LinkedIn X-Ray Ends, New Sourcing Begins


Welcome to The Power of Sourcing 2024! Whether you’re a seasoned sourcing professional, a recruitment specialist, or just starting in the field, this webinar series is designed to offer valuable insights and skills to everyone.

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What’s inside:

  • 12 Webinar Recordings of the Power of Sourcing 2024
  • 10 Webinar Recordings of the Power of Sourcing 2023
  • Recruitment Trends 2024 Report Featuring 30+ Industry Leaders

1st Week: Balazs Paroczay

The end of LinkedIn X-Ray is more than just a symbolic change; it’s the conclusion of an era spanning over a decade. Yet, this is merely the surface of a much larger transformation. The online landscape is rapidly evolving: new channels are emerging, established ones are undergoing significant changes (some may even vanish), and issues like data privacy and cybersecurity are becoming increasingly critical. All these shifts are reshaping the ways we source candidates. Relying solely on LinkedIn not only limits our potential but also exposes us to vulnerabilities.

In this session, Balazs unveils a comprehensive process for modern sourcing in 2024. Join us and be part of this exciting journey into the not-so-far future of talent sourcing.


Nelly: Hey everyone! Welcome to our very first Power of Sourcing 2024 webinars. Over the next 10 Thursdays, we’re going to dive into the latest and greatest news in sourcing. We’ve got a bunch of cool talks lined up, and today we’re super thrilled to host Balazs Paroczay. Balazs is a global talent sourcing strategist and the founder and the CEO of the Source Code Agency. He is a well-known speaker and a thought leader in our field. Welcome, Balazs, to the stage.

Balazs: Thank you so much, Nelly. Hey, good evening.

Nelly: Good evening. It’s awesome to have you here with us.

Balazs: Well, thank you. I really appreciate the invite again. I’m excited about what we are going to talk about.

Nelly: Oh, we are excited as well. Before we dive into the end of LinkedIn x-ray searches, I want to ask something just to get us rolling. Well, of all these thoughts about the robots taking over, I’m starting to worry about the future of talent sourcing. Like everyone, every recruiter, each recruiter does. I’ve been looking at a world where robots are creating LinkedIn profiles and like we are trying to impress robots to land a job?

Balazs: Okay, that’s a great question. Let me say two things. One is that, well, there are already probably maybe millions or tens of thousands of fake profiles on LinkedIn. So it’s not anything new. Also during COVID, we experienced that there were some candidates who applied to jobs who didn’t live in that location. And because of COVID, because of the video interview, because of the filters, because of everything, it was almost impossible to decide whether that was the real person or not. I mean, someone sends you a CV, you call the person, someone shows up on the interview. How can you really decide whether that’s the two same people, right? Now, whether we robots take sourcing or not, I’m not sourcing. Maybe the job of sourcers, that might be gone away. But sourcing as such will always be needed. I mean, recruitment, marketing, advertisement will only, will always… just attract a portion of people so yeah you know the whole thing that we have to go after these people we have to talk to them we have to ask oh by the way are you interested to join whatever that probably will will remain so I’m not that pessimistic actually I’m super excited

Nelly: Love that answer Balazs. Quick announcement before we dive deeper. On behalf of our team Matchr, I’d like to thank Deal for making this webinar series possible. Deel is a leading global compliance and payroll provider that helps businesses hire anyone anywhere. Their support enables us to bring these valuable discussions to you. And now let’s take a brief moment to watch a video from Deel.

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Nelly: All right, Balazs, we’re all ears and can’t wait to hear your insights on the end of LinkedIn X-Ray. The stage is all yours.

Balazs: Thank you so much. So LinkedIn X-Ray ended, or will be, and soon, that’s what we assume. And then a new world of sourcing should, you know, should begin. For those who don’t know me, my name is Balazs. I’m a sourcing trainer and a sourcing consultant. So basically we help companies source better. I have plenty of years of experience. The reason why I’m laughing, because I always say that I remember the time when I was young, more younger, and And I was hoping that, you know, one day I will have like 10 years of experience, maybe 15. And now look at that. I have more than 20. And I’m like, boy, you know, I spent the whole life at sourcing. All right. So I’m reading code, which is a which is a sourcing. It’s a boutique sourcing company. And the only thing I want to tell you now is that we started to run our in the newsletters. And we are going to share a lot of tricks and tips and important information. So we will not use that for promotion, to be honest, but we are going to use it as an education platform. So if you want to join us, just subscribe. And yeah, and that’s it. And enjoy and let us know if you have any questions. Now, I want to start this whole story, right? So what is LinkedIn X-Ray? And then, you know, is it really a big deal or whatever? Right. So you may have read this article. You may have heard about this one like two weeks ago, Marcel. He heard that LinkedIn may be cutting the access to the public profiles via Google. Right. So Google will not be able to index LinkedIn profiles. And I clearly remember that morning when Marsta posted this link and the entire sourcing industry, we just started to panic. And we just thought that was like a huge, huge emotions in all of us. It was like, oh, my God, that’s impossible. Like, what will happen with sourcing? Oh, you know, there was a drama, right? And depending on… on the blood system of each sourcer, we went online and we started to talk about all of these things. Now, what is really interesting for me is that after the first shock, after my first drama period, I started to think that, is it really a big thing? I mean, what sort of impact will this really have on sourcing? I mean, don’t get me wrong. Yes, LinkedIn X-Ray is excellent. But I’ve been training recruiters live, like live training. I’m teaching them for five years now. And I can tell you that probably I haven’t, I didn’t meet at least five or ten recruiters from the thousands who really used Regnum X-Ray. So before we move on, I want to try something. So hopefully we have some people outside. So let me try to ask you this question. please um it’s a question and I want you to answer so please go to and you have to use these eight digits right so it’s 24 um 32 13 and 79 and please try to answer this question okay so which of these linkedin x-ray searches will not bring valid results for a us-based engineer search The reason why I’m asking you, because I’m just curious to understand, you know, like what is our current X-ray knowledge within this crowd? So please go to, use those eight digits and just vote. And certainly the voting is fully anonymous. So we will not see if you, you know, voted right or not. New York. So please go to and vote. Andrew, maybe you can put this to the chat because I cannot type to the chat. And then people may find it easier. All right, people. Thank you. Go to Yes, please. Brilliant. Okay, go, go, go, go, go there. Yes, good. Go vote. I want to see how many people we have on this webinar. I only see eight people, but I see so many people saying the country, come on people from the country, get to voting. Do this. Okay, cool. 14 people. Okay, cool, cool, cool. Okay, excellent. Lovely. 21 people, 22 people, more, more. I think we have more. So let me wait a little bit more. 26 people, 28. How many people do we have on this webinar? Not hundreds. okay 34 yeah please do this do this do this it’s really interesting which one which one is incorrect right so which will not bring valid results I’m curious what you say ciao man have you voted okay 163 watching thank you Chloe um well then it’s only 50 people voting so you know that’s not even the third of that um Good, good, good, good, good. So if we have over 200 people watching, then I need more of you to think about this one. Which of these will not bring results? Okay, I will give you like two more minutes because it’s not easy to talk, you know, when you do nothing. So let’s see if we can hit 70. Okay, 70. Thank you, Vanessa. I appreciate it. Maybe you can vote two times and then, you know, we can push the numbers up. All right, cool. 60, 68. Come on, 200 people vote. Don’t do this with me. I need two more. Okay. 69. One more. One more. Just one more. Yay. 72. Okay. Lovely. Well, that’s really interesting. So the majority of your people, you say, well, actually, you say that that search with site, this will not bring US-based results. Now, it’s really cool. Thank you for voting. I move on to the next slide because I want to show you the truth. The truth is that US is not a country called London. And the reason why I was asking this question, beyond the fact that I’m mean, that was my understanding, you know. We don’t really know how to x-ray, to be honest. I mean, all the people, I trained thousands in the last years. They didn’t really, they didn’t really x-ray ever. And when I heard this whole x-ray thing, I was like, okay, yeah, that sounds bad, but why is it that bad? Now, if you want to play one more, let me give you this one, a new one, okay? So which of these LinkedIn x-ray search results is correct? Ciao, Aaron. Which of these is correct? You cannot search for group membership, you cannot run gender searches, you cannot search tenure represent, you cannot search for email. Please use You have to write the eight digits and vote because I’m also curious what you think. Okay. So which one is not correct? Oh, which one is correct? Sorry, which one is correct? Right. Okay, cool. Yeah, we can, we can make it 70. I know because the last time, you know, like you were voting like 80 people, so we can do it. Okay. Really interesting. Okay. Lovely. Bro, I should have asked the question. What was the last time when you were running an X-ray search? Um, wow. Look at that. Wow. Interesting. Really? Okay. What’s that? The goat, huh? All right. Okay. Thank you. Thank you, Andrew. Okay. Really, really interesting. Because let me move on to the next slide. I’ll show you. Because from these four, the only thing that we cannot do with x-ray, okay, you can stop it now. Thank you. Thank you. Is this, you know, the group membership is not searchable anymore via x-ray. But all the rest is somehow searchable. So… You know, I’m not blaming you people. I’m just saying that I think, you know, like the reality of sourcing is actually really far from X-Ray. And it’s just got me thinking because I was something, you know, like because I was a really like huge emotion recently. Everyone was talking about this one. I don’t know. I was just the person who felt like, I don’t know why all of these people are dancing. You know, I don’t hear the music. Maybe it’s me, you know. And then I went to LinkedIn and I asked this simple question. I said, hey, people, do you pay for LinkedIn or not? Because, again, you know, this whole actually comes with that mentality, you know, that sourcers, we like these cracking things, you know, we are so cool guys, you know, we don’t pay, you know, we just do all of these, you know, like dark web style of things. And I was like, what about you guys? Do you pay for LinkedIn? And 83% of the almost 400 people, they said, yeah, we pay for our companies. And I was like, okay, who’s that 17%? And I checked the 17%, I scraped them, you know, whatever, fine. And I realized it was just hardcore sourcers and leaders, you know, global head of TA. They have a free LinkedIn because they don’t search. So I was like, okay, is it really a thing? I mean, this whole x-ray. So where I am today at first, of course, yeah, you can use his, him, she, her, D&I. Oh, yeah, so many things, you know, for general searches. What I was thinking is this one, that you may remember, well, probably many of you are really young, but you could be my children, you know. But 12 years ago, Amy Beth Hale, that time, now Amy Beth Queen, she was the editor of SourceCon, and she created this image. And people who were around that time, you know, they really loved this image, and they really thought it was valid. That sourcers, or we saw sorcerers, you know, like genius people, like… And, you know, and you can check, you know, the images in the matrix. It’s really funny. And I think, you know, that’s when I started to think, like, this whole X-ray story goes back to, you know, like 2010, 2012, you know, maybe 2008. And that was somehow the beginning of modern sourcing. That was somehow how this whole industry, you know, how we started to identify ourselves. That was like a DNA story, you know, like that’s in our blood system, you know, like we X-ray LinkedIn because we don’t pay for LinkedIn. But hey, people, like, I mean, really, time has passed. I mean, life’s changed. And what I realized is that probably this whole LinkedIn X-ray is just the right moment to say that that time when we were geeks and, you know, weirdos and, you know, like strange bugs, maybe that time is passing. I mean, honestly, are we really thinking that we are that detective type of stalkers? I think we are not, to be honest. Are we using all sorts of OSINT tools and technologies when we search? No, of course not. When I trained recruiters, it took me my most energy to try to inspire them to step outside of LinkedIn and to do some sort of search not on LinkedIn. And what I realized is that sourcing is not anymore that. And that’s why probably this whole XJ story will not have an impact on our lives, to be honest. And I think we just have to say it aloud that, you know, that how do you say it in the tale? You know, the king is naked, you know, something like that. So interestingly, sourcing has become a business function. It’s just a regular recruiting function. And because of that, the reality of sourcing today is this, I think. that business, so business has understood that sourcing has value, period. I mean, it took 10 years. And that was a bloody 10 years, I can tell you. I mean, I wrote so much, you know, I remember so many conversations I had with global head of TAs and you know like CEOs and what’s that yeah but is this sourcing is it like a spy thing you know it’s not a spy thing it’s a proper business function but hey people guys you know like good news we’ve established it now sourcing is a proper business function business understands that they need sourcing because there is a portion of people who will never apply excellent Now, because it’s a business function, there are some rules that we have to comply with. You know, they say that you have to contribute to the business. You have to make hires. If you don’t make hires, I mean, you know, honestly, we don’t need these geeks anymore in the business. You have to be compliant. That’s really interesting. We talk about, you know, all of these x-rays and OSINT and HEX and whatsoever. But when you go to a corporation, the first thing that you will beg for is access to your Facebook because it’s still blocked. So you have to… um so you have to be you have to comply it you have to be stable because if you are a business function you know you have to run your procedures stable as established as possible and yeah you have to provide data intelligence to support decision making that’s the business requirement today 2024 towers to sourcing now business also understood that we have some requirements so sourcing needs money another question 83 percent of realtors they pay for him and you know what it’s It’s not bad. I think it’s just understandable. LinkedIn is a business just like Monster was a business or Indeed is a business. I mean, when you go to the shop, you pay for tomato, right? Don’t you? Or you steal, fine. So it’s that. We need money, we need budget, and we have to buy tools. Okay. We also need time for execution. We have to have realistic expectations. And it’s also really interesting that there is no sourcing without recruiting. And there is no recruiting without sourcing. It’s a longer discussion, but… But interestingly, these two have to play together. And I’ve seen so many friends who were running a sourcing only business. And for some reasons, these businesses don’t really work well because the way we see recruiting is recruiting and sourcing together. So this is the reality of sourcing. And it’s not anymore that X-ray, whatsoever. Okay, so I brought you something. The way I like to think about how to build a function, how to build a sourcing function. What is the blueprint of sourcing nowadays? Now, sourcing has five major activities or value points, if you wish. So there’s a sourcing strategy. When we build the strategy to a position or even to a department, and we say, based on our knowledge, based on the data that we have access to, this is what’s going to happen. For this position, usually that many people apply, that’s how the market looks like, this is the demand, this is the supply, diversity, whatever. And then we start the search part, so we identify candidates fine. And then we move on and we do the candidate engagement, then we screen these candidates, we submit them to the business, and then usually, hopefully, we provide the business with some intelligence about the markets and about the candidates. That’s the high level. Now, for this high level thing, you know, we need three major competencies. We have to use Boolean because, okay, I’ll tell you something. There are so many people who say, oh, AI is here, you can stop using Boolean. But it’s bullshit. I mean, you use Boolean within your ATS, you will use Boolean still in Indeed, you know, okay? You use Boolean on Google, right? On Bing, whatever you use. It’s still a thing. And I can tell you this. Most of the recruiters that I was working with, their number one challenge is how to craft a Boolean. Because it’s a logical thing. And not every person has access or has an appetite to these things. Okay, fine. So you have to have Boolean. You have to know web searching. Because, again, you use web searching on multiple elements in the whole sourcing story. And yeah, oh yeah, AI writes bullshit boolean. That’s the best, right? That’s the best. And you know what? There are some people who copy-paste and they use it. Anyway, you also have to learn how to run chat GPT prompting. So these three are not against each other. Nothing is better than the other. Okay, it’s not an order. You have to have all. Okay, fine. Now moving on. What else do we need? So beyond these three major methodologies, if you wish, you know, we have a sourcing channel, right? So we have access to the ATS and CRM. We use LinkedIn, job boards, you know, online tools, you know, like the Facebooks, the Instagrams, whatsoever. And also we have web access. Super. Okay. Then after this one, you know, we have the technology kit, you know, the stack and the tech stack. So in this new world of sourcing, we can use automation. I think we can use automation mainly for engagement and maybe screening and submission and less so for searching. I know that there are, let’s put it this way. There is a lot of new innovation targeting the search part. Like how can we automate search? How can we use a piece of technology that will go to LinkedIn and will give me the top 20 LinkedIn profiles? There are all sorts of chat GPT or GPT solutions, people GPT whatsoever. They are not yet interesting. I mean, every bunkie can find 10 LinkedIn profiles. There’s nothing interesting in that. But automation can be really good for engagement, screening and submission. Cool. We use all sorts of extension sourcing tools, and we have to have reporting and data in place. And under this one, like the sourcing function, you have to have client engagement and client management, which is also your recruiter, your business person, and also your managers. And the thing is that if you think about this blueprint, I mean, this might be obvious, but I can tell you that this is just not obvious for most of the companies that I’ve met. Because usually what we see is that there’s a sort of sourcing 1.0, which is this, which is like people, recruiters may have some understanding about Boolean. You know, they use, may use, may not. They may use the UATS. You know, they have access to LinkedIn Recruiter. That’s fine. And they may have some job boards. And then they may see some data and they have, you know, some sort of client management. This is 1.0. This is what I would say. This is 2000, I don’t know, 2000. The bottom row is, let me help you. Stakeholder engagement and management. I think now you can see it, Chris. So there’s, you know, the client part, how we manage and engage with clients. And yeah, that’s what we have nowadays. And if I remove X-Ray, yeah, I understand that, you know, that from this pool, X-Ray seems to be a thing. But if you move on, if you think about the next generation of the sourcing companies, like, you know, we train quite a few of these ones. The Lenovo team is the global sourcing team at Lenovo. They are brilliant. Um, because they integrated, you know, web searches, they started to integrate chat GPT to their whole story. You know, they, they use sourcing tools, you know, they have extensions, you know, all sorts of sourcing tools that they, you know, implement into their sourcing. So, and as you can see nights, it’s getting more and more complex, but what we have to achieve, you know, is, is to bring in market and talent because that’s the final piece of sourcing. And this is something that I would call this is sourcing frequency. So instead of people, instead of crying after LinkedIn X-Ray, let’s start working on something which is cool and valuable. And I wanted to give you one example. And I cannot yet tell you if that example will go fine or not, but something which is forward thinking, which is ahead of us. So Andrew, can we please switch to the video? This is the, let me say one more. Give me one more second, one more second. Thank you. So, so CL is a, is an RPO company and they, they built the, the, the reason I’m saying, because I long time ago, long time ago, I was, I was working with them, you know, I was the resourcing VP and, and we were thinking a lot, like how, you know, how, what we can do, you know, with sourcing. And I think by now, Cielo has found something extremely exciting that, you know, all of these components from the blueprint, you know, they certainly somehow, you know, put inside. So now, Andrew, now the stage is yours. Please share the video. Cielo’s source, screen and schedule aggregates the sourcing of candidates and engages them via a superior candidate experience. It starts with a recruiter scheduling slots when they can speak with candidates. Once the recruiter types in the job title, location and salary, we immediately present salary information, supply and demand data, as well as D&I insights. Once the recruiter includes the required skills, we show candidates to calibrate the search and train the underlying AI. At this stage, we send the job to our sourcing partners. An AI-driven tool screens, stack ranks and scores the sourced and qualified candidates. We then send them engagement emails. Once the candidate clicks, they access a mobile-first interface. Here, they screen themselves in. We present the job details, company and salary information right at the start of the journey. If the candidate is still interested, they will choose a suitable time with the recruiter. Everything you have seen so far, we have developed ourselves and is our own intellectual property. Right. Okay. Let’s go back to the slide. Because there’s the whole point. If I use my blueprint, basically, this is what Cielo has built. Really interesting. So they have a recruiter who is responsible for the sourcing strategy, but is supported by AI. The AI is getting data from the ATS and CRM and can immediately show them the market intelligence. Like, how does the demand look like? How does the supply look like? What’s up, what’s over? So the recruiter by now is knowledgeable enough to give advice to the business saying like for this position, most potentially we will have that many people, you know, on the pool, probably that many people will apply. You know, that’s how much time we need to wait, all of these things. Now, after this run, if somebody is, you know, like if somebody is good from the ATS, right, they can immediately send them the, you know, so they can put them to the engagement cycle, which is by the way, done fully automatically by technology. If they need more people, that’s the point, you know, where they turn to sourcers. Now, I’ll lead back to your question, like will sourcers’ job be eliminated in the future? Maybe. I think that the sourcer, not sourcing, the sourcer’s value is still in the research part. I know many people will argue with me because they say, oh, everyone can find a candidate in the LinkedIn. True. But still, the search part is not yet automated. Maybe it will be. Maybe, you know, 12 months, maybe in three months, you know, it will be done. But at this moment, you know, we still need humans to run a search, to check the long list, to, you know, to pick the best people and so on and so on. Now, after the sourcing partners, you know, they bring in candidates to the pool, they start using like only AI driven automation and technology. And there’s no human in this whole story. I mean, there’s the candidate who’s a human, but nothing from us, from recruiting. And then at the end, you know, the recruiter comes back. And what I would like to really show you is that this is 2024. This is the reality. This is what I think is really exciting. So moving on, how do we get there? I think, you know, what’s not on the slide is that first is that stop panicking about things which are not important. Honestly, be frank. I don’t know, maybe because I’m Hungarian, you know, we are really direct people, you know, we are frank. Maybe we are not frank, but we are direct. So, you know, so understand what is important, what is not important. Because what is important is to build this. That is important. That’s what you want to build. And if you are not at that, if you are, if you if you or your company is sourcing 1.0 or 2.0, you have got to work on this model because because this brings in time, speed, efficiency, you know, cost saving everything that’s future. So moving on, think about whether you have the right skills and the right skills. What I mean is that I tell you this for a long time, I was really frustrated by recruiters are only using them. Because they only use LinkedIn, to be honest. Let’s face it. Maybe some of them may check Indeed or some job boards, but that’s it. And then I understood that there’s something even worse, which is they are only using LinkedIn, but they don’t use LinkedIn to its maximum capability. So the first thing is this. If you ask the question whether you have the right skills in the team, if not, you need a training. And my mantra is that you need a live training. okay um do you have the right channel portfolio in place um okay why this is important because you you have to think about this if you have to be present federal candidates are active if you are a healthcare organization and you provide linear recruiter to your recruiters but they have to hire nurses honey why are you doing that so you know if you you understand right the point Think about your tech stack. I think this is the most difficult part because usually we don’t know what we don’t know. We don’t know what’s available on the market. I think that one of the most frustrating questions that we can ask from a tech acquisition leader is that, oh, Susan, what do you want to automate? Because Susan would feel like, I don’t know what is possible. Can I just automate the whole and can I just go for a holiday with my husband? That’s what I would like to automate. so like think about your tech stack think about again like do you only have you know concerning this do you only have your ats and you have linear recruiter nice 1.0 think of what else can you have in this whole tech stack right and if you don’t know you know what else is there to be honest you have to do your homework you have to start demoing providers and that that can be time consuming that can be tiring but that’s the job think about what you can automate and try not to Okay, try not to listen to… If I got one euro every time and someone was telling me that search is not important anymore and search can be automated and machines will take over search and robots will steal the job of the researcher, I mean, I would be a millionaire by now. But it’s still not yet happening. So you can automate interestingly easily the engagement part, like your email sequence. That’s It should be must be automated. I mean, I guess many of us are doing it already. OK, think about reporting. It’s amazing that you know what you can achieve from the moment when you have data in your hands. The moment when you understand that, you know, for this position, usually that many people apply. And for that position, usually no one applies. Or, you know, usually for this position, we have to wait that many days. Or the co-measure ratio for that position between this step and this step is that percentage. I mean, it’s so, so much intelligence that you can learn from this. So, you know, like the first question is that, what can you measure in your system? Because for many companies, the workflow in the ATS, like, So when it comes to the workflow, sourcing usually just one step, you know, sourcing. But if it’s just one step, then you won’t be able to measure it. You know, it’s like that. You have to think about these things. If the workflow had like sourcing, then, you know, you will have one data point. Okay. And yeah, finally, so to think about this, do you have the right engagement with your business stakeholders? um sorcerers should not be weird always I mean I know that you know we have these stereotypes that sorcerers are more introvert people you know we like to you know like work in the dark and you know don’t talk to people uh it’s not not always true for all of us to be honest so you know sorcerers are capable to to to do the proper clients clients clients engagement thing so yeah so that’s where you have to start and again not you know not panic Now, I brought you some logos because some people may want to start this whole journey. So my colleague Vince Simchak, he was running a really important webinar last year about LinkedIn automation. Now, things may have changed over one year. That’s true. But still, these players more or less are on the market. So if you want to think about it as a very first step low-hanging fruit, you can think about how you automate some of your LinkedIn activities. Now, There are some, some rules, you know, that you have to pay attention to, you know, don’t, don’t take it too hard, you know, like whatsoever, whatsoever. Um, if you need help with this one, we can, we are happy to show you that webinar. Um, and then, you know, you can, you can, you can think about yourself. Also, um, when it comes to engagement automation, um, there are plenty more tools like these, but these four, we know for sure. And we tried and we tested and they work fine. So, um, That’s a no brainer that, you know, if you have 20 people and you don’t want to manually send them email, you know, you can automate that whole thing. If a candidate replies, then the automation will stop. If the candidate doesn’t reply, then the chain will move on like that. Also think about, you know, like your search tools, because what is powerful with some of these tools, you know, like HireEasy, for instance, or, you know, like SeekOut and so that they integrate with your ATS, so they can integrate with your ATS. so not only do they have data from the web or you know from for all sorts of sources but they can also you can use the search engine for instance of higher easy to search within your ats okay so that’s powerful because they have a really strong search engine so again you know like to think about like to start this whole journey you have to go through these questions Now, I don’t have more slides, I guess. And I’m happy if you have any questions. If you need any help, certainly we are more than happy to help you. We are a consultancy, so we work with clients on all of these things and we help them build the resourcing function. um and as you can see we are a proper james bond team so yeah I guess that was it um if you want to join our next webinar that’s the advertisement you know no but we run in the webinar about toolkit like sourcing tools you know extensions productive tools whatsoever um that comes on the 6th of march and I guess that was it I have no more slides um let me go back to this blueprint and let me ask you if you have any questions at this stage I would be more than happy to answer your questions

Nelly: Thank you, Balazs, for the valuable insights. Let’s take a look whether our audience has any questions for you. And in the meantime, I would like to ask you the following question. Well, what do you think in the face of these recent changes in the LinkedIn algorithm? Will LinkedIn survive in the upcoming years?

Balazs: Oh, yeah, that’s interesting. Yes. Okay, there are just so many quotes. So first is that we already really block, like actually, like the public profile. If they block the public profile, they will also eliminate their strong, you know, like, so they when you search for name, the LinkedIn profile is the first result on Google, that’s a really strong position in SEO. If they block it, if they block it, you know um and they will lose this seo position and I am unsure if they want to really lose that one now whether what is visible from the public profile that’s a different question but I think you know they don’t want to lose this this position that that’s a question on that one or answer that one in terms of their their their strength so last week last week I just I i just gave them my passport information because they were asking me to validate myself like kindly, gently, but you know, constantly pushing me this question, like, do you want to validate yourself? And I was like, I was, I was, I was early, you know, early morning, and I was like, Yeah, sure, you know, why not? And then you understand that you suddenly you are handing over your passport information, your biometric information to LinkedIn. So will they lose their power? Of course not. I mean, I think it’s going to be just even more so. I think Linda will have even more power because if I was giving them my passport information, probably more and more people will do it. Now, can you imagine a social network that actually owns or, like, or have access to passport information. And they say that, you know, they only need it for 14 days. And they say that they delete it after 14 days. You know, fine. Okay, let’s hope this is true. But still, I just find it really exciting. Because this is the first moment when, you know, when a physical governmental document is being connected to my LinkedIn profile. It’s less, you know, things just got more serious. Okay. We have questions. What is a good response rate on LinkedIn? That’s depending on the, you know, depending on the country, on the region, on the, you know, like this. So what they say is that, what LinkedIn says is that if you hit around 30%, then, you know, then it’s a good. That 30% only means, as we know, that this is the candidate, you know, like, hit the bottom, you know, like, they may not even have written you a sentence, they just said not interested. So that’s included within the 30%. I heard that, you know, in Silicon Valley, West Coast us, if you have like 5% to play it, you are a genius. So it really depends on you know, on the on the domain on the market on the country whatsoever. I would say that if you are not And the role, exactly, the position, right, the client, you know, yeah. If you are not in a really highly demanding area and your reply rate is around 20%, 25%, I think that’s not too high, to be honest. Okay. There is one more. What would you say is the best program for AI integrations and automation? Ooh, okay. That’s a good one. What I would like to say is that AI is everything. AI is not one thing. AI is not, you know, like a package of five things. It’s basically we will use AI and we use AI for a range of tools, right? A range of things. So first you have to think about what you want to change, right? What you want to change in your business, you know, like what do you want to, where do you want to use AI and why? And then you will find the right solution. To be honest, you know, like we started to play with HM, which is the Video Avatar Creation AI. So, you know, you just record yourself for 30 seconds and then, and then HeyJam will get your everything, you know, your, your, your voice, your mimics, your, the way how you use your hands and they can, they can build like AI videos about you. Like, you know, you type what you want to say and, and, and they will create the video where you are saying that. which is crazy because just think about. Like people can go to the interview, like online interview, and they don’t even use themselves. They will, you know, like you give them a question, they quickly look around and they’ve typed and the AI will reply and you will not notice the difference. Now that’s scary. Okay. So first, you know, like, so Ryan, first, what do you want to achieve? What is your business, you know, business need? You know, where do you want to bring in some change? And then you can look around and you can find the right solution. Okay. Yes, Natasha. So LinkedIn asked for my password because of fake candidates. Yes, true. True, yeah. And I was giving them, you know. I’m a nice person. But I still find it fascinating that there’s a first in my life. I mean, you know, like my… I always thought about LinkedIn that it’s something I can anytime delete and nothing will happen really. I just delete my profile and that’s it. But the moment when you give your passport, you feel like, oh, it’s just a different play game. Okay. How do we increase response rates in markets like Romania and Thailand? Whoa, okay. So first of all, Thailand and Romania are not the same markets, right? So as we know. You know what is interesting with both, my experience is that, and I don’t know you Binod, so it may not be true for you, but what I see, what I learned over the last years, that in these countries as well, I think if we change the way how we talk to people, if we are not afraid to say goodbye to our clichés, how we talk to people, know we don’t have to always say hi I came across your profile on linkedin and your pro you know if if we just change the way we talk then the reply will immediately immediately change um usually in in more conservative markets and I think and now you guys can can kill me but I think romania thailand are more conservative markets um in more conservative markets we still tend to use like like traditional recruiting cliches or solutions you know we put the job title in the subject line you know put the company name we say great opportunity you know whatever these things can be changed and interestingly if you change tiny things in engagement you know the subject line you know your core texture so these things a few then your reply repeal immediately grow okay which ai tool would you recommend if you want to automate our candidate journey once they are interested in career opportunities with us um all of that so if you really want to automate the entire journey then you have to really think through um all the steps you know so why all of them because because yeah so sorry I’m just processing your question um so even when when you if if I take with the higher view, okay. So if you take higher view, they use a range of various technologies, you know, to automate that the journey, you know, they use whatever they want to do, right. So it can work in a way that I can later applies to the job, you know, there might be a matching technology, which is checking the CV, like comparing to the job, if there’s a certain percentage like above that certain purpose then the candidate cv is passed through to the next step you know like and the next step might be a video interview right so and so you can automate you know all of these steps and then you know you if they pass the video interview and if they answer the right questions then you can immediately give them a self-scheduled link so they can schedule themselves into a an interview with a recruiter or the manager right so So depending on what you want to automate, you probably most probably use a range of technologies and not just one technology. And that’s another really important point. You know, it’s a patchwork. It’s patchwork. You know, you have to again, you have to identify the business need, what you want to achieve, and then you have to start looking for looking for providers. We just are working with the clients, the big tackle company, and they are changing the way they want to use technology for retail positions. And we were not able to find one provider who would be able to do all of it. We have to do a patchwork, like these things coming from that provider. Okay. What else? Next one. What do you think about the quality of AI integrated into some of its functions? Right. That’s horrible. That’s horrible. But it’s the same thing that I think about. I mean, you know, it saves time, right? It saves some time. It’s proper in a way, like politically correct. But I think you just smell that this is just not true. my approach with this one and also with chat GPT is that whenever I ask chat GPT to write something for me, I always, after that, I always spend some time to, you know, to make it more tailor made to my style. I may even make a typo just because I’m not native English. So I think, you know, if we, if we, if we just copy paste all of these texts, you know, that, that, that, that won’t be, won’t be nice. And, you know, candidates will get used to that and candidates will immediately be able to spot. if something is just like a robot created text. Okay. How do you ensure continuous improvement in your robot sourcing processes? Whoa, that’s cool. So how do you do this one? Well, you have data. You know, they’re saying that you get what you measure. So you get data, you understand where you are, and then you think about where you want to be. We work with an agency and, you know, we’ve been working with them for two years now and we are constantly monitoring their fee rate. Now, in an agency world, you know, the fee rate is never 100%. You know, you get some positions, you feel some positions. So that’s like that. But to increase their fee rate, you know, because that’s our goal, we said we want to increase the fee rate from here to there. And, you know, to increase the fee rate, we have to also modify some other activities within the recruiting team. So how do you improve continuously that you have data and you set some goals from the data? You need to set realistic goals and then you need to change the whole process. Okay. I feel like, is it true that shorter messages on LinkedIn can help increase your response rate in the US? I also heard that lowercase in email titles also have, right. So yeah, Andrea, good question. My understanding is that lowercase letters work in the subject line. I use that one. But whenever we train an English or an American team, they always say, no, that looks really weird. Now, I guess, you know, with all of these questions, the best answer is that A-B test it, run it, try it. Run the same email, but use two subject lines. One reads normal capitalization and one with lowercase. And see, like measure it. Because maybe in your market, maybe with your, you know, domain, maybe with your positions, maybe, you know, normal categorization will work, right? So that’s, and it’s not a big thing to A-B test something. So you can try with 50 emails this way, 50 emails that way, and then you see the result. Okay, geez. We have a bunch of questions. I shouldn’t tell any slides, you know, just like Q&A. Personal approach or creativity in outreach messages. What does work better? What’s the difference? Personalization or creativity. Okay. Approach it, you know, from the candidate perspective. What does the candidate want to, like, what makes the candidate happier? Sometimes, you know, sometimes a totally non-personalized email can make me feel good if it’s written in that way, right? Sometimes, you know, like I just find a recruiter who is super cool, you know, who is really funny. And, you know, she’s got a taste, you know, she’s got a style and that engages me immediately. Sometimes, you know, like I remember I received an email from a UK recruiter some time, a long time ago. And he was looking for a sourcing leader for a company. And he said something like, he said something like this, you know, like, we both know that there are not that many experienced sourcing leaders like yourself in this domain. And you know that if you were me, you would also contact yourself. And I was like, I was in the seventh paradise, I can tell you. My ego was like swimming in happiness. But then I realized that this sentence probably was sent to every candidate because he was emailing sourcing leaders, right? So is it creativity or is it personalization? You decide. Okay. Now, what is your favorite tool or method to reach underrepresented talent? Oh, yeah, that’s a good one. Woo, Sheila. If we talk about diversity, right? How much time do we have, Natalie? Seven minutes, okay. Four minutes, yeah. Four minutes, okay, that should be enough. So, okay, it’s a difficult question, Sheila. I always say that if someone would reach me out just because I’m gay, I don’t know if I would be happy. I’m super out of being gay, as you guys probably may know, but if someone would say, like, we want to hire you as a sourcing leader just because you are gay, and we don’t have a gay in the leadership team, I would, like, fuck off. Like, come on. This is not the way how you approach this topic. So I don’t know if it’s, you know, if we have to do any differentiation at the at the beginning of this whole story. We search differently, right? We can target these people. That’s fine. But do we want to talk to them differently? I don’t know. Do we know which patterns will make a female candidate happier than a male? Maybe yes, maybe not. I know it’s not an answer, right? Because you’ve got me. It’s difficult. I probably I tell you this, I don’t know. Maybe it’s too much. Nelly, you can mute me. But we were watching- Let me help you with this. Let me help you with this. Okay, cool, cool. Yeah, while my sourcing efforts, I used to address my searches. I used to use this Edus List webpage. This is a huge portal for… like diversity sourcing, but I need to tell you that it’s a paid portal. I mean, it’s a paid web page. And if you do want to post jobs there or do some sourcing or whatsoever, you just need to pay for that. But Ada’s List is a good, used to be a good tool for me for diversity sourcing. Just a small tip from my side. And maybe the last question, yeah? Maybe just one more story. So we were watching a series, a Netflix series with my boyfriend. And the two major characters were two black male gay guys. And I asked my boyfriend whether he believes from the movie that these two black men really love each other. And he looked at me and he said, first, let’s try to say these two men. And I felt so embarrassed. I was like, what? And this guy is French. And I was like, wait a second, there’s a cultural difference. Because for me, when I said, you know, these two black men, and he corrected me and he’s right. Like, why would you, why do we have, you know, we don’t say that, oh, Nelly is a nice white girl. We don’t say that. I mean, you don’t say I’m a, you know, I’m a smart white sourcing leader. We don’t say that. So Sheila, on your question, do we really have to, do we really want to anyhow reflect on this one? I don’t know. Maybe we don’t. Yeah. Okay, last question. Which reports based on experience the best one to you for selling teams? Right. So I personally love the conversion ratio reports because I like those more than the fixed reports. So fixed reports, what I mean is that, you know, when we measure that how many emails someone sent, how many, how many, how many. I like the conversion because the conversion ratio setting is more dynamic for me. You know, it’s… is, you know, it tells a story about how we convert between steps. Now, okay, let me explain. So if I see that, you know, like I searched 100 people and I contacted 95 of them and only 25 came back to me, that’s a different conversion rate if I searched 30 people and 25 would came back to me. The second one, you know, like the second one, you know, 30 people, 25, 100 people, 25. The second one is a much better conversion ratio. It’s a much more productive way of sourcing. So instead of telling sources that, you know, that you always have to search for a hundred people, you know, rather you can just say, I want to see the co-measure rates to be at least this number. And at least that number you can measure historically, historically on your data. So you can understand based on your, your whole operations, like, you know, what type of conversions usually you run, or you can even segment it by departments by whatsoever. And then you set some, some targets for the conversion. Um, I think that that helps a lot. But it was also important that you have to. It’s really interesting, you know, this whole reporting question. And now we are promised my last sentence. But but what I learned over the last years is that every company will need a different insight in a way that not every company is struggling with the same challenges. Some company is really good with, you know, with attracting people. So they don’t really have to source. So for them, sourcing data is not so important. For them, maybe the offer decline, maybe the churn, maybe the whatever is more important. Maybe the hiring manager satisfaction is more important than anything else. So that’s why you have to think about that. What do you want to measure? Because you want to measure something which you want to understand and you want to understand because that may not be working fine because maybe that’s the most important for your business and you want to understand. And then you set KPIs, you set data points, and then you can measure. I thought that would be just an easy webinar, guys, like not like 16 million questions, but I love these questions. Thank you so much for that.

Nelly: Thank you so much for taking your time and being our guest speaker, Balazs. I hope you will have a wonderful evening. And we are looking forward to having you as our guest during our next and future webinars. Have a nice evening. Thank you. Bye-bye. Bye-bye.

Nelly: Well, that’s all, I guess, dear audience. And I want to mention that next Thursday, we’ve got another great speaker lined up. Irina Shamaeva will share her LinkedIn recruiter secrets for effective sourcing. Don’t miss out. Remember to stay connected with us on LinkedIn and YouTube. And also, don’t forget to sign up for our newsletter. All the links are in the descriptions. See you next week. Bye-bye.


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