I’ve had the pleasure of working with Dan Harten for more than six years in the talent sourcing industry, and it has been an absolute honor. He recently launched his own recruiting firm called: Succession Search Partners LLC based in Minneapolis. 

Dan Harten is an exceptional full-cycle recruiter, bringing an abundance of knowledge and experience to the teams he supports. His natural leadership abilities make him adept at tackling even the most complex executive-level recruitment challenges. Dan excels in developing strong relationships with both hiring managers and candidates, and he has a remarkable talent for making everyone around him better. I feel incredibly fortunate to call him a close friend and am grateful for the opportunity to interview him for my blog to learn more about his impressive recruitment background and overall skill set. 

What inspired you to become a talent sourcer, and what motivates you to continue on this career path?

Growing up, my childhood dream was to become a sports/football recruiter for the top Division I program in the nation. But as life would have it, I stumbled upon recruiting in a different way – through a friend who informed me about an opening at her company that required two simple qualifications: working hard and loving people. Little did I know that this was the beginning of my journey into the world of recruiting. Starting my career in 3rd Party Recruiting at one of the world’s largest privately held staffing firms, I managed numerous recruitment campaigns for well-known companies while simultaneously training recruiting teams across the organization. It wasn’t long before I was promoted to an account manager role where I directly managed a team of three recruiters and support staff. After years in agency recruiting, I received an offer to work for Vista Outdoor, where I transitioned my talents in sourcing and recruiting into a full cycle corporate recruiting role. This is where I met Jonathan Kidder, and he taught me how to be a true sourcing professional. I learned everything I know from him, which was instrumental in my success at Vista and later at Amazon/AWS, where I did sourcing, recruiting, and led a team of sourcers. I have since elevated my sourcing efforts to the executive search side while working at Meta/Facebook, where I engage in more strategic talent mapping strategies.

 The process of finding top talent, building external and internal relationships, and accomplishing goals fuels me. I thrive on seeing that I’ve made an impact on all parties involved. I also love to teach the tools and techniques to others, amplifying their sourcing and recruiting efforts. Seeing people succeed is my greatest inspiration, and I will continue to pursue my passion for recruiting and sourcing with the same enthusiasm and drive as when I started out.

Fun Fact: Jonathan recruited me to Vista Outdoor and I returned the favor and recruited him to Amazon. It is fun seeing relationships go beyond a conference room and seeing firsthand how powerful a network and past performance can be.

Can you walk me through your approach to sourcing passive candidates? What channels do you use, and how do you prioritize them?

In the world of recruiting and sourcing, it’s easy to get caught up in the latest techniques, tools, and resources to source passive candidates. But let’s not forget the most crucial aspect – people. As a sourcer, I strongly believe that building and nurturing relationships is key to success. We are in the business of people, after all. It’s not just about filling positions; it’s about treating candidates and hiring leaders with respect and care. I take pride in mastering the art of “personalization at scale,” ensuring that each candidate and hiring leader feels heard and valued. While it’s essential to diversify the strategy to attract talent, it’s equally important to remain consistent in your approach.

To summarize, there are 3 sourcing buckets I source from.

1. Sourcing Internally
2. Sourcing Externally
3. AI and other tools Sourcing for me

Sourcing Internally: When it comes to sourcing top talent, many recruiters overlook one of the most valuable resources available to them: their own company’s data, resources, and contacts. By tapping into your internal database and networks, you can find a wealth of candidates who are already familiar with your company and may be eager to return or take on a new role. I make it a priority to review incoming applicants and respond to them quickly to keep the process moving. I also leverage past hiring data and reporting to identify strong candidates who may have missed the mark in their previous interviews but could be a great fit for current openings. By tapping into internal affinity and networking groups, as well as conducting referral drives with hiring leaders and cross-functional partners, I am able to cast a wide net and connect with top talent that might not have otherwise been on my radar.

External Sourcing: When it comes to finding top talent, external sourcing is a crucial part of the equation. It involves leveraging a variety of powerful tools, such as LinkedIn Recruiter, Hiretual, Seekout, GitHub, and X-Ray Searches, as well as conducting thorough Google and social media searches. The process of finding candidates with diverse skill sets and experience levels may vary, but the key to success is always personalization and meaningful connections. Whether you’re conducting an executive search or searching for the perfect electrical engineer, the goal remains the same: to find the best talent out there and connect with them on a personal level. Within these tools, I try not to just rely on the filters but perform outside-the-box searches. It is always helpful to know how the backend of the platforms work so you know how to utilize them the best way possible.

AI Sourcing: The third bucket in which I source is a powerful combination of leveraging the capabilities of Artificial Intelligence (AI) and various sourcing tools. By setting up functions within these platforms, I am able to sit back and let the technology work for me, allowing a daily influx of qualified candidates to be funneled directly to my review. Additionally, I am an avid supporter of setting up Google Alert searches – whether it be for a specific candidate, company, or any other relevant information that could aid in the search process is what I leverage to identify top talent. Lastly, I make use of layoff lists that companies make public to source talent that was unfortunately let go. I cross-check those lists with my database to see if any of those candidates have applied or interviewed with my company in the past, or if they have the skills needed for any open positions. With these powerful tools at my disposal, I am able to streamline the sourcing process and quickly identify top talent.

No matter which sourcing bucket I dive into, my philosophy and approach remain consistent. I understand the needs of the hiring manager and build a strong relationship with them that goes beyond the current position we are working on. This not only helps me build a reliable network of future referrals but also creates trust and credibility with the hiring manager. I believe in involving the hiring manager in the sourcing and recruiting process as early as possible, and making them the face of the opening. This partnership ensures that we work together towards the common goal of finding the right candidate for the role.

To ensure we have a steady pipeline of candidates, I set up weekly meetings with the hiring leaders to review sourced candidates. We create a personalized outreach campaign that involves multiple messaging through various channels, such as email, LinkedIn, Github, and social media, and send them at specific times to maximize response rates. I am a firm believer in data-driven outreach, which recommends sending multiple messages to potential candidates to increase response rates. Additionally, research suggests that candidates are more likely to respond to a hiring manager over a recruiter, so I encourage the hiring manager to be actively involved in reaching out to candidates. 

My process is designed to create accountability for me as a sourcing partner while giving the hiring leader ownership and involvement in the recruiting process. This way, we can work together to identify the best candidates and build a strong talent pipeline for the future.

How do you stay up-to-date on industry trends, and what strategies have you found most effective for sourcing top talent?

The pursuit of knowledge is a never-ending journey and in the world of sourcing, it is crucial to stay on top of the latest trends and techniques. My key advice to fellow sourcers is to follow and learn from the top sourcing and recruiting influencers on various networking and social media platforms. Every day, I challenge myself to read at least 2-3 blog posts to broaden my perspective and gain new insights that I can incorporate into my sourcing strategy. It’s essential to acknowledge that we don’t know everything about sourcing, but being open to continuous learning can help us stay ahead of the curve. By expanding our toolbox with new strategies and techniques, we can pivot and adapt to different situations to find the best talent out there. During my time at my previous company on the executive search side, I spent most of my day talent mapping various companies, analyzing trends, and gathering information on compensation structures, bonus payout timelines, and other critical aspects. All of this information is valuable in targeting and sourcing top talent. The best sourcers are skilled at consuming vast amounts of information and translating that into a compelling value proposition that resonates with candidates.

How do you assess the skills and qualifications of a candidate before presenting them to a hiring manager, and what criteria do you use to determine if they are a good fit for the role?

To be an effective sourcer, it all starts with the job description. I believe in taking a proactive approach and having a conversation with the hiring leader to fully understand their vision for the role and what qualifications are must-haves. By doing this, I’m able to present profile examples and gain valuable feedback to pivot my search and ensure I’m on the right track. While resumes can be a helpful tool, they don’t always paint the full picture of a candidate’s experience or qualifications. That’s why I place a strong emphasis on conducting thorough phone screens to dive deeper into a candidate’s goals, passions, and experiences. To further enhance this process, I turn to tools like Glossary Tech to navigate any technical jargon and ask targeted questions. But it’s not just about finding candidates who meet the qualifications; it’s about understanding why certain candidates may or may not be a fit. By asking “why or why not” when presenting candidates to the hiring manager, I’m able to gain a better understanding of their thought process and pivot my search accordingly. This approach not only helps me find the best candidates for the role, but it also builds a strong foundation of trust and partnership with the hiring leader.

How do you prioritize and manage your workload, particularly when juggling multiple roles or recruiting for multiple positions?

When it comes to managing a heavy workload, staying organized and prioritized is essential. As a seasoned recruiter, I have honed my skills in streamlining my workflow to ensure I am always on top of my game. I kick things off by creating a comprehensive to-do list, identifying and ranking the most pressing and time-sensitive tasks first. This helps me work backwards, making sure that everything is in place to meet deadlines and achieve the desired end result. Breaking down larger projects into manageable, bite-sized chunks is another effective strategy I use. This not only helps me stay focused on specific tasks but also allows me to better allocate my time and resources. By tracking my progress along the way, I am able to adjust my priorities and resources, ensuring everything is completed on time and to the highest standard. In addition to careful planning, I also implement strict time blocks to ensure nothing falls through the cracks. For instance, I dedicate specific time periods for sourcing, phone screening, internal meetings, and other essential activities. After all, if something isn’t scheduled in, it’s unlikely to get done!

What is your experience with recruitment tools and technologies, and how do you use them to enhance your sourcing efforts?

In the rapidly advancing world of technology, it can be daunting to keep up with the flood of new tools and extensions. However, as a savvy recruiter, I understand that not all tools are created equal. I focus on utilizing only the tools that can enhance my productivity and efficiency without sacrificing the personal touch that sets me apart. Let’s face it, recruiting is not an easy task. It requires hard work, strategy, and a lot of data analysis. But if a tool can assist me in reducing time and increasing my output, then I’m all in. Nonetheless, I never compromise on the quality of my communication. Whether I’m messaging a candidate or supporting a hiring leader, I always try to add a personal touch to my interactions. At the end of the day, people are people, not just anonymous names in a database of resumes. That’s why authenticity is my top priority in all of my recruiting efforts.

How do you work with hiring managers and other stakeholders to establish sourcing strategies and ensure that recruitment goals are met?

To attain success in recruiting, it is vital to set practical expectations and goals. Every individual involved brings their own set of skills and experience to the table, and by defining clear objectives, you can develop a sourcing strategy to accomplish them. However, it does not end there. To ensure everyone is aligned, it is important to set deadlines and communicate regularly. Collaboration and partnership are crucial to building a strong relationship with hiring managers, which in turn, empowers them to take ownership of the hiring process.

Can you describe your experience with diversity and inclusion in the hiring process, and how you work to ensure that your candidate pool is diverse and inclusive?

In today’s world, Diversity, Equity, and Inclusion (DEI) should be a top priority for every company. As a Diversity Champion, I strongly believe that incorporating DEI strategies into the interview process is crucial for creating an inclusive and diverse workplace. I have led various sourcing sessions and have been a part of affinity groups to increase visibility and knowledge on different diversity sourcing strategies such as Boolean strings, college and networking groups, and affinity programs. I have also organized sessions highlighting different cultural holidays and their histories, which created great conversations and brought co-workers together.

When I work on a role, I prioritize DEI by having a conversation with my hiring leader during the intake call, explaining its importance, and setting specific time each week to increase diverse candidates in the pipeline. I firmly believe that every individual, regardless of race, gender, ethnicity, or background, should have the opportunity to showcase their skills and abilities. I am passionate about creating a workplace that welcomes people with diverse perspectives and experiences, as it promotes innovation and growth. Joining an organization that values diversity and actively works towards it is a great thing to see and be a part of.

What do you think are the most important qualities for a talent sourcer to possess, and how do you cultivate these qualities in yourself?

A great sourcing recruiter should possess a combination of essential qualities, including empathy, grit, strategic thinking, technology proficiency, adaptability, excellent communication skills, analytical skills, and teamwork. These qualities enable them to prioritize their organization’s talent needs, develop effective sourcing strategies, and optimize their approach with technology and data-driven insights. They also need to have effective communication skills and empathy that will enable them to build relationships with candidates and promote their organization’s brand and culture. When things get tough, adaptability and grit allow them to adjust to new recruiting practices and persevere in finding the right candidate. Analytical skills enable them to measure the effectiveness of their sourcing strategies and make data-driven decisions. Finally, effective collaboration with recruiters, hiring managers, and other stakeholders is essential for a sourcing recruiter’s success. I strive to cultivate all of these qualities in my daily life. We can only control what we can control, so I aim to bring the best attitude and activity each day to become the best recruiting professional in the industry and help others land their dream job.

You can connect with Dan Harten directly on LinkedIn (here).

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