Search Results - Americans strategy

Blog Post: Remote Recruiting and Hiring Success: A How-To Guide For Recruiters in 2021

Americans, with confusion and uncertainty bubbled up inside of us,…

Added by Ngan Pham at 2:21am on October 24, 2021

Topic: Meet Suzanne M. King, her Name's On The Door" at King Executive Search: eries please click here. "Since I’m used to working with C-level executives and minding their tightly arranged time schedules, I can be very concise and quick to prioritize a problem and how to handle it. Sometimes, a person who is not yet at a C-level or new to their decision-making function, needs more time to marinate in the available options before making a call. In this case, that person would view me as being too direct and I would need to be more watchful of them for readiness to accept my input." "It’s always been disappointing to watch someone try to struggle in a position when they are clearly beyond their Peter Principle. I’ve had to take over work in the past from others who were out of their element ... it was extra work to overcome what could have been resolved upfront by getting the right person for the job at the get-go." • RecruitingBlogs Profile • Linkedin • Website • Office: 949-718-0266 • Email RecruitingBlogs Articles: "Duplication of Effort," "What Do You Really Want?", "Take It Easy" Suzanne King has 20 years of experience as a corporate business professional. Her background leverages a career in accounting, finance, corporate strategy, and mergers and acquisitions. While working for public and private, global and strictly domestic, billion-dollar to boutique-sized, professional services and industry-based companies, Suzanne has led, managed, designed, built and downsized corporate teams for a variety of industries and functional areas. She has introduced well over 2,000 candidates to Fortune 150 hiring managers. Suzanne has in-depth knowledge of and expertise with corporate recruiting processes including the identification, screening, recruiting and hiring of technical, management and sales professionals. She is an award-winning recruiter and has designed processes used by Fortune 150 corporate recruiting professionals. Throughout her career, she has personally coached high potential individuals who have navigated various organizational cultures and corporate politics to rise in the ranks to positions of leadership and influence. Suzanne holds a BS in Finance and Economics from the University of Southern California and an MBA in International Business from Pepperdine University. Q&A with Suzanne M. King Six Degrees: Tell us of your home world. Suzanne: I married my college sweetheart and we share parenting and dog management duties as well as a love for business, real estate, fitness and recruiting. We’re a fantastically, fearless team. Six Degrees: What do you do for fun and adventure? Suzanne: Dance, martial arts, snow skiing, cooking for friends and reading. I’m a classically trained ballet dancer and a 2nd level brown belt in Tae Kwon Do. I grew up on the slopes because snow skiing is a family passion, and I used to race as a kid. Now, almost every Sunday I walk into one of my dear friend’s kitchen and make a meal for six people from whatever she has in her frig and pantry. It’s a fun challenge to make something delicious out of what someone else claims is “no food in the house”. Six Degrees: How many years have you been in the staffing industry? Suzanne: I suppose for longer than I’d realized before you asked this question. My approach to the staffing industry comes a bit at an angle. For years, I interviewed and hired people for my teams in corporate America. I also, interviewed numerous entrepreneurs and corporate executives as part of my time in the mergers and acquisitions field. In 2002, I became CFO of King Executive Search. When your name’s on the door, you wear many hats, so I ended up doing work for Oracle (initially in areas where my past career had cross-over and then eventually for a whole myriad of positions within various business units). I ended up becoming a two-time Everest Award winner. Who knew I would find a new application for my skills? Six Degrees: How did you get started as a recruiter? Suzanne: Recruiting was always part of my business as a corporate executive, but I became an external professional services provider seven years ago. Interestingly, looking for a good company to acquire has a lot of similar thought processes to looking for the best candidate for a given team. Although, there are a load less spreadsheets and contracts involved. Six Degrees: What single event had the most impact on your sourcing/recruiting career? Suzanne: Korn/Ferry recruited me years ago to an M&A role for a medical device firm. The executive search consultant who worked with me was so good at her job and I really admired her how she approached me and knew her market. Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? Suzanne I have more than one mentor. Each has a different area of expertise but not a career similar to my own. It’s helpful to be able to tap into someone’s experience and perspective that comes at a situation differently. I try to assimilate inputs and go with the best approach that I can. Six Degrees: Tell us about your company, Susan. Suzanne: As Partner of King Executive Consulting, I’m directly involved in providing service to my clientele yet I also wear multiple “back office” hats. I recruit, coach, and develop business, while also tackling administrative tasks and managerial responsibilities. Our team is presently at five and we’ve got a growth plan, so stay tuned for more announcements from us. Six Degrees: What other companies' recruiting operations do you admire or have heard are best-practice examples? Suzanne: The two that I admire are Heather Broome at Blue and Paul King at King Executive Search. They are prior Korn/Ferry executives, Paul was a Client Partner, who know how to cover the market and implement a senior level search. They are smart business people, well-networked in their communities and ultra professional. I consider them to be “Best of Breed”. Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? Suzanne: My undergraduate degree was in Finance and Economics so I lean towards these stories in the media. The recession, timing for recovery, global market health in relation to the U.S. market health and technological improvements are all on my watch list. I also keep a pulse on the stress level of the candidate pool because it affects how I implement. Six Degrees: Tell us about your broader involvement within the staffing industry: Suzanne: I speak at universities to help build awareness amongst the next generation of corporate executives and the executive coaching that I specialize in aims to improve the candidate pool. Six Degrees: Can you detail how the recession has affected your particular industry niche? Suzanne: Recessions don’t discriminate. The technology and medical sectors are hanging in there but search volume is reduced. More candidates are dealing with a lot of stress and need coaching to prepare for interviews and navigate highly political environments. 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. Suzanne: The social person in me is networking-friendly. LinkedIn, Plaxo, Doostang, Facebook, Twitter, Naymz, RecruitingBlogs, www.kingconsultant.com and a periodic newsletter are all places where you will find me. Six Degrees: What is your next career goal? What do you need to do to get there? Suzanne: My first incremental goal is to double the size of my firm. What do I need? Good people, hard work, creativity, perseverance and luck.…; Added by Dave Mendoza at 9:08pm on October 25, 2009

Blog Post: The Net / Net of Net Geners

The Net Net of the Net Geners

Presented by: Doug Douglas – National Engagement Manager at…

Added by Doug Douglas at 5:01pm on May 9, 2012

Blog Post: Zoom Interview Tips for 2021: Zoom interviews might be here to stay. Or at least any video interview or remote interview session. Getting familiar with the tips that are required to nail a remote interview is critical in…; Added by Patrick Algrim at 9:35pm on November 30, 2020

Blog Post: Meet Pat Cronin, Vice President of Volt Professional Search: By Dave Mendoza, "SixDegreesFromDave.com"

Partner, RecruitingBlogs.com

Master Cyberseluth,…; Added by Dave Mendoza at 12:27am on August 4, 2008

Blog Post: DivX Well-Positioned To Benefit From Digital Market Evolution: posted on: November 07, 2007 | about stocks: …; Added by Michael Krug at 3:58pm on November 21, 2007

Blog Post: What is RPA in HR?: According to Forrester, the market for robotic process automation technology will grow to …; Added by Phil Strazzulla at 5:07pm on February 25, 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

Blog Post: Diversity Programs aka The Big Illusion and Implicit Bias

Everywhere you turn lately, you seem to come across another…

Added by Chris Bell at 4:06pm on October 13, 2014

Topic: Meet Geoff Webb, Hewitt Associates Sourcer & Toronto Community Activist: fferin Grove Park and volunteer within the parks and communities movements in Toronto. • Office/Cell Number (O) 416-530-4271 (C) 647-226-9322 • Email Geoff Webb has over 10 years of experience with Recruitment and Resource Management with some of the top consulting companies in Canada and the United States --- "Geoff is Canada's Most Connected Recruiter". In addition to his sourcing expertise, Geoff specialties include: Recruitment, Resource Management, Training and Coaching, Career Transition, Health Services and Privacy. Q&A with Geoff Webb Six Degrees: Tell us of your home world. Geoff: I live in Toronto with Michelle (we’ve been together now for over a decade), we have two daughters Inanna is six years old and Dara is two years old, we currently take care of three cats, a cockatoo (named Cookie) and a dog, wow, we really have too many pets. Not only am I a Master Sourcer, but I’ve been involved in Canadian politics for over 20 years, in that time I have worked for two Prime Ministers, one Premiere and a number of Members of Parliament. As well, I was once held by the Secret Service at the White House (it wasn’t my fault I swear). I was there on a school trip, a friend threatened to burn down the building, I got taken in for standing beside him (such an idiot). I am currently very involved with the Parks and Communities movement in Toronto, where we try to focus communities around urban park spaces. If you want to see a great model for an urban park check out www.dufferinpark.ca - we rock. When we’re not volunteering I like to spend time with my two little girls, we hang out a lot with friends in the parks, but also like to go rock climbing, we are all avid rock climbers (so if you know of any good rock, I’ll climb it). Currently my eldest daughter and myself are trying to figure out if it’s possible to build a zipline in our backyard Six Degrees: How many years have you been in the staffing industry? Geoff: started out in recruiting at Parachute Community employment centre in 1989, so I have been in the staffing industry for wow, for 20 years now. Six Degrees: How did you get started as a recruiter? Geoff: Funny story actually. I didn’t want to be a recruiter. At first I went to theatre school and aspired to a career as a Stage Manager. I’ve always had an artistic side of me, however, after about three years of Theatre School I decided that I really couldn’t stand actors and that might get in the way of a career. So I went to work for my friend Tim McVegh who ran a community employment centre (Parachute, named after “What Color is your Parachute”). My job there was to assist underemployed youth in the Regent Park area of Toronto to get on-the-job skills training through a Government of Ontario program called Futures. That got me hooked so I worked my way through school and got my certification in Human Resource Management. When I did the course I thought that I wanted to be in Training and Development, but during my coop I ended up working for Canadian Tire as a Staffing Assistant. Now this is where it got really interesting, growing up my father was a professor of cognitive science at UofT and so we had a lot of computers around the house. I got the job at Canadian Tire because they were implementing a new ATS called Restrack Hire (which eventually became Taleo) and I understood both the HR world and the technology world, and Canadian Tire was the first company in Canada to implement the system. My role was to work as a Jr. BA on the implementation. Through that process I became very interested in Recruiting and started to assist on some of the Campus recruitment initiatives. And that’s how I got started in Recruiting. Since then I have mainly focused on Technology hiring because I have a love of Talent Acquisition and Technology. After Canadian Tire I worked briefly for a year with a Technology agency called Ian Martin IT, until the VP and a good buddy Craig told me that he didn’t “want to hold me back from something better” (no Craig Silverman it wasn’t you but I love that line). I then spent the next few years working for Computer Task Group on the IBM account as an RPO recruiter, this gave me the opportunity to manage recruiters as well as move my young family to Vancouver for a year…since then Vancouver has been our second home. It also gave me the opportunity to meet some really great American recruiters and learn the phrase “that dog won’t hunt”. After deciding to return to Toronto I worked for Xwave, Cognicase and then CGI (where I briefly delved into the world of Resource Management). After leaving CGI in 2002 I started to really become interested in the Candidate Generation or Sourcing side of the business. So I started my own company and with the help of my friends at Head2Head worked for companies such as T4G, Microsoft and Tucows (thanks guys). I then did a pure sourcing gig at Intuit for two years where I had the great pleasure of working with some of the best sourcers in North America under Traci Wicks (who btw rocks). I also got to attend the first Sourcecon and really started to delve into my community of peers. I am currently working with Hewitt Associates on the Central Sourcing team, again, I am very lucky to work with such a dedicated and smart bunch of folks under the inspired leadership of Chris Gould and Cynthia Wehrenberg. Six Degrees: What single event had the most impact on your sourcing/recruiting career? Geoff: I can remember the day when the sourcing world really opened up for me, during my stint at Microsoft Canada I sourced and recruited for the Enterprise Services team. Let me say that it was a challenging assignment, as you had to find people that not only excelled technically but also were prepared to go on the road 80% of the time. We were using all the usual channels at the time, however, one day I was having lunch with a couple of the folks who were Technical Evangelists, and they were talking about the Microsoft Developer contests that were going on. It sounded both interesting and a lot of fun, so I inquired further about, well, what the heck they were. At the end of the conversation I was dumbfounded to find out that we already knew most of the best talent out there through the contests, but no one had thought to connect the contests to Talent Acquisition, and that’s when it struck me, everything can be about recruiting. You just need the proper recruiting ecosystem in your company. That’s when sourcing became really interesting for me, the more creative the approach the more exciting I get about it…and over the years I’ve done some crazy things, set up hotdog stands across the road from competitors, rode the elevators looking for contacts, crashed conferences to meet with developers. But I’d have to say that was a defining moment for me. Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? Geoff: you know I can’t say that I have any one mentor, however I have to give props to some folks for really opening my eyes to the sourcing world and community based recruiting. A big prop has to go out to my friend and mentor Traci Wicks at Intuit, Traci really taught me two valuable lessons 1.) that online communities are great but always need to be supported by direct human connection and 2.) your sourcing strategy no matter how complex should always answer the question “how am I going to move this person from a prospect to a hire”. I will forever carry those lessons with me. As well, Leslie O’Connor gave me the opportunity to connect with so many people that share a common passion for sourcing through the Sourcecon venue. I owe many of my relationships with my fellow sourcers to Leslie. Speaking of community builders I would be remiss in not giving a shout out to my fellow Torontonian Jason Davis, Recruitingblogs has been a great place not only to connect to the recruiting world but also to see how vibrant online communities can be created and maintained. Also huge shout out to all those sourcers and recruiters that I connect with regularly to share ideas…unfortunately to numerous to all name here. Six Degrees: Tell us about your position at Hewitt: Geoff: Currently I am a Sourcer on the Central Sourcing team at Hewitt Associates, I work on a team of seven sourcers under the direction of Cynthia Wehrenberg, besides my everyday sourcing duties of finding the best and brightest of the HRO world I also work on researching and evaluating new sourcing tools and technologies and then showcasing those technologies to the team. Further I am involved with the team building out the Hewitt social media strategy (with my good friend the brilliant Michael Marlatt), an opportunity that I am very excited about. I am extremely proud to be working on a sourcing team that has come so far so fast, in six months we’ve really become a force to be reckoned with in the Sourcing world, I would put us up against any sourcing team out there today, yeah, I mean you - bring it. Six Degrees: (A) What other companies' recruiting operations do you admire or have heard are best-practice examples? Geoff: Wow, so many, however, if I had to pick the top three I have always admired the work that Marvin Smith has been doing over at Microsoft, building Talent Communities that are true self sustaining and self propagating. I also really enjoy the work being done by Chris Hoyt and Amybeth Hale over at AT&T around the integration of their social recruiting elements, and last but not least I am a huge Josh Khan fan, he’s both a cool and very smart guy and understands that not every tool is made for every job. (B) In what aspects are they superior? Geoff: you know in all these cases including Hewitt, I am highlighting companies that are daring to be different, to push the boundaries of traditional Talent Acquisition, to really delve into social recruiting, daring to make mistakes and learn from them. I have a lot of respect for any company that puts themselves out there and is prepared to make some big OOPS. Another very important lesson that I learned at Intuit was if you aren’t making mistakes then you’re probably not innovating. In all my favorite companies I see a lot of innovation in our space. Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? Geoff: Hmmm, let ‘s see, Job Boards, yeah, they’re going to replace Third Party Recruiters…wait, wrong decade. No, seriously for me it’s got to be two things, 1.) the emergence of social media, and when I say that I don’t just mean Facebook, Linkined, Twitter, I am thinking beyond that with Diigo and Del.i.cious and other social bookmarking sites like Stumbleupon, I am talking about blogs, widgets, anything that can tell me more about you as a person other than your resume and can allow me to connect with you as a person more fully and 2.) (this is me Faith Popcorning a bit here), the fact that the future of Sourcing will be less about resumes and more about the content, I as a Sourcer I will be more interested in what you demonstrably know than what you have written on your resume. Six Degrees: Tell us about your broader involvement within the staffing industry: Geoff: Granted I haven’t been a huge conference attendee (probably that long trek across the border), however, I have religiously attended both Sourcecon conferences and have attended Recruitfest and RNG here in Toronto. I look forward to the day when Canada can say that we are in the Talent Acquisition conference game, I hope that day will come soon. Six Degrees: Can you detail how the recession has affected your particular industry niche? Geoff: I have been very lucky not to be a member of the unemployed up to this point during the recession. However, I know many of my fellow recruiters and sourcers that were downsized during the recession. To try to combat some of the effects of the recession in Toronto we started a monthly meetup of recruiters, hoping that the direct connections that we make will entice folks to help each other seek clients, new gigs, contracts, whatever they need. 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. Geoff: Well, let’s see, the last time I was looking for work I started a Facebook group and called it “Help Geoff Webb Find a Job” and invited all my “friends” to the group, I would then keep them updated about my job search status, I also run a number of social networks for Canadian Recruiters and have invited my Linkedin friends to a Ning group called “Friends of Geoff Webb Worldwide”. I help to run the Sourcecon Ning site and I am a regular contributor to Recruitingblogs.com. I also have one of the largest Facebook networks of recruiters on Facebook - all these media allow me to stay in touch with my community and share information with them. As I stated above I am also the organizer of the Toronto Recruiter Meetup and I am often called upon by community groups in Toronto to set up their online social media. I would start my own radio show, but Animal has that covered. 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? Geoff: Don’t ignore people, and be your authentic self. The best way to tick people off is ask them for something and then ignore them when they come calling to you. I try my best to answer every wall post, every Linkedin inquiry, every Tweet that I get, otherwise, I’m just another avatar out there. As well, do “pay it forward”, helping someone today can often become an opportunity of tomorrow. Six Degrees: What is your next career goal? What do you need to do to get there? Geoff: I’m torn there…on one hand I would like to be the Talent Community Manager, and work within social media to grow and enrich Talent Hubs or Communities by providing interesting and rich content but also introducing an element of the human touch, I don’t have it all figured out yet, but I’m learning. I could also see myself as the Product Manager for the next killer recruitment app out there, again, not there yet, but I’m learning. Industry Recommendations for Geoff Webb “Geoff and I worked together at Intuit, as Senior Recruiters, and then he moved into the Candidate Generation Team. He is passionate about building recruitment pipelines, creating sourcing strategies, training peers in technology tools that increase their ability to effectively use the newest and latest & greatest tools and, last but definitely not least creating new social networks. Geoff is an Excellent Sourcer, with many tools at his disposal and full of ideas, strategies and networks. He brings alot of tools and ideas to the Table and can help a Recruitment Team and the related Business Groups find a good solution to enable them to Hire the right people and talent!” October 17, 2007 Linda MacNeil, Senior Recruiter, Intuit Canada Inc. “Geoff strives to always look at new innovations in sourcing from a technology perspective. If there is something new out there he is the expert. Geoff also is a GREAT trainer and is committed to training new sourcers so they become successful! When brainstorming with Geoff there are no obstacles always solutions. Thank you Geoff for being such a committed innovator in sourcing.” August 13, 2007 Top qualities: Personable, Expert, Creative Traci (TWicks) Wicks “Geoff managed a heavy recruitment load, and was successful in establishing a user group for Java programmers. He always knows about the latest technology and sourcing strategies, effectively determines technical competence among candidates,, and managed the hiring relationships with ease. He is a pleasure to work with and is willing to share ideas and best practices.” September 10, 2007 Janette Richards, Recruitment Consultant, Intuit, Inc.…; Added by Dave Mendoza at 8:03am on July 6, 2009