SourceCon Live: Sourcing and Recruiting Predictions for 2014

Late last year, we launched SourceCon Live, a weekly Google+ Hangout ON AIR focusing on sourcing and recruiting. Today, we gathered at noon to discuss what happened in 2013, and what our panelists think will happen in 2014.

2014 predictions from the panelists include:

  • Mark Tortorici: Recruiters will need to be better at sourcing to keep their jobs.
  • Jim Durbin: Facebook will launch a job board this year.
  • Matt Charney: Glassdoor will get a lot of media attention in 2014.
  • Kameron Swinton: Linkedin will continue to move away from being used as a messaging platform, to more of a reference point talent acquisition professionals use to gather information about candidates.
  • Randy Bailey: 2014 will be about candidate engagement. How should we engage candidates quickly?
  • Todd Raphael: Glassdoor will IPO at some point this year.

Other topics discussed:

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Watch the entire conversation below.

What are your predictions for recruiting and sourcing in 2014?

Jeremy Roberts, SPHR, is VP, Customer Experience at HiringSolved. He is the previous Editor of SourceCon. Prior to joining the ERE Media team, he spent over a decade working as a recruiter, sourcer, and sourcing manager. This time was spent in diverse environments, including third party agency settings (retained and contingent), recruitment process outsourcing (RPO) providers, and internal corporate HR departments. His previous employers include the MHA Group, Ajilon Finance, Korn Ferry Futurestep, Raytheon Space and Airborne Systems, and Randstad Sourceright, US. He resides in Corinth, TX with his wife and 3 children.


3 Comments on “SourceCon Live: Sourcing and Recruiting Predictions for 2014

  1. Great comment from Jim Durbin half way though which is so much on point. The people that A) listen to this or attended the hang out and B) really understand why and how to leverage the majority of these solutions/strategies are in the minority.
    To quote Grady Booch, “a fool with a tool, is still a fool”.
    Where leadership needs to spend its time is not on all the fancy new tools but getting the majority of their recruiting workforce up to a capability level of how to be more proactive, strategic and think more consultatively about the whole recruiting comtiniuum.

    Simply, I think of the building a house analogy. If you do not get the foundation, electrical and plumbing as a solid base, the building up of that house will be structurally flawed.
    Rob McIntosh

  2. To elaborate on Rob, I’ve been implementing sourcing tools/programs/processes into companies for years now. These tools/technology/processes support a sourcing/recruiting program..not the other way around.

    As I implement at clients, I have what I call the “success factor” on how well the process and tools will be used and it’s not the’s the leadership. Specifically, the person that the sourcers/recruiters immediately report to..that person is the biggest factor in success or failure of any process or tool.

    That person may be a director, a VP, a team lead or a sr. recruiter.. it depends on the company and the size of the team. It comes down to who directly supervises the recruiters/sourcers regardless of title…that’s the success factor for use of tools, process, software, etc.

    Within that person, the determining “factor” is what I call “directional focus.” Does that person focus on issues above them on the company org chart, or is their focus “below them” on the org chart and is their majority of their time spent on team development and management.

    If you are a leader and your focus is up…your chances for success go down. If your focus down…your chances for success go up.

    It seems elementary, but its hard to find and usually comes down to one roadblock…time. The one thing recruiters want and no one seems to have.

    So, if you want change…don’t put it on the sourcers/recruiters. Assign it to the immediate leader.

  3. Agree with the Glassdoor factor, checking out Glassdoor reviews even before appearing for an interview is becoming a Trend in the industry.

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