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Topic: What do you think about this article in the Boston Business Journal?: By Mary Moore Kim Dukes-Rivers has expanded a Cornell University diversity program to Boston. A new diversity certification program being offered in Boston by Cornell University highlights the business case for encouraging differences in the workplace, including how generational differences can affect a company’s culture. Diversity can mean differences in race, economics, marital status, job status, age or sexual orientation — and each of these can affect a worker’s perception. To date, 13 executives from local companies and organizations are participating in the $9,000, five-month program, including Blue Cross Blue Shield of Massachusetts, Tufts Health Plan, Putnam Investments, Sun Life Assurance Co. of Canada, University of Massachusetts Lowell and The Home for Little Wanderers, among others. The classes finish with an exam, and participants who receive a passing grade end up as certified diversity professionals. From February through May, another 28 people from area companies and organizations are taking an additional set of shorter diversity seminars, also offered through Cornell’s School of Industrial and Labor Relations. Cornell expanded its diversity program to Boston — only the second time the program is being offered outside New York — through the finesse of Kim Dukes-Rivers, founder of Diversity Staffing Pros, a year-old Boston firm. Dukes-Rivers said she knew of the program’s national reputation, and from her experience matching diverse candidates with employers, she was well aware of the need for Boston-area companies to deepen their understanding about diversity in the workplace. “This issue has moved from affirmative action to diversity to inclusion. It’s the difference between someone being invited to have a seat at the table and inviting them to be part of the conversation,” said Dukes-Rivers. And a business case can be made for workplace diversity, said diversity experts, centering on the fact that competitive companies and organizations are those that reflect the communities and markets they serve. “If we look at this only through the lenses of companies, they’ll say we’re all compliant and we’re very inclusive. But if you have a sales team that’s not reflective of the market, how successful are you going to be in penetrating a target market?” asked Darnell L. Williams, president and CEO of the Urban League of Massachusetts, which hosted a recent daylong seminar on diversity. In addition, it is more costly for a company to recruit and hire a new worker rather than make the environment comfortable enough for workers to stay. That’s among the reasons Blue Cross has four employees participating in the Cornell program, said Joyce Beach-Small, the health insurer’s director of diversity. Blue Cross wants to build a “workforce that reflects communities we serve. We want to be seen a market leader and an employer of choice,” she said. Most important, said Beach-Small and other workplace diversity experts, the Cornell program underscores the reality that workplace diversity has shifted from a conversation about compliance and the legal requirements of affirmative action to a deeper discussion about how to create an inclusive working environment. “There’s been a lot of talk about companies saying workers are their most important asset. How do you treat a best asset?” asked Robin Vann Ricca, senior director of workforce learning and development for The Home For Little Wanderers. “People respond to different things.” To that end, age and generational differences have become critical issues for employers to consider, complicated by the fact that, when groups form in the workplace, “age trumps ethnicity,” said Beach-Small. Younger workers of different races and ethnicities tend to bond and have more in common with each other, especially around technology, than with their older counterparts. “I wouldn’t say we should lose sight of other diversity issues we focus on,” said Beach-Small. “But the generational realities are phenomenal. Just phenomenal.”…; Added by Kim Dukes-Rivers at 4:59pm on February 16, 2010

Blog Post: WWBD: What Would Buffett Do?: You don’t get to perch yourself on a park bench and eat ice cream with…; Added by Raj Sheth at 5:24pm on August 26, 2014

Blog Post: Meet Susan Burns, Industry Thought Leader at Talent Synchronicity: Thought Leadership

RecruitingBlogs.com…; Added by Dave Mendoza at 1:45am on September 15, 2008

Blog Post: So you think you’re a “Recruitment Consultant” do you?

A few weeks back I started a discussion thread on LinkedIn titled “…

Added by Ben at 8:28am on May 27, 2011

Blog Post: Let Me Guess: You Figure Using Social Media to Attract Talent Is a Bunch of BS, Right?: Recently, a number of recruiting and HR leaders have told me that they’ve “tried this whole social media thing to recruit, but it hasn’t worked out so well.” These folks read about the buzz…; Added by Granite Consulting at 10:58am on August 11, 2011

Blog Post: The DNA of a perm fee agreement

The fee agreement should be simple shouldn't it? I mean it should be as simple as, A agrees to do this for B and B agrees to pay X to A for the service rendered PERIOD.…

Added by Joshua Lee at 12:48pm on June 4, 2012

Blog Post: How Elon Musk Hires: 9-to-5ers Need Not Apply: Added by Paul Petrone at 10:39am on February 25, 2015

Blog Post: Meet Moises Lopez, Chief Sourcing Strategist for CSG, Part 1: By Dave Mendoza, Master Cybersleuth, Affiliate Partner, JobMachine Inc.

(720)…; Added by Dave Mendoza at 1:10pm on February 12, 2008

Blog Post: HOW TO CUSTOMIZE YOUR RESUME: Added by Mandy Fard - CPRW, CMRW at 4:28am on August 10, 2021

Topic: Meet Pat Cronin, Vice President of Volt Professional Search: nd regular visitor to RBC was kind enough to introduce me to one of Volt’s senior executives. Pat Cronin has been in the Staffing Industry for 20 + years in various roles. His career began as a Recruiter. Pat was ranked 5th out of 300 + recruiters. After many successes was moved into management of a large group of Recruiters. He relocated and joined Volt Services Group as a Sales Representative where he was awarded "Rookie of the Year." Very quickly Pat was promoted to Manager and then Area Manager. He relocated and took a position as Regional Director for another large staffing firm. Pat returned to Volt in the role of Professional Placement Program Manager. He supports offices throughout the United States in their Professional Placement endeavors. The areas of expertise in which his division recruits are Life Sciences, Information Technology, Engineering, Technical, Accounting/Finance and Administrative. His current title is Vice President Volt Professional Placement. Pat is also a Six Sigma Black Belt. Q& A with PAT CRONIN Six Degrees: Tell us of your home world. PAT CRONIN: My domestic Partner, Brian Barnes, and I have been together for 7 years. Brian is a Deacon in the Episcopal Church and has his own bodywork therapy business focusing on Myofascial Release techniques. We met in San Francisco while I was on a business trip visiting from Seattle. After a year of commuting back and forth, we purchased a traditional San Francisco Victorian home in the heart of the city. Truth be told, Cooper, our dog, and Cecil, our cat run our home. They just allow us to reside with them. While in college I became a PADI (Professional Association of Diving Instructors) certified Scuba Diving Instructor and taught classes to many friends and Fraternity Brothers. Scuba Diving was a large part of my childhood as my father was President of U.S. Divers Corp and founded PADI. Rather than following in his very accomplished footsteps, I decided to make a name for my self on my own and stumbled into Recruiting. Years later, I did re-engage with PADI…I sit on the Board of Directors. When I first moved to the Bay Area, I volunteered as a Chaplain at San Francisco General Hospital. It was incredibly rewarding yet emotionally draining at times. I would work all week and then on Friday nights would spend 4 – 6 hours in the emergency room helping the marginalized population of San Francisco. Nothing could have prepared me for the trauma victims I would encounter in this setting. Most people were grateful to have the company of a Chaplain during such a stressful time in their life. You get to see human nature at its “rawest” when people are in crises. I do remember one rather humorous situation….a woman came in for a minor treatment. I came into her room and said…”Hi my name is Pat. I am a Chaplain here at SFGH.” The poor woman immediately panicked and said…”A Chaplain, why do I need a Chaplain? I only cut my foot. Do you know something I don’t know? Am I going to die?” I laughed and reassured her that no, she would be just fine. People react very differently when they are scared and facing an emergency. Six Degrees: How many years have you been in the staffing industry PAT CRONIN: I started in the recruiting business in 1985. (I hate saying that because it makes me sound so old. I was right out of college…..honest! ) Six Degrees: How did you get started as a recruiter? PAT CRONIN: I got into this industry by chance as many of us do. I had a friend who worked for a staffing firm. She told me about her job and I thought it sounded interesting. I also had an ulterior motive. I thought it would be a great place to find a “real” job. My thought was to look at all the positions that came into the office and if and when I found something that sounded more interesting, I would pursue that career. I know it sounds a little corny, but even after 23 years nothing is more fascinating that the search industry. In my years in the staffing industry, I have worked both Contract Staffing/Temp side and Search. The first 5 years of my career, I worked a desk in Southern California. In 1992, I moved to Portland OR and came to work for Volt. I was an outside sales rep for the temporary division. It was so different from the search side. I learned about account development and how to work in a fast transactional environment. I was “Rookie of the Year” and was promoted to Branch and then Area Manager. During my time in Portland, I was able to develop an on-site managed program for a large Bank. I left Volt for a short period and took a position as a Regional Director of another very large staffing firm. With in two weeks I knew I had made a gigantic mistake. While I was gone, two of the Senior Vice Presidents at Volt decided they wanted to develop a Professional Search strategy for the company. I returned to Volt in the role of Professional Placement Program Manager. I began collaborating with the incredibly talented people through out Volt to creating all the tools, infrastructure, policies and procedures, training and development, which helped Volt enter the Professional Search segment. In 2002, Volt was the first Staffing Firm to fully embrace Six Sigma and I entered the Black Belt training program. In 2005 I was certified as a Six Sigma Black Belt. Shortly after that I was promoted to Director of Professional Search. Using Six Sigma tools, we ran a Six Sigma project to determine how we could increase our market share in Professional Search. I am currently the Vice President of Volt Professional Search. The group of Professional Search Recruiters I work with each focus on niche specific positions nationally and are separated into distinct Search Groups (We are looking for talented Professional Search Recruiters and Search Managers. Sorry, I couldn’t help myself….We are hiring! We have more client requests than we can handle!) http://www.linkedin.com/profile?viewProfile=&key=1446058&trk=tab_pro Six Degrees: What single event had the most impact on your sourcing/recruiting PAT CRONIN: In the beginning, I was horrible. My idea of a telemarketing call was…”Hi, This is Pat Cronin from XXX Company. I am just calling to see if there are any positions I can help you with?” Or, “I just interviewed someone who would be perfect for your position!” I was so green! I honestly could not understand why I was not getting any business. Finally, after a few months, my boss said she did not think I was right for the business. She gave me a final warning. I had one month to produce twice as much as I had ever produced, or I was going to be let go! I remember saying to her….” I am not leaving here. You’ll see, I am going to pull this off.” That was when my career really began. I had nothing but sheer determination. I did not know how I was going to do it, but I was going to succeed. I asked everyone in my office for help. I listened to the best, mimicked them and did everything I could think of to produce the numbers I had to produce in order to keep my job. I loved this business and I would not accept any other result than success. That was the toughest month of my career. There were times where is looked impossible. However, I was determined. It is amazing what power there is in “commitment.” The last day of that month, I made a placement that pushed me right over the goal. I did it! That month taught me more about myself than anything I learned in college. Determination is what makes people succeed. Sounds so simple, but when you really, really “get” that, any thing is possible. Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? PAT CRONIN: I have had many mentors. The first was Wendy Hall. She hired me and helped me personally grow into a business professional. The team of people I worked with back in 1985 all contributed to my success as well. Margie McKay and Christina Harris, both Senior Vice Presidents at Volt gave me the opportunity to create a phenomenal career in Professional Search at Volt. Six Degrees: Tell us about your executive responsibilities at Volt, Pat: PAT CRONIN: My role is Vice President of Volt Professional Search. I am responsible for Professional Search for Volt Technical Resources throughout the U.S. and Canada. It is an exciting time at Volt Professional Search. We are developing even more robust and comprehensive infrastructures, which will allow us to elevate our delivery model and break out of the industry norms. We want our attention to remain on the customer and candidate experience while producing respectful financial gains. " align="left" border="2" /"> We have done extensive market research, analyzed business trends and emerging markets and utilized Six Sigma statistical business models to identify the best combination of process and talent. All over North America, we are expanding our investment in the most critical aspect of our business….our people. We are re-branding, re-evaluating and re-inventing every aspect of our current model. Our goal is to emerge as a World Class Executive Search organization. We have our Professional Search Recruiters focused on the following “Niche” business segments. o IT – Professional, Managers, PMs o IT – Programmers/Developers o IT – Networking/Systems/IT Support o Engineering – Mechanical o Engineering – Electronic o Engineering – “Other” o Life Sciences o ERP o Technical Sales/Consulting…; Added by Dave Mendoza at 12:06am on August 4, 2008