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Jim Stroud
Works at Randstad Sourceright US
Lives in Atlanta, GA
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Jim Stroud

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 RECRUITING ASIA: Now and in the Future

I had the great pleasure of representing my beloved employer - Randstad Sourceright at the first ever - "Sourcing Summit Asia" conference in Singapore. (#sosuasia) After my presentation there, I met with several clients and potential partners in Singapore, Hong Kong and Sydney, Australia. I was impressed on every turn and see great potential. Indeed, the APAC region has all of the elements of a "perfect storm" when it comes to sourcing.

For one, there is a definite hunger to take what is known and innovate on a new level. This is why Sourcing Summit Asia was such a success. It was evident in the crowd reaction to the lessons taught and the questions I and the other speakers were barraged with afterward.

For two, social media and mobile technology have deep penetration in the asian market. As I moved throughout the region, I saw plenty of selfies being taken on diverse mobile devices. I also read how internet penetration throughout Asia was substantial.

Yet, with all of that potential, there is one element that seems to be missing. To be a sourcing trailblazer in asia, a company would have to embrace and nurture a culture of innovation. Many of the companies I met with in asia were very conservative in terms of culture. While they were very impressed by the strategies implemented in the west, all too often I heard excuses why their company would not dare do such. As such, I believe that the timing is right for disruption. (This being said, I must give a nod to GroupM who dominated the 2015 HR Asia awards. Clearly, my rant does not extend to them.)

To be clear, innovation does not have to be a major overhauling of a company process. It could very well be a small thing, such as a flyer promoting careers at your company, placed in the merchandise a customer just ordered. Ikea did that and generated 4K+ applicants which later became 280 hires. Moreover, it could be researching a candidate prior to contact, noticing their adoration for the Avengers movie and emailing them with the subject line "Iron Man needs your help!" To take it a step further, a brave step forward could be sending a candidate an ipod shuffle with a personalized message about a unique employment opportunity. Red5, an online game company, did that very thing and in addition to making several hires; was able to generate enough media buzz to attract a tidal wave of applicants.

It will be a bold company that takes a leap of faith with their sourcing strategy and that same company will be the one setting the standard. Ironically, as soon as one company successfully does the new and different thing; others will follow suit and the ante will be raised. Once that time comes, look for business leaders to berate themselves as they wonder, "why didn't we do it first?"

If such an innovator is reading this, I would like to make the following suggestions to you.

1. Take note of the social networks and tools that are available and look beyond their intended purpose. For example, periscope is an app that allows you to stream live video from your cellphone. Such a tool was not designed for recruiting, yet Hootsuite used it to give virtual tours of their various offices and answer questions of passive candidates who happened to tune in.

2. Embrace all the data available to you. Consider the data inside your ATS! It has a good sampling of CVs from people in your industry. Why not use that information to discern the companies your competitors tend to hire from? By doing this, you might uncover talent pools you have overlooked before.

3. Treat recruiting as a function of marketing. When you read a job description from your company, how is it any different from the job description of your competitors? Is there anything about it that would not only appeal to the people you want to hire, but also attract the employees of your competitor? Have you done the market research that will enable you to make your job advertisements the most alluring in the market?

4. Look for talent in unfamiliar places. The scarcer the talent, the more companies will have to be willing to disrupt the status quo of their methods. If I were a financial institution seeking personal bankers, I would want someone with certain intangible skills. Ideally, someone with a proven intellect who can work under pressure, have a global outlook and can be diplomatic. Language skills would be a definite plus as well as the reflex to think creatively. When considering those attributes, I might consider an ESL teacher because they possess all of those intangibles. Where they fall short in my requirements, I might pay for their education with the caveat being that they promise to work for me for a period of time. Make sense?

If I were hiring software testers, I would consider candidates with autism. Why? They have a keen idea for detail, excel in math and prefer repetitive tasks. Microsoft, SAP and Freddie Mac have all recognized the autistic as great workers and have made significant strides in placing them within their organization.

5. You must make sourcing and recruiting separate functions! Throughout asia, this seemed to be a foreign concept with many companies not seeing the necessity to do so. Sourcers can take the time to try new and creative methods, make data driven decisions on how to attract and pipeline talent; whereas recruiters can engage candidates in more effective ways and cultivate the relationships into hires and referrals.

In my role at Randstad Sourceright, my team and I create bold, data driven recruiting strategies for our clients all the time. Since we do this so often, I sometimes make the mistake in thinking that all companies are open to doing something different. In recent travels, I am reminded that some institutions are not.

Part of the reason so many organizations are struggling in APAC is because everyone is fishing in the same pond - Seek and LinkedIn. At some point, companies will realize going different places and leveraging new methods will make them successful if for no other reason, no one else is doing it yet. No competition in certain areas means a clear victory for you mister or miss innovator! So, what are you waiting on? The future of sourcing in APAC is within your reach. Seize it. If you are still unsure as to how to do that, Randstad Sourceright is ready to help. Call us. Operators are standing by.

- Jim Stroud

P.S. I gave 11 presentations in 3 countries in 2 weeks! A personal best.  Go RSR!

P.P.S. When the video ends, another one will begin. I have added 3 videos together reflecting my time in Singapore, Hong Kong and Australia.

:-) 

#sosuasia   #recruiting   #sourcing   #asia   #apac   #australia   #singapore   #hongkong  
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Jim Stroud

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"Twitter Search Strings for Recruiters Looking for Work" because sometimes, even recruiters need assistance in finding their next gig. Please pass it on. :-) 

#recruiting   #jobsearch   #jobseekers   #careeradvice   #recruitment  
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Jim Stroud

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How To Connect with Passive Candidates Online #sosuasia 

Sourcing passive candidates is one thing, but connecting with them is quite another. In this video, Jim Stroud demonstrates how to find and contact passive candidates based on the content they produce or share online. Plus, Jim gives a heads up on his international speaking engagements and a near-death experience. Yowza! Tune in for all the fun. 

Related: #sourcing   #recruiting  
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Search Strings for Recruiters Looking For Work, Free Randstad Sourceright eBook http://buff.ly/1QlEVdF
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A very good friend of mine is a brilliant fellow named Otis Collier. We have worked together on several occasions and I recommend his services without reservation. Several years ago, he shared with me a job search strategy that had me thinking… “Wow, why didn’t I think of that? Its like… so obvious and would work too.” But I digress, here is his plan...

#jobsearch   #jobhunting   #careeradvice  
A very good friend of mine is a brilliant fellow named Otis Collier. We have worked together on several occasions and I recommend his services without reservation. Several years ago, he shared with me a job search strategy that had me thinking… “Wow, why didn’t I think of that? Its like… so obvious and would work too.” But I digress, here is his plan, something I call “The Otis Collier Method” (Patent pending)Step 1: Find a job that you want.Step...
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Jim Stroud

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Blue Dali is releasing a new album! http://buff.ly/1a3lZ2N Rock on +Mark Tortorici  #recruiter by day and rocker by night! #kickstarter   #music  
Blue Dali is releasing an album that combines rock, alternative, progressive, & classical music: No Exit...and other Existential Drama
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Here we GROW again! Due to new client wins and current team expansions Randstad Sourceright is seeking qualified Recruiters, Sourcers & Recruitment Support professionals to fill immediate contract opportunities on our team. View our openings & apply here: http://bit.ly/1w3VeOo  // Please share!

#recruiting  
#sourcing  
#recruitment  
#recruiter  
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Jim Stroud

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Nice!
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Love this! Meet the people that help to make the service/product you purchase. :D
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I was fortunate enough to be interviewed by the "Mad Scientist of HR" +Chris Russell on CareerCloud radio. If you are a jobseeker, you might find some of the insights discussed useful. 
Listen to Jim Stroud dish the job hunting dirt on our latest episode of CareerCloud Radio. He'll geive you lots of practical job search advice. All you have to do is listen. Special thanks to Amtrak Careers for sponsoring the show. (39 min)
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My friend Jim Stroud is rapidly becoming a recognized expert in employment and corporate advancement. You would do well to listen to this podcast and read his insightful book! 
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THIS IS WHY YOU HATE RECRUITERS!

What happens when a group of HIGHLY sought after candidates confront a room full of recruiters about their despicable recruiting practices? What else, but hilarity! (Umm... no, not really.) 

In this episode of "Its all recruiting," Jim Stroud shares his observations of a controversial panel discussion held at a recent Sourcecon conference. Among the questions answered are: Do you favor corporate recruiters more than agency recruiters? What can recruiters do to improve our response rates from you? How do you feel about the way sourcers find your information online? And what is the single biggest problem you have with recruiters? 

All of this PLUS, music by Blue Dali! Listen to this podcast now. You don't want to miss it. // Links discussed in this podcast: http://goo.gl/zlQfxj

#recruiting   #recruitment   #careerdevelopment  
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This is Gary Hall from church would you look over my resume?
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HEY RECRUITERS!!! 

Onsite contract opportunity in Santa Rosa, CA. Randstad Sourceright RPO is growing and needs a client facing fullcycle Recruiters with one or more of the following:

Telecommunications, IT, Mechanical, Optical Communications,
Electrical, Semi -conductor and Engineering recruiting with 3+ years of experience. 

This position will be long term contract assignment.  This is a very
long term RPO engagement  with a world class Optical Communication company that will certainly enhance your network and exposure.

The pay rate is up to $65+ per hour/W2.

Please reply with an updated CV to stacy.mitchell@randstadsourceright.com as well as please apply at http://goo.gl/UKBxlY
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Jim Stroud

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Do you know where companies hire from the most? Take a guess. No, seriously, go ahead and ponder it. What comes to mind? Job boards? Social media? Career sites? All of those answers would be in the ballpark for sure, but none would be in the number one spot. Let me share with you a few stats and see if you can figure it out.

#jobsearch   #jobhunting   #careeradvice  
[FYI: In the very near future, I will be releasing a new book about job search strategies. This is an example of what you can expect.]Do you know where companies hire from the most? Take a guess. No, seriously, go ahead and ponder it. What comes to mind? Job boards? Social media? Career sites? All of those answers would be in the ballpark for sure, but none would be in the number one spot. Let me share with you a few stats and see if you can figu...
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the answer is internal referrals
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Work
Occupation
Senior Director, RPO Recruitment Strategies and Support
Skills
Social Recruiting, Job Search Strategy, Social Media, Lead Generation, Training, Public Speaking, Video Production and Creative Writing.
Employment
  • Randstad Sourceright US
    Senior Director, RPO Recruitment Strategies and Support, 2014 - present
    I am responsible for developing strategy, operational plans, and overall leadership of the Recruiting Strategies & Support (RSS) team along with designing, managing, and allocating resources available through offshore centers. In this position I manage all aspects of people, processes, tools and practices, with the goal of delivering best-in-class strategies, efficiencies and service to RPO clients. Primary focus is on recruiting strategy development and support / execution of recommended strategies. Furthermore, I interface strategically with RSR Client Delivery and Business Development to understand specific needs of clients and client prospects, then implement service delivery solutions that positively impact the end delivery to our clients or provide proof of concept to client prospects.
  • Bernard Hodes Group
    Director of Sourcing and Social Strategy, 2011 - 2014
    I work with digital and account team members to build effective social recruitment and employer brand strategies. I conduct hands-on and virtual training for HR/recruiting teams of clients in support of a comprehensive social strategy. Furthermore, I participate in and share responsibility in new business pitches of digital and social strategy. I also stay current on digital innovations related to employer branding and recruitment communications, in order to create training solutions for the benefit of our clients.
  • Global English
    Social Media Development Manager, 2008 - 2011
    While working remotely from Atlanta, I developed and implemented innovative strategies for web-based user procurement for the English learning community – EnglishCafe.com. I initiated and tracked the effectiveness of outreach programs. I researched, analyzed, and monitored financial, technological, and demographic factors in order to capitalize on market opportunities and minimize the effects of competitive activity. As a Community Manager, I kept users engaged and converted them into evangelists for the EnglishCafe brand. My duties also extended to content creation and managing content from internal thought leaders and community for placement on the EnglishCafe homepage which changed twice daily. My duties also extended to working with web developers in the design and usability of the web site and leading a team of marketing interns to perform various SEO and community engagement tasks.
  • Microsoft
    Technical Sourcing Consultant, 2005 - 2008
    While working remotely from Atlanta, I implemented a wide range of online resources, software, web enabled tools and innovative strategies to source active and passive candidates. Initially my focus was on sourcing senior technical personnel for the Win Client and Mobile and Embedded Devices Groups then towards the end of my tenure, I pursued software developers all over the world (Canada, Mexico, Australia, Europe, Middle East and Asia) for the International Recruiting Team. In this role, I used traditional methods and social media strategies (MySpace, YouTube, Usenet, podcasts and online video) to market opportunities to passive candidates and fill open positions that were historically difficult to close. In addition to my recruiting related activities, I conducted special projects in the field of marketing, competitive intelligence and recruitment research training. I was a consistent contributor to the "Microsoft Technical Careers @ Microsoft" blog which was awarded for “Best Group Blog” and “Best Job Seeker Blog” by Recruiting.com during my tenure.
  • Google
    Searchologist - Internet Researcher, 2004 - 2005
    Engaged in confidential Strategic Sourcing projects working remotely from Atlanta. Strong focus on recruiting experienced Software Engineers and developing a Talent Pipeline.
  • Siemens
    Internet Researcher and Competitive Intelligence, 2003 - 2004
    Hired as a consultant within this startup division of consolidated recruitment services. Chief responsibility was sourcing personnel in the areas of Materials, Distribution, Engineering, Factory Automation and Logistics.
  • Lanta Technology Group
    Account Executive, 1999 - 2002
    3rd employee hired in this startup organization that focused on staffing post and pre-IPO Internet companies. Generated net revenues for the company surpassing $700,000.00. Said number is representative of fees collected as a result of placing permanent, contract and contract to hire personnel. Responsibilities included serving as Internet Researcher, Lead Recruiter, Business Developer and representing employer at speaking engagements.
  • Creative Recruitment Solutions
    Internet Researcher, 1999 - 1999
    First contract employee for this Internet Start-up Company. Sourced potential hires for various clients in addition to brainstorming innovative recruiting techniques. In addition to locating candidates, served as team lead on developing Websites for clientele.
  • MCI Inc.
    Internet Researcher, 1997 - 1999
    Initially hired as contract employee with MCI but, acquired a permanent position within a year. 2nd employee hired in this start-up division that focused on Internet Research. Chief responsibility was to source technical personnel via the Internet. Initially screened candidates before presentation to recruiters, then converted to employing a source and select model of research. Successfully sourced 43 hires, in support of 30 recruiters. As a result of team efforts, Internet Research accounted for 20% of all hires. In addition to direct support, proactively facilitated a stream of qualified candidates by implementing initiatives in support of an overall recruiting strategy. Said initiatives included: Diversity Recruitment, Measurement of Recruiting Trends, Virtual Job Fairs, a Corporate Alumni forum and the creation of Jobs2Go, a careersite that promoted MCI as the employer of choice.
Story
Tagline
I speak, I train and I blog a lot about social media, recruiting and job search strategy.
Introduction

Over the past decade, Jim Stroud has built an expertise in lead generation strategies, social media recruiting, video production, podcasting, online research, competitive intelligence, community management and training. He has consulted for such companies as Microsoft, Google, MCI, Siemens and a host of startup companies. Presently, Jim Stroud is the  Director of Sourcing and Social Strategy for Bernard Hodes Group. 

Prior to Hodes, Jim Stroud has created and sold three online properties, managed an award-winning blog, published a weekly newsletter for jobseekers, a recruiter training magazine and co-hosted a popular technology podcast. Jim Stroud has also produced multiple web series devoted to such topics as: job search, recruiting, technology and language learning. Jim Stroud has been quoted by such publications as Globe and Mail, US News and World Report, Wall Street Journal and The Atlanta Journal and Constitution. Monster.com, Entrepreneur, Black Enterprise and The HR Examiner have all cited Jim Stroud for his digital influence. Jim Stroud also served as the EmCee of SourceCon, the premier global conference on sourcing for three consecutive years. He is also the author of "Resume Forensics," a quick and easy guide to finding resumes and passive candidates on the web. 

When not online, Jim Stroud suffers from withdrawal symptoms that can only be soothed by chocolate chip cookies and family time. (Be sure to click the "Contact Info" link above for more information.) 

Bragging rights
Author of "Resume Forensics" and "How To Find a Job Now (...and never have to look again!). Cited several times for my online influence in recruiting and job search strategy.
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Currently
Atlanta, GA