Featured Posts, Articles & Authors - RecruitingBlogs2024-03-29T05:38:18Zhttps://recruitingblogs.com/forum/categories/featured-posts-articles/listForCategory?categoryId=502551%3ACategory%3A91491&feed=yes&xn_auth=noMeet Holly Lee, Engineering Staffing Consultant at Googletag:recruitingblogs.com,2010-02-22:502551:Topic:8827952010-02-22T05:38:40.272ZDave Mendozahttps://recruitingblogs.com/profile/davemendoza
<strong><a href="http://sixdegreesfromdave.com/testimonials">by Dave Mendoza</a></strong><br></br>
<br></br>
<strong>Holly Quotables:</strong><br></br>
<br></br>
<em>I think hiring executives at times don't give the staffing team enough credit for the work that we do. When a manager needs to meet their project deadlines, they would look at recruiters to get the job done with a magic wand, instead of educating us on what type of skill sets/person is needed to fit into their team. The reality is, it takes a…</em>
<strong><a href="http://sixdegreesfromdave.com/testimonials">by Dave Mendoza</a></strong><br/>
<br/>
<strong>Holly Quotables:</strong><br/>
<br/>
<em>I think hiring executives at times don't give the staffing team enough credit for the work that we do. When a manager needs to meet their project deadlines, they would look at recruiters to get the job done with a magic wand, instead of educating us on what type of skill sets/person is needed to fit into their team. The reality is, it takes a recruiter time to earn credibility from any manager/employer.</em><br/>
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<em>At the end of the day, I still have to compete with fellow recruiters on meeting the numbers---yes, the numbers are still there!</em><br/>
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<img src="http://sixdegreesfromdave.com/HollyLeeSmile2.jpg" border="2" align="left"/><br/>
<strong><br/>
• Holly Lee<br/>
• Front End Engineer Recruiter at Google<br/>
• <a href="http://www.recruitingblogs.com/profile/HollyLee">RecruitingBlogs Profile</a><br/>
• <a href="www.linkedin.com/in/hollylee">Linkedin</a><br/>
• <a href="http://www.facebook.com/profile.php?id=1186317895">Facebook</a><br/>
• Favorite TV Shows: Grey's Anatomy & Food Network <br/>
• Fan of the following: Lakers! <br/>
• Admirer of : Shally Steckerl and JobMachine Cheatsheets<br/>
• Quote: "Never letting the competition define you. Instead, you have to define yourself based on a point of view you care deeply about. –Tom Chappel"<br/>
• Community Volunteering: SGI Buddhist community in Silicon Valley<br/>
• <a href="mailto:holly.blee@yahoo.com">Email</a><br/>
• Phone: 510-754-2401<br/>
** Currently recruiting top Software Engineers in Test**</strong> <br/>
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<center><strong>Q & A with Holly Lee</strong></center>
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Holly Lee is a Corporate full cycle technical recruiter based in Mountain View, California. Her staffing areas of expertise are in applications (software engineers, developers, database administrator..etc.), network infrastructures (CCIE, network security, systems engineers, windows/linux/unix engineers), cold calling directly into companies for recruitment, in-dept internet search, and building excellent relationship with passive candidates. She has worked at prominent Silicon Valley companies such as TEKsystems, Nokia, Microsoft, and is currently a front end engineer recruiter at Google.<br/>
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Holly inhales adventure, be it as a global traveler or diving from planes. Before joining Google in January of 2010, she took a month off to see her family in Vietnam. Traveling helps rejuvenate her energy from becoming one of the top producers in her industry. She is also involved in the women's basketball league, tennis, an expert hiker, and her next vacation destination is to tour Europe. <br/>
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<strong>Six Degrees: Tell us of your home world.</strong> <br/>
<img src="http://sixdegreesfromdave.com/HollyLeeCoconut.jpg" border="2" align="right"/><br/>
<strong>Holly:</strong> I am lucky enough to still own a nice and quiet place in the Silicon Valley. Aside from being a workaholic, I LOVE food! I have tried all of Google's chefs specialties, as well as venturing out to new restaurants in this beautiful Bay Area, CA. I am a people person inside out of work---I like to host dinner parties just to have an excuse to eat. My family are in the East Coast, which I keep a close relationship with. My new family addition will soon be a cat (calico). <br/>
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If I have spare time, I enjoy reading up on my Nichiren Buddhism practice, meditation, yoga, and hiking to keep my body and mind healthy. I am also doing volunteer work in helping technical and non-technical professionals with their resumes and to be a guidance for them to seek employment opportunities. One of my to-do things is to volunteer in a community kitchen to serve the homeless. <br/>
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The staffing industry has a high caliber and it is a very competitive environment. I have keep a daily workout and eating routine in order to stay ahead of the game. We are still under a recession---no need to stress, just network or I would recommend SKY DIVE---this would really take your mind off your worries! <br/>
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<strong>Six Degrees: How many years have you been in the staffing industry?</strong> <br/>
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<strong>Holly:</strong> I started recruiting in an agency back in Portland, OR in 2002. I placed help desk support, CRM, office admins, R&D, and infrastructure positions. I have a combine of 7 years in agency staffing full cycle recruiting and business development, and 5 years of in-house (tehcnical and healthcare). Some of my clients in the technology verticals includes: Siemens, SAP, GM, Tyco Electronic, Juniper Networks, and Otis Spunkmeyer. My passion is to help hiring executive to execute their projects by hiring top engineers for the specific skill sets. I also enjoy putting a recruiting strategy in place and leading a team of sourcers/recruiter to meet hiring demands. <br/>
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<img src="http://sixdegreesfromdave.com/HollyLeeSkydiving.jpg" border="2" align="left"/><br/>
As much as I enjoyed working for agency staffing, I have learned that my passion is more towards building great relationships with all the hiring committees. Recruiting for an in-house environment has taught me to become even more detailed, efficient, and still have to be on top of my game. At the end of the day, I still have to compete with fellow recruiters on meeting the numbers---yes, the numbers are still there! <br/>
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My ultimate career goal is to become a staffing executive for a software company, and to learn what it takes to be a good leader. At this point, I was fortunate to have a project at Google and the opportunity to know what it takes for a company to raise to very top, like Google. I am where I should be in my career at this time. <br/>
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<strong>Six Degrees: What single event had the most impact on your sourcing/recruiting career?</strong> <br/>
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<img src="http://sixdegreesfromdave.com/HollyLeeMountainTop.jpg" border="2" align="right"/><br/>
<strong>Holly:</strong> Every company I've worked for has their own ways of recruiting, and I have learned the different styles throughout each employment. For example, in the agency world, I really like the aggressive cold calling in hitting the numbers, yet finding quality in the middle of the madness. We also attended career fairs and connect with local Universities for to market our open opportunities. The in-house sourcing/recruiting is also affective, as they also have their systematic ways to find the best candidates. What I like most about in-house is that we have more time to focus on the quality hiring vs focusing on hitting our numbers in the agency world. One of my favorite tools to source for engineers would be LinkedIn or LinkedInRecruiter for best results. <br/>
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<strong>Six Degrees: Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after?</strong> <br/>
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<strong>Holly:</strong> I am currently seeking a mentor---any takers? Most of my jobs has been "pick up and roll with it".<br/>
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<strong>Six Degrees: Tell us about your most recent gig as a front end recruiter at Google, Holly.</strong> <br/>
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<strong>Holly:</strong> I am based out of our Mountain View office, but am supporting hiring managers in the Western Region, as well as our New York office. My focus is recruiting for all levels of software engineer in test. Meaning, I am looking for software engineer that is an expert in coding C, C++, Java being the main requirements, and those engineers should have experience in development software test tools: automation<br/>
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<strong>Six Degrees: What talent niche groups do you target and are these particular talent areas specialized under your review?</strong><br/>
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<strong>Holly:</strong> My current niche would be top engineers/scientist. Again, LinkedIn is very user-friendly when it comes to locating any groups in the recruiting arena. I make myself marketable in all the SE groups and keep a closer eye on experience engineers.<br/>
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<strong>Six Degrees: What types of training in sourcing/ recruitment are available to you and have you taken advantage of?</strong><br/>
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<strong>Holly:</strong> In the past I have taken a few of Shally Steckerl and Dave Mendoza’s sourcing tips/training. I have also attended AIRS training classes.<br/>
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<strong>Six Degrees: What recruitment software tools do you use in your day to day recruitment activities & do they translate effectively within all of the different countries where you recruit?</strong><br/>
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<img src="http://sixdegreesfromdave.com/HollyLeebike1.jpg" border="2" align="left"/><br/>
<strong>Holly:</strong> Google and LinkedIn search engines for Boolean searches. I also utilize internal ATS and sourcing systems.<br/>
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<strong>Six Degrees: How did your expectations of being a recruiter compare to the actual, first time you got on the phone or in the cubicle? In your opinion, how do people's assumptions about our vocation differ from reality?</strong><br/>
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<strong>Holly:</strong> My first impression of being a recruiter was frightening! I was nervous to get on the phone, as it was in a call center type environment back in the agency world. Especially recruiting for technology, which was not as easy as healthcare since my background was a chemistry tech prior to my staffing career. The reality is---if you have done a full cycle recruiting job in an agency setting, you can do any sales or recruiting job!<br/>
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<strong>Six Degrees: Have you been involved in broader industry events as of yet?</strong> <br/>
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<strong>Holly:</strong> No, but my favorite event would be the Web 2.0 in San Francisco. <br/>
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<strong>Six Degrees: What are the most common themes of strategic and/or tactical mishaps involving past or present HR/Staffing org?</strong><br/>
<br/>
<strong>Holly:</strong> I think hiring executives at times don't give the staffing team enough credit for the work that we do. When a manager needs to meet their project deadlines, they would look at recruiters to get the job done with a magic wand, instead of educating us on what type of skill sets/person is needed to fit into their team. The reality is, it takes a recruiter time to earn credibility from any manager/employer.<br/>
<br/>
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<center><strong>RECOMMENDATIONS</strong></center>
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“Holly worked with me on the Microsoft account as a consultant and I can tell you that she is very professional, has a great attitude and a solid grasp on technical recruiting. My team only works virtual and I know it is tough to get folks that you can trust to work from home, but I can tell you that Holly is an incredibly hard worker and very well connected for networking.”<br/>
<strong>Ryan Phillips, former Sr. Research Recruiter (working on Windows positions), Microsoft</strong><br/>
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“Holly's work and personality is a pure example of efficient energy. Holly and I are working together to bring top level expertise to Microsoft and Holly's energy, enthusiasm and ideas are boundless. She is always willing to step up and take on tasks as well as to be there as a mentor for those around her. Holly also has her eye on delivery. Because she is goal oriented all her efforts are pointed in the direction of the end result whether that be cheering up a co-worker or closing a top level recruit. It has been a pleasure working with Holly and I highly recommend you get to know her.”<br/>
<strong>Christine (Crane) Barrow, former Vice President, TalentBridge International</strong><br/>
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“I have worked with Holly Lee for the few months at the Nokia Research Center in Palo Alto, CA. Holly is very personable...able to get along with everyone. I was amazed at how quickly she was able learn all of the Nokia processes. Holly helped with all of our intern recruiting and she always kept me in the loop of everything that was going on. She is very knowledgeable and is always willing to go the extra mile. I would definitely recommend Holly!”<br/>
<strong>Sonia Kim, University Relations Specialist, Nokia</strong><br/>
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<center><strong>About Dave Mendoza</strong></center>
<br/> <br/>
<strong><a href="http://sixdegreesfromdave.com/testimonials">Dave Mendoza</a></strong> is an award winning blogger, global speaker and sourcing consultant. He served as an Adjunct Faculty member at JobMachine.net, and is a corporate partner to RecruitingBlogs.com<br/>
<br/>
Few in the recruiting business take “networking” more seriously or pursue it more passionately. Dave has been spotlighting the stories of staffing thought leaders and practitioners in the trenches for several years to highlight achievement and innovation. Read more at <strong><a href="SixDegreesfromDave.com">SixDegreesfromDave.com</a></strong> Russ Moon, The Sourcing Samurai: "Wisdom of The Trade"tag:recruitingblogs.com,2010-02-01:502551:Topic:8667922010-02-01T05:00:35.136ZDave Mendozahttps://recruitingblogs.com/profile/davemendoza
As part of the next generation of interviews within the <a href="http://SixDegreesfromDave.com" target="_blank">SixDegreesfromDave.com</a> series we introduce "Wisdom of the Trade." It was going to be called Tricks of the Trade, however, my friends, what our peers do are not equivalent to what illusions a magician pulls from a hat, but rather - the product of wisdom they have gained from years of dedicated inquiry, research and deliverables. Who better to start the series than my continuing…
As part of the next generation of interviews within the <a href="http://SixDegreesfromDave.com" target="_blank">SixDegreesfromDave.com</a> series we introduce "Wisdom of the Trade." It was going to be called Tricks of the Trade, however, my friends, what our peers do are not equivalent to what illusions a magician pulls from a hat, but rather - the product of wisdom they have gained from years of dedicated inquiry, research and deliverables. Who better to start the series than my continuing conversation with Russ Moon, aka, "the Sourcing Samurai".<br />
<br />
<img src="http://sixdegreesfromdave.com/RUSSELLMOON.jpg" align="left" border="2"/><br />
<b>• Russ Moon<br />
• Sourcing Consultant, Talent Find LLC<br />
• Richmond VA<br />
• <a href="http://recruitingblogs.ning.com/profile/RussellSMoonIII" target="_blank">RecruitingBlogs Profile</a><br />
• <a href="http://www.linkedin.com/in/russmoon" target="_blank">Linkedin</a><br />
• <a href="http://www.facebook.com/russ.moon?ref=profile#/russ.moon?ref=profile" target="_blank">Facebook</a><br />
• <a href="http://twitter.com/russmoon" target="_blank">Twitter</a><br />
• <a href="http://www.russmoonow.com" target="_blank">Website</a><br />
• <a href="http://aces.arbita.net/blog/Russ" target="_blank">Blog</a><br />
• Office: 804-643-8604<br />
• Mobile: 804-402-2364<br />
• <a href="http://mailto:russmoon@gmail.com" target="_blank">Email</a></b><br />
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<center><b><font size="3">Q&A with Russ Moon</font></b></center>
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<strong>Six Degrees: What is the source of your "LOWEST COST OF HIRES" - (least amount of invested resources for the easiest hires, regardless of quality) at your present employer?</strong><br />
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<img src="http://www.sixdegreesfromdave.com/RussMoonWeights.jpg" align="right" border="2"/><br />
<strong>Russ:</strong> In general employee referrals rank right up there for corporations. The internet with proper candidate development is even less, but frequently is not maximized in terms of the cost reduction potential. This is due to improper structure, inadequate training, process…..it only takes one fundamental block to be out of place to drastically dilute your results.<br />
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<strong>Six Degrees: What talent niche groups do you target and are these particular talent areas specialized under your review?</strong><br />
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<strong>Russ:</strong> The computer does not know if you are looking for executive chefs, gas turbine start-up engineers or SAP FICO folks…that’s what I love is the variety of searches available. If you know the syntax, tools and techniques you can find what is needed. I love the hunt.<br />
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<strong>Six Degrees: What types of training in sourcing/recruitment are available to you and have you taken advantage of?</strong><br />
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<strong>Russ:</strong> I have approached my training from a holistic standpoint in that I try to expose myself to a variety of training given that each has its own merits. My goal with each session is to learn at least 3 new things I can try to help me find talent more efficiently and rapidly.<br />
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<img src="http://sixdegreesfromdave.com/RussMoonShally.jpg" align="left" border="2"/><br />
My education started in 2000 when I started with the original AIRS I,II and III (CIR) courses. Then I was fortunate to be on the AIRS University program during my tenure at MeadWestvaco while serving on their centralized recruiting team. I took full advantage and took like 9 courses in 7 months and that saturation training really leapfrogged my ability.<br />
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About the same time I recruited Shally to help me go to the next level and started his apprenticeship program. We worked together several times a week, he would at times coach me on particular searches or even come online with me to search and show me new approaches. That one year, in retrospect evolved me more than 5 years of self study. My income based on what I could do experienced a nice surge during that timeframe…so something was working …at least for me.<br />
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During my time at Wachovia I became involved with Broadlook Technologies and had some high caliber 1-1 training sessions with Kary Valley. Kary is simply scary smart and his impact on how I viewed what is possible in terms of data mining blew apart my mindset at the time. Delved very deeply into their Eclipse product, ultimately being named their first non-employee Black Belt. What still blows my mind is there is still a healthy amount of untapped capability that I have not harnessed with that product.<br />
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I returned full circle near the end of 2008 and start of 2009 returning to AIRS to renew my CIR and earn the ACIR (Advanced Certified Internet Recruiter) and recently the CSSR (Certified Social Sourcing Recruiter ) certifications. Really enjoyed the experience and was pleased to see AIRS still bringing fresh content to the training space. Every conference I attend I have made a point to sit in on Glenn/Shally’s presentations to stay on top of new syntax and their approach to sourcing. Preparing to further study under Shally as his time allows to “take it up another notch”. That will happen this week in his home and I have asked him to put together a regime for me that is somewhere in intensity between US Army Ranger Training and an unsedated medical procedure.<br />
I want it to expose every chink I may have, put it out in the open and then we will jointly develop a written development plan to take me from point A to point B. I have also already heavily invested in some of <a href="http://www.broadlook.com" target="_blank">Broadlook</a> new training which is quite good. Improvement doesn’t just occur, you have to mentally be willing to pay the price just like an Olympic athlete who endures the workouts to condition themselves to perform at their peak.<br />
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<img src="http://sixdegreesfromdave.com/RussMoonMarvinEricJ.JPG" align="right" border="2"/><br />
There is a great deal of informal sharing and training that goes on, specific people I seek on particular topics. It is just a matter of saying “I’d like to learn more about this” and it helps to bring something to the table to share with them. I love our community.<br />
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<strong>Six Degrees: What recruitment software tools do you use in your day to day recruitment activities & do they translate effectively within all of the different countries where you recruit?</strong><br />
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<strong>Russ:</strong> It really depends on the assignment. I no longer have a stock response of “I use XXX” because my toolkit has developed to the point of being somewhat unique and to tools to some degree can impact the direction the search takes based on the capabilities you have available to you. Of course, it comes back to skill and being comfortable with a certain procedure or tool or syntax which comes through practice. Lately, I find myself rethinking how to generate more speed in terms of my ability to find the same people I would have located anyway faster. The goal being to develop a more optimized toolkit and how I use it to allow me to deliver more talent in the same amount of time. Enjoying the process and several people have shared tips that have already shown me this is going to be a very good initiative. Some tools recently have been deleted, while in the last week I have added two new ones. Always evaluating and optimizing what works best in my assignments and if something doesn’t cut the mustard…it doesn’t last long.<br />
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<strong>Six Degrees: What tools (technology or old school file folder, for example) did you first encounter early in your recruitment career?</strong><br />
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<strong>Russ:</strong> Three tools when I first started (2000) that stood out as having either a “wow factor” or extreme utility were ACT!, AIRS Search Station (beta-tested) and EGrabber address grabber.<br />
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• ACT! – has a lot of interesting features and I thought was pretty versatile<br />
• AIRS Search Station – my first foray into beta-testing and seeing a glimmer of how powerful search technology could be<br />
• EGrabber address – it worked, easy to use, worked with ACT didn’t have to worry about it doing anything except pretty much working.<br />
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<img src="http://sixdegreesfromdave.com/RussMoonGlennGutmacher.JPG" align="left" border="2"/><br />
<strong>Six Degrees: How did your expectations of being a recruiter compare to the actual, first time you got on the phone or in the cubicle? In your opinion, how do people's assumptions about our vocation differ from reality?</strong><br />
<br />
<strong>Russ:</strong> I had no idea what was involved when I started. I remember buying Paul Fordyce’s manual on recruiting and studying others to try to develop my own authentic style. Sourcing – was so new that few in our industry understood it, much less knew enough to set their expectations. I realized later, as I spent more time in the trenches that part of my role was to educate, facilitate, share and catalyze understanding. During that process I experienced some of my greatest moments of illumination.<br />
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<strong>Six Degrees: Worst mistake, biggest goof, lousiest practice you thought would fly but didn’t, and how that moment culminated into a true learning experience?</strong><br />
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<strong>Russ:</strong> Early in my career I would start sourcing, with an ‘eager to please’ attitude, without fully arming myself with all the information needed to really surgically source. This resulted in some near miss type candidates which were in the ballpark but not “Yes!” caliber. Intake Mistake …don’t make it and I will blog on this very soon.<br />
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What I learned was ‘slow is really fast.’ Slow in terms of taking the time to really indentify exactly what we are seeking, mapping out where this talent typically would congregate and thinking through your toolkit to make a decision on which tool/technique/source etc is going to have the highest probability of revealing that talent pool on my screen so that the core pipeline can be built. The tool piece is a bit sophisticated because there are more variables to factor in, with practice you start dialing some techniques in and it is very pleasant when you see your results onscreen change from goobley-goop into pure usable talent….that’s an interesting moment every time.<br />
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<img src="http://sixdegreesfromdave.com/RussMoonTimOConnor.JPG" align="right" border="2"/><br />
<strong>Six Degrees: How do you personally expect to facilitate change within our industry, and/or at your place of work? If you started that process, outline the problem, your solutions, and the vision.</strong><br />
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<strong>Russ:</strong> I am being very authentic (which can be scary) and let my actions do the talking. If people are paying attention, they will get the message.<br />
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Certainly, I’m very passionate about helping others learn more about sourcing because it is part of the giving back process. There is no doubt in my mind that I have some very bright folks who graciously mentor me and I want to extend their influence by passing that on to others. It never fails to help me evolve so that philosophy has resulted in one win-win after another.<br />
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The forthcoming radio show, Sourcing Samurai, will be part of that effort where I’ll talk to very seasoned, knowledgeable experts who have spent the time in the trenches to really know what works about the people, experiences, training, technologies etc. that forged their sourcing mindset; changing how they approached their craft forever. Hopefully this very candid sharing will stimulate some thought in the audience over how they might learn from what the guests share with me.<br />
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Research is as much about knowing how to find the answer as it is knowing it. I know the guests who are slated to share are people that anyone who wants to learn more would do themselves a service by making a decision to spend that 15 minutes or so with us. Understand I touched upon the Sourcing Samurai previously, but it bears repeating, something free you will not want to miss.<br />
<br />
<strong>Six Degrees: “Best practice” you are most proud of developing (now or in the past) in your recruiting career?</strong><br />
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<strong>Russ:</strong> I developed a sourcing model and was able to navigate actually gaining senior leadership approval without any revision to the original presentation. Again my network served as a private sounding board which contributed invaluable insight. My experience at Wachovia/Wells Fargo truly ingrained the concept and value of open collaboration. It is a form of intellectual diversity which results in an end product which is far superior to simply locking yourself in your office and doing the work in a vacuum.<br />
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<strong>Six Degrees: What are some of the frustrating aspects/obstacles to your day to day as a staffing professional and in general?</strong><br />
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<img src="http://www.sixdegreesfromdave.com/RussMoonNYC.jpg" align="left" border="2"/><br />
<strong>Russ:</strong> Striving for brevity for the sake of time while balancing that with ensuring the communication is effective and professional.<br />
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<strong>Six Degrees: What are the most common themes of strategic and/or tactical mishaps involving past or present HR/Staffing org?</strong><br />
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<strong>Russ:</strong> My opinion, which I don’t confuse as fact<br />
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Project Management - We need better skills there in general. We need to ask the right questions, i.e., “What’s the real scope ?” “What outside of the scope?”<br />
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“Letting Perfect be the Enemy of Good” – at a certain point, get going, watch what happens and adjust accordingly. Jason Goldberg has a phrase “Ship it”, which I have adopted. “Ship it”, Just do it and adjust vs. waiting until everything is perfect and the window of opportunity it closed.<br />
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<strong>Six Degrees: Considering all of the frustrations you have experienced in your career as a recruiter, -- what inspires you as you continue in your career?</strong><br />
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<strong>Russ:</strong> I love what I do. Learning new things, analyzing, meeting the people, the relationships that have developed and are developing, technology - and I get paid to do things I really enjoy. I love it so much I just want to keep on going, evolving, growing, and seeing where the journey leads. We are in an era of exponentially accelerating possibility and that drives me.<br />
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<strong>Six Degrees: What one thing do you find most ideal given the opportunity to develop/ implementing/ invent professionally that has yet to be done.</strong><br />
<br />
<strong>Russ:</strong> I think for me personally I want to immerse myself in desktop technology and expand upon ways to increase the speed with which I source based on layouts, add-ons, toolbars and how I use them. It’s low cost, experience has shown me there is a lot of utility if you are disciplined in how you experiment and it sharpens your sourcing in general.<br />
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<strong>Six Degrees: Anything you want to plug?</strong><br />
<br />
<strong>Russ:</strong> My online Radio Show – "The Sourcing Samurai" - stay tuned lining up our first recording session now.<br />
<strong><a href="http://aces.arbita.net/blog/Russ" target="_blank">My Arbita Blog</a>Blog – <a href="http://aces.arbita.net/blog/Russ">http://aces.arbita.net/blog/Russ</a><br />
<a href="http://aces.arbita.net/russ" target="_blank">My Arbita Homepage</a></strong><br />
<br />
<strong>Six Degrees: How Are You Going To Change The Recruitment Industry?</strong><br />
<br />
<strong>Russ:</strong> I would like to help propel some of the thinking surrounding our industry. I would like to seed some healthy discussion, unearth some utilitarian tools, share with others and maybe inspire someone to really go for it. I have several experiences with “reverse mentoring” where I had a mentor who helped me with a topic and during that process I helped them gain a deeper understanding of what sourcing is all about. My new career provides opportunity for pursuing that passion and I truly enjoy the interaction with the super talented bright minds I tend to gravitate towards.<br />
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Help bring Sourcing/Research a little more out of the shadows. Keep and expand my seat at the table as a trusted adviser to the Senior Talent Acquisition Leaders who engage me to the point they want to bring me back. Help inspire someone with the aptitude to pursue this career path and show where it can lead.<br />
<center><img src="http://www.sixdegreesfromdave.com/RussMoonSourcingSamurai.jpg" align="center" border="2"/></center> Meet Carol Mahoney, Live & Leaping From Yahoo! to Talent Acquisition On Demandtag:recruitingblogs.com,2010-01-24:502551:Topic:8619182010-01-24T22:21:17.559ZDave Mendozahttps://recruitingblogs.com/profile/davemendoza
<strong>Carol Quotables:</strong><br />
<i>"'the buck stops with me to ensure that talent acquisition efforts at my company result in producing the knowledge workers required to create marketplace advantage.' It’s a tough, important, and sometimes lonely job. I know because I’ve had the job more than a few times in my career."<br />
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"Central to an organization’s talent acquisition success is: an engaged executive and management team; a creative, competent and accountable recruiting organization; and a…</i>
<strong>Carol Quotables:</strong><br />
<i>"'the buck stops with me to ensure that talent acquisition efforts at my company result in producing the knowledge workers required to create marketplace advantage.' It’s a tough, important, and sometimes lonely job. I know because I’ve had the job more than a few times in my career."<br />
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"Central to an organization’s talent acquisition success is: an engaged executive and management team; a creative, competent and accountable recruiting organization; and a relentless focus on the candidate as the customer."<br />
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"A good 85% of recruiters hate a structured process imposed on them. If your tool also imposes a process, the likelihood of universal adoption is low. You can beat them mercilessly but they will evade you at every turn. It’s not always “user error” or poor configuration decisions that make a tool bad. Sometimes the tool is slow; or the search capability is uneven; or it simply does not work."</i><br />
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<center><img src="http://sixdegreesfromdave.com/CarolMahoney_liveandleap-f5.jpg" align="center" border="2"/></center>
<img src="http://sixdegreesfromdave.com/CarolMahoneyHeadshot.jpg" align="left" border="2"/><br />
<strong>Carol Valenti Mahoney<br />
Consultant, <a href="http://www.talentacquisitionondemand.com">Talent Acquisition On Demand</a><br />
A division of <a href="http://www.liveandleap.com">Live and Leap, Inc.</a><br />
Phone: 650-799-9431<br />
• <a href="http://www.recruitingblogs.com/profile/CarolMahoney">RecruitingBlogs Profile</a><br />
• <a href="http://www.linkedin.com/in/carolvalentimahoney">Linkedin</a><br />
• <a href="http://twitter.com/carolmahoney">Twitter</a><br />
• <a href="http://www.facebook.com/?ref=home#/cvmahoney?v=wall&ref=profile">Facebook</a><br />
• Business Website: <a href="http://www.talentacquisitionondemand.com">"Professional TA"</a>; <a href="http://www.liveandleap.com/f5">F5</a> and <a href="http://www.liveandleap.com">Live And Leap</a><br />
• Personal Blog: <a href="http://www.liveandleap.com/blog">http://www.liveandleap.com/blog</a></strong><br />
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Carol Mahoney has always been an early adopter. In 2010 we find the vernacular passe' but in the 1990's she co-founded "Guerrilla Recruiting” tactics, a hands-on workshop geared at helping high-growth companies compete. She was one of the first to recognize the significance "e-cruiting," and was innovative in recognizing the value of hiring sourcers to use the internet to produce passive candidates.<br />
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What makes Carol unique however is how she treats people. I have had the pleasure of visiting the Yahoo! campus on two separate occasions, and I was immediately aware that a special culture had been fostered under her leadership. A Margarita machine, balloons, and schwag galore were within my peripheral vision and employees were ... happy. It was downright festive as it was hectic; a bee hive swarm of activity with a common vision. When you walk the halls with her, take an elevator - it's never quiet, the pulse of the organization followed Carol and it was contagious. It was the only campus I have ever walked into where you had the pervasive feeling this staffing organization was a family not simply a team. Talking to her, you have the sense that she is one of the most elite of subject matter experts in her field, and yet she has a familiar, approachable air around her that is filled with a bellowing laugh.<br />
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To make the point sink in, when I first visited Yahoo! my ears had popped on the plane upon landing and I could barely hear a thing. It was her laughter catching fire within the cubicles assembled throughout her floor that resonated that this was the place to be. It was obvious that her recruiting org had enlisted enthusiastically on behalf of her War for Talent. She was the boisterous thinker overseeing the battle plans in all things.<br />
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<img src="http://sixdegreesfromdave.com/CarolMahoney_TalentAcquisitionOnDemand.jpeg" align="left" border="2"/><br />
Today, Carol Mahoney is the leading the way with "<a href="http://www.liveandleap.com">Live and Leap, Inc.</a>" The company, founded in June 2009, is comprised of two separate ventures: F5, Forums for Females Focused on a Fabulous Future; and a consulting arm dedicated to providing on-demand Talent Acquisition capability and support for high-tech companies – most recently Juniper Networks.<br />
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Prior to founding Live and Leap, Carol was Vice-President of Talent Acquisition at Yahoo, Inc., where she built a formidable global talent acquisition machine that produced thousands of high-profile hires to fuel Yahoo’s hyper-growth. In her 20 year HR career, Carol has held a variety of leadership and consulting roles for high-technology companies including Intuit Inc., Apple Computer, Synopsys Inc., Digital Equipment Corporation, and Advanced Micro Devices. Carol graduated from Santa Clara University with a Bachelor of Arts in English.<br />
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<center><strong>Q&A with Carol Valenti Mahoney</strong></center>
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<strong>Six Degrees: Tell us of your home world, Carol.</strong><br />
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<strong>CAROL:</strong> I’ve been married to Frank for 22 years. We have a 21 year old son, Douglas, and a beloved labradoodle, Luke. I live on the ocean in Pacific Grove, CA and I enjoy the gorgeous seaside as much as I can. I walk along the trail daily and often take the laptop down to the bench across the street to bring the concept of “working at home” to another level. I’m absolutely passionate about using my energy, connections and sense of humor to inspire women to create a “fulfilling, fabulous future”. To that end I produce a blog and have sponsored 2 forums for females.<br />
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<img src="http://sixdegreesfromdave.com/CarolMahoneyHusband.jpg" align="right" border="2"/><br />
<strong>Six Degrees: How did you get started in the recruitment industry?</strong><br />
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<strong>CAROL:</strong> A hiring freeze at AMD took me away from my dream – a marcom job. The dream job that went “on-hold” gave way to an interim job as recruiter. I never looked back. I loved the recruiting game and quickly found that I loved to manage recruiting and HR. I was one of the youngest Recruiting Managers when I put the management career on hold to spend more time with my one and only son! The result was that I began contract recruiting – a job I thought would allow me to balance my role as mom more easily than a corporate manager role. The rest is history. I re-entered the work world as head of TA at Synopsys and continued along that path (with one notable detour – more later) until I left Yahoo! last year as Vice-President of Talent Acquisition. The exception? A brief detour in charge of Recruiting Operations with ProQuest (now Duran HCP) that also included developing and delivering Guerrilla Recruiting™ in partnership with at Gardner Consulting.<br />
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<strong>Six Degrees: What single event had the most impact on your sourcing/recruiting career?</strong><br />
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<strong>CAROL:</strong> The biggest impact to my recruitment management career came in 1999 when the rolodex gave way to what, at the time, I dubbed “e-cruiting” I knew that sourcing would never be the same and had to trick my employer into hiring sourcers who would use the internet to produce candidates. It was a resounding success and today I’m blown away by the frontiers yet-to-be conquered, as social networking bulldozes onto the recruiting scene.<br />
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<strong>Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after?</strong><br />
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<img src="http://sixdegreesfromdave.com/CarolMahoneyWorking.jpg" align="left" border="2"/><br />
<strong>CAROL:</strong> I have many mentors – mostly women – who have taught me about great leadership. I believe at the heart of any great organization, are great leaders. This applies to talent acquisition organizations as well. So I continually strive to hone my management skills, my strategic mind and my ability to connect with others in the pursuit of a meaningful, successful career. Mentors include:<br />
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<strong>Cheryl Van, ex-VP of Talent at Yahoo!</strong> – she taught me that engaging your heart is as important as engaging your head. Great leadership means bringing the whole woman to work – and that means bringing compassion and respect too! Every night she walked the halls to encourage people to go home – work-life balance actually meant something to her.<br />
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<strong>Libby Sartain, ex-Chief People Officer, Yahoo!</strong> – the woman laughs louder than I do…a feat I thought was impossible! She taught me that a successful woman doesn’t need to button up so tight that she doesn’t even recognize herself. Libby allowed her personality to color her leadership and she was best when she was unadulterated and un-cut!<br />
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<strong>Sherry Whiteley, SVP of HR at Intuit</strong> – some of us suspected that she was a fortune teller on the side. She had an uncanny “gut” and her intuition complimented her intellect allowing her to achieve near-miracles on a frequent basis. I thought my intuition was something to keep quite about, even embarrassing, until I met Sherry. Now I wish it was as honed as hers.<br />
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<strong>Six Degrees: Tell us about your current projects.</strong><br />
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<img src="http://sixdegreesfromdave.com/CarolMahoneyF5.jpg" align="right" border="2"/><br />
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<strong>CAROL:</strong> While I’m currently a one-person show, I intend to grow this year. I am president, the number one consultant, the bookkeeper and web master. <strong>Offerings Include:</strong><br />
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• For larger companies or ones with an established TA function:<br />
o Assemble, deploy and manage outsourced SWAT team (recruiters, sourcers, program owners, etc.) to address specialized or unplanned recruiting needs.<br />
o Best Year Yet™ for Talent Acquisition: Partner with Talent Acquisition head to customize and facilitate a team-building and goal setting process that will ensure maximum performance of team. (I did this for 2 years and I am a huge proponent of the process!)<br />
o Deftly manage key projects or initiatives that have no internal owner (e.g. branding campaign, social networking strategy, systems deployment, etc.).<br />
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• For smaller companies or those without a TA function:<br />
o Assess and recommend TA Strategy and Plan based on needs of company vs. TA capability. Implement plan if required.<br />
o Interim recruiting leader - temporary, part-time and outsourced.<br />
o Apply expertise and network to identify and select talent acquisition contractors, employees, vendors.<br />
o RPO: Staff and manage outsourced teams of recruiting resources. Efficient and compliant.<br />
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<strong>Six Degrees: What speaking events, awards, publications, have you been featured to represent your company?</strong><br />
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<img src="http://sixdegreesfromdave.com/CarolMahoney2.jpeg" align="left" border="2"/><br />
<strong>CAROL:</strong> I’ve had a number of speaking events in the last few years for organizations like Kennedy, SHRM, AustralAsian Talent Conference, HRTC, and many more.<br />
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When I headed at Yahoo! my branding efforts yielded several webby’s – for our careers site and our branding campaigns. In addition, under my reign, Yahoo’s revamped career site won best career site through ERE.<br />
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<strong>Six Degrees: Tell us about Your new venture, Carol</strong><br />
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<strong>CAROL:</strong> I founded Live and Leap, Inc. in June, 2009. It is the umbrella company for two separate consulting ventures: Talent Acquisition On Demand – a Talent Acquisition management solutions company; and F5 (Forums for Females Focused on a Fabulous Future) – a venture dedicated to providing tools, inspiration and support to women compelled to transform their lives.<br />
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Today, I’m focused on getting the word out about my Talent Acquisition practice – what I’m doing and why.<br />
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<strong>Six Degrees: What is Your Company’s Value Proposition?</strong><br />
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<img src="http://sixdegreesfromdave.com/CarolMahoneySpeaking9.jpg" align="right" border="2"/><br />
<strong>CAROL:</strong> I love leading Talent Acquisition. But instead of working “inside” running one organization at a time, I’m interested in broadening my reach and leveraging my extensive Talent Acquisition management background, experience and access to talented recruiting resources to benefit a host of organizations in a variety of industries. My solution offerings, though varied, are designed to help the leader in any organization who says, “the buck stops with me to ensure that talent acquisition efforts at my company result in producing the knowledge workers required to create marketplace advantage.” It’s a tough, important, and sometimes lonely job. I know because I’ve had the job more than a few times in my career.<br />
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When I was VP of Talent Acquisition at Yahoo, I often looked for consultants with recruiting expertise and management savvy to augment my leadership team during peak activity periods. While recruiting and talent experts were available in the consulting marketplace, I found that Talent Acquisition Management consultants and experts were in short supply. I’m a talent acquisition management veteran who has "been there and done that". I have the perfect background to help clients bridge TA management gaps through consulting, tools and coaching.<br />
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<strong>Six Degrees: What is the pricing structure for your services/products?</strong><br />
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<img src="%20http://sixdegreesfromdave.com/CarolMahoneyF5B.jpg" align="left" border="2"/><br />
<strong>CAROL:</strong> Pricing will vary depending on the assignment. In general, I plan to offer my services on a retained basis for less than 1/3 of the cost of a contract recruiter.<br />
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<strong>Six Degrees: Do you blog?</strong><br />
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<strong>CAROL:</strong> Right now I do a blog for F5 – focused on supporting women in transformation. I plan to start a TA blog on management as soon as I have a little more fodder.<br />
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“Watching Carol Mahoney in action was like seeing the leader at the World Series of recruiting. For nearly six years Carol successfully orchestrated the recruiting efforts that resulted in the hiring of thousands of exceptionally talented employees worldwide. The largest increase in Yahoo!’s history. Carol raised the standards and wrote the book on how to create a successful world class recruiting team (is the booking coming soon, Carol?). Without missing a beat she built & motivated a talented staffing team of over 250 people, she created a award winning career portal, nearly eliminated the use of outside agencies and she effectively brought executive recruiting inside. Her legacy included leading effective marketing campaigns over several years (& won numerous awards), and spiking the employee referrals to an all time high. No wonder that Carol is in demand on the speaker circuit and not just because of her superior reputation as a brilliant & innovative recruiting visionary but because she is also a rousing story teller with fabulous sense of humor. I would the welcome the opportunity to work for her again.”<br />
<strong>Noelle Tardieu, Recruiter for Talent Acquisition, Yahoo!</strong><br />
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“I have worked with and for Carol Mahoney for nearly 10 years and two companies. At Yahoo! Carol built a small and poorly organized staffing organization of 35 to nearly 250 at one point. Carol has an amazing strategic ability coupled with operational rigor to develop a high performing and (multiple) award winning organization. She brings humor, candor and an amazing ability to not only see the big picture but pull the right talent into the right jobs to achieve amazing results. I say today, what I've said before, "I'd work for Carol anywhere."”<br />
<strong>Stephanie Prout, Sr. Manager, Talent Acquisition Programs, Yahoo!</strong> Meet Jim Fowler, CEO of Jigsaw: "Cloud-Based, Database Automation As A Service"tag:recruitingblogs.com,2010-01-18:502551:Topic:8548412010-01-18T09:40:36.539ZDave Mendozahttps://recruitingblogs.com/profile/davemendoza
<b>Jim Fowler Quotables:</b><br />
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<b><i>Jim is a Triathlete, a big time Giant's fan, who loves playing hearts and "No Limit Hold Em", and, not surprisingly, not a big fan of puzzles.<br />
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“Jigsaw was founded out of pain. I was sick and tired of the expensive and crappy lists the marketing team would buy for my sales teams ... Twelve years in sales left me frustrated with the time-consuming practice of finding contact details. I said, ‘There’s got to be a better way.’”<br />
<br />
We live in an economy now where…</i></b>
<b>Jim Fowler Quotables:</b><br />
<br />
<b><i>Jim is a Triathlete, a big time Giant's fan, who loves playing hearts and "No Limit Hold Em", and, not surprisingly, not a big fan of puzzles.<br />
<br />
“Jigsaw was founded out of pain. I was sick and tired of the expensive and crappy lists the marketing team would buy for my sales teams ... Twelve years in sales left me frustrated with the time-consuming practice of finding contact details. I said, ‘There’s got to be a better way.’”<br />
<br />
We live in an economy now where people make a living with their brains as much as with their hands. I spend a lot of time creating and working with people"<br />
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“We are on a path to go public. We have the chops to become a billion-dollar company”</i></b><br />
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<img src="http://sixdegreesfromdave.com/JimFowlerJigSawSign2.jpg" align="left" border="2"/><br />
<b>• Jim Fowler<br />
• CEO, Jigsaw "The Crowd-Sourced Business Directory"<br />
• San Mateo, CA<br />
• RecruitingBlogs Profile<br />
• <a href="http://www.linkedin.com/pub/jim-fowler/0/34/193" target="_blank">Linkedin</a><br />
• <a href="http://twitter.com/jimfowler" target="_blank">Twitter</a><br />
• <a href="http://twitter.com/jigsawtweets" target="_blank">Jigsaw Tweets</a><br />
• <a href="http://www.facebook.com/people/Jim-Fowler/629648697" target="_blank">Facebook</a><br />
• <a href="http://www,jigsaw.com" target="_blank">Corporate Website</a><br />
• <a href="http://www.jigsaw.com/company_information/slr-davemendoza.xhtml" target="_blank">Join Jigsaw and earn 20 free passive contacts</a></b><br />
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Over the last several years, I have had the pleasure of getting to know <b><a href="http://www.linkedin.com/pub/jim-fowler/0/34/193" target="_blank">Jim Fowler</a></b> at the various staffing industry conferences. He will spontaneously offer to find a bench to catch up, and is one of those executives without any pretentiousness. In fact he is a rare breed among the approachables: he will speak to you and recollect from the mundane to the significant that you have shared with him, and in each response he is direct, substantive and charismatic. For a CEO, he is less about watching the clock than he is more about getting to know you and the topic at hand. He didn't build a business simply for a dollar's glance - he truly wants to contribute to what we consider Game Changing ideas in the art of commerce. <b>Prognosticators will tell you Information is the most powerful weapon of the 21st century. It isn't simply about hardware and software - it's also about field entries. The market for Database information is a $50 Billion dollar business</b>. Billions within it are likewise exceptionally relevant in how our staffing industry generates and collates that data to produce and introduce prospective passive and active candidates to employers of choice. What more relevant subject for today's feature than someone whose daily effort is to find knew ways to vett quality and quality utilizing the social aspect of community data sharing? For me personally, I cannot think of a more valuable way to verify my name generation leads and to contribute them to the broader concept of community. It's a pleasure to introduce you to my friend, Jim Fowler.<br />
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As Chief Executive Officer of <b><a href="http://www.Jigsaw.com" target="_blank">Jigsaw</a></b> Corporation, Jim Fowler provides direction and leadership toward the achievement of goals and objectives at Jigsaw, a leading provider of business information and data services that uniquely leverages user-generated content contributed by its global business-to-business (B-to-B) community. A veteran sales executive, Jim has more than 12 years selling software for marketing and collaboration applications. Before starting Jigsaw, Jim served as VP of Sales at Digital Impact (DIGI), Paramark and TightLink. In these roles, he built sales departments from the ground up focusing on sales strategies and processes. He was able to leverage his experience as an outstanding sales manager at Personify and NetGravity. Prior to his career in software sales, Jim owned and operated Lookout Pass, a ski resort in Idaho. He also served in the US Navy as a Diving and Salvage Officer. Jim graduated from the University of Colorado.<br />
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<center><b>Q&A with Jim Fowler, CEO of Jigsaw</b></center>
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<strong>Six Degrees: Tell us of your home world.</strong><br />
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<strong>Jim:</strong> I have been married Holly Wiebe for ten years. We met through my wife's best friend who was dating one of the ski instructors I knew and we were introduced to one another. We have a son named Six (who is eight years old) and a Labradoodle named Comet.<br />
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Our family skis/snowboards all winter and camps all summer. Our favorite type of camping is canoe camping. You go to really beautiful and remote places and still carry enough stuff to eat and drink really well. There is nothing better than an after dinner cigar around a campfire beside a high Sierra lake!<br />
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<strong>Six Degrees: Tell us about your Company, Jim</strong><br />
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<img src="http://sixdegreesfromdave.com/JimFowlerRevolutionary.jpg" align="left" border="2"/><br />
<strong>JIM:</strong> I am the CEO and Co-Founder of Jigsaw.com. We have 120 employees. Most of our employees are software developers or sales people, but we do have a full time recruiter!<br />
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Jigsaw is a Global Business Directory of company and contact information. Jigsaw was in Beta through summer of 2004 and officially launched in December 2004. We have over three million complete company records and 19 million complete contact records. Members get contacts they need to recruit, sell or market by adding, updating or graveyarding records.<br />
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Jigsaw Pioneers Data-as-a-Service. The ability to quickly find people in a target organization and contact them directly is an essential means to gain an edge in a very competitive marketplace. Jigsaw provides very simple, but required data that every single recruiter needs to do their jobs – company and contact records. Jigsaw is essentially an open database, along the lines of Wikipedia. Salespeople looking for say, a buying manager in a given company, swap one of their contacts to access the lead they need or they can buy it for $1. Every one of its contact records is complete with email and phone number. (Note: 72% of Jigsaw records have a direct dial.)<br />
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We make money by selling data and data hygiene services to corporations.<br />
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<strong>Six Degrees: How was Your Company Founded?</strong><br />
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<strong>JIM:</strong> Jigsaw was founded by myself and Garth Mouton on Oct. 31,2003. We are venture backed and have raised $18M in venture funding. I came up with the idea for Jigsaw after 12 years in software sales left me frustrated with the time-consuming practice of finding correct contact details within a company. Prospecting lists were costly and usually full of outdated information.<br />
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<strong>Six Degrees: How did you get started in the industry?</strong><br />
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<strong>JIM:</strong> Jigsaw was founded out of pain. I was sick and tired of the expensive and crappy lists the marketing team would buy for my sales teams. (I was VP of Sales at an email marketing company called Digital Impact). I knew there had to be a better way and the idea of a crowdsourced business directory popped into my mind. The idea for Jigsaw was germinated in the summer of 2003. We raised our first round of funding (of three total) in December of 2003 and formally launched Jigsaw in December of 2004.<br />
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When I was vice president of sales at online advertiser Netgravity (now part of Google’s DoubleClick), I asked a sales rep nicknamed Tark “to cold call into Sprint PCS until he got us a meeting. It took him two weeks. I said, ‘There’s got to be a better way.’”<br />
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<strong>Six Degrees: What is the broader picture of how the data business operates</strong><br />
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Each year, corporations spend over $50 billion a year on B2B marketing data. Your usual data acquisition avenues – list rentals, online data services like Hoovers, OneSource, and that old technique cold calling – are hard and expensive and don’t provide automatic updates, maintenance or net new records.<br />
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<strong>Six Degrees: How/ where did you develop investors?</strong><br />
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<strong>JIM:</strong> We are located in the Silicon Valley. This is the land of venture capitalists. Just follow the signs to Sand Hill Road!<br />
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<strong>Six Degrees: What is Your Company’s Value Proposition?</strong><br />
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<img src="http://www.sixdegreesfromdave.com/JigsawContact1.jpg" align="right" border="2"/><br />
<strong>JIM:</strong> Our value proposition is that we are the best source of data for recruiters who do passive recruiting. Every one of our 19M records is complete with name, title, business phone and business email.<br />
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Our service is free. You can exchange business cards you have for business cards you need. If you don’t want to exchange you can purchase our records. Our data is the best available because we have one million members who clean and maintain the database (for credits). We are similar to Wikipedia in that many people build and maintain our database.<br />
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<strong>Six Degrees: How do you plan to make Jigsaw into a Game Changer?</strong><br />
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<strong>JIM:</strong>The goal is to do the same exact thing to the data layer that salesforce has done to the software layer. Ten years ago, when Salesforce first got started procuring and managing software, Today if you look every company that sells B-to-B, they're procuring and managing the records that populate their CRM solution. the lead records. contact records, the account and the lead records. What <b><a href="http://enterprise.jigsaw.com/" target="_blank">Jigsaw DataFusion</a></b> provides is unlimited access to Jigsaw's community vetted database. Overall, Jigsaw has established a robust database of over 19 million records, and it grows daily by 25,000. The Database as a service is their Game changing premise. It used to be known simply as a cool social aspect of keeping data fresh to make sure it is kept up-to-date, but now the concept has expanded by volume, accuracy and automation:<br />
<br />
With DataFusion, <b>What we do nightly is that we take that data and put it in the cloud and every night compare our client's data to Jigsaw's. Given Jigsaw doesn't allow partial data - the data is refreshed and complete, coming in everyday, flagging records, piping all those changes every night in an automated way; Matching, filling in all the fields, flagging their dupes, a process of 'stare and compare' of records. We pipe in new data that matches the client's administrative criteria. In an SaaS mode. It will no longer will be a one off, and will transform the data business.</b><br />
<b><br />
<a href="http://enterprise.jigsaw.com/" target="_blank">Data Fusion</a></b> comes as a monthly subscription service but companies can reduce the usage costs by contributing back to the Jigsaw system. It connects with a CRM system and automatically matches and updates records daily, with a dashboard to monitor activity and changes and the option of accepting or rejecting any specific updates. Administrators can pick which fields in each record they want to synch daily. After Salesforce, Jigsaw expects to add other CRM systems and databases this year and next. It has published an open API and a Developer Toolkit so any CRM or database vendor can integrate Jigsaw.<br />
<br />
Data Fusion comes on a per-seat, per-month basis just like Salesforce and other SaaS providers. A full license like a big OEM just bought runs $500,000. With Data Fusion, if you have 25 seats of Salesforce, then you buy 25 seats of Jigsaw.<br />
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<strong>Six Degrees: Are you importing contacts from sites like LinkedIn, Hoovers and others?</strong><br />
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<strong>JIM:</strong> No. Every contact in Jigsaw has been added by a member. We started with 20K contacts and now have over 1.7M (and growing by 10K new contacts per day). Even if we wanted to import contacts from other sites we couldn't because Jigsaw requires every contact to have complete information including phone, email, title, etc. Phone numbers and emails are hard to get and are usually not provided on other sites.<br />
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<strong>Six Degrees: How does Jigsaw use social media networks and your blog to connect with customers and prospects?</strong><br />
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<strong>JIM:</strong> Like Wikipedia, Jigsaw links out to the best possible information. Every contact record has a link to Google and LinkedIn for automated research on the contact – such as looking at a biography. Because Jigsaw is a community of sales professionals our blog and message boards are critical for communicating closely with our community. We also have large followings on <b><a href="http://twitter.com/jigsawtweets" target="_blank">Twitter</a></b> and Facebook.<br />
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<strong>Six Degrees: How do you control members from sending out spam emails to contacts in Jigsaw?</strong><br />
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<img src="http://sixdegreesfromdave.com/JimFowlerJigsawdatabase.jpg" align="right" border="2"/><br />
<strong>JIM:</strong> Jigsaw's model isn't a good fit for spammers. Too much work or money is required to get information off in the quantity needed by a spammer. Jigsaw’s members primarily do one-to-one marketing versus one-to-many marketing. If a member is caught doing anything unlawful or against Jigsaw's rules, the member will be banned from Jigsaw permanently.<br />
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<strong>Six Degrees: What is the pricing structure for your services/products?</strong><br />
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<strong>JIM:</strong> Most of our million members use Jigsaw for free (the add, update or graveyard records in exchange for the data they need). We sell subscriptions and lists that fit every budget.<br />
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<img src="http://sixdegreesfromdave.com/JimFowlerJigSaw.jpg" align="left" border="2"/><br />
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<strong>Six Degrees: How has your Company adopted to the economic downturn? What is the long-term future for Your Company?</strong><br />
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<strong>JIM:</strong> We expect to double revenue this year. We want to get companies out of the business of procuring and managing company and contact records. We want the Jigsaw database to power every CRM solution by providing all the prospecting data a company could ever need, and keeping those records up to date in real time. We are in heavy duty hiring mode. We’ve just released this product in beta and hope to see it take the market by storm!<br />
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<strong>Six Degrees: How has your company promoted its brand and aligned itself with Staffing Industry communities, both virtual and on-site ?</strong><br />
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<strong>JIM:</strong> Not as well as we need to. We are getting ready to hire a marketing person who’s full time job will be to address the recruiting industry.<br />
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<strong>Six Degrees: What single event had the most impact on your overall staffing industry expertise?</strong><br />
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<strong>JIM:</strong> I am an expert in only one narrow (but important!) part of the staffing industry – information. The single event that had the most impact on my expertise was founding Jigsaw and the people who I have met throughout the journey. I’ve learned an incredible amount over the past six years of Jigsaw’s life and it keeps feeding our passion to innovate.<br />
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<strong>Do you have a mentor to whom you attribute your overall outlook on modeling your career after?</strong><br />
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<strong>JIM:</strong> I really admire Steve Jobs. Not his management style, but his vision. The guy is just an incredibly talented individual.<br />
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<strong>Six Degrees: Aside from simply the generic term “Networking” what specific efforts have you made on your own behalf, or on behalf of colleagues to broaden your opportunities.</strong><br />
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<img src="http://sixdegreesfromdave.com/JimFowlerSnowBoarder.jpeg" align="right" border="2"/><br />
<strong>JIM:</strong> The single biggest has been to been as a “Featured Networker” listing with <a href="http://www.sixdegreesfromdave.com" target="_blank">SixDegreesfromDave.com</a>. We became more motivated to connect and reconnect with our following within the recruitment industry in a big way. The process gave us a more approachable introduction to both our users and those who have inquired about our utility as a passive talent database. We will continue driving home the message to the recruitment community and to our database of 19M business contacts to drive awareness of Jigsaw and to recruit passive candidates to organizations.<br />
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<strong>Six Degrees: Given your own Trial and Error experiences as a Networker, what advice do you have for your peers on what NOT to do?</strong><br />
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<strong>JIM:</strong> Use extreme caution when sending out a single message to your entire network. Networking is generally about one-to-one communications. Mass messaging is irritating within a social or business network.<br />
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<strong>Six Degrees: Do you blog?</strong><br />
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<strong>JIM:</strong> No – my Co-Founder Garth Moulton writes our company blog.<br />
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<strong>Six Degrees: Reading up on you, I understand you are a Triathlete, a big time Giant's fan, who loves playing hearts and "No Limit Hold Em", and, not surprisingly, you are not a big fan of puzzles. Tell me something others may not know about you</strong><br />
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<strong>JIM:</strong> I’m a complete history geek. I unwind by reading history. Curiously, I find studying history helps me in business. The decisions politicians and generals have had to make since the beginning of history are not unlike the decisions you have to make as a start-up CEO. There is usually less actual blood involved.<br />
<br />
• <a href="http://www.jigsaw.com/company_information/slr-davemendoza.xhtml" target="_blank">Join Jigsaw and earn 20 free passive contacts</a><br />
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</center> Meet Richard Kenny, Talent Acquisition Consultant: "When I Grow Up I Want To Be A Recruiter"tag:recruitingblogs.com,2010-01-11:502551:Topic:8481682010-01-11T04:31:19.926ZDave Mendozahttps://recruitingblogs.com/profile/davemendoza
<b>Rich Quotables:</b><br />
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<i><b>"Northwest offer me an opportunity to design their recruiting program and after the merger with Delta, I merged the two recruiting programs of two of the world’s largest airlines."</b><br />
</i><br />
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<b><i>In college I knew I wanted to be in Recruiting. I went to the local bank and asked if ... I could work for free as long as they will allow me to learn about recruiting. Since I had a compelling argument why they should hire me, they said sure.</i></b><br />
<br />
<i><b>"I attended a…</b></i>
<b>Rich Quotables:</b><br />
<br />
<i><b>"Northwest offer me an opportunity to design their recruiting program and after the merger with Delta, I merged the two recruiting programs of two of the world’s largest airlines."</b><br />
</i><br />
<br />
<b><i>In college I knew I wanted to be in Recruiting. I went to the local bank and asked if ... I could work for free as long as they will allow me to learn about recruiting. Since I had a compelling argument why they should hire me, they said sure.</i></b><br />
<br />
<i><b>"I attended a two day training session that was put on by David Szary, founder of The Recruiter Academy. I still keep in contact with David today. He is one of the early influencers that energized me around recruiting and thankfully I still have that passion today"</b></i><br />
<br />
<img src="http://sixdegreesfromdave.com/RichardKenny.jpeg" align="left" border="2"/><br />
<b>• Richard (Rich) Kenny)<br />
• Talent Acquisition Consultant<br />
• Minneapolis, MN<br />
• <a href="http://www.recruitingblogs.com/profile/RichardKennySPHR" target="_blank">Recruitingblogs.com</a><br />
• <a href="http://www.linkedin.com/in/richardakenny" target="_blank">Linkedin</a><br />
• <a href="http://www.facebook.com/richardakenny" target="_blank">Facebook</a><br />
• <a href="http://www.twitter.com/richardkenny" target="_blank">Twitter</a><br />
• Community Volunteering: Habitat for Humanity<br />
• Personal Causes: United Way<br />
• Cell: 612-860-1116<br />
• <a href="http://mailto:richardakenny@yahoo.com" target="_blank">Email</a><br />
• Business Website: <a href="http://www.talentacquisitionconsulting.com" target="_blank">www.talentacquisitionconsulting.com</a><br />
• Personal Website: <a href="http://www.richardakenny.com" target="_blank">www.richardakenny.com</a></b><br />
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I had the pleasure of meeting Rich at ERE and shook his hand at the reception. It so happened that Rich sat behind me during several of the speaker events and we got to know one another and his passion for our industry expressed itself in earnest. As an accomplished talent acquisition professional with experience across multiple industries. we shared a deep appreciation for sourcing passive candidates, but as a modest individual, you dig deeper and you find that Rich merged the recruiting programs of two of the world’s largest airlines; not a small feat. He has earned a diverse resume of certifications:<br />
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<b>• SPHR (Senior Professional Human Resources)<br />
• AIRS (Advanced Internet Recruiting Strategy)<br />
• CSSR (Certified Social Sourcing Recruiter)<br />
• CIR (Certified Internet Recruiter), 2008<br />
• CDR (Certified Diversity Recruiter), 2008<br />
• ACIR (Advanced Certified Internet Recruiter), 2008<br />
• DDI (Development Dimensions International)<br />
• Targeted Selection: Interviewer, 2008</b><br />
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His experience has substance, his desire to enrich his capabilities to a worthy recruitment methodology is endless. The question remains, what makes Rich interesting aside from his resume credentials? My friends, this is one of the few people I have ever met in my career who KNEW they wanted to be a recruiter when they grew up. How he became a recruiter and what he offered to enter the industry says as much about his tenacity then as it does for his future success. He lays it on the line.<br />
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<center><b>Q&A with Richard (Rich) Kenny</b></center>
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<strong>Six Degrees: Tell us of your home world.</strong><br />
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<strong>Richard:</strong> I am very close to my family. My parents have been married for 40 years. I have two older sisters, two nephews and two nieces. What I do have is a wonderful group of friends all around the country that I enjoy spending time with. For the last 10 years, I have been in talent acquisition roles where I traveled a majority of the time, allowing me the opportunity to meet great people around the country. I currently live in Minneapolis, MN, but previously lived in Atlanta, Dallas, Detroit and Toledo.<br />
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<img src="http://sixdegreesfromdave.com/RichardKennyERE.jpg" align="right" border="2"/><br />
I am a passionate football fan. Specifically, I have been a Michigan football fan my entire life. I have traveled several times to watch them in bowl games and attended many games while living in Michigan. Reading is something I do avidly; I read on average a book a week. I try to rotate in a fun book, industry book and professional development books. Currently, I am reading Dan Brown’s book “The Lost Symbol”, while also reading a book by Clay Shirky, called of “Here Comes Everybody”. There is one TV show that I watch every week either on TV or on the internet and that is 24. I have been addicted to it since the very first episode. If I seriously think about it, I think I have watched the entire series at least two times. Philanthropically, I volunteer with Habitat for Humanity and I am a supporter of the United Way. While working on a Habitat for Humanity home I realized that I could give back to the community in so many ways. I still want to remain active with Habitat builds, but I also realized that I could gain and give others value by helping people in their career search. Recently, I started a networking group in Minneapolis for HR professionals that are in transition that meets every Tuesday. Also, I speak to college student groups on networking, dinner etiquette and the transition from college to corporate. Additionally, I developed and delivered a presentation in Orlando, FL to The Institute of Internal Auditors local chapter and at Right Management in Minneapolis, MN on how to use social media in the job search for candidates.<br />
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<strong>Six Degrees: How many years have you been in the staffing industry?</strong><br />
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<strong>Richard:</strong> I recently consulted for C&S Wholesale Grocers and Compass Airlines, a wholly-owned subsidiary of Delta Air Lines. I am actively looking for my next role in talent acquisition or to continue consulting for companies. I have been in the staffing industry for 12+ years, most recently with Delta Airlines and Northwest Airlines. I was recruited by Northwest Airlines after speaking at a client conference for Peoplescout in Chicago. Northwest offer me an opportunity to design their recruiting program and after the merger with Delta, I merged the two recruiting programs of two of the world’s largest airlines. Prior to Delta and Northwest, I lead the field recruiting program at 7-Eleven. We hired over 20,000 people every year for our stores, management and district management roles. My first role out of college ended up being with Comerica Bank thanks to that experience. I started as a Sourcing Specialist and I had to source candidates for our operations center without a budget. I actually was very successful finding candidates; it was an awesome role. After that I was involved in college recruiting with Comerica.<br />
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In college I knew I wanted to be in Recruiting. I went to the local bank and asked if I could work for the summer. They told me that they were not hiring. Since I am determined, I asked if I could work for free as long as they will allow me to learn about recruiting. Since I had a compelling argument why they should hire me, they said sure. After all, I was a very low cost employee. A few days after starting, the only recruiter they had resigned, this allowed me to jump in and learn about recruiting. I was still an unpaid intern but a great experience.<br />
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<strong>Six Degrees: How did you get started as a recruiter?</strong><br />
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<img src="http://sixdegreesfromdave.com/RichardKennyHunting.JPG" align="left" border="2"/><br />
<strong>Richard:</strong> As a kid, I wanted to follow in my father’s footsteps. He was in sales as a buyer and seller of metals—always building relationships, traveling occasionally and loving what he did. I see recruiting as the best sales job; you get to match people with companies and great opportunities. While I was in college, I knew I wanted to be in human resources, and while I looked at the other disciplines in HR, recruiting seemed to be the perfect fit for my personality and passion. After starting my first job out of college I attended a two day training session that was put on by David Szary, founder of The Recruiter Academy. I still keep in contact with David today. He is one of the early influencers that energized me around recruiting and thankfully I still have that passion today. His training, thought process, as well as his energy around this industry inspired me to make my mark in recruiting as well.<br />
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<strong>Six Degrees: What single event had the most impact on your sourcing/recruiting career?</strong><br />
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<strong>Richard:</strong> I think it was that I loved to learn new things and be involved and provide input to the recruiting processes within the companies I worked at. At 7-Eleven, I truly had my big break in the industry. I was involved with our corporate office on many projects and initiatives, so when the staffing leader in our headquarters made the decision to leave, it opened up an opportunity for me to move into that role. Since I was heavily involved in all the projects, contributing content, it made me an ideal candidate for that role. It also helped that I was willing to pack up my life and start over in a new city. If you are willing to relocate and start over, you will be presented with greater opportunities.<br />
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<strong>Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after?</strong><br />
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<strong>Richard:</strong> My father is my true mentor and the person that I look up to every day in my life. Aside from him, I have a couple mentors in my live. My first Mentor would be James Nyhan III. He was the first person to hire me at 14 - well actually the second. For my first job, I worked at a golf course picking up golf balls on the driving range. The owner gave me a bucket and a hard hat and asked me to pick up golf balls while all the golfers where trying to hit the kid with their best shot. I decided I needed a new job, so I ended up working for Jim at his family owned sports complex. It was a bowling center, volleyball facility and miniature golf course all in one. Jim inspired me to work hard and be the best that I could be and he definitely was the person that inspired me to have the work ethic that I have today. I consider the entire Nyhan family an extension of my own family and I still consult for the company today. Beyond that, in the recruiting profession, there are so many people that have inspired me, guided me, supported me and made me who I am today. It would be difficult to identify all of them now. So many people have given me the opportunity to succeed. I have gained knowledge, insight, and inspiration from so many people and I continue to build new relationships and grow existing ones. There are a lot of talented people in this industry, so I feel that having one mentor is not enough. You need to model your career off of everyone you come in contact with, because everyone has something to contribute; good, bad or indifferent. The key is that you have to take those learning and figure out how to apply them.<br />
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<strong>Six Degrees: Tell us about your latest gig</strong><br />
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<img src="http://sixdegreesfromdave.com/RichardKennyFinalGameYankeeStadium.jpeg" align="right" border="2"/><br />
<strong>Richard:</strong> I recently consulted for C&S Wholesale Grocers, I implemented iCIMS – iRecruiter Talent Management Platform and worked on some process improvement for their volume hiring program. I also consulted for Compass Airlines, a wholly-owned subsidiary of Delta Air Lines. I worked on re-implementing Taleo Talent Management Platform, sourcing strategy and redesigned their recruitment process for the entire organization.<br />
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<strong>Six Degrees: (A) What other companies' recruiting operations do you admire or have heard are best-practice examples?</strong><br />
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<strong>Richard:</strong> I spent most of my time in the high volume hiring side of recruiting. I led efforts to hire hourly employees across multiple industries, retail managers and district managers. There are several companies that have great recruiting programs. For inspiration, I look at company like AT&T with Chris Hoyt, who built an application for mobile devices. I also look at companies like Sodexo that are trying the social media route and making a significant commitment to this avenue. There are so many other great companies and talent acquisition professionals out there. Too many to individually identify.<br />
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<strong>(B) In what aspects are they superior?</strong><br />
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<strong>Richard:</strong> Everyone is saying that recruiting has changed and social media and mobile devices are the future and in some cases have already taken over. I agree that they are the future but what they really are is an extension of what recruiting was and is today. It is still about relationships, networking, picking up the phone and talking to someone, meeting someone for coffee, shaking someone’s hand. Social media just allows us to do it more efficiently. I think these companies are superior because they are embracing social media and mobile recruiting. There is no manual on how to do it, they are trying, retooling, rethinking, and making it work. If you are not willing to try new things, and old things that maybe did not even work the last time, you will not expand your recruiting toolkit.<br />
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<strong>Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why?</strong><br />
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<strong>Richard:</strong> While I think social media and mobile devices are important, you really need to have a great employment brand, career website, applicant tracking system and the ability to manage your candidate pool through a talent community. Without these things, nothing else matters. You have to have the basics right first.<br />
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<strong>Six Degrees: Tell us about your broader involvement within the staffing industry:</strong><br />
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<img src="http://sixdegreesfromdave.com/RichardKenny7ElevenAward.jpeg" align="left" border="2"/><br />
<strong>Richard:</strong> I attended several conferences a year. I normally attend the Staffing Management conference, SHRM (Society for Human Resource Management) conference and ERE Expo. I have also attended NACE (National Association of Colleges and Employers) and some of the regional conferences as well. I have spoken at several conferences around the country, as well as client conferences, organizations, and on college campuses. My focus is typically on social media in the job search, high volume hiring strategies, technology in recruiting, successful college recruiting programs and relationships with student groups, including networking topics, dinner etiquette and transition from college to corporate. I personally have received several awards for my efforts in college recruiting. In addition, my recruiting teams have received several awards for our contributions to the organizations successes related to recruiting efforts.<br />
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<strong>Six Degrees: How has the recession effected your particular industry niche?</strong><br />
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<strong>Richard:</strong> The recession has impacted so many great people. I have many colleagues in the airline industry that have been impacted by the recession, fuel prices and mergers. Recently, I decided not to move to Atlanta after the merger between Northwest Airlines and Delta Air Lines, but I did spend nine months in Atlanta leading the program and merging the two processes. Several members of my team that followed me to Atlanta had their positions recently eliminated due to the economy. Due to this recession so many great people will change industries, some will change functions, some may retire and others may do other things. I think that all professionals need to pay it forward and try to help all of our colleagues find that next great thing. If we all just help one person, think of the difference we can make.<br />
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<strong>Six Degrees: Aside from simply the generic term “Networking” what specific efforts have you made on your own behalf, or on behalf of colleagues to broaden your opportunities. Are there specific groups, both online and in-person that have proved fruitful in extending your personal brand and job seeking prospects?</strong><br />
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<strong>Richard:</strong> Networking is important, but there are so many other things that are important too. Be a sponge. Read as much as you can (online, print, books, blogs, etc.) and not just about your industry, but world events and leadership too. Share your knowledge with others and listen to others, because they have great things to say. If you are not employed, attend conferences, renew your memberships, gain certifications, be active. There are so many things you can do to stay connected. I recently attended the ERE Expo in Hollywood, FL. At this event, I connected with so many great people, thought leaders and people passionate about recruiting. I also landed an opportunity for a short term consulting project, which I recently finished. It is also important to attend vendor presentations. Not only to stay up on what is going on, but also to network. People that have jobs in our profession are attending these types of events. I have spent a considerable amount of time working on my personal online brand, website, and I am also planning on starting blogging as well.<br />
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<strong>Six Degrees: Given your own Trial and Error experiences as a Networker, what advice do you have for your peers on what NOT to do?</strong><br />
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<img src="http://sixdegreesfromdave.com/RichardKennyGolf.JPG" align="right" border="2"/><br />
<strong>Richard:</strong> The biggest thing you can do would be pick up the phone and call someone, meet for coffee and communicate regularly. As your network grows, it gets harder and harder to keep up with people. If you could just send an email on someone’s birthday, if you know that someone is getting married, etc. Try to find reasons to connect with people. Personalize everything! Make sure that you respond to every message, follow-up on what you say you will do. Take virtual connections to real life when possible. If someone sends you an invitation to connect, you should also thank them for the connection and offer to help them in some way.<br />
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<strong>Six Degrees: What is your next career goal? What do you need to do to get there?</strong><br />
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<strong>Richard:</strong> I am looking at a couple career options. I am looking for that next leadership role in talent acquisition or to continue to be an independent consultant. Most of my background has been in high volume hourly and salary hiring. I also have significant background in system implementations (Recruitment process outsourcing (RPO), applicant tracking systems (ATS), etc.). I have been heavily involved in sourcing, internet strategy, website design, branding, process management and improvement. I am also looking at some opportunities on the vendor side with ATS and RPO providers.<br />
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I am doing so many things to find my next opportunity but also the right opportunity. I have been attending conferences, vendor meetings, speaking on recruiting, helping others with their search, reading, networking and applying for opportunities.<br />
<b><br />
This profile is one in a series titled Monday Member Showcase. It was originally published on RecruitingBlogs.com, a recruiting and HR community, where I am a featured contributor. To read the whole series please <a href="http://www.recruitingblogs.com/forum/categories/featured-posts-articles/listForCategory">click here</a>.</b> Thursday Thrasher with the Culture Vulture: A-Ztag:recruitingblogs.com,2009-12-17:502551:Topic:8226372009-12-17T15:58:51.352ZFeatured Writer Serieshttps://recruitingblogs.com/profile/FeaturedWriterSeries
<a href="http://www.google.com/url?sa=t&source=web&ct=res&cd=1&ved=0CAsQFjAA&url=http%3A%2F%2Fwww.recruitingblogs.com%2Fprofile%2FLizz&ei=WFUqS_X2Co7cNorkjfkI&usg=AFQjCNF8sCAuSS4teU5cVfVWou1KICWliQ&sig2=kxSbjqFbIVt_2PyKPUmgKg" target="_blank">By Lizz Pellet</a><br />
<br />
I’m getting into the holiday spirit, so I’ve decided not to thrash anyone this week. In our quest to uncover the good, the bad and the ugly of company culture and employment brands from A to Z, I’ve…
<a href="http://www.google.com/url?sa=t&source=web&ct=res&cd=1&ved=0CAsQFjAA&url=http%3A%2F%2Fwww.recruitingblogs.com%2Fprofile%2FLizz&ei=WFUqS_X2Co7cNorkjfkI&usg=AFQjCNF8sCAuSS4teU5cVfVWou1KICWliQ&sig2=kxSbjqFbIVt_2PyKPUmgKg" target="_blank">By Lizz Pellet</a><br />
<br />
I’m getting into the holiday spirit, so I’ve decided not to thrash anyone this week. In our quest to uncover the good, the bad and the ugly of company culture and employment brands from A to Z, I’ve picked my “C” company…and this time, it’s a good one. In the spirit of the holidays and all the presents crisscrossing the country, my hat goes off to transportation company, Con-way.<br />
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<a href="http://www.con-way.com/en/" target="_blank">Con-way Inc</a>., is a $4.3 billion (or $4.7 billion, depending on which page you look at. But really…what’s a few million among friends?) freight transportation and logistics services company headquartered in San Mateo, CA. Founded in 1929, Con-way is an industry leader in the transportation and logistics industry with over 30,000 employees. I have used Con-way’s corporate culture as a stellar example for the past couple of years, so while many of their employees will be working and hauling stuff over the holidays, I’d like to talk about some very positive things Con-way has done to leverage their true organizational culture into a great employment brand.<br />
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The first thing you notice on their consumer-driven home page is that the “Careers” link is front and center (not like those tool companies we talked about last time). It’s right there at the top with all the other important buttons, even before “About Con-way”. It’s almost as if they actually want people to apply….imagine! The first click takes you to an opening page that talks about who they are. The navigation is easy and the “Search Con-way Careers” stands out. I like the ATS because it gives the candidate a number of ways to search jobs and they can create a profile to be notified when jobs they’re interested in come available. Again, they make it easy. Talk about knowing your candidate pool. The majority of their employees are truckers, who don’t have a lot of time to sit in front of a computer (because they’re hauling all the things we need at all hours of the day and night) and they’re probably a lot less technology savvy than the average job seeker. I get the feeling that Con-way is well organized and knows that an easy candidate experience makes a great impression.<br />
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Another thing I like? On the “Careers” page, they have a tab for “Separating Military”. They’re actively reaching out for and embracing those who served our country. In fact, in 2007, Con-way received one of only fifteen “Freedom Awards” for supporting National Guard and Reservists. They were featured on <a href="http://www.cbsnews.com/video/watch/?id=4564149n&tag=topHome;topStory" target="_blank">60 Minutes</a> and told the story of one of their drivers in the Reserves who was deployed to Iraq for a year. Not only did Con-way continue to pay for his family’s medical benefits, but also made up the $10,000 in salary he lost. The broadcast goes on to say that Con-way spends $500,000 supporting their National Guard and Reservists. WOW.<br />
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The other smart thing they’ve done on the career page is created a stand alone box that invites the candidate to watch a video about them winning the “best places to work” award. Within the first minute you have seen the President and CEO out on the floor and he has conveyed that the employees are the enablers to allow them to compete with high service levels. The remainder of the video is a trip around Con-way and does a great job of showing you real employees, doing real work. It’s not a sexy video, not one to win an Emmy, but a simple way to get the message across that they are real.<br />
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Speaking of videos, they also use Youtube very effectively for external and internal employees. They have a video targeted to current drivers that entices them to enter the <a href="http://www.youtube.com/watch?v=C4HTXwbhZG0" target="_blank">Freight National Truck Driving Championship</a>. Well, that’s just smart consumer branding right there. Who wouldn’t want their logistics company to win a driving competition? It’s also a brilliant way to create better drivers. Your employees have to study for the competition, drive like Jimmy Johnson in an 18 wheeler, and back up using only their mirrors while avoiding a little yellow rubber ducky in their path. (I wonder if they use the Aflac duck? Won’t mind an 18 wheeler running over that one.)<br />
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Digging deeper to look at their culture, they have a great outline of their corporate social responsibility – which for a freight company is impressive and shows that they are trying to do their part. Their values are simply stated. The Con-way core values are INTEGRITY, COMMITMENT and EXCELLENCE. They go on to explain what they mean, but the feeling I get on this site, by watching the videos and seeing so many real employee pictures and involvement is that this is a company committed to its values. Just like it says on the website – it’s either there, or it’s not.<br />
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One of the best indicators for me that a company is living its values is through any kind of outreach or commitment to the community. When organizations are open and transparent to the people they serve and where they live, it shows a concrete statement of caring. Not just some “adopt a highway” sign that says you pay to have this mile cleaned up once a month, but a true effort to integrate. That is one thing Con-way does very well.<br />
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Front and center on their rolling “In the News” section is a press release that shows they care about their community. This holiday season, Con-way announced that its employees in Joplin, MO raised $79,600 in the company’s annual Truckloads of Treasures holiday giving campaign - beating last year’s total by more than $18,000. In this current economy, I wouldn’t have thought that fund raising events would increase over last year. Amazing.<br />
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So put Con-way in the “good” category. No bad or ugly here. It’s not just for their “Careers” button placement, the holiday fund-raising efforts or their simply stated organization. If you worked at Con-way, you’d feel connected and proud. Shoot, I don’t work for Con-way and I’m proud of them! Here’s to you, Con-way. Thursday Thrasher with the Culture Vulture: Black and Deckertag:recruitingblogs.com,2009-12-03:502551:Topic:8144772009-12-03T05:21:40.047ZFeatured Writer Serieshttps://recruitingblogs.com/profile/FeaturedWriterSeries
<a href="http://www.recruitingblogs.com/profile/Lizz">By Lizz Pellet</a>, the Culture Vulture<br />
<br />
What do you get when you combine black, yellow and orange? Give up?<br />
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Stanley Black and Decker<br />
<br />
We’re at the B’s on our quest to uncover the good, the bad and the ugly of company culture and employment brands from A to Z. It’s Black & Decker’s turn in light of the merger with Stanley Tools announced last week. This might be a hardware nightmare waiting to happen, or they just might achieve the…
<a href="http://www.recruitingblogs.com/profile/Lizz">By Lizz Pellet</a>, the Culture Vulture<br />
<br />
What do you get when you combine black, yellow and orange? Give up?<br />
<br />
Stanley Black and Decker<br />
<br />
We’re at the B’s on our quest to uncover the good, the bad and the ugly of company culture and employment brands from A to Z. It’s Black & Decker’s turn in light of the merger with Stanley Tools announced last week. This might be a hardware nightmare waiting to happen, or they just might achieve the desired “economy of scale”, blah, blah, blah. The <a href="http://www.stanleyblackanddecker.com/" target="_blank">press release</a> has enough carefully crafted corporate messaging to allow for a quick game of buzz word bingo. (For those of you who haven’t played buzz word bingo, <a href="http://www.youtube.com/watch?v=cgeLY7CL5IE" target="_blank">this tutorial</a> is worth checking out.)<br />
<br />
<a href="http://www.bdk.com/" target="_blank">Black & Decker</a>, headquartered in Towson, Maryland was founded in 1910. This gives us potential job seekers the feeling that “Hey, they’ve been around a long time and they’re a stable company.” And if I’m a tooler, I know the consumer brand well. If I’m a call center operator, I might not know the product line, but I’ve probably seen a drill hanging around in the garage at some point and recognize the black and orange brand colors.<br />
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<a href="http://www.stanleytools.com/" target="_blank">Stanley Tools</a>, located in New Britain, Connecticut, was originally a bolt and door hardware manufacturing company when it was founded way back in 1843. So Stanley wins the earliest brand recognition over Black & Decker by almost 70 years. They’ll remain the first name in this newly formed marriage of the two companies that have been competing with each other for a century.<br />
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Needless to say, this has been a deep-seeded rivalry as they have looked at merging since the 1980’s. Why hasn’t it happened until now? According to Black & Decker’s CEO, Nolan D. Archibald, the talks often broke down over who would be in charge. Guess who’s in charge now? Let’s take a look.<br />
<br />
Stanley’s Chief Executive John F. Lundgren is being named chief executive of the combined company<br />
The new name is Stanley Black & Decker<br />
Stanley shareholders will hold 9 of 15 board seats<br />
The merged company will be based at Stanley's offices in New Britain, Connecticut.<br />
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This is where the culture and employment brand of each of the companies is no longer a merger of equals but an acquisition in a merger’s clothing. Everything from the name, the number of board seats and location indicates who will control the company, and it’s certainly not Black & Decker.<br />
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A quick comparison of the corporate websites gives significant insight into what the employment brand of each of these companies is – or will be - once the deal is blessed by share holders, board members and regulatory agencies.<br />
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<a href="http://www.stanleytools.com/" target="_blank">The Stanley site</a> doesn’t have the word “careers” on it – anywhere, not even way down at the bottom in 6 point font. Nothing, nada that says anything about its people or that gives a potential employee a place to find a job. Even in these tough economic times for tool companies you have to have some sort of connection between the consumer brand and the people who make the products. Stanley doesn’t invite you to apply for a job, let alone find out more about what it might be like to work at the company. Some may say there is no reason to be inviting employees to work at a company that might not have current openings and given that there will be a reduction in force with the merger, come on, they still need to be creative or proactive to secure top talent for the future. The only cool thing on this site? The invitation to follow them on Facebook and Twitter. They’ve hit the nail on the head with their social media presence.<br />
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Oh wait! Maybe you’re the average job seeker and you didn’t know that <a href="http://www.stanleyworks.com/" target="_blank">The Stanley Works</a> is actually the corporate site for Stanley Tools. Why would you? Well, unfortunately that’s where the jobs are, so to speak. But there’s absolutely no integration between the consumer brand and the employment brand. They’ve totally missed the mark here.<br />
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Mr. Lundgren acknowledged the merger would likely mean thousands of job cuts, especially in the corporate staffs and areas like purchasing and warehouses that serve the same region. He said he hoped the job cuts would total fewer than 4,000. I bet the people of Baltimore know where most of the 4,000 jobs will be lost.<br />
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Black and Decker, on the other hand, does have a sense of employment brand. Their career link is right under the picture of the faucet and couched between “Investor Relations” and “Contact Us” – but hey, it’s there. There are some still photographs of what appear to be real company employees nestled together in front of the company sign, working together under the banner of great people, great products, great future – but nothing that would invite me to find out more. There’s a link to the diversity statement and code of ethics and standards. The typical corporate speak that inclusion is one of the company’s core values but when you try to find out more about their culture and values the “<a href="http://www.bdk.com/values.aspx" target="_blank">Rewards, Career & Culture</a>” link takes us to an error page of “not found” I think that’s a good indication of how important those values must be.<br />
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It’s going to be an interesting combination to watch and observe how they will approach the cultural integration challenges, because you know they’ll have them. It will be fun to see what happens to the employment brand. Will it remain in the same non-existent state, or will they develop an exciting and engaging combined brand?<br />
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If I was a job seeker, I just might stick to Snap On Tools, the name is way cooler anyway than Stanley Black & Decker. Then again, their careers link is buried at the bottom of the home page too. What’s with these tool companies anyway? Meet Melbourne's Charles Van Heerden, "Three Decades, Mandela to Change Management"tag:recruitingblogs.com,2009-11-16:502551:Topic:7938152009-11-16T07:43:03.293ZDave Mendozahttps://recruitingblogs.com/profile/davemendoza
• <b>This profile is one in a series titled Monday Member Showcase. It was originally published on <a href="http://www.RecruitingBlogs.com" target="_blank">RecruitingBlogs.com</a>, a recruiting and HR community, where I am a featured contributor. To read the whole series please <a href="http://www.recruitingblogs.com/forum/categories/featured-posts-articles/listForCategory" target="_blank">click here</a>.</b>"<br />
<br />
<b><u>Sage words from 'Van Heerden:'</u></b><br />
<i><b>"I am a firm believer in…</b></i>
• <b>This profile is one in a series titled Monday Member Showcase. It was originally published on <a href="http://www.RecruitingBlogs.com" target="_blank">RecruitingBlogs.com</a>, a recruiting and HR community, where I am a featured contributor. To read the whole series please <a href="http://www.recruitingblogs.com/forum/categories/featured-posts-articles/listForCategory" target="_blank">click here</a>.</b>"<br />
<br />
<b><u>Sage words from 'Van Heerden:'</u></b><br />
<i><b>"I am a firm believer in measurement. I have a value score for my contacts based on the level of interactions by email, phone or face to face. You have to make friends now with the people you may need later."<br />
<br />
"... Rather than trying to fill traditional full-time roles, companies will have to consider flexible approaches to resourcing to fill skill gaps. The other big driver is technology .."</b></i><br />
<br />
<img src="http://sixdegreesfromdave.com/CharlesVanHeerden.JPG" align="left" border="2"/><br />
<b>• <a href="http://www.%20recruitingblogs.ning.com/profile/CharlesVanHeerden" target="_blank">RecruitingBlogs Profile</a><br />
• <a href="http://www.linkedin.com/in/charlesvanheerden" target="_blank">Linkedin</a><br />
• <a href="http://www.facebook.com/charlesvanheerden" target="_blank">Facebook<br />
•</a> <a href="http://www.twitter.com/Aussiecharles" target="_blank">Twitter</a><br />
• <a href="http://www.wavebox.com.au" target="_blank">Website</a><br />
• <a href="http://charlesvanheerden@blogspot.com" target="_blank">Personal Blog</a><br />
• Community Volunteering: I am on the Corporate Advisory Panel of an educational organization (Open Universities Australia) as well as about 10% of my time is pro-bono work which I provide to clients and customers based on needs<br />
Office: +61 418 271 506<br />
• <a href="http://mailto:charles.vanheerden@hotmail.com" target="_blank">Personal Email</a></b><br />
<br />
Charles Van Heerden Observes his Three Decades, Generations & Countries, from Nelson Mandela to Change Management. A Veteran of the Staffing Industry, Charles has over thirty years of expertise which he regularly and generously shares to the RecruitingBlogs.com community. He is a Change expert, commercial HR Director & innovative OD consultant, authentic leader & executive coach. His experience includes services (consulting, information technology and research), heavy industry (mining, engineering), FMCG (dairy, beer and carpets), working with medium and large scale organisational change, including acquisitions and mergers.<br />
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Tertiary qualifications include psychology, industrial relations, human resources and change management.<br />
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<center><b>Q&A with Charles Van Heerden</b></center>
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<strong>Six Degrees: Tell us of your home world.</strong><br />
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<strong>Charles:</strong> After getting married on my 21st birthday we have defied all the odds and my best friend Marianne and I have been married this year for 30 years. I am good at remembering our wedding anniversary, but tend to forget to buy a card or gift. We have two darling daughters; Tanya (27) and Leana (25), who both live in Melbourne as well. Tanya has a daughter (Felicity) who is ten months old. I really don’t feel like a grandfather as many of my friends recently had babies, so we enjoy being a close family, getting together on a weekly basis.<br />
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We live in the outskirts of Melbourne on a golf estate designed by Greg Norman, which should be really good for my handicap, but I still struggle to find enough time. I used to do a lot of running, including about a 100 half-marathons, until I did my first marathon in New Zealand, running around Lake Rotorua. After that, I reverted back to more gentle pursuits. The last couple of years we were based for most of the time in Warrnambool, which is based at the end of the world famous Great Ocean Road. This is known as the Shipwreck Coast and the weather can be pretty wild. Contrary to most of Australia, the Southwest is very green with lots of rain, very similar to New Zealand.<br />
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My life can easily be divided into three chapters, the first half living in South Africa, then moving to New Zealand for ten years, followed by the last eight years in Australia.<br />
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<strong>Six Degrees: What are some of the unexpected adventures in your life's journey's outside of the staffing industry?</strong><br />
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<img src="http://sixdegreesfromdave.com/CharlesVanHeerdenEvent.jpg" align="right" border="0"/><br />
<strong>Charles:</strong> We lived in South Africa during a turbulent time and I was working for the most progressive employer (SAB), which included various meetings with the ANC, including a very special dinner with President Nelson Mandela, including meeting him personally, just before the 1994 elections. I had the opportunity to meet him and other key ANC figures; I was quite involved with an organization that assisted returning exiles to the new South Africa. This included several trips to the UK. One of my fond memories is a presentation to a large group of graduates on how to prepare for interviews and the best way of finding a role.<br />
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It was really difficult to make the decision to leave South Africa, but we decided to leave due to the high level of crime. My next-door neighbor was the MD of an arms company and had guards outside with machine guns. I wasn’t sure if we should feel safer or whether we run the risk of being shot in case of mistaken identity.<br />
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Unfortunately we had to leave our three Persian cats behind, as the quarantine period was nine months, just too long so we found them good homes. It wasn’t long before we had another three cats in New Zealand, which my company agreed to move to Australia. Due to old age we lost two of them in recent months, with one faithful tabby, Tammy, now being spoiled.<br />
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<strong>Six Degrees: How many years have you been in the staffing industry?</strong><br />
<strong>Charles:</strong> It is getting close to three decades, most of it as a corporate recruiter. I have been involved with all types of roles, from shop floor to technical, with my expertise around management roles, as I have been head of HR from age 26. In my consulting roles I often redesign structures, resulting in revised roles or new roles. I refer any recruitment to recruiters, as <b><a href="http://www.wavebox.com.au" target="_blank">WaveBox</a></b> is not a recruiter but a strategic HR consulting business, developing strong relationships with other consultants.<br />
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<strong>Six Degrees: How did you get started as a recruiter?</strong><br />
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<img src="http://sixdegreesfromdave.com/CharlesVanHeerdenFamily.JPG" align="left" border="0"/><br />
<strong>Charles:</strong> My very first reference book was on recruitment (Successful Staff Selection), which is still in my extensive library of a few hundred books. So I got into recruitment from the start, initially as a Personnel Officer.<br />
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Most of my career has been in corporate HR, culminating in heading the Personnel function, which included Talent Management and Recruitment for South African Breweries (now known as SAB Miller).<br />
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After about 15 years in HR, I moved to New Zealand and was appointed in a senior line management role, which means I had to manage a team of twenty consultants, providing services to about 500 customers, from large companies like Gillette and Phillips, to very small companies.<br />
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<strong>Six Degrees: What single event had the most impact on your sourcing/recruiting career?</strong><br />
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<strong>Charles:</strong> Recruitment has been an integral part of my career, including managing the Employment function for the Feltex group. It was during this time that I was leading a project that was recognized as a best practice in recruitment, working with Management Search International. Terry McCloy, the MD and I were able to develop and implement a true partnership model, where MSI was doing all external recruitment for Feltex. This resulted not only in a 30% reduction on recruitment costs, but a significant improvement in quality, including retention and time to fill. This model served the business very well for about three years, until we bought an Australian company and we had to change our resourcing strategies.<br />
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<strong>Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after?</strong><br />
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<strong>Charles:</strong> Though I have been able to work with some excellent recruiters, I have learned most by leading teams and energizing and motivating HR teams to create a culture where the company is a great place to work. Getting feedback from my teams and others has been the biggest influence on my career.<br />
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<strong>Six Degrees: Tell us about your position, Charles.</strong><br />
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<strong>Charles:</strong> My current focus is on change management and Strategic HR, including talent management. This includes Leadership Risk Assessment, which means that my key contact is with recruiters. I work hard to try and understand the real strengths and specialty areas so I can match it with specific clients.<br />
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<strong>Six Degrees: (A) What other companies' recruiting operations do you admire or have heard are best-practice examples?</strong><br />
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<img src="http://sixdegreesfromdave.com/CharlesVanHeerdenWifeTwelveApostles.JPG" align="right" border="0"/><br />
<strong>Charles:</strong> There is a company in NZ (Kerridge & Partners) that I would regard as highly innovative.<br />
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<strong>Six Degrees: (B) In what aspects are they superior?</strong><br />
<br />
<strong>Charles:</strong> They are the first firm as far as I know, to have engaged a global CA firm to review their performance and confirm statistics based on an assessment of every assignment completed, not just a sample. This is an extraordinary high level of transparency, giving clients a sense of actual performance and accountability. They also offer an integrated search and coaching solution – taking full responsibility for identifying, assessing, attracting and developing senior leaders into critical roles.<br />
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<strong>Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why?</strong><br />
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<strong>Charles:</strong> The way in which we work is changing profoundly, which means companies will have to adapt the way in which they consider their talent requirements. Though it may not be quite as radical as making a movie, the concept of getting a group of talented people to deliver a project will require more innovative ways to attract talent. Rather than trying to fill traditional full-time roles, companies will have to consider flexible approaches to resourcing to fill skill gaps. The other big driver is technology, which means that a virtual team can be established, consisting of permanent, casual and contract staff, supported by consultants. Virtual leadership is demanding a different skill set, by getting a diverse and dispersed group to deliver outstanding results.<br />
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<strong>Six Degrees: Tell us about your broader involvement within the staffing industry:</strong><br />
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<strong>Charles:</strong> Conferences are great to stay in touch with networks. I am fortunate that I have been invited to speak at a number of international conferences, though I now try and limit it to special events. When I chaired a conference a few years ago we had a number of speakers pulling out on the second day (highly contagious?) so we got the speakers together in a panel, which proved to be the best session!<br />
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My key topic areas are around strategic HR, managing change and talent management. Most recently, I spoke at a regional HR conference about configuring the workplace in recessionary times.<br />
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<strong>Six Degrees: Can you detail how the recession has affected your particular industry niche? Has it affected your job or that of your fellow team members within the organization?</strong><br />
<br />
<strong>Charles:</strong> The GFC impacted most industries in Australia though we have been fortunate that a strong banking sector, and a positive approach by the Government’s fiscal stimulus package have made it less severe than many other parts of the world. We haven’t yet seen much of an upswing and our client base is indicating little improvement until early 2010. The only sectors spending in real terms are government related projects. There are some signs of life at the lower end but more senior roles are still scarce. HR seems to have been hard hit and know of several senior HR people having been moved on.<br />
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<strong>Six Degrees: Aside from simply the generic term “Networking” what specific efforts have you made on your own behalf, or on behalf of colleagues to broaden your opportunities. Are there specific groups, both online and in-person that have proved fruitful in extending your personal brand and job seeking prospects?</strong><br />
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<strong>Charles:</strong> Rather than networking in a haphazard way, I prefer a more structured approach. It takes time, but it means that you are more strategic in your networking. I am a firm believer in measurement. I have a value score for my contacts based on the level of interactions by email, phone or face to face. You have to make friends now with the people you may need later. This was a key lesson I learned from a previous CEO, Sam Magill, who did quarterly staff communication sessions. Sam also used to say: “I is no good trying to talk to staff in bad times, you have do it during the good times so you build a trust relationship”.<br />
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<strong>Six Degrees: Given your own Trial and Error experiences as a Networker, what advice do you have for your peers on what NOT to do?</strong><br />
<br />
<strong>Charles:</strong> As a result of my moves across countries I had to rebuild my networks twice from the ground up. I have been able to build enduring relationships. There are probably three things I would highlight:<br />
(a) It is important to stay in touch with your existing network, as much as it is vital to keep expanding and adding new contacts. People quickly realize when you are like a butterfly moving from one contact to the next.<br />
(b) Linked to this is the recognition to close the loop by keeping your network posted on your interactions with any referrals.<br />
(c) Lastly, it helps everyone if you are generous by introducing others to your network. Creating a closed society is not beneficial to anyone. It really has to be a give and take.<br />
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<strong>Six Degrees: What is your next career goal? What do you need to do to get there?</strong><br />
<br />
<strong>Charles:</strong> Reinvention is the key to success and through <b><a href="http://www.wavebox.com.au" target="_blank">WaveBox</a></b>, my consulting business, I am developing a portfolio of innovative programs to cover key gaps in the market place – coaching/mentoring of HR Practitioners is an area I particularly enjoy. Another project is around talent management and helping people to grow their careers, which strongly relates to recruiting. Through my networking I developed great relationships with a number of consultants and we are working on a number of projects, all around improving business performance through people. Almost finished is my first eBook on Job Search, which has been commissioned by a career development web site. I would like to spread my time doing consulting, training, speaking and writing, which is why I really appreciate the great feedback from the recruiting community. That was the week that was...Week ending October 30, 2009tag:recruitingblogs.com,2009-11-02:502551:Topic:7880592009-11-02T05:55:31.997ZAmitai Givertzhttps://recruitingblogs.com/profile/Recruitomatic
Last week Karen Mattonen posted <span style="font-style: italic;">Everybody LOVES me, and I have No enemies</span>. I lost track of the number of comments on the post before it was taken down because the personal exchanges had become so acrimonious that it was clear no communal purpose was being served.<br />
<br />
There is no shortage of aftershock on <a href="http://www.recruitingblogs.com/profile/marenhogan">Maren Hogan's</a> subsequent post explaining the reasons why the post was removed and…
Last week Karen Mattonen posted <span style="font-style: italic;">Everybody LOVES me, and I have No enemies</span>. I lost track of the number of comments on the post before it was taken down because the personal exchanges had become so acrimonious that it was clear no communal purpose was being served.<br />
<br />
There is no shortage of aftershock on <a href="http://www.recruitingblogs.com/profile/marenhogan">Maren Hogan's</a> subsequent post explaining the reasons why the post was removed and suggesting how we might conduct ourselves moving forward. Read <a href="http://www.recruitingblogs.com/forum/topics/how-it-works">How it works</a> here, why not?<br />
<br />
Bearing all that in mind...<br />
<br />
<span style="font-weight: bold;">Mother used to say:</span> <span style="font-style: italic; font-weight: bold;">"If you're always putting out fires get rid of the arsonist."</span><br />
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Just sayin'....love you Mummy.<br />
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<a href="http://www.recruitingblogs.com/profile/BarbaraLing">Barbara Ling</a> has a valuable lesson for us all. Her post <a href="http://www.recruitingblogs.com/forum/topics/everyone-hates-me-but-im-okay">Everyone HATES me... but I'm OKAY with that</a> is insightful but the less obvious lesson is this: there's a time to comment and a time to blog. Not all posts are created equal you know.<br />
<h3>Monday...</h3>
<strong>Editors' Picks</strong><br />
<ul>
<li><span><a href="http://www.recruitingblogs.com/xn/detail/502551:BlogPost:783655">HR is the New PR</a> by Jessica Miller-Merrell, SPHR</span></li>
<li><span><a href="http://www.recruitingblogs.com/profiles/blogs/your-social-media-moment-is">Your Social Media Moment is Coming Soon!</a> by Michael VanDervort</span></li>
<li><span><a href="http://www.recruitingblogs.com/profiles/blogs/meaning-over-money-how">Meaning Over Money; How Companies Can Add Value to Entry-Level Positions</a> by Laura Gargolinski</span></li>
</ul>
<strong>Mendoza's Monday Member Showcase</strong><br />
<ul>
<li><a href="http://www.recruitingblogs.com/forum/topics/meet-susan-m-king-her-names-on">Meet Susan M. King, her Name's On The Door" at King Executive Search</a></li>
</ul>
<strong>Rayanne's Bonus Track</strong><br />
<ul>
<li><a href="http://www.recruitingblogs.com/forum/topics/ear-contact">Ear Contact</a></li>
</ul>
<strong>Monday's Post Pickin'</strong><br />
<ul>
<li><a href="http://feedproxy.google.com/%7Er/managerssandbox/feed/%7E3/GwDYTNi124o/">Employer Branding through Social Media: Getting Started</a> by Chris Ferdinandi</li>
<li><a href="http://blog.hirestrategies.co.uk/erecruitment/2009/10/bad-service-blame-hr.html">Bad service: blame HR</a> by Peter Gold</li>
<li><a href="http://www.recruitingblogs.com/xn/detail/502551:BlogPost:784352">Why HR should report to Recruiting....</a> by Geoff Webb</li>
<li><a href="http://www.xtremerecruiting.tv/lori-fenstermaker-recruiter-entrepreneur-writer-technologist">Lori Fenstermaker - Recruiter, Entrepreneur, Writer, Technologist</a> by Bill Bill on XtremeRecruiting.tv</li>
<li><a href="http://sourceress.co.uk/index.php/2009/recruiting-unconference-london-2009/">Performing Sourcery at The Recruiting Unconference</a> by TheSourceress</li>
<li><a href="http://www.recruitingblogs.com/xn/detail/502551:BlogPost:784250">Feel Sorry for the Recruiter...</a> by Lisa Kaye</li>
</ul>
<h3>Tuesday...</h3>
<strong>Editors' Picks</strong><br />
<ul>
<li><a href="http://www.recruitingblogs.com/xn/detail/502551:BlogPost:785306">Getting 'Found' By Clients</a> by Jacqueline Bozorgi</li>
<li><a href="http://workforce.com/wpmu/bizmgmt/2009/10/27/in-praise-of-workplace-romances/">In Praise of Workplace Romances?</a> by John Hollon</li>
<li><a href="http://www.therecruiterslounge.com/2009/10/27/ethics-an-inherent-element-of-an-effective-hr-program/">Ethics - An Inherent Element of an Effective HR Program</a> by Pierre A. Towns</li>
<li><a href="http://feedproxy.google.com/%7Er/Webworkerdaily/%7E3/q2OSiIQ_bgo/">Planning What’s Realistic (and Doable)</a> by Amber Riviere</li>
<li><a href="http://researchgoddess.wordpress.com/2009/10/27/whats-the-difference-between-pr-marketing-and-advertising-and-why-recruiters-should-care/">What’s The Difference Between PR, Marketing, and Advertising, and Why Recruiters Should Care</a> by Amybeth Hale</li>
<li><a href="http://feedproxy.google.com/%7Er/hrcapitalist/%7E3/rX50TJZbIh8/calculation-of-bad-turnover-dont-forget-to-count-your-hiring-misses-you-sandbagger.html">Calculation of Bad Turnover - Don't Forget to Count Your Hiring Misses, You Sandbagger...</a> by Kris Dunn</li>
</ul>
<strong>John Sumser's 100 Top Influencers</strong><br />
<ul>
<li><a href="http://www.top100influencers.com/debbie-mcgrath-v-1-38">Top 100 Influencers v1.38 Debbie McGrath</a></li>
</ul>
<strong>Rayanne's Bonus Track</strong><br />
<ul>
<li><a href="http://www.recruitingblogs.com/forum/topics/some-things-never-change">Some Things Never Change</a></li>
</ul>
<strong>Tuesday's Post Pickin'</strong><br />
<ul>
<li><a href="http://booleanstrings.ning.com/xn/detail/2748775:Topic:28794">The Two Levels of Candidate Sourcing</a> by Glen Cathey</li>
<li><a href="http://theengagingbrand.typepad.com/the_engaging_brand_/2009/10/10-life-lessons-from-tibetan-monks.html">10 Life Lessons from Tibetan Monks!</a> by Anna Farmery</li>
<li><a href="http://www.recruitingblogs.com/xn/detail/502551:BlogPost:784476">How looking back can shape our future</a> by Sarah White</li>
<li><a href="http://www.recruitingblogs.com/xn/detail/502551:BlogPost:784440">Old School Recruiting and Social Media</a> by Ken Forrester</li>
</ul>
<h3>Wednesday...</h3>
<strong>Editors' Picks</strong><br />
<ul>
<li><a href="http://www.recruitingblogs.com/forum/topics/why-is-hr-so-hard-on-itself">Why Is HR so Hard on Itself?</a> by Margo Rose</li>
<li><a href="http://www.recruitingblogs.com/profiles/blogs/old-school-recruiting-and">Old School Recruiting and Social Media</a> by Ken Forrester</li>
<li><a href="http://www.recruitingblogs.com/profiles/blogs/getting-found-by-clients">Getting 'Found' By Clients</a> by Jacqueline Bozorgi</li>
</ul>
<strong>John Sumser's 100 Top Influencers</strong><br />
<ul>
<li><a title="v1.39 Bruce Steinberg" rel="bookmark" href="http://www.top100influencers.com/v1-39-bruce-steinberg">v1.39 Bruce Steinberg</a></li>
</ul>
<strong>Rayanne's Bonus Track</strong><br />
<ul>
<li><a href="http://www.recruitingblogs.com/forum/topics/received-value-is-better-than">Received Value is Better than Perceived Value</a></li>
</ul>
<strong>Wednesday's Post Pickin'</strong><br />
<ul>
<li><a href="http://www.recruitingblogs.com/xn/detail/502551:BlogPost:786029">EH1N1Alert - Recruiters: who will you recruit if 40% of the US is decimated?</a> by Margo Rose</li>
<li><a href="http://www.fistfuloftalent.com/2009/10/fothr-capitalist-october-2009-talent-management-blog-ranking.html">FOT/HRCapitalist v5.0 Talent Management Blog Power Rankings - Our Top 30 Blogs!</a> Fistful of Talent</li>
<li><a href="http://workforce.com/wpmu/bizmgmt/2009/10/28/boss-basics-is-it-better-to-overmanage-undermanage-or-just-not-worry-about-it/">Boss Basics: Is It Better to Overmanage, Undermanage, or Just Not Worry About It?</a> by John Hollon</li>
<li><a href="http://www.recruitingblogs.com/xn/detail/502551:Topic:785786">Does anyone else out there APPRECIATE this recession?</a> by Jacqueline Bozorgi</li>
<li><a href="http://blog.thetalenteconomy.com/?p=619">Onboarding Through Engagement: A Pathway to Success</a> by Amanda Lewis</li>
<li><a href="http://www.recruitingtrends.com/article/ART644679T">Casting a Wide Net: A New Approach to Web Recruiting</a> by Gautam Godhwani</li>
<li><a href="http://community.ere.net/blogs/the-careerxroads-annex/2009/10/speed-bumps-and-time-warps/">Speed bumps and time warps</a> by Gerry Crispin</li>
<li><a href="http://www.fordyceletter.com/2009/10/27/why-so-many-recruiters-fail-in-our-business/">Why So Many Recruiters Fail in Our Business</a> by Scott Love</li>
</ul>
<h3>Thursday...</h3>
<strong>Editors' Picks</strong><ul>
<li><a href="http://www.recruitingblogs.com/profiles/blogs/do-androids-dream-of-electric">Do Androids Dream of Electric Sheep?</a> by Mindy Slobodkin Fineout</li>
<li><a href="http://www.recruitingblogs.com/profiles/blogs/to-voicemail-or-not-to">To Voicemail or Not to Voicemail, That is the Question</a> by Craig Silverman</li>
<li><a href="http://www.recruitingblogs.com/profiles/blogs/proactive-recruitment-how-to">Proactive Recruitment: How to develop a Powerful Proactive Strategy</a> by Stephanie Huff</li>
</ul>
<strong>Rayanne's Bonus Track</strong><br />
<ul>
<li><a href="http://www.recruitingblogs.com/forum/topics/looking-good-on-paper">Looking Good on Paper</a>+</li>
</ul>
<strong>Thursday's Thrasher with Sandra McCartt<br />
</strong><ul>
<li><a href="http://www.recruitingblogs.com/xn/detail/502551:Topic:786348" target="_blank">WHAT MOTIVATES A GREAT RECRUITER?</a></li>
</ul>
<span>from <a href="http://www.google.com/reader/view/feed/http%3A%2F%2Frecruitingblogs.ning.com%2Fforum%2Ftopic%2Flist%3Ffeed%3Dyes%26xn_auth%3Dno" target="_blank">RBC - Discussions</a></span> <span>by <span>Sandra McCartt</span><br />
<strong><br />
Thursday's Post Pickin'</strong><br />
</span><ul>
<li><a href="http://www.recruitingblogs.com/xn/detail/502551:BlogPost:786879">Houston: My Net Isn't Working</a> by Dave Opton</li>
<li><a href="http://feedproxy.google.com/%7Er/hrcapitalist/%7E3/BjEJkUOkqZ4/leaks-snitches-and-company-responses-in-the-age-of-transparency.html">Leaks, Snitches and Company Responses in the Age of Transparency...</a> by Kris Dunn</li>
<li><a href="http://community.ere.net/blogs/and-im-sticking-to-it/2009/10/three-ways-google-gets-evil-with-sidewiki/">Three Ways Google Gets Evil with Sidewiki</a> by Kevin B Hawkins</li>
<li><a href="http://feedproxy.google.com/%7Er/glassdoor/%7E3/tnm_JKuQXmQ/">Workplace Organization: Are You The Lackey, The Arguer or The Promotable?</a> by John Sumser</li>
<li><a href="http://www.recruitingblogs.com/profiles/blogs/recruiterswe-get-it-you-dont">Recruiters-we get it, you don't work for candidates</a> by Margo Rose</li>
<li><a href="http://researchgoddess.wordpress.com/2009/10/29/a-small-gesture-of-selflessness-a-lifetime-of-referrals/">A Small Gesture of Selflessness = A Lifetime of Referrals</a> by Amybeth Hale</li>
</ul>
<h3>Friday...</h3>
<strong>Above the Fold</strong><br />
<ul>
<li><a href="http://www.recruitingblogs.com/profiles/blogs/scouting-for-top-talent">Scouting for top talent - picking a winner</a> by Charles Van Heerden</li>
<li><a href="http://www.recruitingblogs.com/profiles/blogs/a-little-integrity-please-4">A Little Integrity, Please?</a> by Ragan Kellams</li>
<li><a href="http://www.recruitingblogs.com/profiles/blogs/the-stay-at-home-conference">The Stay At Home Conference - coming soon to a couch near you</a> by Slouch</li>
</ul>
<strong>John Sumser's 100 Top Influencers</strong><br />
<ul>
<li><a title="Top100 v1.39 Bruce Steinberg" rel="bookmark" href="http://www.top100influencers.com/v1-39-bruce-steinberg">Top100 v1.39 Bruce Steinberg</a></li>
</ul>
<strong>Rayanne's Bonus Track</strong><br />
<ul>
<li><a href="http://www.recruitingblogs.com/forum/topics/youre-only-as-good-as-the-last">You're Only as Good as the Last Time</a></li>
</ul>
<strong>Friday's Post Pickin'</strong><br />
<ul>
<li><a href="http://www.hrbartender.com/2009/training/the-october-28-carnival-of-hr-%E2%80%93-halloween-spirits-version/">The October 28 Carnival of HR - Halloween Spirits Version</a> by HR Bartender</li>
<li><a href="http://talentedapps.wordpress.com/2009/10/30/hr-why-improve-your-analytical-intelligence/">HR: Why Improve Your Analytical Intelligence?</a> by by Mark Bennett</li>
<li><a href="http://feedproxy.google.com/%7Er/RecruitingBloggers/%7E3/rqV4DtJ4yhg/are-recruiters-violating-prospect-privacy.html">Are recruiters digging too deep into candidate privacy?</a> by Rich Becker</li>
</ul> That was the week that was...Week ending October 23, 2009tag:recruitingblogs.com,2009-10-26:502551:Topic:7841912009-10-26T02:38:50.677ZAmitai Givertzhttps://recruitingblogs.com/profile/Recruitomatic
<h3>Yo, Bloggers!</h3>
<br />
In the coming weeks I am going to be changing the format of this column a bit. After close to three years <a href="http://www.google.com/search?hl=en&rlz=1B3GGGL_enUS282US282&q=intitle%3A%22that+was+the+week+that+was...%22+site%3Arecruitingblogs.ning.com&aq=f&oq=&aqi=">That was the week that was...</a> may be in need of a re-think.<br />
<br />
The original purpose of this humble digest has been eclipsed by a lot of changes since I started. They include a…
<h3>Yo, Bloggers!</h3>
<br />
In the coming weeks I am going to be changing the format of this column a bit. After close to three years <a href="http://www.google.com/search?hl=en&rlz=1B3GGGL_enUS282US282&q=intitle%3A%22that+was+the+week+that+was...%22+site%3Arecruitingblogs.ning.com&aq=f&oq=&aqi=">That was the week that was...</a> may be in need of a re-think.<br />
<br />
The original purpose of this humble digest has been eclipsed by a lot of changes since I started. They include a difficult landscape for a serious reader to navigate -- what with diarrheal levels of tweeting, rabid cross-posting, and too few really good writers to look forward to -- and a near-zero SEO lift which was one of the original goals.<br />
<br />
For the casual observer all that might seem disingenuous with as many links as I produce each week. To be clear, just because I consider what I link to noteworthy doesn't mean that I think it is "good content" -- and then again, who I am to judge? -- or that I agree with what is being said, or that I particularly care for who is saying it. I did read it though, took notes. Surely that counts for something given the haystack, no?<br />
<br />
What's missing from this column is my commentary, at least on the "non-archival" links, that's what I've been thinking. So, part of changing things up will my include a few "considered" and sometimes "irreverent" remarks. That way you'll know why I'm including a link and what I really think. Who knows, you may feel compelled to leave a comment or two yourselves.<br />
<br />
In the meantime, this is that was the week that was...<br />
<h3>Monday...</h3>
<strong>Above the Fold</strong><br />
<ul>
<li><a href="http://www.recruitingblogs.com/profiles/blogs/recruitingblogscom-acquires">RecruitingBlogs.com Acquires PunkRockHR.com</a> by Slouch</li>
<li><a href="http://www.recruitingblogs.com/profiles/blogs/hiring-and-recruiting-is-on">Hiring and Recruiting is on the Comeback: Contract and Hourly Recruiting First to Recover</a> by Jonathan Chenard</li>
<li><a href="http://www.recruitingblogs.com/profiles/blogs/top-7-mistakes-that-star">Top 7 Mistakes that "Star" Recruiters do & "Good" recruiters dont</a> by Kiran Gali</li>
<li><a href="http://www.recruitingblogs.com/profiles/blogs/six-bottomline-best-practices">Six bottom-line best practices in recruiting</a> by Kathleen Quinn Votaw</li>
</ul>
<strong>John Sumser's 100 Top Influencers</strong><br />
<ul>
<li><a href="http://www.top100influencers.com/v1-36-joe-and-cecelia-gonzales">Top 100 v1.36 Joe and Cecelia Gonzalez</a></li>
</ul>
<strong>Mendoza's Monday Member Showcase</strong><br />
<ul>
<li><a href="http://www.recruitingblogs.com/forum/topics/meet-doug-kerken">Meet Doug Kerken, RecruitingBlogs Activist - "The Tropical Feeling of Falling Three Floors Down A World Trade Center Elevator"</a> [Better late than never!]</li>
</ul>
<strong>Rayanne's Bonus Track</strong><br />
<ul>
<li><a href="http://www.recruitingblogs.com/forum/topics/the-big-picture">The Big Picture</a></li>
</ul>
<strong>Monday's Post Pickin'</strong><br />
<ul>
<li><a href="http://www.recruitingblogs.com/xn/detail/502551:BlogPost:781630">Slow Dancing in a Burning Room</a> by Maren Hogan</li>
<li><a href="http://talentedapps.wordpress.com/2009/10/19/join-the-internal-enterprise-conversation-already-in-progress/">Join the Internal Enterprise Conversation, Already in Progress</a> by Mark Bennett</li>
<li><a href="http://feedproxy.google.com/%7Er/RecruitingBloggers/%7E3/aDsgYqnPfTs/prospective-employees-be-warned-some-employers-search.html">Prospective Employees Be Warned: Some Employers Search</a> by Richard Becker</li>
<li><a href="http://www.jobboarddoctor.com/2009/10/19/can-job-boards-truly-be-web-2-0/">Can job boards truly be ‘Web 2.0?</a> by Jeff Dickey-Chasins</li>
<li><a href="http://www.hrcapitalist.com/2009/10/two-things-that-bond-rush-limbaugh-the-dixie-chicks-and-your-employees.html">Two Things That Bond Rush Limbaugh, The Dixie Chicks and Your Employees...</a> by Kris Dunn</li>
<li><a href="http://www.youtube.com/watch?v=3Y8inyQTwhg&feature=player_embedded">The Bots Revenge</a> by Bill Boorman</li>
</ul>
<h3>Tuesday...</h3>
<strong>Above the Fold</strong><br />
<ul>
<li><a href="http://www.recruitingblogs.com/profiles/blogs/are-you-a-gold-recruiter">Are you a Gold Recruiter?</a> by Charles Van Heerden</li>
<li><a href="http://www.recruitingblogs.com/profiles/blogs/what-george-orwell-was-trying">What George Orwell was trying to tell us</a> by Mark A. Leon</li>
</ul>
<strong>John Sumser's 100 Top Influencers</strong><br />
<ul>
<li><a href="http://www.top100influencers.com/top-100-influencers-v1-35-libby-sartain">Top 100 Influencers v1.35 Libby Sartain</a></li>
</ul>
<strong>Rayanne's Bonus Track</strong><br />
<ul>
<li><a href="http://www.recruitingblogs.com/forum/topics/now-is-that-appropriate">Now, Is that Appropriate Language?</a></li>
</ul>
<strong>Amitai Givertz's Recruitomatic Blog</strong><br />
<ul>
<li><a href="../2009/10/20/recruiting-com-from-the-ashes-of-disaster/">Recruiting.com: From the ashes of disaster…</a></li>
</ul>
<strong>Tuesday's Post Pickin'</strong><br />
<ul>
<li><a href="http://www.recruitingblogs.com/xn/detail/502551:BlogPost:781929">Expert Telephone Techniques</a> by Craig Silverman</li>
<li><a href="http://www.hrrecruitingalert.com/employees-fired-for-legally-prescribed-drugs/">Employees fired for legally prescribed drugs</a> by Sam Narisi</li>
<li><a href="http://feedproxy.google.com/%7Er/yourhrguy/%7E3/zWg82cb2upY/">The Mantra of HR: A Great Defense is the Best Offense?</a> by Lance Haun</li>
<li><a href="http://www.recruitingbloggers.com/rbs/2009/10/dear-entry-level-medical-sales-candidate.html">Dear Entry-Level Medical Sales Candidate</a> by Peggy McKee</li>
<li><a href="http://www.management-issues.com/2009/10/20/research/feelings-of-inadequacy-fuel-bullying.asp">Feelings of inadequacy fuel bullying</a> by Brian Amble</li>
<li><a href="http://hrmarketer.blogspot.com/2009/10/end-of-magic-lacking-in-hr-marketplace.html">The end of magic lacking in the HR marketplace</a> by Kevin Grossman</li>
<li><a href="http://blog.sironaconsulting.com/sironasays/2009/10/5-ways-to-ruin-your-career-on-linkedin.html">5 Ways to Ruin Your Career on LinkedIn</a> by Andy Headworth</li>
</ul>
<h3>Wednesday...</h3>
<strong>Above the Fold</strong><br />
<ul>
<li><a href="http://www.top100influencers.com/">Top 100 Influencers: A nice new site for the industry's centurions</a> via Maren</li>
<li><a href="http://www.recruitingblogs.com/profiles/blogs/how-to-overcome-the-need-for">How To Overcome The Need For Closure</a> by Pedro S. Silva II</li>
</ul>
<strong>Claudia's Wednesday Wisdom</strong><br />
<ul>
<li><a href="http://www.recruitingblogs.com/forum/topics/wednesday-wisdom-when">When Candidate Experience is Customer Experience</a> by Claudia Faust</li>
</ul>
<strong>John Sumser's 100 Top Influencers</strong><br />
<ul>
<li><a href="http://www.top100influencers.com/top-100-allan-schweyer">Top 100 Allan Schweyer</a></li>
</ul>
<strong>Rayanne's Bonus Track</strong><br />
<ul>
<li><a href="http://www.recruitingblogs.com/forum/topics/i-climbed-a-hill">I Climbed a Hill</a></li>
</ul>
<strong>Wednesday's Post Pickin'</strong><br />
<ul>
<li><a href="http://talentedapps.wordpress.com/2009/10/22/good-management-is-not-about-being-fair/">Good management is not about being fair</a> by Meg Bear</li>
<li><a href="http://www.ere.net/2009/10/20/now-source-candidates-anywhere-boolean-not-required/">Now Source Candidates Anywhere, Boolean Not Required</a> by John Zappe</li>
<li><a href="http://www.talentism.com/business_talent/2009/10/tom-friedman-gets-talentism.html">Tom Friedman Gets Talentism</a> by Jeff Hunter</li>
<li><a href="http://feedproxy.google.com/%7Er/TheBlunterHeadhunter/%7E3/SpqpnLoldcc/this-weeks-hotter-headhunter-heidrick.html">The Hotter Headhunter - Heidrick & Struggles</a> by The Blunter Headhunter</li>
</ul>
<h3>Thursday...</h3>
<strong>Above the Fold</strong><br />
<ul>
<li><a href="http://www.recruitingblogs.com/profiles/blogs/employer-branding-how">Employer Branding. How important is it to job seekers?</a> by Laura Vezer</li>
<li><a href="http://www.recruitingblogs.com/profiles/blogs/the-mechanic-in-a-suit">The Mechanic in a Suit: Harbinger of a Buyer’s Market</a> by Gary Kustis, Ph.D.</li>
<li><a href="http://www.recruitingblogs.com/profiles/blogs/whos-talking-about-you-amp">Who’s Talking About You & Your Recruitment Agency Online? Find Out For Free (Reputation Management using Google Alerts)</a> by Kohlben Vodden</li>
</ul>
<strong>Thursday's Thrasher with Scott Gordon</strong><br />
<ul>
<li><a href="http://www.recruitingblogs.com/forum/topics/dont-forget-what-your-real-job">Don't forget what your real job is</a> by Scott Gordon</li>
</ul>
<strong>Rayanne's Bonus Track</strong><br />
<ul>
<li><a href="http://www.recruitingblogs.com/forum/topics/i-will-beat-that-hill">I will Beat that Hill</a></li>
</ul>
<strong>Thursday's Post Pickin'</strong><br />
<ul>
<li><a href="http://measuringtalent.wordpress.com/2009/10/21/hr-metric-spotlight-cost-of-vacancy/">Exploring the "Cost of Vacancy" Metric</a> by Jeremy Shapiro</li>
<li>I<a href="http://feedproxy.google.com/%7Er/glassdoor/%7E3/j7YGRVcYhbI/">s Corporate Recruiting Broken? Career & HR Experts Debate</a> moderated by Moderator: Liz Ryan</li>
<li><a href="http://www.recruitingblogs.com/xn/detail/502551:BlogPost:782931">The Fine Line Between Follow Up and Harassment</a> by Jeffrey Burkhardt</li>
<li><a href="http://www.recruitingblogs.com/xn/detail/502551:BlogPost:782766">Hiring Manager Profiles and Why Recruiters Dread Working in Corporate America</a> by Michael Glenn</li>
<li><a href="http://www.google.com/reader/view/#stream/user%2F17874464354892050336%2Flabel%2FRecruitomatic%20Reader">Wanted: All-Star Forklift Driver. Only 700+ Credit Scores Need Apply...</a> by Josh Letourneau</li>
</ul>
<h3>Friday...</h3>
<strong>Above the Fold</strong><br />
<ul>
<li><a href="http://www.recruitingblogs.com/forum/topics/my-future-in-recruiting-23">My Future in Recruiting</a> by Jerry Albright</li>
<li><a href="http://www.recruitingblogs.com/profiles/blogs/duplication-of-effort">Duplication of Effort</a> by Suzanne M King</li>
<li><a href="http://www.recruitingblogs.com/profiles/blogs/you-can-be-heroes">You can be Heroes</a> by Dan Nuroo</li>
<li><a href="http://www.recruitingblogs.com/profiles/blogs/resume-review-getting-through">Resume Review - Getting Through the Stack</a> Fast by Lesa Caskey</li>
</ul>
<strong>John Sumser's 100 Top Influencers</strong><br />
<ul>
<li><a href="http://www.top100influencers.com/wes-wu-v1-37-the-technologist">Wes Wu v1.37 The Technologist</a></li>
</ul>
<strong>Rayanne's Bonus Track</strong><br />
<ul>
<li><a href="http://www.recruitingblogs.com/forum/topics/failing-to-burn">Failing to Burn</a></li>
</ul>
<strong>Friday's Post Pickin'</strong><br />
<ul>
<li><a href="http://strategic-hcm.blogspot.com/2009/10/hal-gregersen-how-can-hr-drive.html">Hal Gregersen: How can HR drive innovation?</a> by Jon Ingham</li>
<li><a href="http://researchgoddess.wordpress.com/2009/10/23/what-do-researchers-do-part-iv/">What Do Researchers Do – Part IV</a> by Amybeth Hale</li>
<li><a href="http://www.recruitingtrends.com/article/ART644549T">Employment Branding, a Strategic Initiative?</a> on Recruiting Trends</li>
<li><a href="http://www.idonato.com/2009/10/23/finding-the-right-place-for-semantic-search/">Finding the right place for semantic search</a> by Donato Diorio</li>
<li><a href="http://www.recruitingblogs.com/xn/detail/502551:Topic:783480">Counteroffers - Handle them BEFORE they happen!</a> by Jerry Albright</li>
</ul>
<strong>Amitai Givertz's Recruitomatic Blog</strong><span style="text-decoration: underline;"><br />
</span><ul>
<li><a href="../2009/10/23/whytoday-is-a-good-day-to-die/">Today is a Good Day to Die</a></li>
</ul>