Search Results - Consultant

Blog Post: 5 Smart HR Audit Keys to Unlock Premium Value

In this post, I will show…

Added by Nicole Antonio-Gadsdon at 1:50pm on December 7, 2015

Blog Post: Meet Ryan Phillips, TalentBridge's Sourcing Sorceress Accurate As A Beretta: By Dave Mendoza, Affiliate Partner, JobMachine

RecruitingBlogs.com…; Added by Dave Mendoza at 1:46am on September 15, 2008

Blog Post: Recruitment SEO primer: On-page vs. Off-Page SEO: When building and fleshing out your Career Site, it’s important to keep Recruitment SEO principles…; Added by Chris Brablc at 2:44pm on March 8, 2012

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

Topic: Sourcing for Program Managers: oposal Manager III has direct accountability for three aspects of the proposal management group operations: (1) leading non-“must-win” proposal opportunities, (2) performance management of immediate team members, and (3) significant contribution to the development and continuous improvement of proposal management processes, tools, and templates. The Proposal Manager provides the leadership, methodologies, procedures, tools, and templates to support all Federal proposal development efforts. With responsibility across multiple, concurrent projects, this position is characterized by shifting priorities, stringent deadlines, last minute requirements, and frequent evening/weekend hours to accomplish tasks within non-negotiable client deadlines. The objective of this position is to provide leadership to a diversity of matrixed proposal teams and directly affect the outcomes of assigned proposals, thereby positively affecting win rates. Position-Specific Required Skills · Minimum of 3 years in Federal Government proposal management and proposal development · Have 4-6 years work experience · Baccalaureate degree in Business, English, Journalism, Marketing, or Communications Position-Specific Desired Skills · Training in formal capture/proposal methodologies · Industry-wide best practices in proposal management · Broad and specific range of Federal, State, and local government procurement regulations and practices (including FAR and DFAR) · Personnel/performance management, including areas such as EEO and employment law · Project management and Capture management · Editorial practice and standards · This individual is typically responsible for: - Performance management of three to five individual positions - Management of proposal teams, both Deloitte and subcontractor Logistics The position is based in Rosslyn, Virginia, with minimal travel required…; Added by C. B. Stalling!! at 11:04am on August 2, 2010

Blog Post: The Most Important Goal I Set This Year

Is it really almost the end of January? I'm a big fan of, "Set…

Added by Amy McDonald at 3:21pm on January 20, 2015

Blog Post: DON'T TELL ME WHAT YOU CAN'T DO; TELL ME WHAT YOU CAN: The president of our company and I were recently invited to attend a keynote given by one the 50 most influential people in business internationally and I could go on and on with all their…; Added by Jeff Dahlberg at 3:44am on April 14, 2013

Blog Post: ERE/SourceCon Anaheim 2016: One Attendee's Perspective: ERE's SourceCon Anaheim was a stellar event. I arrived on a Tuesday Sept 20 -…; Added by Mike Rasmussen at 11:28pm on September 23, 2016

Topic: Meet Andrew Heywood, Global Recruiter Veteran from Google, Apple, Adobe - Dog's Best Friend: dogs. * Email Andrew Directly Andrew Heywood is a veteran recruiter/sourcer with corporate staffing experience at Google, Apple, and Adobe. Andrew has developed extensive International staffing experience including Japan, Korea, India, China, Zurich, London and Australia markets. In addition, Andrew has project management, and sales expertise both in domestic and international markets. He has lived and worked in Japan for 4.5 years and gained additional international travel experience in Germany, Singapore, Philippines, Canada, and Mexico. Andrew is multi-lingual, speaking Japanese (JLPT3) and Cantonese (basic) in addition to his native English. Andrew's specific areas of expertise include: Diversity Recruiting Best Practices, Google ATS, HRIS, Hire.com, Filefinder, Offer Work-flow (Google specific), Internet Sourcing Training, Boolean Searches, LinkedIn, Conferences, Corporate Directories, Alumni directories, Associations, proprietary database, job boards, networking, and cold calls. Q&A with Andrew Heywood Six Degrees: Tell us of your home world. Andrew: I am currently single living in Northern California with my two wonderful dogs Kiseki and Surf. They are both 4.5 years old and I adopted them from the rescue organization Norsled (http://www.norsled.org/available.html). My family (father, mother, sister, brother) all live in California and I spend time with them when I can. I am an active person who loves the outdoors and is involved with various sport activities (triathlons, hiking, yoga, badminton). I use to be a Collegiate Division I, Cross Country runner and still love to run to this day. When I am not playing a sport, I love to keep up with my Japanese and volunteer my time with the dog rescue group Norsled. I spent over 4 years living/working in Japan prior to moving back to California (Jan 2005). I have then caught the travel bug and love to explore new parts of the world when time allows. Six Degrees: How many years have you been in the staffing industry? Andrew: I have been recruiting for over 7 years. I spent my first 3 years working for a recruiting agency in the heart of Tokyo Japan, then following working in house for Google, Apple, and Adobe once I moved back to the United States. Six Degrees: How did you get started as a recruiter? Andrew: Prior to recruiting, I had just graduated from college and spent one year as an inside sales representative for MA Laboratories in San Jose California. I then moved to Japan to teach English in the country side for a year adventure before I settle down with my career. Little did I know that coming to a country on the other side of the world would open up a new career that I am very passionate about today. I had just completed my English teaching contract with the JET Program and moved back to California two months before September 11 2001. The job market had crumbled and there were no jobs in sight. I attended an alumni networking event for the JET Program (the program I taught English for in Japan) and there was a recruiting agency there trying to find young talent to go back to Tokyo and train to become a Head Hunter/Recruitment Consultant. I had no idea of what being a Head Hunter/Recruitment Consultant was all about, however I decided to take a chance and move back to Japan. The company Access Technology Japan (ATJ), really taught me the hard nose basics of sourcing and recruiting great talent. I was recruiting sales, marketing, IT professionals and developers. This was not only my first time in this profession, however I was recruiting Japanese nationals into foreign companies in Japan (which add another level to the learning curve). At the same time, I was also developing my Japanese language skills. I have never work so hard in my life however at the same time enjoying every minute of it. There was no such thing as a 40 hour week, I would call it more of a 60 - 80 hour week including working Saturdays. The colleagues who worked with me in the office were from all parts of the world (Japan, Canada, USA, Australia, Romania, China, Taiwan, New Zealand, etc) which made the experience even more exciting. If I look back at the various challenges learning recruiting in that market, I realize how much I learned as a 23 year old getting into the business. After ATJ, I decided to move back to California and begin my career in recruiting in the states. I ironically had more experience working in a foreign country than I did my own. When I moved back to California in January 2005, Google had just begun its growth frenzy and I had heard great things about working there. I applied and my good friend who was working in the AdSense department referred me to the staffing department. I landed a contract role where I was able to contribute to many of the emerging technical offices (China, Japan, India, Zurich, and Australia). I focused on technical positions from individual contributor to higher management. I spent a total time of 3.7 years at Google (2 years contract and 1.7 years as a permanent employee) focusing on a variety of technical roles not just for over seas offices but the Mountain View Head Quarters and YouTube San Bruno office. I also had the pleasure of working for Apple Computer and Adobe Systems during the time I was a contract recruiter. I am currently starting to work on a free-lance basis venturing into a new chapter of my recruiting career. Six Degrees: What single event had the most impact on your sourcing/recruiting career? Andrew: Without a doubt it would be during my first recruiting job at ATJ in Japan because it gave me the opportunity to feel the sense how much you are impacting a persons life and career. I learned so much during these years that I am using these basics to this day. A specific example of this is my experience working with a Japanese Sales Manager candidate. Although he did not accept the role I was recruiting him for due to his family situation, he told me I was one of the best recruiters he has ever worked with. It was the first deal I lost, but realized the relationship and trust I built with this person lasts a lifetime. We still keep in contact to this day and he has referred many people to me. Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? Andrew: I have learned so much from many people I have worked with in Japan, Google, Apple and Adobe. It is hard for me to point out one particular person as I have had the honor of working with some top notch recruiters and people. From each experience, I take aspects I lack and try to grow from there. Six Degrees: Tell us about your most recent gigs. Andrew: My most recent position was recruiting technical roles for the YouTube San Bruno offices. I was located on site in San Bruno California. Google in general has a staffing organization consisting of hundreds of recruiters, although my group consisted of 5 recruiters at YouTube. Six Degrees: (A) What other companies' recruiting operations do you admire or have heard are best-practice examples? Andrew: I also had great experiences working for Apple Computer and Adobe Systems in their staffing organizations. Although each different in their own respect, they each have top notch teams and candidate process management. Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? Andrew: I feel the current state of the economy is definitely impacting the recruiting industry as a whole as many companies are freezing head count and laying off employees. “HOW DOES ANDREW DO IT?” Six Degrees: How many applicants at your present employer do you estimate are hired from your corporate website as compared to how many are hired through referrals? Andrew: At Google, they would receive thousands of resumes a day. however not all the hires came from general applications. More came from sourcing, various events and referrals. Google takes recruiting very seriously and will use these methods to find the best talent. Six Degrees: What is the source of the "Most Hires" collected from at your present employer? (In terms of Quantity #) Andrew: The source of most hires would have to be through proactive sourcing and employee Referrals. Six Degrees: What is the source of your "LOWEST COST OF HIRES" - (least amount of invested resources for the easiest hires, regardless of quality) at your present employer? Andrew: The source of lowest cost of hire would be through general application. Google has created a great environment in which top talent proactively apply. It is truly amazing the talent that works at the company. Six Degrees: What talent niche groups do you target and are these particular talent areas specialized under your review? Andrew: Through out the last 4 years I have focused on various software engineering professionals (back and front end software engineers, web developers, flash developers, product management, and system operations,). Also I have a niche for hard to find roles specifically language specific for instance korean and Japanese speaking engineers. Six Degrees: What types of training in sourcing/recruitment are available to you and have you taken advantage of? Andrew: I feel very lucky to have worked for some great corporations here in the Silicon Valley who make a great investment in the training of their staffing professionals. I have been able to take advantage of online, seminar, and video conference training. I always strive to continue and develop my skills. Six Degrees: What recruitment software tools do you use in your day to day recruitment activities & do they translate effectively within all of the different countries where you recruit? Andrew: In house ATS and the internet (Blogs, Linkedin, Twitter, Facebook, boolean searches, job boards, patent searches, alumni groups etc.) Some of the tools we use here in the U.S. do not translate to finding great talent directly as with other parts of the world. For example with a more private sensitive country like Japan, it is harder to do a Linkedin search to source good talent. Many people are very reluctant to put their information on the web. It is more about the referral process and face to face interaction which takes more time. Although the up and coming engineering talent often will have their own blogs or web site. They are more keen to engage in this but one will have to be able to at times understand Japanese as it may not be in English. Six Degrees: What tools (technology or old school file folder, for example) did you first encounter early in your recruitment career? Andrew: When I first started recruiting, I used a Japanese phone book and in house database at the agency I worked for in Japan. The first three months I worked at the company, I was cold calling (cold calling was still going on strong in that market at the time) 8 hours a day then spending the rest of my day meeting candidates at coffee shops and at the office. The tools were very limited and I also attended many conferences to meet candidates and various hang out locations. Since in Japanese culture many people go out to drink after work with co-workers, I often would go to a local bar or club to meet potential candidates. In fact, some of the people I met at these local hang outs I placed into different companies. Six Degrees: How did your expectations of being a recruiter compare to the actual, first time you got on the phone or in the cubicle? In your opinion, how do people's assumptions about our vocation differ from reality? Andrew: The only expectation of being a recruiter was from my sister who first started in the business when I was in college. However at the time I didn't pay attention to her line of work and just remember her always doing research for her company. I didn't find it exciting at the time and before joining the agency in Japan and was a little hesitate but had no other job option. Six Degrees: Worst mistake, biggest goof, lousiest practice you thought would fly but didn’t…and how that was a learning experience? Andrew: My biggest mistake when I first began recruiting was my pre-qualifying skills. It was so tough in the Japanese market to bring someone in from a cold call that I remember often times not doing a good job pre-qualifying. I learned right away how to be smarter with my efforts versus working harder. Six Degrees: “Best practice” you are most proud of developing (now or in the past) in your recruiting career? Andrew: One of my strengths is my customer service and relationship building skills. I believe one of the best practices I tried to leave with each opportunity is treating each candidate as if they are the only person I am dealing with. I have been commented on this often and have conducted many informal training on my style. Although very busy I always try to make each person feel specifically special trying to at least leave them with the good image of the company even if they didn't get the job. Recommendations For Andrew Heywood “I have known Andrew for many years. He takes great pride in matching people with the right job and takes a personal interest in their continued success and career development. I have seen many people walk up and thank Andrew for helping them years earlier.” March 18, 2009 Paul Peissner, Alliance Manager - Business Development Specialist, BMC Software “Andrew has contributed enormously for building the engineering team for Google. He has realized great trust among line managers as a Recruiter who can actually deliver. Andrew has a very challenging assignment to hire world's top notch engineers with Japanese language qualification. Regardless of the challenge, with the three years that Andrew has worked for Google, Andrew has achieved to build a great engineering team in which the team he built is making enormous contribution to the core product development. Andrew is greatly experienced Recruiter where he can manage the entire recruiting life cycle. He has great sustainability in the way he manages candidate and client relation. He also has great interpersonal skills in the way he knows how to gain and maintain trust with candidates. I have worked very closely with Andrew at Google for two years and I highly recommend him as professional recruiter.” September 2, 2008 Tim Hayashi, Recruiter at Google Inc. “Andrew is such a pleasure to work with. He is a sincere, genuine, hard worker who will go above and beyond what the job entails. I enjoyed working with Andrew on my team. He's one of the most polite people I have ever met and has a kind, gentle heart. Andrew is a superstar performer and I'm glad that we were able to work together.” February 11, 2008 Gina Pak (gpak@longview-inc.com), Recruiter/Coordinator, Google “It was great working with Andrew. He always has a positive attitude and develops a great rapport with his work colleagues. Andrews works hard to get things done in time. I highly recommend him to anyone!” February 11, 2008 Dennis Ho, Recruiter at Google “Andrew is an excellent recruiter who knows how to close the deal. He finds the candidate, gets them through the process, and gets them to accept the offer in an efficient and timely manner. He understands the importance of making the sale.” February 11, 2008 Christopher Cheung, Internet Sourcer, GOOGLE “Andrew is an amazing recruiter. He is soft spoken but articulate. I’ve worked with Andrew at Google in different groups but we often worked together to source/recruit Japanese professionals for both Mountain View and Tokyo Google offices. Andrew gave me some great tips and resources on finding Japanese candidates. We often shared ideas and brainstormed on ways to find the Japanese Google talent. He is very smart, resourceful, responsive and friendly. I had a great time working with him and he is one of the successful recruiters that I know of at Google. You can never go wrong hiring Andrew!” February 10, 2008 Ritu Singh, Partner Solutions Organization Sourcer, Google “Andrew is a friendly and passionate recruiter. He speaks Japanese and has good skill to recruit software engineers internationally. He works hard to hire good software engineers in Japan as well as those in U.S. who would like to work for products targeted at Japanese market.” February 9, 2008 Junji Takagi, Software Engineer, Google “Andrew is hiring lots of Japanese software engineers in US and in Japan. He works with a certain amount of teamwork and helps me often.” January 31, 2008 Jun Inada, Engineering Recruiter in Tokyo, Google Japan…; Added by Dave Mendoza at 2:51am on March 30, 2009