Director, Strategic Recruiting, at Staf;ng Advisors,
Dingee has been in the sourcing industry for 17 years and
has been named a “Top 25 HR Trendspotter,” “Top 25
Most In;uential Online Recruiter,” “Top 25 Online Digital
In;uencer” and more. When she was pregnant with her second child, she reduced her hours at the company where she
worked at the time. That’s when her sourcing career began to
She eventually found herself working 40-plus-hour
weeks again, consulting for other companies and training
others in social network sourcing. She now telecommutes
full time, sourcing high-level candidates for nonprofit
Dingee has 14,000 followers on Twitter and 500-plus
connections on LinkedIn. She’s also a popular featured blog-ger at the talent management site Fistful of Talent.
One of our key resources is our own internal applicant track-
How She Finds Talent
ing database. We use iCIMS, which is great because it’s scal-
able and customizable. I spend a lot of time doing keyword
searches and speaking with hiring managers. I want to get to
the heart of what they want in a candidate beyond just years
of experience and education.
I do deep searches on LinkedIn and Facebook. There are
many unique user groups on Facebook. Whatever you’re
looking for, you can ;nd it. It’s so dynamic, and the people
are engaged. On any given day, there’s always somebody I
can talk to. I also monitor job boards such as Indeed and
self-promotion sites such as about.me. And I look for experts
at conferences and government agencies and through industry publications.
How She Reels Them In
Conference brochures and published papers can be a good
starting point for ;nding innovative leaders in their ;eld.
When I make contact, people are often dubious; they simply
can’t believe that they’ve left enough of a digital footprint to
get the attention of someone outside their area of expertise.
So I walk them through the steps I took to ;nd them. That
usually leaves an impression and opens up a discussion about
hiring. P H O T O G