Featured Discussions - RecruitingBlogs2024-03-19T04:31:18Zhttps://recruitingblogs.com/forum/topic/list?feed=yes&xn_auth=no&featured=1Partner Sat rating, the true measure of a good Hiring Manager (HM)!!!tag:recruitingblogs.com,2022-04-04:502551:Topic:23318732022-04-04T19:48:53.739ZDean Da Costahttps://recruitingblogs.com/profile/DeanDaCosta
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<p style="font-weight: 400;"><strong>Partner Sat rating, the true measure of a good Hiring Manager (HM)!!!</strong></p>
<p style="font-weight: 400;">So, we as staffing professionals are held accountable for candidate and client (HM) satisfaction. This is measured with a survey and subsequent percentage for success according to a set of questions…</p>
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<p style="font-weight: 400;"><strong>Partner Sat rating, the true measure of a good Hiring Manager (HM)!!!</strong></p>
<p style="font-weight: 400;">So, we as staffing professionals are held accountable for candidate and client (HM) satisfaction. This is measured with a survey and subsequent percentage for success according to a set of questions that is answered with a rating scheme.</p>
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<p style="font-weight: 400;">However, so much of our ability to be good is dependent on our HMs. If you have a good HM you will be successful, if you have a bad one you will fail. To that end, there should be, and in some companies there is, a Partner Sat rating. This would be done the same as the candidate and client sat ratings, only it would be the staffing professionals and HR who work with a given HM who would be rating the HM. This would then allow the powers that be, to see who is truly committed to filling their positions, working with the staffing professionals and HR, and who is not committed and are a detriment to the process.</p> The End of Jobs - An interview with Author Jeff Waldtag:recruitingblogs.com,2020-07-06:502551:Topic:21758102020-07-06T21:55:07.828ZJim Stroudhttps://recruitingblogs.com/profile/jimstroud
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<p><span>In this premiere episode of TribePod, Courtney Lane, Principal Consultant of Proactive Talent interviews Jeff Wald, the author of "The End of Jobs: The Rise of On-Demand Workers and Agile Corporations." She is assisted by Jim Stroud, VP of Marketing at Proactive Talent.</span></p>
<p><strong>ABOUT OUR GUEST</strong></p>
<p><span>Jeff Wald is the…</span></p>
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<p><span>In this premiere episode of TribePod, Courtney Lane, Principal Consultant of Proactive Talent interviews Jeff Wald, the author of "The End of Jobs: The Rise of On-Demand Workers and Agile Corporations." She is assisted by Jim Stroud, VP of Marketing at Proactive Talent.</span></p>
<p><strong>ABOUT OUR GUEST</strong></p>
<p><span>Jeff Wald is the Founder of Work Market, an enterprise software platform that enables companies to efficiently and compliantly, organize, manage and pay freelancers (purchased by ADP). Jeff has founded several other technology companies, including Spinback, a social sharing platform (eventually purchased by salesforce.com). Jeff began his career in finance, serving as Managing Director at activist hedge fund Barington Capital Group, a Vice President at Israeli venture firm GlenRock and various roles in the M&A Group at JP Morgan. He is an active angel investor and startup advisor, as well as serving on numerous public and private Boards of Directors.</span></p>
<p><span>Jeff holds an MBA from Harvard University and an MS and BS from Cornell University. He also formerly served as an officer in the Auxiliary Unit of the New York Police Department. Jeff is the author of The Birthday Rules and The End of Jobs: The Rise of On-Demand Workers and Agile Corporations. He is also a Producer of the Tony Award Winning Best Musical A Gentleman’s Guide to Love and Murder, Slava’s Snowshow and the full-length feature Inez & Doug & Kira which has won best picture at various film festivals. Jeff is a regular writer in Huffington Post and Forbes and speaks widely at conferences and on television on startups and labor issues. Jeff was named “One of the 100 Most Influential People in Staffing” by the Staffing Industry Analysts in 2017 & 2018.</span></p>
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<p><strong>ABOUT "THE END OF JOBS</strong></p>
<p><span>As the robots rise, we are faced with the End of Jobs, but not in the way you might think...</span></p>
<p><span>The world has witnessed three step functions in technological change: mechanization, electrification, and computerization. These industrial revolutions led to massive increases in productivity and thus we need far fewer workers. With each of these technological breakthroughs, the power balance between companies and workers shifted heavily to companies. The abuses of that power by companies instigated employee unrest and sometimes even armed uprisings. Counterbalancing forces rose to constrain companies’ power, eventually prompting unions, regulation, and the social safety net to bring stability to the relationship.</span></p>
<p><span>As we enter the fourth great leap forward in technology with robots and AI, we face the first services revolution. The power balance will again shift massively to companies as new technologies drive productivity increases in the service industry, much as the last three industrial revolutions transformed manufacturing. What lessons can we learn from the past three industrial revolutions and the current state of the labor market? How will we renegotiate the social contract to ensure fairness for workers, set clear rules for companies, and provide stability for society? What is the future of work?</span></p> BOUNTYJOBS COVERS UP FOR TALENT ACQUISITION REPS OF THEIR CLIENTS AND ALLOWS THEM TO FILL THEIR DATABASES FOR FREE!!!tag:recruitingblogs.com,2020-05-19:502551:Topic:21747412020-05-19T23:32:23.635ZTony Marshallhttps://recruitingblogs.com/profile/TonyMarshall637
<p>I worked under the Bountyjobs Platform previously and had very bad experiences with their organization. I was recently FORCED back into their platform, by a client that I had a DIRECT CONTRACT with. This experience has also proven to be as awful as the first. I would like to know if anyone else has had a similar experience with Bountyjobs. </p>
<p>In my first experience, I was working on a position for a client in Iowa. This was a Sr. Purchasing Manager position. I submitted several…</p>
<p>I worked under the Bountyjobs Platform previously and had very bad experiences with their organization. I was recently FORCED back into their platform, by a client that I had a DIRECT CONTRACT with. This experience has also proven to be as awful as the first. I would like to know if anyone else has had a similar experience with Bountyjobs. </p>
<p>In my first experience, I was working on a position for a client in Iowa. This was a Sr. Purchasing Manager position. I submitted several qualified candidates for this position via Bountyjobs. My point of contact was as usual, a Talent Acquisition Rep for the client with the open position. I found that this Rep was very unresponsive, and ignored messages via the Bounty Wall and Candidate Wall. This is the preferred method of communication, for Talent Acquisition Reps, an in a few moments you will know why. </p>
<p>I submitted 6 candidates for this position, before actually filling it. However I did not fill the position, by sending the candidate via Bountyjobs and communicating with the client via the site. I repeatedly requested feedback on submittals of candidates, due to the fact that all candidates were interested in the role, and wanted to know if there was interest on the client side. After repeatedly being ignored by the Talent Acquisition Rep via Bountyjobs, I began emailing the Rep to request feedback. All emails were also ignored. After about a month, I received an email from TA stating that a phone interview was requested on one of my candidates. luckily, that candidate was still available and interested. The candidate did the phone interview, and called me right after, very excited, stating that it went well. After a week, I reached out to see if there was feedback on the candidate via email as well as via the candidate wall on the BJ site. No response. None at all! After another week of the candidate calling and requesting feedback, I tried reaching out again, no response. I finally asked the name and contact information of the Hiring Manager that interviewed the candidate, and reached out to him. He provided feedback, stating that the candidate was not quite a match for the position. After doing that, the same day, I asked the HM if it was okay to send him the other candidates that I submitted via BJ to him directly, and he said that was fine,because he really needed to get the role filled. I sent over all 6 candidates, only to find out that after a whole month of sending candidates, the HM had only seen 1 of the candidates I submitted. Subsequently, one of the ones he had not even seen, that I submitted via BJ, got the position and is still employed with the client to this very day. After I filled the position, the TA called in and complained to BJ that I was "aggressive" and that she did not want to work with me again. That was okay with me. </p>
<p>Second horrible situation. I submitted a candidate via Bountyjobs to UTC Aerospace Systems for a position in Troy, OH. Candidate was not hired for that role. However a month later, this same candidate gets hired for a position with Pratt & Whitney. in Columbus, GA. Pratt & Whitney and UTC Aerospace Systems were basically the same company. They were both under United Technologies. Under Bountyjobs guidelines, if a candidate is hired within 6 months by a client, even if they did not get the original position they were interviewed for, the firm that submitted the candidate, is owed a fee. So I reached out to the HR Department at Pratt & Whitney in Columbus, GA, and explained the situation to the HR Manager. The manager told me flat out, "we do not owe you a fee, because we are not UTC Aerospace Systems and we do not use Bountyjobs" After this I reached out to Bountyjobs regarding the situation and Jeff Pacyna (Enterprise Account Specialist with BJ), stated that a fee was owed. He stated that he would get Chris Mason (VP, Customer Success with BJ), involved to get the matter resolved. Chris Mason reached out to me and requested that I not reach out to anyone at UTC regarding this matter, because they would get things taken care of. I waited over a year to be paid that fee, which was about $16k. Once a fee is owed, it is supposed to only take 60 days to get paid. But this one took over a year. I had several conversations via email and telephone with Chris Mason over the course of a year, with him assuring me that the matter was being handled. Chris Mason said that he had been in contact with UTC and that things were being handled. However I still had not received the fee. I finally reached out to the Director of Talent Acquisition at UTC. Chris Mason did not know I was even connected to this person. This contact checked into things and revealed that no one at UTC knew anything on this matter, which meant that Chris Mason lied to me for over a year regarding this situation. I finally had to threaten Chris Mason, to go public with this information, and in about 5 days, payment was received. During that year, I suggested to Chris Mason, that Bountyjobs just pay the fee that was owed to me, and handle their own collections with UTC. However, he stated that BJ does not pay out fees until the client pays BJ. I felt that maybe he did not want to hurt their relationship with UTC, and that was not my desire either, because I had built great rapport with UTC, and placed many candidates with them, so hurting the relationship would not benefit me in any way, however I still needed to be paid. After receiving the information from UTC, I called Chris Mason and told him what I found out. He denied everything of course, but offered to pay me 10% of what was owed to me, until the entire fee was paid. I turned it down, because I waited over a year. A year in which he lied to me repeatedly regarding this matter. I told him that if the entire fee was not paid within 5 days, I would go to NYC, where Bountyjobs is located and stand outside one of the local TV Stations, and that I would not leave until someone let me in to tell my story. Needless to say, I received the fee a few days later. About a week after, I was called by Chris Mason to state that UTC no longer wanted to do business with me, and that I was being removed from the BJ site. I did not care at all, because, if they were willing to allow this company to do something like this, I no longer wanted to deal with BJ anyway. </p>
<p>Third horrible situation. I was engaged on a Procurement Manager position for Harris Corporation. Position was in California. My point of contact was not a Talent Acquisition Rep, he was a contract recruiter working for YOH, name Vinay Singh. Vinay called my office one day, after i submitted a candidate. He was very rude, and asked if we were even speaking to the candidates that we were sending because all of them were way off the mark. He was so rude that I ended up hanging up on him. By this time, I had already submitted 4 candidates, and by the way, one of my candidates got hired. But not after Vinay went into BJ and rejected all my candidates, and closed out the job order in the BJ system. However, the candidate that was eventually hired, was doing interviews with Harris Corporation all along. The candidate called me after an onsite interview to let me know how things were progressing. So I sent Vinay an email to ask why the candidate was rejected in BJ, and Harris was still interviewing this candidate. He never responded, But later that say, I received a call from BJ, stating that Vinay called to complain, stating he felt threatened when I spoke to him via telephone, which was totally untrue. He knew that I caught him trying to do what we as recruiters refer to as a "Back Door Hire" My candidate called me that afternoon stating that Vinay Singh told her that if she kept communicating with me it would "hurt her chances at getting the position" These were his exact words. I couldn't believe this. All the while Bountyjobs is threatening me, stating that if they keep getting complaints I will be removed from the site. Despite the fact that I had proof of what he was doing, because the very candidate that Harris was about to hire, was showing as rejected in their system. So I reached out to the HM at Harris and explained all of this to him. He in turn, reached out to the TA Director with Harris and explained what Vinay Singh was attempting to do. The very next day, Vinay Singh opened a duplicate of that same position, and BJ reached out to me stating that I needed to re-submit the candidate to BJ. My candidate was eventually hired. BJ gave me NO support, in fact, they claimed that I was attempting to hurt their relationship with Harris Corporation, even after knowing all of what I speaking about here. So they basically took the side of the TA, even though I caught him red-handed, trying to steal that fee, and showed BJ the proof. BJ gets a percentage of all fees, so I explained to them that if the fee was stolen from me, it was being stolen from them as well. However they did not care one bit. </p>
<p>Fourth horrible situation. After Bountyjobs kicked me off the site, I went and pitched Harris Corporation directly, and was awarded a Direct Placement Agreement with their company, and no longer had to go through Bountyjobs. I began submitting candidates to them directly. A few months in L3 Communications merged with Harris Corporation, and they are now called L3Harris. After they merged, a few weeks later I was notified that all outside recruiters would have to work through Bountyjobs. Any recruiting firm that had a current contract agreement with Harris, would be given a login, to engage and work on their positions. I did not like this, but really had no choice. All external firms that had a current contract were given "Preferred Vendor" status in BJ, and instead of BJ taking their usual 25% of the fee, "Preferred Vendors" only have 3% of their fee taken by BJ. Again, working with BJ turned out to be another nightmare. Our point of contact are now, talent Acquisition Reps for L3Harris, and it's much of the same. Ignoring requests for feedback on candidates submitted. Candidates being interviewed, without the knowledge of the firms that submitted them. Complaining to BJ when we email the TA Reps is HUGE. However these same TA Reps email us all the time requesting interviews with candidates, etc. But when we email them, due to their lack of response, they call and complain to BJ, stating that they want all communications with outside firms to be via BJ. However I have seen them not even log into BJ for weeks at a time. While candidates are calling and asking for feedback. Clarissa Wiley with L3harris is a prime example and there are others. Clarissa will email about a candidate she is interested in having do a telephone interview with a HM. Candidate does phone interview, and then you hear NOTHING. No email responses, no responses in BJ after repeated attempts, etc. Then, when you send an email, after she has no problem emailing you about something she wants, trying to get feedback, she "only wants contact via BJ". Looks very strange huh? Well before I wrap this up, you will know exactly why. </p>
<p>In BJ, there is a feature called "taking a flier". This is where you can actually pay a fee to BJ, to have a candidate submitted to a position, even when a TA will not engage you on a position. Last month, I tried to get engaged on a Sr. Electrical Engineer position in Northampton, MA, however AMBER HEINLEIN (TA AT L3HARRIS) refused my engagement request. So, I "took a flier" and paid about $30.00 of my own funds to submit a highly qualified candidate. After submitting this candidate, I waited a week to see if there was any feedback. My messages were completely ignored. Then after about another week I tried messaging AMBER HEILEIN again via BJ. She responded "no interest, thanks!" I responded asking if there was any feedback on where this candidate fell short and never received a response to this day. I knew how good this candidate was for that role, so I became suspicious. I honestly did not think she even submitted the candidate to the hiring manager. I was looking through my linkedin.com contacts, and realized that I was connected to the person that appeared to be the Hiring Manager for that position and I was right. We were connected. So I sent over my candidate's information to him via linkedin.com, and he replied with interest. He responded that he had NOT seen that candidate's information before. So it was just as I thought, she had never even submitted him to the HM. All after I paid my own funds to submit the candidate. What recruiter in their right mind, is going to pay to submit a candidate, already knowing that the candidates' information will not even reach the Hiring Manager? I don't know any recruiters that stupid. However, I did not mention to the HM, that I had already submitted this candidate. The next day, I get an email from AMBER HEINLEIN, stating that I am to stop messaging the HM on linkedin.com immediately. However linkedin.com is a public forum, and I can communicate whoever I want, and they are free to communicate with me. Later that day, I get a call from Bountyjobs, as expected. The rep at BJ states that AMBER HEINLEIN is complaining that I am emailing her and that she wants all communication to go through BJ. However I NEVER emailed her, that was a lie. I never even responded to the email she sent me telling me to stop messaging the HM. It's funny, when I got the call from BJ, I asked the Rep at BJ, t produce an email that I sent to AMBER HEINLEIN and she couldn't. It;s also funny I asked her if AMBER HEINLEIN said anything else about why she was complaining and AMBER HEINLEIN mentioned nothing about the linkedin.com situation. I assume what happenedcis that the HM has to go through AMBER HEINLEIN to schedule candidates for interviews, and when he approached her about the candidate that she NEVER SUBMITTED TO HIM, AFTER I PAID TO HAVE HIM SUBMITTED, she got pissed. Which means that not only does Bountyjobs take recruiters' money to have candidates submitted and in many cases the candidates NEVER reach the hiring managers. They also are used to cover up these types of things that the TA's are doing. It's almost like extortion. They threaten to kick you off the site for basically doing your job as a recruiter. What is going on is that the higher ups in Talent Acquistion with the clients do not know, or do not care what theses reps are doing with these Bountyjobs logins. Or, the TALENT ACQUISITION REPS DO NOT WANT EMAILS FROM EXTERNAL, RECRUITERS, SO THAT THERE IS NO INFORMATION TRAIL ON HOW THE RECRUITING IS BEING HANDLED. Let's be honest here, if they were actually doing their jobs, they would not need external recruiting firms in the first place. But from situations like this, i can see why jobs are staying on client's job boards for extended periods of time. ALL IN ALL BOUNTYJOBS IS AN ORGANIZATION THAT HAS SOME VERY SHADY PRACTICES!! AND I AM CERTAIN I AM NOT THE ONLY PERSON WHO'S HAD THESE TYPES OF EXPERIENCES WITH THEM!</p> how is Covid19 affecting your recruiting business?tag:recruitingblogs.com,2020-03-14:502551:Topic:21732862020-03-14T07:18:44.159ZTrent Masonhttps://recruitingblogs.com/profile/TrentMason
<p>I am just curious to know how this has impacted other recruiters? Most of my customers are hiring for developer roles right now and they can be remote so, so far it hasn't hit hard yet. I imagine if the economy tanks that might be a different story altogether...</p>
<p>I am just curious to know how this has impacted other recruiters? Most of my customers are hiring for developer roles right now and they can be remote so, so far it hasn't hit hard yet. I imagine if the economy tanks that might be a different story altogether...</p> Deleted Posttag:recruitingblogs.com,2020-01-11:502551:Topic:21677042020-01-11T00:47:30.523ZNicholas Meylerhttps://recruitingblogs.com/profile/NicholasMeyler
<p>Deleted post.</p>
<p>Deleted post.</p> Ten Custom Search Engines for Recruiterstag:recruitingblogs.com,2019-02-25:502551:Topic:21009542019-02-25T00:24:44.627ZIrina Shamaevahttps://recruitingblogs.com/profile/IrinaShamaeva
<p><span style="font-size: 12pt;"><img alt="" class="aligncenter size-full wp-image-207730" height="210" src="https://booleanstrings.com/wp-content/uploads/2019/02/cse8.png" width="354"></img> <span>Google Custom Search Engines (CSEs) is a powerful Sourcing tool, that can improve your Sourcing process with new results, often faster than "regular" Google.</span></span></p>
<p><span style="font-size: 12pt;">CSE users fall roughly into three categories:</span></p>
<ol>
<li><span style="font-size: 12pt;"><strong>End-user.</strong> If writing out search operators is not your cup of tea, you can use CSEs built by your more technical peers,…</span></li>
</ol>
<p><span style="font-size: 12pt;"><img class="aligncenter size-full wp-image-207730" src="https://booleanstrings.com/wp-content/uploads/2019/02/cse8.png" alt="" width="354" height="210"/><span>Google Custom Search Engines (CSEs) is a powerful Sourcing tool, that can improve your Sourcing process with new results, often faster than "regular" Google.</span></span></p>
<p><span style="font-size: 12pt;">CSE users fall roughly into three categories:</span></p>
<ol>
<li><span style="font-size: 12pt;"><strong>End-user.</strong> If writing out search operators is not your cup of tea, you can use CSEs built by your more technical peers, without even learning advanced operators.</span></li>
<li><span style="font-size: 12pt;"><strong>Creator.</strong> <a href="https://cse.google.com/cse/all">Creating CSEs</a> is not rocket science! They have numerous advantages. You can create CSEs that would "hide" Boolean operators, such as <em>site</em>:, from the end user (saving time on retyping), search within a list of sites, and, importantly, use CSE search options unavailable in "regular" Google. For example, you can set a CSE to "search the entire web but emphasize included sites" - it is like "Soft" X-Ray.</span></li>
<li><span style="font-size: 12pt;"><strong>Master.</strong> Unknowingly to many, CSEs have <em>additional search operators</em> compared to "regular" Google. These operators allow finding not just web pages with the keyword occurrences but pages where a particular term is in a <em>person's company</em> or <em>job title</em>, for example. Learning how to identify and use the special operators takes a bit of a learning curve, but it is well worth it.</span></li>
</ol>
<p><span style="font-size: 12pt;">Let me share with you some Custom Search Engines for Sourcing that I have created.</span></p>
<ol>
<li><span style="font-size: 12pt;"><a href="https://cse.google.com/cse?cx=009462381166450434430:cvykemfonf4">Diversity Associations</a></span></li>
<li><span style="font-size: 12pt;"><a href="https://cse.google.com/cse/setup/basic?cx=009462381166450434430:0aq_5piun68">Hidden Resumes</a></span></li>
<li><span style="font-size: 12pt;"><a href="https://cse.google.com/cse?cx=009462381166450434430:2lzrexdyvao">LinkedIn X-Ray</a></span></li>
<li><span style="font-size: 12pt;"><a href="https://cse.google.com/cse?cx=009462381166450434430:ltkch1b1d-a">LinkedIn - Countries</a></span></li>
<li><span style="font-size: 12pt;"><a href="https://cse.google.com/cse?cx=009462381166450434430:9hzrh7r-6qa">LinkedIn - Contact Info</a></span></li>
<li><span style="font-size: 12pt;"><a href="https://cse.google.com/cse?cx=009462381166450434430:o5t47jctrh8">XING X-Ray</a></span></li>
<li><span style="font-size: 12pt;"><a href="https://cse.google.com/cse?cx=009462381166450434430:7h_-clszmyq">Github Profiles</a></span></li>
<li><span style="font-size: 12pt;"><a href="https://cse.google.com/cse?cx=009462381166450434430:23ubykdjvs0">Search for Teachers</a></span></li>
<li><span style="font-size: 12pt;"><a href="https://cse.google.com/cse?cx=009462381166450434430:nudphlkt3p4">Documents - Formats</a> <a href="https://cse.google.com/cse?cx=009462381166450434430:9eryzpq3z3a">(PDF, XLSX, etc.)</a></span></li>
<li><span style="font-size: 12pt;"><a href="https://cse.google.com/cse?cx=009462381166450434430:9eryzpq3z3a">Google Storage</a></span></li>
</ol>
<p><span style="font-size: 12pt;">Enjoy!</span></p>
<p><span style="font-size: 12pt;">If you have any questions, please <a href="mailto:irina@braingainrecruiting.com" target="_blank" rel="noopener">reach out</a>.</span></p>
<p></p> Ten Habits of Best Sourcerstag:recruitingblogs.com,2019-02-06:502551:Topic:20996382019-02-06T16:35:08.446ZIrina Shamaevahttps://recruitingblogs.com/profile/IrinaShamaeva
<p><img alt="" class="aligncenter wp-image-207674 align-center" height="334" src="https://booleanstrings.com/wp-content/uploads/2019/02/The-10-Most-Useful-Apps-to-Excel-at-Productivity.jpg" width="506"></img></p>
<p><span style="font-size: 12pt;">Would you like to source like the best? Here are some habits that, I believe, best Sourcers demonstrate while performing their searches. </span></p>
<ol>
<li><span style="font-size: 12pt;">Best Sourcers spend a good deal of time figuring out <em>what</em> to search for (for example, terminology, job titles, company competitors, target schools, certifications, etc.). (Ideally, they are able to verify with the HM!)…</span></li>
</ol>
<p><img class="aligncenter wp-image-207674 align-center" src="https://booleanstrings.com/wp-content/uploads/2019/02/The-10-Most-Useful-Apps-to-Excel-at-Productivity.jpg" alt="" width="506" height="334"/></p>
<p><span style="font-size: 12pt;">Would you like to source like the best? Here are some habits that, I believe, best Sourcers demonstrate while performing their searches. </span></p>
<ol>
<li><span style="font-size: 12pt;">Best Sourcers spend a good deal of time figuring out <em>what</em> to search for (for example, terminology, job titles, company competitors, target schools, certifications, etc.). (Ideally, they are able to verify with the HM!)</span></li>
<li><span style="font-size: 12pt;">They spend a good deal of time figuring out <em>where</em> to search (for example, associations, conferences, industry social sites, Facebook groups, etc.)</span></li>
<li><span style="font-size: 12pt;"><em>They use their imagination</em>. They imagine what the search results look like, then search for “that” (vs., for example, copying some keywords from a job description into the search box). This mindset – <em>“search for what you expect to find” –</em> is key</span></li>
<li><span style="font-size: 12pt;">They spend a reasonable amount of time adjusting (modifying) their searches so that the results are useful. (They are not after a “perfect” Boolean String)</span></li>
<li><span style="font-size: 12pt;">They use search results to expand the search in new directions (for example, notice terminology, memberships, or certifications and run additional searches)</span></li>
<li><span style="font-size: 12pt;">They notice additional sites or sources in the search results to examine further (for example, if they run across a profile on a membership site, they might also look at other members on the site)</span></li>
<li><span style="font-size: 12pt;">If they see unexpected results, they stop and try to figure out the reason (Did they use the right syntax? Is it a bug or some odd behavior of the search system? If so, what is the scope?)</span></li>
<li><span style="font-size: 12pt;">They make sure they know what can and cannot be found, and where. (For example, we can’t X-Ray LinkedIn for postal codes, but can for current job titles)</span></li>
<li><span style="font-size: 12pt;">They know how to interpret searches with no results, or no relevant results. (For example, most people in a given profession within a location may not be present on LinkedIn. Or, some country does not host a conference on a particular topic – it happens elsewhere)</span></li>
<li><span style="font-size: 12pt;">Last but not least, they <em>think while they search</em>.</span></li>
</ol>
<p><span style="font-size: 12pt;">What do you think about these ten habits? Do you have them? Would you add something else to the list? Please comment!</span></p> Post Sourcecon Atlanta Fall 2018 Day 2 Automation and Programming Tracktag:recruitingblogs.com,2018-11-19:502551:Topic:20929172018-11-19T20:37:52.499ZDean Da Costahttps://recruitingblogs.com/profile/DeanDaCosta
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/135834261?profile=original" rel="noopener" target="_blank"><img class="align-center" height="99" src="https://storage.ning.com/topology/rest/1.0/file/get/135834261?profile=original" width="611"></img></a></p>
<p>Next Up Automation & Programming Track Sessions.</p>
<p> </p>
<p>First up Dave Galley which was about a CRM. Mainly about the requirements for</p>
<p>a good CRM. Steps are: Requirements Analysis, System Design, Implementation,</p>
<p>Testing, Deployment, and Maintenance so standard Project Management. He</p>
<p>did show an example or demo CRM and…</p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/135834261?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/135834261?profile=original" class="align-center" width="611" height="99"/></a></p>
<p>Next Up Automation & Programming Track Sessions.</p>
<p> </p>
<p>First up Dave Galley which was about a CRM. Mainly about the requirements for</p>
<p>a good CRM. Steps are: Requirements Analysis, System Design, Implementation,</p>
<p>Testing, Deployment, and Maintenance so standard Project Management. He</p>
<p>did show an example or demo CRM and you can get it here:</p>
<p><a href="https://github.com/selllikesybok/SC-Atlanta-2018">https://github.com/selllikesybok/SC-Atlanta-2018</a>.</p>
<p> </p>
<p>Next up Michael Crouse and the Deep Web. Tools mentioned: Google Dorks,</p>
<p>Peek You, Lullar, Wayback Machine, Edgar, YouGetSignal, VEEAM, Virtual Box,</p>
<p>Kali, Shodan, Recon-NG, Metagoofil, Harvester, FOCA, Buscador, and TOR.</p>
<p> </p>
<p>Then came Andre Bradshaw and Data Mining. Tools mentioned were; State’</p>
<p>Medical board site for healthcare provider look ups, Google Sheets, A lot of</p>
<p> Programming, most of which can be done without programming using:</p>
<p>Dataminer, Zapinfo, and other scraping tools.</p>
<p> </p>
<p>I already did a post on my session which fits here so no need to repeat.</p>
<p> </p>
<p>Next week Day 2 Purple Squirrel.</p> Where is the Disconnect ??tag:recruitingblogs.com,2018-11-01:502551:Topic:20912932018-11-01T16:24:41.466ZLeena Chhabrahttps://recruitingblogs.com/profile/LeenaChhabra
<p>40 Submissions, 25 interviews, 3 almost hires, Actual HIRES a big old ZERO. As a recruiter I have become accustomed to the disappoints, both from clients, candidates and sometime with myself :) it is all part and parcel of the profession. But this past months have been really challenging, and it is making me rethink if I am meant to be in this profession. I love my Job and the challenges that comes along with the role; however, at the end of day, if I am not getting the expected results then…</p>
<p>40 Submissions, 25 interviews, 3 almost hires, Actual HIRES a big old ZERO. As a recruiter I have become accustomed to the disappoints, both from clients, candidates and sometime with myself :) it is all part and parcel of the profession. But this past months have been really challenging, and it is making me rethink if I am meant to be in this profession. I love my Job and the challenges that comes along with the role; however, at the end of day, if I am not getting the expected results then there is some Disconnect!! I can find multiple excuses to blame other aspects, but I would really like some inputs from industry gurus as to where I can improve myself, what extra steps should I take so that I can add some value and convert that ZERO to some tangible number. WHERE IS THE DISCONNECT??</p> Namely Appoints Elisa Steele as CEO and Completes Growth Financing Roundtag:recruitingblogs.com,2018-08-02:502551:Topic:20825662018-08-02T17:03:55.963ZNoel Coccahttps://recruitingblogs.com/profile/NoelCocca
<p dir="ltr"></p>
<p dir="ltr"><span>- </span><span>Steele brings 25+ years of leadership experience at the world’s leading technology companies</span></p>
<p dir="ltr"><span>- </span><span>Namely raised $60M in a growth round led by GGV Capital; Tenaya Capital joined the round, along with early investors that include Sequoia, True Ventures, and Matrix Partners</span></p>
<p dir="ltr"></p>
<p dir="ltr"><span>NEW YORK, NY -- August [2], 2018 -- Namely, the leading HR platform for…</span></p>
<p dir="ltr"></p>
<p dir="ltr"><span>- </span><span>Steele brings 25+ years of leadership experience at the world’s leading technology companies</span></p>
<p dir="ltr"><span>- </span><span>Namely raised $60M in a growth round led by GGV Capital; Tenaya Capital joined the round, along with early investors that include Sequoia, True Ventures, and Matrix Partners</span></p>
<p dir="ltr"></p>
<p dir="ltr"><span>NEW YORK, NY -- August [2], 2018 -- Namely, the leading HR platform for mid-sized companies, today announced the appointment of Elisa Steele as the company’s CEO. Elisa has more than 25 years of leadership experience at several of the world's leading technology companies. She last served as President & CEO of Jive Software and has held senior positions at Microsoft, Skype, Yahoo!, NetApp, and Sun Microsystems. Elisa joined the Namely Board of Directors in 2017 and has held the role of Head of the Office of the CEO since May.</span></p>
<p dir="ltr"><span>“Throughout my career, I’ve seen firsthand how leadership has the power to transform workplaces for the better,” said Elisa Steele. “Namely is the leading all-in-one platform in the mid-market for a reason—it empowers HR, enables employees, and drives strategy at the leadership level. Today, we serve over 1,000 clients with our best-in-class software solution and have scaled to process $12bn in payroll. This strong market position enables us to seize the vast opportunity across mid-sized companies who have traditionally been underserved in the market.”</span></p>
<p dir="ltr"><span>“Serving alongside Elisa on Namely’s board, I have already seen her make a tremendous impact,” said David Skok, General Partner at Matrix Partners. “Namely is addressing a critical challenge: companies must fight to retain the best talent. It is key to provide employees with the same seamless technology experiences that they enjoy as consumers in their workplace applications. That’s one of many areas where Namely excels and why it will continue to grow.”</span></p>
<p dir="ltr"><span>Under her leadership, the company completed a $60M growth round last week. GGV Capital, whose investments include Airbnb, Square, and Slack, led the round, alongside Tenaya Capital. Namely’s major investors, including Sequoia Capital, True Ventures, Matrix Partners, and Scale Venture Partners, all participated in the round, marking their continued commitment to Namely.</span></p>
<p dir="ltr"><span>“We are thrilled to lead this growth round for Namely along with many of the top investors in SaaS,” said Jeff Richards, Managing Partner at GGV Capital. “We also could not be more excited to back Elisa Steele, whom we have known for many years and believe is one of the top executives and board members in the technology industry.”</span></p>
<p dir="ltr"><span>"Since partnering in 2015, we have seen Namely establish itself as the data-driven, people-centric platform of choice for mid-market HR. We have long admired Elisa, and we are confident that her expertise will drive Namely's continued growth and success," said Pat Grady, Sequoia partner and Namely board member.</span></p>
<p dir="ltr"><span>Namely has reached a number of milestones this year, from surpassing $50M in ARR (annual recurring revenue) to opening a large-scale operations center in Atlanta, alongside its existing offices in New York, San Francisco, Austin, and LA. Namely continues to be recognized as the only engaging and modern solution for the mid-market, receiving accolades such as inclusion in the Cloud 100 in both 2016 and 2017. With Elisa at the helm of a stellar management team, including Graham Younger as President & CRO, Dan Murphy as CFO, Paul Rogers as CTO and Kerry Prine as SVP of Operations, the company is poised to continue to drive industry leadership in it sector.</span></p>
<p dir="ltr"><span>About Namely</span></p>
<p><span>Namely is the first HR platform that employees actually love to use. Namely's award-winning powerful, easy-to-use technology allows companies to handle all of their HR, payroll, time management, and benefits in one place. Coupled with dedicated account support, every Namely client gets the software and service they need to deliver great HR and a strong, engaged company culture. Namely is used by over 1,000 clients with over 175,000 employees globally. Headquartered in New York City, the company is backed by investors including Sequoia Capital, GGV Capital, Matrix Partners, Altimeter Capital, Tenaya Capital, Scale Venture Partners, and True Ventures. For more information, visit</span> <a href="https://liftoffcommunications-dot-yamm-track.appspot.com/Redirect?ukey=1HVeG71B2r-tSp7jDqcuUONw2S7zeOt7XWkPFCSRWTpo-1953502832&key=YAMMID-25349339&link=http%3A%2F%2Fwww.namely.com%2F" target="_blank" rel="noopener"><span>www.Namely.com</span></a><span>.</span></p>