Why Traditional Resume Mining and job board sourcing doesnt work well outside the United States

Speaker Profile for Online Recruitment Expo 2006
Shally Steckerl, Manager, Core Technical Central Sourcing Team, Microsoft Corp

Learn why very few global sourcing departments have been able to use their standard techniques successfully when recruiting worldwide

Find out how to develop and maintain global recruiting strategies created for each of the worlds regions

Explore the Internet as a cultural phenomenon and the different meanings or interpretations that exist within the cultural subgroups of one nation
Traditional resume mining and job board sourcing doesnít work well outside the United States. Very few global sourcing departments have been able to use their standard techniques successfully worldwide. In many cases separate strategies must be created for each of the worlds regions, but in every case local customs and idiosyncrasies have deep impact on sourcing tactics. The Internet is a cultural phenomenon, and like most other cultural phenomenon it has different meanings or interpretations even within the cultural subgroups of one nation. As a result, a highly flexible, centralized multi-tiered approach must be made. Soucing Centers that develop International expertise by channel and not regions will be successful. Subject matter experts must be deployed to address each cultural subgroup channels in order to identify how best to target and communicate with local talent in the global village. In this module we will present some of the different approaches used to solve the unique problems presented by International Internet Recruiting, Sourcing or Research. For example, one country my have a significantly larger distribution of Internet connectivity among its citizens but yet have a much lower response rate when compared to a less online country, when leads are approached via online communication. Why is this and how do we successfully engage people in countries where the Internet is widely used but the approach via electronic media is not as successful?

Shally Steckerl is a talent acquisition strategist, speaker, and recruitment consultant originally from Colombia, South America, now residing in Atlanta, Georgia. Mr. Steckerl currently manages the Research arm of Microsoftís Core Technical Central Sourcing team. Prior to joining Microsoft he has consulted with leading organizations such as Google, Genentech, Disney, Wal-Mart, Coca-Cola Enterprises, Cisco Systems, and Motorola where he has been instrumental in architecting centralized recruitment models. Because of his passion for the Internet as a recruitment tool and his continually innovative methods, MrSteckerl has developed a reputation as an authority in Internet search, and a pioneer in recruitment research. An accomplished author, consultant and trainer, Mr. Steckerl is a frequent contributor to many industry forums and speaker at leading conferences. He is the founder of JobMachine, Inc. and http://www.jobmachine.net/. He is the 2005 Recruiting.com Winner of the = Best Recruiting Research Blog Award for his blog, Cybersleuthing:

Learn more about Shally here: www.jobmachine.net/shally

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