to her presentations, or heard of fellow colleagues speak glowingly of her capabilities – needless to say I have been impressed consistently with her public figure. I can also say with pleasure that we all share our admiration for Susan’s consistent weekly live chat contributions to RecruitingBlogs.com, the Recruiting Roadshow and her upcoming session at RecruitFest in Toronto.
It must be said, that having walked the streets of Amsterdam past midnight or dined, commiserated, and having corresponded with Susan Burns, “the person,” that my admiration is far more substantial in the compelling impact she makes as both a colleague and a dear friend. Her multi-faceted personality, conviction, and brilliance as a candid, thought-provoking, socially conscious friend and colleague are ever present. She is passionate in all things in life, and it is omnipresent when she evangelizes architecture aspects of Strategic Talent Planning, employment branding, and metrics that we as an industry excel through her contributions and it is in her valued friendship, that her gifts never cease to bring value.
I applaud all her contributions in our industry – she lives and breathes “pay it forward” and it is a pleasure to know that the RecruitingBlogs Community have an opportunity to share the many value propositions Susan offers so selflessly and with such passion that Jason Davis and I so often witness on a personal level. Susan Burns is the “real deal” – and the community is richer for all she contributes. Susan, today as a friend, an advisor to SixDegreesfromDave.com, a personal mentor, and a thought leader we salute you, and it is ever so well deserved.
Q&A with Susan Burns
Six Degrees: Tell us of your Home World Susan
Susan: I find a nice balance between taking on challenging physical activities and challenging career endeavors. Yoga, hiking and travel are among my deepest passions outside of work and when I can bring them all together its ideal. Two of my favorite hikes included a 100-mile trek through Torres Del Paine National Park in Southern Chile and a trip to Peru that included hiking the Inca Trail to Machu Picchu. I’ve traveled to Mexico, Costa Rica and British Columbia for yoga retreats and find the week long immersions an incredible rebalancing to the stresses of life – even though the retreats often include 5 to 6 hours of physical yoga each day. Yoga is also part of my everyday life and an area of growing interest and commitment. In fact, I’m about to undertake a 200-hour, 3 week teacher training in the Berkshires this July. There are also many areas in which yoga philosophy and practice can carry over into enhancing business practices. The very act of being “present”, focusing on the mind-body connection, and building a sense of community are just a few areas that could add value to the business world. I’m planning on exploring these further through my yoga studies and practice.
Six Degrees: How did you get started in talent management?
Susan: When I began my career I was in general management. I managed specialty stores and then made the transition into department stores. I loved the hum and buzz of the business and, over time, as I took on assignments of increasing volume and scope the challenges of creating community within a store environment were quite enticing. In my last store manager assignment I was responsible for over $40 million in annual revenue, an employee population of over 350 and a management team of about 16. But, one thing was missing – the company invested little in development efforts and I was intellectually bored. So, I decided to take a bit of a sabbatical and go to graduate school. I actually thought I would leave retail but found I liked the interconnectedness of strategy, product and tangible results. There is something very unique about this within a retail environment and when you’re playing in high volume you can see these three come together quite quickly.
After graduate school I joined Federated Department Stores (now Macy’s Inc.). At the time Federated owned Macy’s and Bloomingdale’s and generated about $15 billion in annual sales. Initially, my role was to lead the development of a centralized college recruitment and relations strategy. Federated hired about 550 college graduates each year and another 300 as summer interns. The year was 1998 and there was a lot of change occurring because of the Internet. One of the first things I had the opportunity to do was secure support to develop a website. I think there were about 6 people on the original development team and together we mapped out the strategy for what was to become Retailology.com. The timing was right and I was fortunate to have a really talented group to work with. We saw the impact and growing value of the site in a relatively short period of time, and could demonstrate to the organization the value of being online. One of the coolest things about Retailology is that it not only benefited Federated but it also became a tool to teach students about the retail industry.
A couple of years later as Internet recruiting was growing quickly in popularity and the task of sourcing/hiring via the job boards was overwhelming, I had the opportunity to present Retailology as a strategic solution for hiring across Federated – which included hourly, management positions across every function, and college recruiting. We won the support of the divisions and quickly undertook the challenge of building 12 recruitment sites on the Retailology platform. The company had an autonomous culture and the structure and branding strategy at the time required individual branded sites. As a whole, the company hired about 110,000 people annually so this was a very cool opportunity. The change implications for this were huge – we would be moving from 100% paper-based processes to taking everything online. There were several key events that created tipping points along this journey and by the time I left Federated in January, 2006, the Retailology corporate strategy had generated over 38% of the company’s total hires and touched just about every functional area and position up to director/VP. Taking on a broader role also advanced my position with the company and allowed me to take on a greater scope of work that included employment initiatives, employment branding, recruitment technology – both selection and development, change management initiatives, recruiter education and development. The role became that of an internal consultant and over the 7+ years I was with Federated I had the opportunity to work with a number of very talented and committed colleagues.
While it was a difficult decision to leave Federated I was at a point in my career where I wanted to take on a broader challenge. I had a hunger to experience another industry, immerse myself in a global business and take on a more holistic role in talent management. I was recruited to head up global staffing for Waggener Edstrom Worldwide (WE). WE is the second largest independent PR agency. They are the PR agency of record for Microsoft and also have growing practice areas in public affairs, healthcare, and consumer. Once again, I was fortunate to work with a very talented team of recruiters. While I only stayed with WE for about 18 months, great headway was made with advising the Board on workforce/talent planning initiatives, sourcing strategies, recruiting structure and processes, and introducing CRM technology.
Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after?
Susan: There wasn’t a single event or mentor but a string of events and experiences that have influenced how I think about talent management. First, my role in store management. In retail you are uniquely dependent on talent. Whether it be the product design, assortment selection by the buyer, distribution by the planner, merchandising in-store, leading a department/selling team, or the last “12 inches” between the sales associate and the customer – its talent that makes the ultimate difference. Retail is also a business environment where you can see people’s careers move quickly. Seeing a sales associate promoted to sales manager or an assistant buyer promoted to divisional merchandise manager and eventually on to roles of increasing scope and responsibility is very rewarding!
Second, coming out of graduate school I heard the same thing time and time again from my classmates – getting through to anyone in recruiting/hr was incredibly frustrating - whether callbacks, email responses, or just answering their phones. Many of my classmates were looking to make a career transition and getting a recruiter to look at their past experience and future potential was insanely challenging. The same thing would happen on informational interviews – hiring managers only wanted people who had done the job. Well, there’s evidence that indicates taking people with the potential and placing them in new environments leads to more creative thinking, innovation, personal growth and……better business results. And, while I couldn’t impact thinking across every aspect of an organization I could make a difference in how job seekers felt about their experience.
I’ve been fortunate to have several mentors during my career. Mostly in the earlier days but that’s when I also think its most important. As I was “growing up” in retail it was at a time when mentor relationships developed more naturally. They not only helped me to understand the business at a more strategic level but to think broadly and creatively about building partnerships and getting results. Both of them were also terrific leaders and had their own unique way of building teams and camaraderie. Two of these mentors are still my closest friends today and are still the first people I turn to for guidance.
THOUGHT LEADERSHIP RECOMMENDATIONS
“Susan is smart, analytical and a great client. She knew what she wanted and was able to communicate that in an effective way. She brings original thinking and a wide network of information to any project she is part of. I have worked with Susan for several years including when she was at Macy's, Waggner and now at Talent Synchronicity. We have worked together on projects that involved selling concepts to senior management that were forward looking and not necessarily easy to get approved. Her combination of influencing skill, persistence and intelligence have led each project to a successful conclusion. She gets things done efficiently and effectively and is a good partner.” March 26, 2008
Kevin Wheeler, President/Founder, Global Learning Resources, Inc.
“Susan puts recruitment process vision to work with quantifiable results. She tackled workforce planning, recruitment process and brand issues at Federated Department Stores by developing and implementing one of the first uniquely branded recruitment websites for the retail industry which resulted in tens of thousands of hires. Susan is top notch and I would use her to handle any workforce opportunity." February 22, 2008
Hank Stringer, Principal, QTalent Partners
“Susan is a professional with a deep understanding of all three legs of the corporate HR platform: business strategy, HR process and leading-edge technology. Her depth of insight into ways to make HR a strategic business asset are both unique and extraordinary. It has been a real pleasure working with (and learning from) her.” January 7, 2005
Jeff Hunter, Senior Director, EA University at Electronic Arts
“I've worked with Susan Burns for a little over a year now and I can say that she has the most strategic, forward-thinking and fresh approach to talent acquisition out of any leader that I've worked with in the industry. I've always said that I wanted to work with someone who I could learn from, who wasn't just pushing old ideas and who would challenge me in new ways. Susan has always managed to challenge me. She has a unique way of getting you to think about things differently. Susan is also amazingly connected in the industry and the relationships she has helped me form with thought leaders has been invaluable. She is an avid reader and spots trends and innovations before most people have adopted the known innovations. The talent acquisition community has mostly agreed that finding people with passion for their field is a key performance indicator. I've met few people with as much passion for our industry as Susan. She thinks way outside the box, outside the organization and outside the industry to come up with advances in our field that are truly innovating the way organizations acquire talent. Most notable is her work with retailology.com prior to joining Waggener Edstrom and the workforce planning work she is currently designing at our organization. If you work in our industry I hope you have an opportunity to meet Susan, collaborate with her, brainstorm, have her tell you to put on your kid glasses or just have a quick brainstorm with her. I think you will find that you walk away feeling like you have learned something new.” May 16, 2007
Steve Fogarty, Talent Manager, Adidas
"Susan is a talented staffing and recruiting professional who brings a wealth of experience and expertise in the acquisition of talent and workforce planning. In her role with Waggener Edstrom, she was responsible for the global acquisition of talent and her work had a significant impact. Her passion and commitment were clearly evident and the results she guided were notable. A reduction in time-to-fill, a broad portfolio of sourcing vehicles, and several new creative staffing strategies and initiatives were all part of what Susan contributed to. Additionally, her leadership in guiding the Agency's Advisory Board through a workforce planning strategy advanced our staffing capability to positively impact the business. As a staffing industry leader she is broadly recognized for leading edge thinking and the perspective she offers to organizations and clients. Susan is smart, strategic and results-oriented. I see her as flourishing in an environment that has the management of talent as a critical business priority and where Susan can freely demonstrate her entrepreneurial and results-oriented talent."
Daniele Joudene, SVP, People Services, Waggener Edstrom
“Susan Burns is one of the most talented leaders in the talent management industry today -- smart, innovative, passionate, dedicated, and able to see and create solutions where most people can only identify challenges. Quite simply, she helped to make us better and more innovative as a company/partner, every step of the way. Our partnership in developing WetFeet Recruiter's Enterprise Interview Scheduling system, which delivered industry-first innovations in many areas, is just one example of one of her strongest personal assets: Susan gets results. The passion, energy, focus and commitment she brings to her work is simply extraordinary. What a joy to recommend her!” October 11, 2007
Gary Alpert, CEO, WetFeet Inc.…
eries please click here.
"The movement of marketing and advertising to digital and interactive platforms will drive the demand for staff in this sector ... Job boards will become less effective and social media will increasingly play a role, although that is to be fully worked out yet. We believe specialization and depth of knowledge will be a key differentiator in the recruitment market and we are building our business accordingly."
• RecruitingBlogs Profile
• Company Website
• Personal Blog
• Personal Causes: The LBW Trust – fostering education for underprivileged young people in Zimbabwe and South Africa.
• Office: +612 413838823
• Personal Email
As Aquent's International CEO – Europe and Asia Pacific, Greg Savage contributes total strategic, marketing, financial and operational responsibility for all Aquent Business outside North America. Currently comprises 23 offices in 13 Countries in Europe and Asia Pacific. Greg has been involved with the premier recruitment Industry body in Australia — the RCSA. Greg has spoken at industry conferences all over the world including at least 20 RCSA conferences in addition to NAPS in the US and ACCESS in Canada
Q&A with Greg Savage
Six Degrees: Tell us of your home world.
I was born in Cape Town, South Africa and immigrated to Australia 30 years ago. I live on the North Shore of Sydney with my wife Bronwyn and three children Hannah (19), Nic (12) and Chris (9).
I have traveled all over the world with my job, but that does not dampen my enthusiasm for recreational travel with my family. We like to take the road less traveled and often backpack or use local transport to get a real feel for a place. That does not stop us staying at the odd five-star resort when we can afford it, but highlights in recent years include traveling by train through eastern Europe, overland through Vietnam, by mini-van through Borneo to meet the Oran Utangs,, Japan via bullet train, across Jordan and Israel with just my 12 year old Nic, and only recently by truck through Zambia, Botswana and Namibia. I find it a total release from work stress, it brings our family close together and certainly my kids have a perspective on the world not found amongst many of their friends – in a good way
We are a sporty family with my wife playing competition level tennis and my boys playing rugby, cricket and tennis. A highlight recently was the selection of my youngest son Chris in the Representative Under 10 cricket team for our district. Great celebrations. I can envisage him playing for Australia already…
Six Degrees: How many years have you been in the staffing industry?
Greg: I am a recruiting tragic. I got my very first job out of University with a Search and Selection firm, starting in January 1980, so I guess I am closing in on 30 years.
Six Degrees: What talent niche groups do you target and are these particular talent areas specialized under your review?
Greg: Digital/Interactive designers and technicians, Marketing specialists, especially online, and Print creatives
Six Degrees: How did you get started as a recruiter?
Greg: I fell into recruitment after finishing a degree in Psychology. In those days people talked about a career in “personnel management” (HR was not yet born as a title) and I went to a recruitment business to see if they could find me a job. The manager there said no client would hire someone with zero experience, but he was happy to give me a go! I worked in Executive Selection for Sales, Marketing, Finance and General Management jobs for three years. We sold search and retainers and what they called in those days “Advertised Selection” where we advertised in the press at clients’ expense. It was a great grounding and I learned how to sell value and process over price, an invaluable skill. I also learned to bluff because I was 22 when I started and most of my clients were in their 40’s. So were all my colleagues by the way. But at 25 I decided to travel in a Kombi van across Europe for six months with a friend. It was real odyssey and we visited 30 countries and travelled 25,000 miles. When the money ran out, I got a job placing accountants in Central London — Oxford Circus to be exact. It was a rough and tumble, highly competitive world, where speed was king and only the very strongest survived. I learned so much about urgency and fast matching and resilience and fast negotiation. I was then made manager of a permanent team of eight recruiters running the London West End business, which was my first supervisory role. Staying with the same company (now called Hays) I came back to Australia to run the Sydney office and was made a director of the company at age 27. IN 1987, when Hays bought our company, I left and with two others started my own business, Recruitment Solutions. We built this finance and accounting recruitment business to sales of $60 Million and offices all over Australia, finally listing the business via an IPO on the Australian Stock Exchange in 1997. I am still very proud of that business and its standards and efficiency and a testament to its quality was that dozens of our staff from those days now own and run their own successful businesses. That’s got to be a good thing right?
In 2001, I joined Aquent, the world’s largest marketing and design staffing company as Asia Pacific CEO. In 2005, I was promoted to International CEO, which includes all Aquent businesses outside North America. This covers 20 plus offices in 14 countries.
Six Degrees: What single event had the most impact on your sourcing/recruiting career?
Greg: When Hays, the UK conglomerate bought my employer, Accountancy Placements, in the mid 80’s it sparked off a chain of events that changed everything for me. The senior management team could not see ourselves as part of the new regime and we left and started our own company in 1987. This business eventually grew to one of the biggest in the country. As an owner everything changed including responsibility, risk, and financial security.
Being a Director of a public company after we listed Recruitment Solutions in 1997 was not so cool. Answering to shareholders, beholden to share price and non-executive directors, meant I only stayed the minimum time in the business after the IPO. This freed me up to join Aquent two years alter which took my career in a fresh, new and International direction
Six Degrees: Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after?
Greg: Sadly no, not one person. Certainly I have learned from many along the way and continue to do so. I often call on industry colleagues for advice and aspire to the strengths of people I know, but I have no one mentor to turn to, nor can I identify one or more people to whom I “owe it all”. I miss that fact actually.
Six Degrees: Tell us about your position at Aquent:
Greg: Aquent is the only global marketing and design staffing company. We are privately held so releasing numbers is not appropriate but we were recently nominated as the 85th biggest staffing company in the world and the largest Creative recruiter in the US. (Staffing Industry Analysts). My role is to manage the operations outside the US. This is a challenge because we are in 14 countries in Europe and APAC crossing many times zones, languages and cultural nuances. I currently manage through my team, 25 offices including 5 in Australia, 5 in Japan, 4 in greater China and 5 in Europe. Our big focus is in creative and digital contractors as well as marketing staffing. We have a strong perm business to complement the staffing operations. Staff numbers in my region peaked at 450 last year, although it’ss less than that now.
Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why?
Greg: The movement of marketing and advertising to digital and interactive platforms will drive the demand for staff in this sector. Aquent is perfectly positioned to take the lion’s share of this market, as we have “owned” creative print staffing for more than 20 years. I also see a significant opportunity in contract staffing in the marketing arena as more companies get to understand the benefits of using a flexible model in this sector. Other changes that will impact our industry is a far more fragmented talent acquisition landscape. Job boards will become less effective and social media will increasingly play a role, although that is to be fully worked out yet. We believe specialization and depth of knowledge will be a key differentiator in the recruitment market and we are building our business accordingly.
Six Degrees: Tell us about your broader involvement within the staffing industry:
Greg: I have a long history of involvement with the peak recruitment Industry body in Australia — the RCSA. In fact I was Vice president of the RCSA for many years and sat on both the Ethics and membership committee. I was made a Life Member of the RCSA several years ago in recognition of services to the industry. I have spoken at countless industry conferences all over the world including at least 20 RCSA conferences but also NAPS in the US and ACCESS in Canada in addition to My current RCSA speaking tour. I have also spoken at several NPA conferences (some of my speaking engagements can be seen here)
Six Degrees: Can you detail how the recession has affected your particular industry niche?
Greg: The recession has had an impact on business in every country I am responsible for. Being in marketing, we may have been particularly hard hit. Permanent demand fell off markedly and temp has been affected too, but less so. We have taken the usual steps to reduce our cost base, but more importantly we are using this time to refine our processes, redesign our website, improve the customer experience and re define our strategic imperatives. As painful as the downturn has been, I am convinced we will emerge stronger than ever in the recovery. Recessions are a wonderful cleansing opportunity and the challenge is to be courageous and be prepared to innovate and refresh. Aquent cows can be lined up and slaughtered. Aquent is doing that now and its very cool.
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?
Greg: Speaking at conferences has raised my profile significantly. As a result I am often asked for input from the recruitment press in Australia and elsewhere. My blog gregsavage.com.au has a high hit rate and this allows me a platform for opinions. I am recent to Twitter with only 400 followers, but I find it very powerful for driving people to my blog and my company website and also for announcing vacancies in my own business. As at least 80% of my followers are in marketing or recruitment, it’s a powerful audience. LinkedIn works for me too, but I have not been strong on actively seeking connections. People find me however and the network I have is very nicely defined within my area of interest.
Six Degrees: Worst mistake, biggest goof, lousiest practice you thought would fly but didn’t -- and how did that convert itself into a valuable learning experience?
Greg: Oh dear. Many and varied. Probably the one that stands out most was when, in the hurly-burly world of placing accountants in the 80’s, when speed was more important than quality, I sent the resume of a young accountant TO HER OWN EMPLOYER. It was embarrassing and damaging and it shook me very much indeed. I have paid attention to detail on stuff I sent out ever since. I also once asked a client on what I thought was our first meeting whether he knew much about (my company). He replied that I had placed him in a job several years before. Embarrassment plus!
In management, I have tried many things that have not worked but I firmly believe in still trying lots of stuff. Innovation and change is critical.
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?
Greg: I am not a networking expert, but online I would advise people not mix their personal with their business networking. I have a face book account but I have no clients or colleagues as friends. I actually have friends and family as friends! This allows me to share personal stuff with the right people and not bore them with business matters. Linked in and twitter however is for networking and I think it important to keep them very targeted. Don’t chase connections or followers for numbers sake. Make sure you connect with people you want to do business with (or who are key influencers) or who can help you access people you want to business with. Don’t be frivolous in the social media conversations, don’t spam. Remember manners and politeness. Give as much as you take.
Six Degrees: What is your next career goal?
Greg: I want to lead Aquent to preeminence in marketing and design staffing across every market in the world where talent and clients need our service, and where we can sustain a highly profitable business. I want to lead a company that is innovative and dexterous, and where people are changed for the better by working here.
I have no desire to take on more responsibility because what I have on is enough to stretch the most capable of individuals and certainly enough to stretch me, every day.…
ortant, and sometimes lonely job. I know because I’ve had the job more than a few times in my career."
"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."
"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."
Carol Valenti Mahoney
Consultant, Talent Acquisition On Demand
A division of Live and Leap, Inc.
• RecruitingBlogs Profile
• Business Website: "Professional TA"; F5 and Live And Leap
• Personal Blog: http://www.liveandleap.com/blog
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.
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.
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.
Today, Carol Mahoney is the leading the way with "Live and Leap, Inc." 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.
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.
Q&A with Carol Valenti Mahoney
Six Degrees: Tell us of your home world, Carol.
CAROL: 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.
Six Degrees: How did you get started in the recruitment industry?
CAROL: 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.
Six Degrees: What single event had the most impact on your sourcing/recruiting career?
CAROL: 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.
Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after?
CAROL: 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:
Cheryl Van, ex-VP of Talent at Yahoo! – 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.
Libby Sartain, ex-Chief People Officer, Yahoo! – 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!
Sherry Whiteley, SVP of HR at Intuit – 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.
Six Degrees: Tell us about your current projects.
CAROL: 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. Offerings Include:
• For larger companies or ones with an established TA function:
o Assemble, deploy and manage outsourced SWAT team (recruiters, sourcers, program owners, etc.) to address specialized or unplanned recruiting needs.
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!)
o Deftly manage key projects or initiatives that have no internal owner (e.g. branding campaign, social networking strategy, systems deployment, etc.).
• For smaller companies or those without a TA function:
o Assess and recommend TA Strategy and Plan based on needs of company vs. TA capability. Implement plan if required.
o Interim recruiting leader - temporary, part-time and outsourced.
o Apply expertise and network to identify and select talent acquisition contractors, employees, vendors.
o RPO: Staff and manage outsourced teams of recruiting resources. Efficient and compliant.
Six Degrees: What speaking events, awards, publications, have you been featured to represent your company?
CAROL: 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.
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.
Six Degrees: Tell us about Your new venture, Carol
CAROL: 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.
Today, I’m focused on getting the word out about my Talent Acquisition practice – what I’m doing and why.
Six Degrees: What is Your Company’s Value Proposition?
CAROL: 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.
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.
Six Degrees: What is the pricing structure for your services/products?
CAROL: 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.
Six Degrees: Do you blog?
CAROL: 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.
“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.”
Noelle Tardieu, Recruiter for Talent Acquisition, Yahoo!
“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."”
Stephanie Prout, Sr. Manager, Talent Acquisition Programs, Yahoo!…
ollow and would appreciate any feedback to know if its something that we should continue to do. So, sit back, grab a coffee and enjoy the conversation!
Don't forget to join us and participate in the live Chat each week on Tuesday's and Thursday's at 3pm ET / 12pm PT.
Susan Burns Hi Everyone! Stick around for Talent Talk Cafe with Suzy Tonini - topic is compeititve intelligence. Starting in 5!
1:59pm Irina Shamaeva Hi
1:59pm Suzy Hi everyone
1:59pm Maureen Sharib Hi Suzy.
1:59pm Maren Hogan Hey Suzy!
1:59pm Suzy Susan will you be the emcee here please?
1:59pm Susan Burns Hi Irina - Hi Suzy - Hi Maureen - we'll begin in a few
2:00pm Slouch Hey Suzy, Thanks for spending an hour with us
2:00pm Dorothy Beach CI was whart caught my eye
2:00pm Irina Shamaeva I'm Suzy's follower on twitter - enjoy it, very informative
2:00pm Suzy Hi Maureen, Irina, Maren and Jason-nice being here virtually
2:00pm Susan Burns Hello Everyone! Its time for Talent Talk Cafe! Our special guest host today is Suzy Tonini from Deloitte
2:00pm Amybeth Hale Hi Suzy!
2:00pm Susan Burns A couple of things and then we'll get started
2:00pm Suzy Hey Amybeth!
2:01pm Suzy So I'm just going to say one big group hello
2:01pm Susan Burns You can click on Chat in the blue nav bar to pop the chat out and make it bigger and easier to follow
2:02pm Susan Burns Also, if you haven't already heard......drumroll.....Talent Talk Cafe is now on twice a week - Tues and Thurs with 6 fabulous new voices and another one to be announced soon!
2:02pm Susan Burns Our guest host today - Suzy Tonini - is a wealth of information! I learn something from her every week thanks to all her fab tweets!
2:02pm Suzy Cool beans! Can I ask a few questions to your group then?
2:03pm Susan Burns Take it away Suzy!
2:03pm Susan Burns Hi Amybeth!
2:04pm Amybeth Hale Hello Susan :D
2:04pm Suzy BTW:Tweets are 140 chat msgs on Twitter in case you dind't know that by now. One of my fav tools for gathering CI. OK for you TPR'sdo you add value by providing CI to your Clients? If so, what do you provide and what tols do you use?
2:04pm Suzy excuse lame spelling
2:04pm Susan Burns What are TPRs - exscuse the lame acronym knowledge ;-)
2:05pm Jeff Gauthier third party recruiters
2:05pm Susan Burns Thanks Jeff!
2:05pm Suzy Was that too big of a question....?Yes, Third Party Recruiters/Agencies etc
2:05pm Shannon Myers yes and no
2:05pm Eric Gilson We provide CI information regarding salaries to our clients. We use the phone as a tool to gather the information.
2:05pm Jeff Gauthier as a tpr, we share salary/offer info as appropriate from competitors
2:06pm Shannon Myers Agreed more info as related to marketing the position - salaries, benefits, etc
2:06pm Suzy So you wouldn't provide org charts of sorts as an added value?
2:06pm Shannon Myers with names or just to show structure?
2:07pm Suzy well, names are always juicier;-D
2:07pm Jeff Gauthier we would be more inclined to keep that to ourselves
2:07pm Irina Shamaeva We get paid on a contingency basis. I wish we were also paid for providing CI
2:07pm Eric GilsonIt's not that I wouldn't, I just don't currently
2:08pm Kay Hi All, can sombody tell me how do i remove a blog?
2:08pm Paul DeBettignies I share who is hiring, laying off, new products, news not yet out in the community
2:08pm Maureen Sharib I think it's a BIG income area that sourcers can tap into (if they're so inclined).
2:08pm Shannon Myers I think more CI is offered depending on relationship you already have with a client and whether it is for a new position you are recruiting for or more general
2:08pm Kay I mean I posteda blog a couple of days ago now I want to delete it from my page
2:08pm Susan Burns Hi Kay - you can write to Jason through his profile. This is a scheduled chat so they'll be focused on set topic
2:09pm Suzy OK- for corporate recruiters then-is there a CI function w/in your company and do you gather primary research info (phone) and disseminate back to your team and leadership?
2:09pm Kay oops!!!
2:09pm Suzy Thanks Maureen- good point
2:09pm Suzy Paul- that's good stuff you are sharing
2:09pm Dorothy Beach No CI function and yes primary info is given back to team
2:10pm Paul DeBettignies (but I do keep theorg chart to myself)
2:10pm Maureen Sharib CI could be a direct link between recruiting and business devt with outreaches to devt and marketing.
2:10pm Irina Shamaeva Suzy, we work with 2 of your competitors and our relationships with them are good very structured.
2:10pm Irina Shamaeva good but
2:10pm Dorothy Beach Most companies aren't organized to receive much from Recruiting(
2:10pm Suzy Dorothy-can you expand on that thought?
2:11pm Maureen Sharib Most companiesdon't tHINK about what information recruiters and sourcers come across on a daily basis...
2:11pm Paul DeBettignies or that it is as valuable as it is
2:11pm Maureen Sharib Zakly
2:11pm Susan Burns Often recruiting doesn't offer up the info to the right people though - they have to take the lead sometimes
2:11pm Dorothy Beach I meant as far as CI is concerned.
2:11pm Susan Burns If you have the knowledge but don't share it ....who would know to ask?
2:11pm Suzy Yes- so in essence a structured CI function that works hand in hand with recruiting would be ideal, correct?
2:11pm Maureen Sharib They don'tknow howtohANDLE the information for the most part - how toact on it - a lack of criticalthinking IMO
2:11pm Paul DeBettignies yes
2:12pm Irina Shamaeva Yes
2:12pm Eric Gilson I guess that we do provide information on some of our clients competitors. Which verticals or horizontals consulting firms seem to be hiring in. But I would hope that they would already know who they are competing with out there?
2:12pm Suzy Eric- you'd be surprised
2:12pm Paul DeBettignies I know of a big company here in Mpls that calls it the rumor mill. They ask recruiters to pass on any information they ehar about to the VP operations
2:12pm Dorothy Beach No place in an ATS that can capture it and then be serached for - it miiht be illegal to even put it in there? So where to put it?
2:12pm Maureen Sharib My thots zakly Suzy!
2:12pm Susan Burns Suzy - how do you see CI intersecting with workforce planning?
2:12pm Eric Gilson SAP for example....
2:13pm Suzy Paul- well, that's innovative!
2:13pm Maureen Sharib Illegal?
2:13pm Paul DeBettignies nothing formal, just pass it on
2:13pm Suzy Susan- can you maybe rephrase?
2:13pm Maureen Sharib Big audience today Suzy!
2:13pm Suzy HA! Thanks Maureen
2:14pm Susan Burns As you see CI working closely w/ the recruiting function do you also see it working closely with the workforce planning group or person?
2:14pm Eric Gilson How do you use and distribut CI internally Suzy
2:14pm Suzy Dorothy- hmm...yes, good point. ATS might not be the spot for CI-perhaps a newsletter?
2:15pm Suzy Eric- that's for me to know and for you to find out:-0
2:15pm Dorothy Beach I am thinking of risk for a company to let that out - advice on how to handle that kind of info?
2:15pm Susan Burns Suzy - are sharepoint sites being used too?
2:15pm Dorothy Beach Adding this info to a Sharepoint site that has hiring manager access?
2:15pm Suzy Susan- I see CI being used pretty much in all functions of a company. Yes, I've heard of internal Sharepoint sites being used
2:16pm Shannon Myers I would think some CI would be vital to attracting/retaining talent and has to be discussed somewhere
2:16pm Susan Burns what about CRM? Could it be set up to manage the info as well?
2:16pm Suzy I would like to hear fromothers on Dorothy's question...?
2:16pm Irina Shamaeva Suzy, we talk about CI and hopefully we all understand it similarly - but would you mind saying a definition, or listing items?
2:16pm Dorothy Beach You mean CRM like Salesforce that others have access to?
2:17pm Suzy Irina- competitive and business intelligence- what your competitors are doing, hiring, firing, planning on doing, salaries, benefits etc
2:17pm Dorothy Beach Before I forget there is Paul Houston - from SCIP - who specializes in Recruiting and CI
2:17pm Susan Burns Dorothy - yes but access can be protected if needed/desired
2:17pm Irina Shamaeva Thanks
2:18pm Suzy Paul Houston- well check him out- I too am amember of SCIP
2:18pm Suzy Society for Competitive Intelligence Professionals
2:18pm Suzy So how does your company leverage CI to source candidates?
2:19pm Suzy And- when does gathring CI become unethical, in your opinions
2:19pm Dorothy Beach Right now it is the simple stuff - layoff reports, industry reports, analysts reports ...
2:20pm Susan Burns Suzy - do you like what LI is doing with the corporate beta project - is it a good CI resource?
2:21pm Irina Shamaeva We know the competitors and what they are good at so look for candidates there; know when they are about to layoff or are being acquired etc
2:21pm Paul DeBettignies I found staying within my ethics is simple. I always ask people, "what do you know"
2:21pm Dorothy Beach If you go to a new employee and he/she is apporached about their last company but doesn't want to talk about it - the recriter/CI person might push for info too hard - then it might be unethical
2:21pm Paul DeBettignies rarely have to dig further although I may be missing the "really" good stuff
2:21pm Suzy I like what LI did very much- it's not 100% but it certainly gives you som good basic data to work off of
2:22pm Susan Burns Curious - if your working with a prospect that easily offers up info - how do you feel about presenting them to a client?
2:22pm Susan Burns the person that is who just disclosed a bunch of proprietary info ;-)
2:22pm Dorothy Beach Not sure what the corp beta project is?
2:22pm Eric Gilson I would coach him to be a little more tight lipped
2:22pm Suzy I like yuor approach Paul-keep it simple
2:23pm Susan Burns Dorothy - click on a company name in someones profile and you'll see
2:23pm Suzy Agreed with Eric
2:23pm Dorothy Beach Oh you mean the link for company info - yes very interesting and could be expanded
2:24pm Suzy I'm curious- oes your company try to obtain CI from new hires and is that process established?
2:24pm Susan Burns Good question Suzy!
2:24pm Suzy This would be for corporate recruiters
2:24pm Dorothy Beach Not established -
2:24pm Eric Gilson If I was internal, I was ask each new hire for a list of the best people he/she has worked with over the last few years.
2:25pm Eric Gilson every hire
2:25pm Suzy Good one Eric
2:25pm Dorothy Beach Corporations have a hard time just getting employees to put profiles into the address book!
2:25pm Susan Burns When I've seen it done its more informal and inconsistent but should be an established part of the on-boarding process like asking for referrals
2:25pm Dorothy Beach It seems it takes a lot to get info from new employees - maybe because they stress about on-boarding.
2:25pm Amybeth Hale When we hire new people, we use that opportunity to get referrals for hires
2:26pm Shannon Myers Dorthoy - LI is using data from LI users and updates from Capital IQ to be able to show who is where coming and going if you click on some of the companies - still in devp't
2:26pm Amybeth Hale and often in that process we discover good CI nuggets :)
2:26pm Susan Burns Amybeth - how are the CI nuggets shared
2:26pm Amybeth Hale Such as if our competitors do investment hiring, if they've recently had hiring frosts, or perhaps certain areas of their business where they are ramping up (potential new client gains)
2:27pm KarenM / Hirecentrix.com question, does anyone ask if there the candidate signed any non disclosures before asking questions?
2:27pm Suzy That would be a good question, Karen!
2:27pm Susan Burns Karen - would also expect that has come up prior in the hiring process
2:27pm Susan Burns or previously ;-)
2:28pm Dorothy Beach Oh yes, especially in an Exec Search Practice and if the search is confidential
2:28pm Suzy I would asume any self-respecting hiring manager/recruiter would do that
2:28pm Jason C. Blais How much time and how often do people engage in CI activity?
2:28pm Amybeth Hale Precisely. Those things are determined going through the hiring process to begin with.
2:28pm KarenM / Hirecentrix.com another question, then, the candidate has said agreement, and they expose information, what would you do as the recruiter or hiring manager?
2:28pm Suzy Jason: it can be a full-time job or it can be an extension of your recruiting -ask probing questions
2:29pm Susan Burns Amybeth - can u share more about how the info gathered is put to use.....shared with key people.....
2:29pm Eric Gilson My HM's have shot a guy down for this when the info shared was actually public knowledge
2:29pm Jason C. Blais (sorry I'm late to the table- I was at an HR meeting acquiring CI from Corp HR Prof's and Consultants)
2:29pm Susan Burns Suzy - can it overlap with a sourcing strategist role too
2:29pm Eric Gilson yeah yeah
2:29pm Susan Burns So, Jason - you have lots of new CI to share with us then ;-)
2:30pm Suzy Susan- yes indeed Sourcing and CI should go hand in hand
2:30pm Amybeth Hale I'm just a simple researcher. I share what I learn w/ my manager and let him decide what to do with it.
2:30pm Susan Burns Amybeth - u underestimate yourself ;-)
2:30pm Jason C. Blais (reading my ethics and morality book now, trying to determine whether it's okay to share, and if so how)
2:30pm Eric Gilson How about TPR using CI to attract passive candidates?
2:30pm Suzy Amybeth: you are NOT just a simple researcher @:^)
2:31pm Dorothy Beach You mean Eric about the company they are in?
2:31pm Susan Burns Seriously Amybeth - I could see u developing a secret insights book each month that goes to the Board!
2:31pm Eric Gilson "I hear that your current company lost that account or is about to...."
2:31pm Eric Gilson yes
2:31pm Suzy To Karen's point: what would you do if candidate has NDA and exposes info anyway...and the answer is?
2:31pm Jason C. Blais I'd like to hear more about what is done with the CI once you have it- white papers? Meetings? Strategic implementation? newsletters?
2:32pm KarenM / Hirecentrix.com jason that is a good one, and also to add to that, what does your company do to protect themselves if they become privy to info they may not have
2:32pm Suzy Jason- I beleive all of the above would be an ideal mix
2:32pm Susan Burns Suzy - re last Q - (a) shouldn't ask out of respect but (b) if they share I'd say bad hire!
2:33pm Suzy OK- one of MY fave topics- what tools do YOU ue to uncover CI??
2:33pm Susan Burns Many companies have written policies stating that the information can not and should not be used and its grounds for separation
2:33pm Amybeth Hale When we are made aware, either through a tip or a public press release, that a target company has started rounds of layoffs, the other researcher and I set about looking for individuals who work for that company, gather their contact information, and pass it to our recruiters or do initial outreach to them.
2:33pm Dorothy Beach Yes, what is professional in manner? Especially if candidate is to go to a high position
2:34pm Jason C. Blais If there are public layoffs, isn't it appropriate to contact the HR at the location and offer to help with career transition?
2:34pm Susan Burns Suzy - before we go on - wondering if it would be helpful to discern between CI that is appropriate to collect and share and CI that is not appropriate to collec and share
2:34pm Dorothy Beach Now see I have gone straight to the outplacement companies to ask what titles for example are being released
2:34pm Dorothy Beach What the timing is
2:35pm Susan Burns Jason - YES!
2:35pm Dorothy Beach Usually someone in HR in the targeted company that is laying off will tell you which outplacement firm they use
2:35pm Dorothy Beach The onlycompany I haven't been able to get that from was P&G
2:35pm Dorothy Beach But I got it from other sources
2:36pm Suzy Well appropriate is A)anything that is on the internet (for the most part) is fair game and can be shared and B)inappropriate- I guess I don't know since I've never gone there!
2:36pm Dorothy Beach so one should search th einternet before disclosing?
2:37pm Susan Burns So, is information shared during conversation appropriate if its simply offered up and there is not an NDA
2:37pm Jason C. Blais we work with ouplacement firms, to provide "online job hunting tips" to those outplaced. Often they haven't searched for a job in quite some time. As a job posting service, we know we have had exposure to a group from a certain background, and our sales calls other companies to sell access ot our RezDB. Is that commonly agreed to be appropriate?
2:37pm Irina Shamaeva Suzy - what is you get somebody's password to a closed source?
2:37pm Susan Burns I guess there is also a fine line between legal and ethical. Recall hearing of someone getting a hold of a doc online that should not have been available - do you use it or not?
2:38pm Suzy Irina- that sounds un-ethical to me if I hear you correctly
2:38pm Jason C. Blais A little bird told me?
2:38pm Dorothy Beach It seems to me Susan that happens less and less often
2:38pm Amybeth Hale Who's the one to determine if the doc should/should not have been available?
2:38pm Eric Gilson I use Jason's line
2:39pm Suzy Jason & Eric- and that actually flies as an answer?
2:39pm Dorothy Beach so how does one reveal sources of information that might be delicate?
2:39pm Eric Gilson example: A candidate tells me the name of their best Client Partner. I ask if I can use the candidate's name when contacting them. They say no.
2:40pm Jason C. Blais:-! not exactly. Though sometimes the value of the information will bend people's sense of ethics..s
2:40pm Susan Burns AMybeth - in the ex I shared - it was part of an SEC filing for a financial inst - full org chart with names and titles
2:40pm Jason C. Blais ..so i try to avoid those situations as best as possible.
2:40pm Jason C. Blais susan- wow.
2:41pm Suzy And Susan- how did you know it wasn't supposed to be up?
2:41pm Eric Gilson I don't come out and say a birdy told me, what I tell them is that their name was given to me by a individual that I am currently assisting in a confidential job search.
2:41pm Susan Burns Suzy - don't know for sure but it was requested with the filing and I would expect the company did not anticipate it to be an accessible document
2:41pm Eric Gilson Your name came up as someone who is very good at what they do. ALl I can say is that I will offer you the same level of confidentiality that I offer all executives that I engage with.
2:42pm Maureen Sharib full org chart with names and titles That's unusual in an SEC filing. ALL the employees?
2:42pm Dorothy Beach A SEC file not accessible?
2:42pm Eric Gilson and yeah. That works everytime
2:42pm Susan Burns May be more common now with SOX - not sure
2:42pm Jason C. Blais I'm trying to build more CI into our company. I am a member and on the board of HR associations. I attend trade and chamber activities. I build trust and gain info and insight.
2:42pm Susan Burns Maureen - not all but a lot!
2:42pm Dorothy Beach Ohhh - something to look into...
2:43pm Susan Burns Suzy - I think we got off track - you had another question for us
2:43pm Jason C. Blais I become very wary of handing that intelligence to our sales team, as I don't want to burn bridges. We need the info, but have to be tactful on how we use it.
2:43pm Suzy Jason- that sounds like a very good path you're on
2:43pm Irina Shamaeva Someone told me recently that examining source code for web pages is not right, you agree?
2:43pm Jim - medXcentral jumping in late again.. sorry.
2:44pm Amybeth Hale Isn't source code considered to be public domain?
2:44pm Suzy My question was: what tools & techniques do you guys use to gather useful CI?
2:44pm Eric Gilson The telephone
2:44pm Amybeth Hale I love press releases personally - online paper trails. One usually leads to several others
2:44pm Suzy Irina- why is that not right? If anyone is able to view them...
2:44pm Jason C. Blais In a previous life, I worked for a travel broker that guaranteed loweest rates.
2:44pm Maureen Sharib I have allowed my thoughts to wander -my mind to drift - here: If a corporation is a public entity then doesn't the "public" (who holds stock) deserve to be privy to the employee info? I know it's a pipedream...a fantasy...but it sure would be nice! :)
2:44pm Jason C. Blais There was a whole dept devoted to calling all our competitors every day and filling a spreadsheet with rates
2:44pm Dorothy Beach Usual stuff - SEC filings, websites, blogs, LinkedIn sometimes, etc
2:44pm Susan Burns Twitter, LI
2:45pm Irina Shamaeva Say on zoominfo you can view source of your results and emails will not be truncated, easy to get all at once, like cheating
2:45pm Suzy Maureen- nice dream for sure!!
2:45pm Susan Burns Maureen - guess it comes down to intention. Transparency is very good but protecting assets protects the shareholders as well
2:46pm Jason C. Blais Old school but effective. Now there is much more activity on the web, but it's become less reliable. Published info, particularly on the web will always be tainted with spin..
2:46pm Suzy I'm sure RSS feeds are used as well-I like to be on top of things and disseminate to my team ASAP
2:46pm Susan Burns Ultimately - if ee are happy, engaged and taken care of they won't leave. if they want to leave its only a matter of time
2:46pm Jason C. Blais Suzy, do you think more people should have access to CI tools like RSS feeds, or fewer?
2:46pm Susan Burns RSS is going wild - although I heard it may peak at 11% usage
2:47pm Susan Burns Suzy - do u by that # - 11% of Internet users will take advantage of RSS
2:47pm Suzy Jason-it takes a certain type of info-maniac to really stay on top of things, but yes people should have access to RSS feeds by all means!
2:47pm Suzy I know- not that many RSS users kind of boggles my mind- just gave a webinar on setting them up etc
2:47pm Jason C. Blais I mean to say: will productivity suffer from analysis paralysis? Too much time in research, not enough time in action?
2:48pm Maureen Sharib Is there a single most important piece of CI?
2:48pm Susan Burns Jason - good point - comes down to roles and structure to take advantage of it
2:48pm Suzy Jason-that is why Internet Researchers such as Amybeth and I are of great value-let us do the legwork
2:48pm Susan Burns Maureen - do u mean of the data collected or of how its used?
2:48pm Dorothy Beach Yes, how to manage it all - I think you have to try enough venues to understand what gives most pointed info and then cut out all the rest
2:48pm Maureen Sharib The data collected.
2:49pm Susan Burns Suzy - this really emphasizes the importance of how a recruiting/talent function is structured. Much more sophisticated to then previously
2:49pm Charles Bretz Suzy, any tips orbest practices for compiling and sharing your CI - what about storage and access
2:49pm Suzy Thanks Susan- very true.
2:49pm Dorothy Beach Goof Q Maureen - is there such a thing as a single best CI site/blog/whatever?
2:50pm Amybeth Hale Jason: agreed w/ Suzy. Professional researchers know what to do with the mountains of information that would be daunting to most people. It's good to have people like us on staff to filter through these important bits of information.
2:50pm Jason C. Blais In our business, I am the funnel for info from blogs, associations, networks, RSS feeds, etc, for the higher level strategic data collection. We turn that data into seminars accredited by HRCI, offer the seminar, build trust, get leads.
2:50pm Maureen Sharib Or what piece of CI is most valuable? Any opinions?
2:50pm Jason C. Blais However, our sales managers spend a % of time on sales CI...
2:50pm Suzy Charles- well hello there! Ideally, a corporate social networks comprised of RSS feeds, blogs and wikis would be the best way to disseminate CI- IBM has something really good up and running w/even a Twitter like function
2:50pm Susan Burns If someone is on IE could you try and copy the chat stream and send me a doc. I can't get it with Firefox or Safari
2:50pm Dorothy Beach So would a CRM typically used by sales people be a one stop shop?
2:50pm Jason C. Blais Charles- I'm interested in the same- storage and dissemination
2:51pm Amybeth Hale Suzy, do they use Yammer?
2:51pm RecruiterGuy Video for my friends here on RBC... http://www.recruitingblogs.com/video/recruiterguy-the-what-before
2:51pm Amybeth Hale Yammer not has groups you can moderate w/i you company. Great way to get info quickly to large, or small, groups of people
2:51pm Susan Burns Dorothy - to some degree - yes, what biz dev and sales is putting into the CRM it could be very informative
2:51pm Jason C. Blais Susan, I can capture this stream on Firefox. Highlight the first line. Then hold the shift and click on the last line, copy paste
2:51pm Maren Hogan oh good I was gonna say that Chris just put up a really cool post on slicin g and dicing the RSS feeds you get
2:51pm Suzy IBM uses something proprietary called Beehive I beleive-I've tried Yammer- it's OK
2:52pm Susan Burns well thank you Jason!
2:52pm Susan Burns Jason - still can't get it but I'm on a mac - is that why
2:53pm Susan Burns Suzy - is beehive avail outside of IBM or proprietary in dev and use?
2:53pm Suzy Maureen- as far as best piece of CI-all relative to your company...
2:53pm Jason C. Blais I'll get it at 4... though I only came in at 3:12, so missed some. I'll send it to you
2:53pm Charles Bretz I can copy and paste the thread. who should I send it to?
2:53pm Suzy Susan- Beehive is their internal twitter tool
2:53pm Susan Burns thanks Charles - firstname.lastname@example.org
2:53pm Charles Bretz You'll have it at the end
2:54pm Susan Burns You data junkies (me too btw) may also be interested in a new book called the Numerati on how companies, esp IBM, are using data to make a lot of decisions about team structure and project deployment - some good internal. Not sure how much may be CI related but possibly
Suzy Thanks Susan- will look into it
2:55pm Susan Burns Suzy - do you have any closing thoughts or last questions
2:55pm Amybeth Hale Numerati was recommended to my by a prominent analyst relations professional as well. As you are the second person to recommend it, I guess I should go buy it :)
2:55pm RecruiterGuy Susan seriously?? By BAker?
2:56pm Suzy BTW- I thank all of you for being here and chatting and I hope it was all worth your while
2:56pm Susan Burns You can read an excerpt of the book in BusinessWeek - or Newsweek - forget which one
2:56pm Eric Gilson Stay happy Suzi. Thinking about you guys!
2:56pm Jason C. Blais I'm glad to know that CI is blossoming and i'm on the right track!
2:56pm Jason C. Blais THanks
2:56pm Suzy Thanks Eric- it's gorgeous out here and you need to come visit
2:56pm Eric Gilson Keller was last night!
2:56pm Eric Gilson I didn't go
2:57pm Susan Burns Suzy - this has been a great chat! Thanks much for all of your insight! I know this was a tough day for you with the loss of your dog and appreciate you spending time with us
2:57pm Suzy Aww-thanks Susan- it was a good distraction
2:57pm Susan Burns Thanks everyone for joining Talent Talk Cafe today - lots of great insight about CI, the value it brings and how to navigate some sensitive areas…