new open req before you run your first search2. How to acquire and organize all the data3. Batman is funny
In this session, you will learn ways to prevent your team from feeling stressed, disparate, and less excited to deliver results. Join this session if you want to go beyond remote work fatigue and into high performing teams.Takeaways:1. How to get more out of your remote team2. Learning what makes them tick will pay off for them and you. Use their strengths and find yours as a leader3. Engage in general tomfoolery. Encourage wellness, fun, and comradery. Tips for activities with remote teams
With Tangie Pettis
No one could have predicted the change in direction that sourcing took last year. But was this a bad thing? Most of us had to change the way we did things but most of these changes were actually for the better and were way overdue. The human element has again been placed under the spotlight and candidates are considering way more factors before changing jobs. As Sourcers, we need to work smarter in order to build talent communities, while looking after ourselves and our health at the same time. Takeaways: If you would like to discover some new ways of getting things done more effectively and efficiently, this talk is not one to miss. I will be sharing some of the processes, methodologies and tech that I implemented to grow my business to new heights, on a global scale. I look forward to seeing you there.
In this session you will learn the tools and methods you need to look behind the mask of any candidate. Tool to help you find more about the candidate. Information such as email, social sites, address, phone numbers and more.
with Seekout's Superuser Mike "Batman" Cohen
Oh no! Not another presentation that bores you with overly complicated, overly technical, overly mystifying Boolean jargon! Not another session in which the presenter tries to seem oh-so-smart by throwing our acronyms known only to him!Thankfully, this is not that presentation. In this session, Jer Langhans isn’t here to impress you so much as help you. This is a great chance to:• Learn how to use and create and use new strings via specific use cases in health care, tech, and sale• Come away with cheat sheets loaded with the actual strings you can copy paste into your search engines and sourcing platforms (Linkedin Recruiter Lite, Google Drive, Hiretual, etc.)A badass presenter dispensing badass advice to help make you an even more badass sourcer. Don’t miss out!
Get ready for a buffet of tools, resources, extensions, and non-extension based solutions for all industries. This session will be chock full of feature web scrapers, DIY drip campaigns, growth hacking, and cutting-edge video tools — all part of a detailed look at how sourcing is transforming and continues to evolve in the year of the home office. In this session you will:• Discover ways to identify pipelines• Learn how to harness data for more impactful outreach• Gain insights into web scraping techniques, programmable search engines, growth-hacking tricks, automation hacks, and profile aggregation toolsJoin this information-packed session for tons of cutting-edge recruitment marketing tools and strategies to elevate your social media footprint.
With more companies prepared to allow top talent to work from anywhere, recruiting teams will have to do more to differentiate themselves to potential prospects.Market Mapping empowers TA teams to have a bird’s eye view of the total addressable talent pool in your industry. Knowing what your competitors are working on and who they are hiring is part of the fundamental research that should come before launching the search for new candidates.In this session, Jennifer will share essentials that will equip you to analyze market data by location, salary, supply and demand. You will leave with a clear plan on how to strategically position your company and use available data to get one step ahead of your competition.
I’m sure you miss travelling as much as I do… That made me think - You know how people who love travelling have these scratch maps and whenever they have visited a country they scratch the metal layer and there is a colorful country underneath? Such a sense of accomplishment and joy when you uncover the layer underneath - yes, you’ve visited another one on your list!One of the biggest changes last year was that we couldn’t scratch the map anymore… At least not with travelling! But I found another amazing way to still use my scratch map - instead of travelling, I used it for mapping out and sourcing diversity candidates! COVID made one thing more possible more than ever - remote work. With remote work our borders in sourcing opened up and with that - our chances to increase diversity in our teams. Only 57% of recruiters out there have included diversity in their strategies. What is your excuse? ;) During my talk I’ll guide you through my approach in “scratching” the world map for diversity candidates. I’ll talk about the 5Cs of scratching the world map - communities, cultures, colleges, companies and candidates. I’ll combine a strategic view and a hands on approach to help you include diversity in your recruitment efforts starting today! Participants will get a diversity sourcing goodie bag, AND a virtual scratch map so they can see which countries they have already mapped out ;)
10 minute break
Pioneer of CRM technology for recruiting, Avature is the highly configurable, AI-driven enterprise SaaS platform for talent acquisition and talent management that empowers leading-edge HRs strategies of over 650 enterprise-level customers, including 110 of the Fortune 500 and 28 of the Forbes Global 100.
A career in Talent Sourcing has traditionally come with limited growth options outside of full cycle recruitment. This has generally led to the assumption that the function is junior or a stepping stone to recruiting. We know this is not the case today! If you're interested in learning about the growth opportunities a talent sourcing career has to offer, join moderator Amybeth Quinn in a fireside chat with three individuals whose career journeys have led them to and through talent sourcing, while following very different and exciting paths.
Are you new to the world of talent sourcing? Maybe you’ve heard about recruiting tools that can help find candidates online? Maybe you have trouble finding a candidate’s email or cell number online? My presentation will help guide Recruiters and Talent Sourcers who want to learn more about the market's latest recruitment tool. I will cover free and licensed products. I'll highlight the important areas of recruiting from finding leads, finding contact info, to automating the outreach, tracking leads, and creating a personal talent tracker pipeline. There’s a lot of news within the recruiting technology space. I condensed the list of tools down to a managing level. I will highlight each tool, explain benefits, and why it should be used in your Talent Sourcing strategy.
Identifying, cultivating and maintaining company culture is more challenging than ever. As the remote work environment becomes more common, organizations don't have office environments to contribute to the culture that aligns with their values. In fact, you remove the ping-pong tables, kombucha on-tap and all the amenities an employee could hope for, and you will find the true culture of an organization has never been more clear. So how do we get to the bottom of culture? During our time together, we will unmask company culture by diving into what it is, how to identify yours and who is accountable for creating it. What you will take away from this session -1. How to identify culture - where it starts and where it ends (or doesn't)2. A free culture guide to help you on your path of discovery and evolution (...or not)3. An outline of free and paid tools that can help you along the way
What separates great athletes apart from mediocre ones? Other than being gifted with amazing athletic ability, some luck, and perfect timing, a factor that is rarely discussed is...creativity. Dive into the ways in which you as a sourcer can use creative and practical ways to face obstacles in the ever-changing landscape of talent acquisition. What things can you control? What tools can you use to get yourself organized? What type of mindset do you need to approach emerging challenges?Whether you play sports, watch sports, or your only sport is eating Cheetos on your couch, this is a great opportunity to learn how tap into sport psychology and creativity to:• Build a candidate tracker• Track your metrics in a funnel• Prepare more effectively for an intake meeting• Analyze market intelligence research • Figure out what makes sense to automate• Set realistic expectations with hiring managersThere won’t be any losers at this session. Let the game begin!
Are you getting tons of connection requests and messages on LinkedIn, but still work manually on sourcing & outreach? I have a solution to clean up this mess. Don’t miss this session if you want to automate your networking, spend less time on sourcing and more on communication and intelligence. Automation is key! Turn people into candidates with a minimum amount of manual work.During this training, I will show you how to:How to massively source & verify people from social media groups (Meetup/Twitter etc) on LinkedIn ➡️How to automate your invites & communications with those candidates using “automated triggers” ➡️You will supercharge your LinkedIn Inbox with advanced tags & tools. 🏆I will help you avoid false positives and outreach only to relevant candidates.
Now more than ever, diversity sourcing is a key business imperative. According to a recent survey by PwC, only 16% of corporate directors believed their companies scored “excellent” for recruiting a diverse workforce, and even fewer, 15%, felt their companies were excellent in developing diverse executive talent. In a year following a surge of pledges signed and commitments made by CEOs regarding diversity initiatives, the Talent Acquisition, Recruiting, and Sourcing functions are feeling the pressure to deliver on diversity hiring. What this answer? How do I achieve diversity hiring success? This session will: - Help you evaluate your company’s diversity hiring maturity- Share benchmark data on the maturity of other organizations- Navigate you through four pillars of diversity hiring success- Provide you with the core standards to help you achieve diversity hiring success- Arm you with some actions you can take to improve your diversity hiring initiativesAttendees will also get access to a free Diversity Hiring Assessment which will provide you with specific actions you can take to improve your diversity hiring outcomes as well asongoing support sessions which will delve deeper into each diversity hiring success principle.
How do you convince executive leadership that Talent Sourcing is a necessary part of transitioning from reactive to proactive recruitment? Beyond a simple overview Shally will explain the four main organizational models and their essential components, how to get leadership buy-in even during a crisis, and what it takes to make the transition to a proactive model. Key Takeaways- Where sourcing fits into the various recruiting organization structures- Key differences between mainstream recruitment and pipeline building- Sourcing’s impact on quality of recruitment vs. quality of hire- Centralized, decentralized and hybrid models- Selling Talent Sourcing to your leadership team- Should you build, buy or borrow.- What can be outsourced and what should remain in-house.
“ABC. "A," Always. "B," Be. "C," Closing. ALWAYS BE CLOSING.” The phrase was made popular by Alex Baldwin in the 1992 hit movie “Glengarry Glen Ross.” Always Be Closing (ABC) is a motivational phrase used to describe a sales strategy. It implies that a salesperson following the regimen should continuously look for new prospects, pitch products or services to those prospects and ultimately complete a sale. In recruiting, we want to find ways to continuously look for candidates to fill positions, whether for corporate or recruiting firms. Take advantage of lulls in your business day or week. Clean up and revitalize the existing data to be ready for future openings or marketing efforts.If you are…Frustrated because the perfect candidate was in your database (ATS/CRM) and you missed it during your search,Needing to find a list of company contacts for a particular company, only to find out that the individuals on the list left the company 10 years ago,Emailing and calling candidates, but you keep getting email bounce backs and “you have reached a non-working number” messages,…then I have the perfect presentation for you!! Attendees will take away:Best practices on cleaning up your database – how I updated 8,000 candidates and company contacts during CovidUsing existing data to find current data on individuals, such as phone numbers and email addressesTricks and tools (both paid and free) used to enhance your dataAnd much more!As Ricky Roma said in the movie, “Hey, Williamson, I'm talking to you! You just cost me $6,000. Six thousand dollars, and one Cadillac. That's right. What are you going to do about it? “ Don’t miss out on placing candidates and achieving your goals because your information is outdated.
Remember when a phone book was a recruiter’s best friend? (To those of a certain generation, yes, there were phone books and Rolodexes. Google them!) Those days are gone, of course. There are now multiple ways to connect with candidates. The more that job-seeker behaviors resemble consumer trends — with focus on quick, easy and informative — the more important it is for talent advisors to adapt their practices.Join this session with Stephanie Clay as she leverages over 18 years of experience in healthcare recruitment to learn how your team can maximize efficiency. Learn ways to leverage B2C strategies to create an omnichannel recruiting experience that candidates will appreciate!
20 minute break
Talent professionals are tasked with using their subject matter expertise to build, drive, and iterate hiring systems. In this session, the Head of Talent at LTSE will provide insights into the processes and strategies utilized to build equitable and sustainable hiring practices. You’ll learn what’s worked and walk with actionable steps to embedding DEI into hiring your hiring process, and other practical takeaways.Takeaways:Actionable steps to embedding DEI into hiring your hiring processUsing pipeline data to drive strategic top of funnel sourcing planningHow to use process - to foster mindsets that support equitable hiring practices.
What’s wrong with our “old way” of working? What does this “new way” look like? What's one thing you would change about sourcing? How do you actively build strong recruiter-sourcer partnerships?Join Maisha and her VIPs (Very Insightful Panelists) for a first-of-its-kind, end of conference #Rapid-Fire Panel discussion!As part of the virtual audience, you will have the opportunity to contribute to the conversation with both inquiries and insights. Join us as we reflect on our conference learnings and reimagine the future of sourcing.
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