sourcing technical reqs by mark tortorici

sourcing TECHNICAL REQUISITIONS

Mark TortoriciSourcing & Training [email protected]

Mark Tortorici is the Training and Sourcing Manager at netPolarity, a Silicon Valley-based contingent workforce solutions provider serving Fortune 500 companies nationwide. Since 1997, Mark has trained thousands of technical staffing professionals including hundreds at Google, where he taught sourcers and recruiters onsite throughout the company’s global staffing organization.

Mark is also the head instructor for netPolarity’s newly-launched MARS (Master Accreditation in Recruiting and Sourcing) program, which has gained early traction, with iconic companies such as Apple, Facebook, Tagged, and Nationwide Insurance among the program’s first clients.

about Mark Tortorici

what is the problem?

Does technology scare you?


Are you frustrated by technical reqs because you don’t understand them?


Do you search for technology terms without understanding them?


Do you search for technology terms without understanding them?

Yeah Brain, basically it’s a bunch of computers up in

a cloudy sky?

Pinky, are you contemplating the

same thing that I am contemplating?


If a software developer told you that they write code for facebook.com, would you believe them?

Do you know what that means?

Do you know how to validate their experience?

what is the solution?Understand Tech!

If the answer is yes to any of these, you are not alone.

what is the solution?

If the answer is yes to any of these, you are not alone.

Sourcing and recruiting for technical requisitions can be a difficult task if you don’t understand what you are looking for.

Understand Tech!

what is the solution?

Even the most sales-savvy recruiter in the world can still talk to the wrong candidate for a job and not even know it

Understand Tech!

To understand the technical reqs you work on, there are multiple steps you can take which will put you above the sea of sourcers and recruiters out in the world

howdo we do this?

do we do this?how

So how do you gain the skills to go after the right resumes?

do we do this?how

We follow the steps for research and sourcing.

do we do this?how

We follow the steps for (P)research and (Pre)sourcing*

* Thanks to Amybeth Hale!

how do we do this?Sourcing Steps 1


Conduct a Req Huddle to get the Manager, Recruiter, and Sourcer on the same page.

1



1

Understand the Technical Requirements & the Job Function. 2


Formulate the correct Advanced Boolean Search Strings 3


1





1


Ask the candidate the right kind of screening questions. 4

But I’m so scared…

…of technology

understand technology

You must learn to not be afraid…Daniel-san

If we don’t understand the technical functions of the job, then whole hiring process will be wrong, from start to finish. Here are three problems that can occur:



1.Wrong keywords = wrong search strings = wrong people




2.“Buzz-wording” the resumes to death





3.And the worst one of all: When you talk to a candidate, you are trying to sell them a job that they are not a fit for.





3.And the worst one of all: When you talk to a candidate, you are trying to sell them a job that they are not a fit for.

Example: You need an engineer who will build a Java front end application for an OS in a router, and you’re talking to the 500th J2EE developer.


The technical understanding of a job is the hardest concept to explain to the average person and the one that is the most necessary. But the right training will combine:



•Higher-than-average technical knowledge




•Razor-sharp search string skills




•Razor-sharp search string skills

•In-depth technical screening questions.


A better understanding of the job req can change one person’s view of a resume into something different…

Take a look at the following job requisition…


Title: Software Engineer In TestPrimary Skills: QA Tools EngineerSecondary Skills: frameworks

Description: QA Tools Engineer - We are looking for a highly motivated senior software engineer who is passionate about working on building tools using python. This role is responsible for defining and planning the evolution of our social networking test management tool.

Required Skills: - 5+ years of experience programming in Python - Software QA skills - Hands on experience with DBMS’s (MySQL a plus) & interfacing with them. - Experience with building test tools/frameworks - Web stack knowledge - JavaScript, CSS and xpath - HTTP, sessions, cookies, headers - Comfortable with Linux and Mac OS, as well as networking concepts


Now take a look at a sourced resume:


Now take a look at a second resume:


And finally, take a look at this third resume:


Which resume is a fit and why?


The first resume is wrong:

They have QA experience with Python, but they lack the programming skills

They are also using test automation software that someone else developed


The second resume is wrong:

They have the development experience with test frameworks…

...but are programming with the wrong language (they develop in Java, we need Python)


The third resume is right:

They have the development experience with test frameworks…

...and are developing the frameworks using Python


What strings did we use to find these?

The first resume was found with this string:

python AND framework* AND (qa OR sqa OR "quality assurance" OR "software test") AND (unix OR linux) AND mysql

The second and third resumes were found with the same string:

("python framework*" OR "test framework*" OR "automation framework*" OR "qa tool*" OR "sqa tool*") AND python AND (qa OR sqa OR "quality assurance" OR "software test") AND (unix OR linux) AND mysql AND develop*


Here’s Another Example:

Highlights obviously serve a purpose but the words around the highlighting are often the most important.




Take into consideration the context in which your highlights appear, in this example of a req that calls for an Engineer who can create a QA Framework used to test a web-services based C#.NET application.




Take into consideration the context in which your highlights appear, in this example of a req that calls for an Engineer who can create a QA Framework used to test a web-services based C#.NET application.

This is the string we created:

(“test framework*” OR “automation framework*” OR “qa framework*” OR “qa tool*” OR “sqa tool*”) AND (soap OR rest OR “web services” OR webservices OR uddi OR wsdl) AND c# AND .net


Resume Snippet #1

Tested a c# web service utilizing SOAP and REST using an internally developed test automation framework.


Resume Snippet #1


Resume Snippet #2

Developed a test automation framework for testing web services based on C#, SOAP and REST.


Resume Snippet #1


Resume Snippet #2

Developed a test automation framework for testing web services based on C#, SOAP and REST.

The 1st resume is WRONG…the 2nd resume is RIGHT!


how do we do this?


1

Sourcing Steps 1

it all starts with the req huddle…


Whether you are an internal recruiter, a staffing coordinator, a VMS partner, a sourcer, or a contingent recruiter, you need to get the right information out of the hiring manager. 1


Whether you are an internal recruiter, a staffing coordinator, a VMS partner, a sourcer, or a contingent recruiter, you need to get the right information out of the hiring manager.

When you start working any requisition, your first order of business should be an initial “Req Huddle”. This meeting is crucial, no matter what type of recruiting that you do.

1

how do we do this?Req Huddle

These are the key elements that will help you get the right information from your hiring manager when working a new req:


Why has this position been created? What need are we trying to fill? 1


Why has this position been created? What need are we trying to fill? 1What is the product being developed, or what is the project that is being worked on / managed?


What environment/companies would you like to see your candidates come from?

This is a question that you probably should already know, so when you ask, make sure you state the ones that are obviously already known.

1


For example, if you are talking to a hiring manager that hires for a SW group at a large-scale e-commerce company that needs a PHP web application developer, then your question would be re-phrased to:

“Besides PHP/LAMP SW engineering candidates from companies like Amazon, Zappos, Ebay, Expedia, Overstock.com, etc, what other company experience would you like to see?”

1


For example, if you are talking to a hiring manager that hires for a SW group at a large-scale e-commerce company that needs a PHP web application developer, then your question would be re-phrased to:

“Besides PHP/LAMP SW engineering candidates from companies like Amazon, Zappos, Ebay, Expedia, Overstock.com, etc, what other company experience would you like to see?”

(This lets the manager know that you understand the technical / competitive landscape, and they will treat you with respect)

1


What are the qualifications for your perfect candidate profile? 1


What are the qualifications for your perfect candidate profile?

What are some “alternate profiles” that can work for this job?

1


Now, asking blindly about what “alternate profiles” a hiring manager may consider could get you shut down in the conversation. 1


Now, asking blindly about what “alternate profiles” a hiring manager may consider could get you shut down in the conversation.

Instead, you want to pitch these alternate profiles to the hiring manager yourselves.

This will come from experience and understanding of the entire industry landscape, similar technologies, available candidate pool, and any geographic limitations.

1


This means that you have to do your research before you start asking questions. 1


For example, your client wants an Automation Developer who will create a Test Automation Framework in Python. 1

PerlDeveloper?

Python Developer?


For example, your client wants an Automation Developer who will create a Test Automation Framework in Python. But will the manager consider development in a different language, such as Perl?

Since the syntax of Python is so similar to Perl, the option might be plausible.

1

PerlDeveloper?

Python Developer?


Also ask your hiring manager for the resumes of candidates that have been hired for this position in the past, or candidates that were offered the job but did not take it. 1



1


Don’t be afraid of learning technology…embrace it!

Many others before you have trained themselves to better their technical understanding and knowledge.

Research & Understandhow do we do this?


It’s not we want you to have a MSCS degree (though that would be nice!), we just want understanding of technology on a basic level.

This is one place where I see many people in staffing fail. It’s not just a matter of copy ‘n paste technical acronyms from job req into a search string.

With every job req, there is an underlying technology that average people cannot discern.

2


We don’t have to:

•Program a C++ API

•Create a CAD layout for an ASIC chip.

But we should know:

•Basics that are involved

•Differences between other types of similar technologies.

By doing this, you gain credibility with not only your candidates, but your hiring managers as well.

2


Knowledge is Power!


Knowledge is Power!

•Whether you are sourcing for candidates or interviewing them on the phone, you must be in the know!


Knowledge is Power!


•You need to AT LEAST research and learn about the job, group, company, and industry.


Knowledge is Power!


•You need to AT LEAST research and learn about the job, group, company, and industry.

• This means learning new technologies and job functions so you can speak intelligently about them with the candidate.


Research is King!


Research is King!

•There is no limit to how much you should learn.


Research is King!


•The more you learn, the better you become at technical screening.


Research is King!


•The more you learn, the better you become at technical screening.

•This includes going to websites like answers.com, or searching the technology on google.com, or even following technical forums used by engineers.


You can be a step ahead of everyone else!



Think about what you are prepared to do. In the pursuit of technical understanding, I have:




• Taught myself how to build websites





• Understand basic programming






• Read white papers on C#, Java, IC design, & cellular networking







• Attended engineering talks







• Attended engineering talks

• Administered Windows networks


You don’t have to stay up all night and day doing research2

Caffeine!!!


You don’t have to stay up all night and day doing research

•Just set aside time to do the research before starting the sourcing and recruiting

2

Caffeine!!!


You don’t have to stay up all night and day doing research

•Just set aside time to do the research before starting the sourcing and recruiting

•And make sure you are researching the right things

2

Caffeine!!!


For example, if you work for an Internet-based software company, then you have to AT LEAST learn about:2


For example, if you work for an Internet-based software company, then you have to AT LEAST learn about:

•SDLC – From initial architecture to coding to release & testing

2




•Web development – Front end coding, UI design, and Web Application development

2





•Databases / Big Data – Database development, administration, replication and clustering

2





•Databases / Big Data – Database development, administration, replication and clustering

•Production support – Systems engineering, application support, software debugging, and software configuration

2

SDLC Examplehow do we do this?

How the SDLC Works

• Project planning, feasibility study

• Systems analysis, requirements definition

• Systems design

• SW Architecture and design

• Implementation

• Testing and integration

• Acceptance, installation, deployment

• Maintenance

SDLC Examplehow do we do this?

Engineering Titles &Functions in SDLC

SDLC Titles/Functionshow do we do this?

• Project planning, feasibility study – The need for a new software application is realized, and planning begins

how do we do this?SDLC Titles/Functions

• Project planning, feasibility study – The need for a new software application is realized, and planning begins

Possible titles: Project Manager


• Systems analysis, requirements definition – Analysis of the current systems is conducted to ensure support of the application


• Systems analysis, requirements definition – Analysis of the current systems is conducted to ensure support of the application

Possible titles: Business Analyst, Systems Analyst, Software Analyst


• Systems design – Computing platforms must be designed with the specific requirements in mind


• Systems design – Computing platforms must be designed with the specific requirements in mind

Possible titles: Systems Architect, Systems Engineer


• SW Architecture and design – Defines and designs the actual software, based on the agreed upon requirements


• SW Architecture and design – Defines and designs the actual software, based on the agreed upon requirements

Possible titles: Software Architect


• Implementation – The real code is written


• Implementation – The real code is written

Possible titles: Software Engineer, Software Developer, Software Programmer


• Testing and integration – The software is integrated into the systems environment and tested


• Testing and integration – The software is integrated into the systems environment and tested

Possible titles: Software Test Engineer, Software Quality Assurance


• Acceptance, installation, deployment – The software is deployed and released


• Acceptance, installation, deployment – The software is deployed and released

Possible titles: Build Engineer, Release Engineer, Software Configuration, Deployment


• Maintenance – Software upkeep and maintenance


• Maintenance – Software upkeep and maintenance

Possible titles: Application Support, Software Sustaining, Production Support


how do we do this?What’s in a name?

You also need to have an idea about every OTHER engineer’s role


Why is that???


Because you need to know what to look for, and what NOT to look for


This means understanding the job functions of

Software Developers

Software Test Developers

Build/Release Engineers

Software Architects

Project Managers

Business Analysts

Visual Designers User Experience Analysts

Software Quality Assurance Database Administrators Database Engineers

Data warehouse Developers Business Intelligence Analysts

Systems Administrators Production/Application Support Product Engineers

Solutions Architects Embedded Engineers Mobile SW Engineers

Hardware Systems Engineers IC Designers Design Verification Engineers

Mask/Layout Engineers Validation Engineers And so on…

And so on…And so on…And so on…

And so on…

And so on…

And so on… And so on…

And so on…And so on…

And so on…And so on…

And so on…And so on… And so on… And so on…

And so on…And so on…And so on…

And so on… And so on…

And so on… And so on… And so on… And so on…


Once you have a basic understanding of the most common job functions in the technical world, then you will be able to:



•Source through resumes quicker




•Come up with search strings that capture more targeted candidates




•Come up with search strings that capture more targeted candidates

•Recognize candidates that are not a fit very quickly


Follow along with a/your company’s:

•SDLC (Software Development Life Cycle)

•PDLC (Product Development Life cycle)

•IC Product Life Cycle.

This should ideally be done for the company you are sourcing/recruiting for.


How do you recognize the plethora of engineering roles?


Research the “classic” definitions of these engineering roles online. There are tons of technical documents, articles, wikis, and encyclopedias that cover this.


Research the “classic” definitions of these engineering roles online. There are tons of technical documents, articles, wikis, and encyclopedias that cover this.

Don’t use Wikipedia only! Use multiple sources of info.


Look at resume after resume of people who work in similar jobs or companies.

There is no better way to learn how to instantly recognize and profile resumes, other than to look at TONS of them.

what they have vs. what they do

• It’s not what they HAVE it’s what they DO that matters

• Are they doing what we need them to do?

• They may have “software engineering” but are they a software engineer?

• Or are they just working with “software engineering”?

• Look for ACTION words

• They will indicate:• Levels of responsibility• Ownership of tasks


• ACTION words can be grouped around JOB FUNCTION:



• Developed / Programmed – Engineers that are developing a software program using a programming language




• Involved with / Assisted / Part of – Implies involvement in a project but not sole ownership or a higher level of individual responsibility





• Created / Designed – signifies creation and design of a product






• Architected – high level conceptual design of a software / hardware / systems product







• Implemented – when used in a systems/network role, refers to Engineers who implement the design of a Systems Architect







• Implemented – when used in a systems/network role, refers to Engineers who implement the design of a Systems Architect

• Modified – signifies code updates, systems updates, or code maintenance of an already existing project.



• Administered – when used with a systems/network role, refers to Administrators who install, configure, update and keep computer systems running




• Managed (projects) – used by project managers or other candidates who have project management experience




• Managed (projects) – used by project managers or other candidates who have project management experience

• Gathered (requirements) – used by Business / Systems Analysts to understand the needs of the business users


We’re not saying that you have to do everything OUR WAY…


We’re not saying that you have to do everything OUR WAY…

You just have to put in the extra work to identify the correct job function and candidate profile


Here is a simple example of job req analysis for a well known credit card company:


Must have skills:• 5+ years experience developing mission critical Web and backend applications • Should be self motivated and able to work independently. • Strong understanding of C#, ASP, ASP.NET 1.1 to 3.5. • Strong knowledge of Transact SQL and ability to write and debug stored procedures.

Nice to have skills: • Strong SOA (Service-Oriented Architecture) • Experience with JavaScript, VBScript, AJAX, custom ASP.NET controls and CSS • At least 2 years of experience with writing SQL. XML, XPATH and XSL. C++ in a Windows environment Will lead efforts to design and implement various aspects of our global transaction processing systems.


What we can discern from the description:

• This engineer will be developing mission critical Web and backend applications

• They will construct the application in C# and ASP.NET • The need strong web services experience – SOA

• The need backend development – T-SQL and stored procedures

• They need front end web development: JavaScript, VBScript, AJAX, custom ASP.NET controls and CSS • They will lead efforts to design and implement various aspects of a global transaction processing system


How did we figure that out?


By looking up the key terms we highlighted


This req is a classis example of:


Front End

• HTML – static elements

• javascript – enhances page

• .css – style sheets

• AJAX – javascript & XML. Provides dynamic

processing from a web server.

• ASP.NET pages – dynamic web scripting

language


Front End







language

Mid-Tier (Web Server)

• Web servers – IIS

• Dynamic pages – ASP.NET

• Pages change based on the information pulled from

the database


Front End







language





the database

User Controls

• user controls

• winforms

• form elements


Mid-Tier (Application)

• The server side application that processes

the data

• Written in C#, or Visual Basic

Front End







language





the database

User Controls

• user controls

• winforms

• form elements




the data

• Written in C#, or Visual Basic

Back End

• Database Servers – Microsoft SQL

server or Oracle 11g

• Database Application

• Stores data

Front End







language





the database

User Controls

• user controls

• winforms

• form elements


Key reference materials:

www.answers.com

Computer Desktop Encyclopedia

Look it up on Google!

There are so many different sites, encyclopedias, white papers, and technical journals out there…USE THEM!




1


Find Those Impossible to Find Candidates!

find them now!Start Your Search


Get the bulls-eye candidate profiles first

Start with that near-impossible profile your hiring manager described to you. 3

You call this

a match???


Use the answers to the questions that you asked the hiring manager to build your search. 3


Envision the profile = think of the variations3


Envision the profile = think of the variations

If your client wants a candidate with Hadoop database experience, then don’t just put “Hadoop”. Expand your search terms with as many variations as you can think of:

3


Envision the profile = think of the variations

If your client wants a candidate with Hadoop database experience, then don’t just put “Hadoop”. Expand your search terms with as many variations as you can think of:

3

(bigtable OR hadoop OR nosql OR "no-sql" OR "map/reduce" OR mapreduce OR hive OR hbase OR couchdb OR mongodb OR "unstructured data")


Formulating the correct Advanced Boolean Search Strings

•Anyone can create a Boolean string, but do you understand it?

•Can you create the right one with the right keywords?

3


You must have thorough understanding of the job function and/or technology3


You must have thorough understanding of the job function and/or technology

•Boolean cheat sheets won’t cut it

3


You must have thorough understanding of the job function and/or technology

•Boolean cheat sheets won’t cut it

•You must understand the technology

3

Break it down again


• We need an engineer who will develop webpages for a social media application in PHP

• They must have front-end web programming in HTML, CSS, Javascript, and Javascript libraries like Jquery, Dojo, Ext-js, etc.

• Must have strong SQL query abilities

• Experience with unstructured databases preferred


Let’s illustrate this with a well-known social network



• HTML – static elements, text, images, and links




• Refreshes timeline using customized XML & javascript or AJAX


• Basic web development to display information

• PHP code to dynamically display


• Every single user’s timeline is different

• The ads displayed are customized


• One billion users

• Only 1 template is used

• Changes based on the information from the

database

• PHP dynamically displays

• SQL queries the database for the info


Front End






• PHP pages – dynamic web scripting language


Front End








• Web servers – Apache

• Dynamic pages – PHP


the database


Front End











the database



the data

• Written in C/C++




the data

• Written in C/C++

Back End

• Database Servers – MySQL or NoSQL

or Hadoop

• Database Application

• Stores millions of records

Front End











the database

Let’s take another look at that req






("web developer" OR "web application") php• Experience with unstructured databases preferred





("web developer" OR "web application") php (ui OR gui OR "user interface" OR "front end" OR frontend) html

css (javascript OR "java script") (jquery OR "j-query" OR "ext-js" OR dojo OR "node-js" OR mootools)







css (javascript OR "java script") (jquery OR "j-query" OR "ext-js" OR dojo OR "node-js" OR mootools) sql







css (javascript OR "java script") (jquery OR "j-query" OR "ext-js" OR dojo OR "node-js" OR mootools) sql (bigtable OR hadoop OR nosql OR "no-sql" OR

"map/reduce" OR mapreduce OR hive OR hbase OR couchdb OR mongodb)



Look for:

• Application development

• Front end development

• Javascript frameworks

• Database & SQL querying


REMEMBER!

•Engineers do NOT write resumes for recruiters3


REMEMBER!

•Engineers do NOT write resumes for recruiters

•Engineers write resumes to describe what they’ve done in the terms they understand

3


REMEMBER!

•Engineers do NOT write resumes for recruiters

•Engineers write resumes to describe what they’ve done in the terms they understand

•That means we must understand what they do, what tools they use, what companies they come from, and what products they work on

3


If you can continuously learn about the different job functions, technology, and competitive landscape…you will be able to see the Matrix3




1


Ask the candidate the right kind of screening questions. 4

what are the questions?

Anyone who initially contacts the candidate, must get their telephone skills up to par. 4

Better Questions

The Right Screening Questions


Anyone who initially contacts the candidate, must get their telephone skills up to par.

Not only do they have to do that, but they need to know how to weed out the mediocre candidates from the superstars.

4

Better Questions





To the average sourcer or recruiter, this is not always evident.

4

Better Questions





To the average sourcer or recruiter, this is not always evident.

A complete understanding of the job requirements and what the company is looking for will bolster their credibility with the candidates and hiring managers.

4

Better Questions


what are the questions?Better Questions




•Screening questions are the key to your success




•They will help you weed out any candidates that are wrong





•They will help you focus on candidates that are right






•If your questions can be answered with a “yes” or “no” then you aren’t recruiting – You are taking a survey






•If your questions can be answered with a “yes” or “no” then you aren’t recruiting – You are taking a survey

•Create questions that require the candidate to describe their experience in depth


Who, What, Where, Why, & How – Base your questions around the JOB FUNCTION:



• WHO

•WHAT

• WHAT

• HOW

• WHY

• WHERE



• WHO is the company and group/division that this job is for?

•WHAT

• WHAT

• HOW

• WHY

• WHERE




•WHAT (tool, software, method) did you use to complete the job / task?

• WHAT

• HOW

• WHY

• WHERE





• WHAT was your level of involvement?

• HOW

• WHY

• WHERE






• HOW long did it take to complete the (project, application) on time?

• WHY

• WHERE







• WHY did you choose this (software, method, programming paradigm) over others?

• WHERE







• WHY did you choose this (software, method, programming paradigm) over others?

• WHERE can we see examples of your work?


Elementary, my dear Watson

• Remember that you are a detective

• A candidate is not a fit until you get the answers you need

Sherlock Holms great-great-grandson: Suh P. Holms, world

renowned recruiter


Turning technical knowledge into a candidate screening tool is the difference between…


…a GOOD Recruiter


…and a BAD Recruiter

in SUMMARY

• Conduct a Req Huddle – Understand the technical requirements and job function

in SUMMARY


• Do your Research – Research the company, the group, the product, the corporate vertical, and look up every term you don’t know

in SUMMARY



• Formulate the Correct Search Strings – Based off of your research, create search strings that describe your candidates in multiple ways

in SUMMARY



• Formulate the Correct Search Strings – Based off of your research, create search strings that describe your candidates in multiple ways

• Ask the right Screening Questions – If you don’t know the technology, how can you validate the candidate’s experience?

in SUMMARY

words of WISDOM

“Do, or do not. There is no try” - Yoda

Use the Force…

It takes discipline and drive to continuously learn about technology.

Do this, and there will be no limits in your understanding, and no limit to the technologies you source & recruit for.

February 13 Webinar: Sourcing Tools & Trends in 2013

60 minute ERE webinar by Mark Tortorici

•The Sourcing function today

•Skill sets that every Sourcer must have in their tool belt

•New search tools and social networks

Contact: Lisa Amorao at [email protected] for details.

important Future Events

There’s more where this came from!

mailto:[email protected]

March 19 webinar: Boolean Basics to Advanced

75 minute webinar by Mark Tortorici

The complete break-down of Boolean Search, using different search engines, limiting your searches locally, optimizing your search engine preferences to get different results, AND creating search strings that are so powerful, NOBODY else is using them!

Contact: Lisa Amorao at [email protected] for details.

important Future Events

There’s more where this came from!

mailto:[email protected]

ask Mark!

Ask your most profound questions and Mark will answer in a post on Staffing alchemy: http://blog.netpolarity.com

http://blog.netpolarity.com/

ask Mark!

Ask your most profound questions and Mark will answer in a post on Staffing alchemy: http://blog.netpolarity.com

• Facebook: https://www.facebook.com/MARSbynetPolarity

• Tweet us: @netPolarity

• MARS website: http://mars.netpolarity.com/

http://blog.netpolarity.com/

https://www.facebook.com/MARSbynetPolarity

http://mars.netpolarity.com/

Mark Tortorici | Manager, Sourcing & Training | netPolarity | 408.971.3736 | [email protected]

www.netPolarity.com

sourcing TECHNICAL REQUISITIONS

Special thanks to SourceCon

http://www.netPolarity.com/

http://www.netPolarity.com/

sourcing technical reqs by mark tortorici

Business

wrong keywords

wrong people

wrong candidate

wrong search strings

technical functions

sourcing steps

sourcing manager

job function