Sourcing Worklab Open House July 3rd - 40 Guest Passes

Tikihead200July 3rd isn't a holiday. Technically. 

But for those of us at work, we should make it count. Lacey and I are holding an open house, where any recruiter can come and see what we're all about. 

SourcingWorklab.com (what is this? Go read the site!)

Monday, July 3rd, 2017

1:00 PM CST, 11:00 AM PST. 

This is 90 minutes of live candidate sourcing. We take real jobs, and we walk through searching for candidates using a number of different tools.

How do you get a guest pass?

Way #1: You can sign  signup - Send an email to Lacey@SourcingWorklab.com with the subject July 3rd, and she'll send you a registration to the GotoMeeting. 

Way#2: If you want to learn more about SourcingWorklab, you can set up a call with me, Jim Durbin. That link will take you to my Calendly page where you can pick a time on my calendar.


There is a limited  number of guest passes. We're capping it at 40. 

So call, email, or if you've been putting it off - enroll in the SourcingWorklab today

 

 


Announcing The Sourcing Worklab

It's real, and it's spectacular.

Lgo_slab

 

 

 

Well, we did it. My team launched the Sourcing Worklab last night.

This is a new training model for recruiters - a program to change habits and improve performance at all levels through Visual Learning and demonstration. 

This is like nothing you've ever seen in the recruiting space, and I want to tell you why my team launched this. 

First - the model.  The SOURCING WORKLAB is a monthly subscription community for up to 200 staffing and search firms. Each week, the members send in searches they are working on, and on Monday afternoons, Lacey and I do the searches live. 

It's a 90 minute session where we work on your jobs. Who is we? Why, these two folks down here! 

Screen Shot 2017-05-31 at 8.35.36 AMLacey is an experienced host, moderator, and community manager. She keeps me on track and works with members on their training programs and progress. 

I'm the Social Media Headhunter, and I've trained some 9,000 people on digital tools. 

And that experience is why I decided to try something different - something that I've struggled with in front of audiences for the 10 years. 

It works like this. Webinars give you a short time to introduce a new concept. Most people get a few lessons from the webinar, but very few download or replay the videos. They're just too busy. Several years ago, I launched a store of products that covered the webinar topics of LinkedIn, Facebook, Search, Google, Twitter...) - and they sold about 100 copies. That drove me crazy. The surveys and reports of use rated them highly. The tech was easy. The packaging was beautiful. The recorded trainings were higher quality, better thought out, edited and planned. When people did buy them - they sat on the shelf. Those who watched, watched only once (even though it was set up into chapters for quick reference). 

At the same time, webinars for those same topics would drive 200 people. Why? It was the same marketing. Why take live training instead of carefully edited training? 

It was simple. Recruiters are busy. If they don't put it on their calendar, it goes down the task list. Having a physical product is not a need. Having a webinar on a calendar is a need. 

Clearly - you have to get on a calendar. 

But what happens after the training? My best results come from individuals who get repeated training sessions. Check out this reference: 

"Jim has been a fantastic mentor.  Early in my career, Jim trained me on the key components of sourcing and screening. Over the course of two years, as the positions I worked on grew more complex, he continued to provide me with new tools and tactics that matched my experience."

That's a recruiter in Houston I had the pleasure of working with for some two years. As he got better, I gave him more. Most important, we worked on open positions, not imaginary ones. And that is the formula. 

Scheduled Session + Live Requirements + Consistency

That is how you learn. That's how everyone learns. So we created the Worklab to create better results. 

There are two versions of the lab. The first is a staffing firm/independent recruiter community. The second is for internal/corporate recruiters (launching later in the year - with an exciting second speaker). 

Check out the site. Most important - tell your friends with staffing friends. Send them to the site and help them develop their recruiters.


NAPS Conference in San Antonio

Thursday, November 1st, I'll be speaking at a conference with Shally Steckerl and Margaret Graziano on  a number of topics for  Executives.  This is the flyer for the event.  If you are going to be in San Antonio, or wish to join the conference, now is the time to sign up.

You do need to sign up separately.  Contact Mgraziano@keenhire.com or call 1-888-KEENHIRE to register.   We'll cover the topics of behavioral interviewing, personality assessments, sourcing, and social networking, and we'll be available afterwards to chat.  Register for the full NAPS conference here. Alliance8x10ad1003072


In Which I Take Canada By Storm

For those of you in the habit of reading Canadian newspapers, you might have received a shock today - or been confused.

Yes, that's me in the Toronto Globe and Mail, having a little fun at the expense of the office birthday cake party.  Yes, it says Jason Durbin, but that's because I told the reporter about Jason Davis, and after talking to me, he must have confused the two.

The ceremony itself might only take a quarter of an hour; it's what happens afterward that drags down output. "You get all that frosting in your belly and it basically puts you in a coma," said Jason Durbin, a St. Louis, Mo.-based recruiter. "I hate sheet cakes. But I don't have much willpower. You put one in front of me and I'm going to eat it. And then I'm going to want a nap."

By the way - the call came to me, as they often do, when reporters read something in one of my blogs, or are referred to me by a blog reader.  I've been in about a dozen media publications in the last 18 months because of my blogging, and can trace over $100,000 in revenue to those appearances.  It's one of the measurable aspects on the ROI of blogging.

For those that are counting.  And yes - sometimes they're silly - like birthday cake, but you know what they say about publicity.


Small Business Review on Thlogs

Durbin Media gets a nice little plug from the Small Business Review in an article on thought leadership blogging.

I was contacted by Gary Stern, on a tip from a Chicago reader, and we had the chance to talk a little about why businesses should be blogging and how it made a difference in my career.

CM Russell is also quoted, and does a fine job, but then he always does a fine job.

Thank you to that unidentified Chicago reader.


Upcoming Speeches

Upcoming Public Appearances

I'll be delivering the keynote for the AACE fall conference (Arkansas Association of Colleges and Employers) in December. If you're down in Arkansas, consider signing up for the conference. Thanks to Steven Rothberg for passing my name on.

The topic is the new social media:  Blogs, MySpace and the youTube generation.  On Friday, I'll aslo be leading a technical workshop on how to set up blogs, MySpace pages, and other social networks.

Hendrix College, Conway AK
December 7-8

In January, SIM-STL (Society for Information Management, St Louis) has me giving a presentation on the effect of blogs on corporate reputations. That's the 20th, and it's open to Director Level and above Technology Executives.

January 23, 2007 (Location TBD)
St Louis, MO

In April, ERExpo has asked me to moderate a panel on recruiting blogging.  I don't think the list is firmed up yet, but I know Heather Hamilton (Microsoft) and Dennis Smith (T-Mobile) are attending.

ERE Expo 2007 Spring
San Diego, Calif.
April 17-19, 2007


Durbin Media is in the Post-Dispatch

It's always nice to get a little media coverage and today's Post-Dispatch has a feature of Durbin Media (using the brandstorming.com name) in the Business Section.

The article title is The Blog Lady, and it's a very good description of what our company does.  We use blogs to build brands.

Check out this bit:

"Companies can use blogs to learn what customers want from their products, to get feedback on potential new products or to build awareness of their products among potential customers."

That's the purpose of the local recruiting blogs, too.  Tailoring a message to a core group of passive job-seekers is the best way to use a blog to hire people.  We've got some promising news for companies interested in that use of blogging, and expect to start rolling out results-oriented blogs next year.

Just remember one thing.  If your blog doesn't have a business purpose, it's not a business blog.

The main page of our site is www.durbinmedia.com


Myth To Science Article

My Article in the Recruiting News is out.  It's the first of two (maybe three if I get long-winded) describing the problems with active/passive labels in employment searches.

Many thanks to Craig Silverman of Hireability for printing the article - and if you have thoughts or comments - let me know what you think.

The second article will focus on ways to attract what are currently known as passive candidates using tools I discovered while blogging.  It ties in nicely with the Kennedy Expo panel on Why Your Company Should Get A Recruiting Blog.