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Blog Post: 8 Reasons To Quit Sending InMails

I don't seek to gain from a "something for nothing" mindset.…

Added by Clinton Buelter at 11:52am on December 18, 2015

Blog Post: Bullhorn Acquires Peoplenet to Accelerate Delivery of Workforce & Revenue Cloud Solutions

Company also Announces…

Added by Steve Vittorioso at 4:05pm on November 29, 2017

Blog Post: Navigate your Start-up's Burn Rate Life Cycle: The most challenging obstacle every new company must face in…; Added by Rick Girard at 7:52pm on January 19, 2018

Blog Post: 10 Benefits You'll Reap from Using an Effective Onboarding Plan: Added by Christine Marino at 9:46am on October 12, 2015

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

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

Blog Post: RChilli Intelligent Solutions- Making Difference in Education Sector: Added by Rchilli Parser at 8:50am on November 30, 2021

Blog Post: 5 More Corporate Recruiting Problems Impacting Agency Success

If you are a recruiting agent, you think that you influence a…

Added by James Chmielinski at 5:17pm on December 4, 2016

Topic: Meet T. Reed Gary, 17 Year Veteran Blue-Chip Corporate Recruiting Consultant: ses: Teacher of English as 2nd language to Roma Gypsies in Pecs, Hungary • Office Number: (706)738-1249 • Personal Email: treedgaryii@gmail.com Reed is passionate about the art & business impact of Talent Acquisition. He has a track record of crafting recruiting strategies; candidate sourcing and candidate development; plus, pre-closing candidates & increasing offer acceptance rates. Reed’s experience includes 17 years in corporate Human Resources plus 14 years of Contract Recruiting with focus on: US Government / Public Sector; PhD, MS, & BS Engineers; subject matter experts in Information Technology; territory & large account Sales; and, market research; brand; analysts relations; SEO specialists in Marketing. Reed started with EDS after college and later that year decided to apply his math & analytical competencies to a career other than computer programming. Recruiting was a logical match due to his “shy” personality and quite demeanor. After a year in healthcare recruiting, Reed moved to Unisys for 10 years while recruiting for military systems & enterprise IT solutions. He then moved to MCI for 6 years while recruiting Sales & Marketing; after a layoff in 1995, Reed moved into providing Contract Recruiting services and started Gary Associates, Inc. For 14 years, Reed has been delivering Talent Acquisition services on projects with Futurestep/Korn-Ferry; Accenture; Microsoft; Sun Microsystems; Motorola; Lockheed Martin; MCI Telecommunications; Unisys; Panasonic; Home Depot (IT Dept); Internap; Blue Martini Software; Aveta; VoiceCom; Conduit Software; WH Smith; and, others. Six Degrees: Tell us of your home world. Reed: In 2000, I faced the declining health of an aging parent so I relocated from metro Atlanta and returned to my hometown of Augusta, Georgia. I married Jan Clement Gary - a wonderful, caring woman and strong catalyst to the joy & happiness within my life. We reside in a cottage within one of the historic parts of Augusta and enjoy comedy (Lewis Black) theater; music (http://www.mountainheart.com/); art; travel (or latest Star Trek movie); church; family (ours or hourly rentals); sports; friends; birds (see pic @ bottom); and, gardening (but not the grasshoppers that eat my cabbage & tomatoes). Our blended family includes 4 grandchildren (McKinsey; Ansley; Trinity; and, Thomas); 2 married sons who are active duty US Air Force; 1 son who is active duty US Marine Corps; 1 adult daughter who owns a small business in the Charleston, SC area; and, another adult daughter who is a majority share holder of our firm Reed: After Hurricane Katrina I wondered how I could apply my professional skills to help the gulf coast residents. Jan (now wife) & I initiated discussions between our two Augusta & Atlanta churches about pooling resources and quickly set upon recruiting volunteers for monthly church mission trips. http://fbcaugusta.org/missions/tim-adcox-hurricane-katrina-disaster-relief-video/ Soon afterwards there were 20-50 volunteers each month heading to Biloxi, MS to feed & nurture people; repair & rebuild homes; and, help transition many out of FEMA trailers. Six Degrees: How many years have you been in the staffing industry? Reed: I’ve been in the Talent Acquisition profession for 30+ years; my passions include sourcing candidates; cold-calling passive prospects; developing prospects into screened candidates; plus, applying pre-closing techniques with candidates to increase % of offers accepted. It takes one skill set to source prospective talent within targeted companies; it takes a second skill set to engage communications with passive prospects and develop them into active candidates. It takes yet a third skill set to uncover the relative importance of the candidate’s decision criteria and pre-position the candidate to accept the offer which may be forthcoming. Six Degrees: How did you get started as a recruiter? Reed: Programmer was my first job out of college, but after a year of being “the techno-man behind the curtain”, I moved as quickly as possible into a people facing role as recruiter at a large Augusta hospital. I witnessed the tendency of many in my new profession to be “paper pushers” and saw that my analytical & communication skills could be applied to making recruiting more efficient and impactful. I enjoyed digging into what talent was critical versus “nice to have” and crafting staffing strategies to find that talent & engage it. Six Degrees: What single event had the most impact on your sourcing/recruiting career? Reed: The greatest impact on my Recruiting career was joining MCI Telecommunications in 1989 while the AT&T / “Ma Bell” monopoly was tied up in the courtrooms. MCI was aggressively building large global sales teams and capturing market share while AT&T and the “baby Bells” were slow to adapt. MCI equipped us with funding; with good tools; with bright people prone to action; and, we were encouraged to take calculated risks based upon the best information available at that time. Recruiters were not penalized for mistakes if you adapted and applied appropriate course corrections; however, one could be penalized for “analysis paralysis” & lack of action. As a Recruiter in this environment I quickly learned the cost to business of lost quota due to vacancies; decision delays; and missed sales opportunities. Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? Reed: Gerry Gorlitz; Bob Greene; Van Treadaway; Troy Knapp; and, Glenn Gutmacher have been Recruiting & Sourcing mentors through the years. Each has been a teacher who demonstrated a strong professional commitment to integrity balanced with an incredible & spontaneous sense of humor. The ancient Greeks once culturally embraced such a balance of mind and body; these days many people have re-branded this as maintaining “good Karma”. By either name it’s a good work / life balance! Six Degrees: Tell us about your recruitment/sourcing services: Reed: Gary Associates, Inc. was once a sole consultant, but has subsequently grown into a majority female owned (Jan in Augusta, GA & Liz in Dover, DE) family business. We scale collaborative teams and deliver Talent Acquisition services for international; national; and, regional projects. We provide adjunct services which augment our clients' resources; share "best practices" within the Human Resources profession; and, serve as clients' consultative business partner. Our collaborative teams can consult in talent acquisition; employee relations; conduct skills inventories & gap analysis; perform organizational development & training; implement salary planning & labor cost projections; investigate and respond to employee grievances + discrimination or harassment charges; and, advise on employee corrective action & performance improvement programs. Six Degrees: (A) What other companies' recruiting operations do you admire or have heard are best-practice examples? Reed: I have been in recruiting assignments at both Accenture (BIG 4 Consulting) & Microsoft. I experienced that both organizations are open to trying new approaches which work well in similar environments and adapting their recruiting processes as appropriate. Such dynamic environments are quite refreshing compared to companies adhering to recruiting processes for no reason other than they were scripted in prior millennia. (B) In what aspects are they superior? Reed: They have a reputation for empowering their recruiting teams with appropriate funding; good tools; good training; plus, building recruiting teams with gifted, intelligent & motivated professionals who frequently think outside the box seeking fresh approaches. Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? Reed: Stimulus; development; and, investment monies are coming into our local Augusta, GA economy: The US Army; the National Security Agency; the Veterans Administration Hospitals; the Department of Energy; the Savannah River Site; the Ray and Joan Kroc Foundation / Salvation Army partnership; the Medical College of Georgia; and, The Southern Company (Plant Vogtle). The estimated combined impact to the Augusta, GA economy is $14+ Billion & 8000+ permanent jobs. Six Degrees: Tell us about your broader involvement within the staffing industry: Reed: As much as possible I attend meetings; events; and/or, stay on top of articles of interest by Technology Association of Georgia; ERE; RecruitingBlogs; SHRM National; Kiwanis; JobMachine; IACPR (Int'l Assoc for Corp & Prof Recruitment); Metro Atlanta Recruiters Channel; SourcersGuild; NING Groups; LinkedIn Groups; Goggle Groups; SourceCon's Social Network; Yahoo Groups; and, (most importantly) The Bible. Six Degrees: Can you detail how the recession has affected your particular industry niche? Reed: I was laid-off twice (by MCI & Unisys) and learned that one’s full time job becomes finding the next job. Unfortunately, recent double digit unemployment seems to commoditize the talent acquisition profession and drive recruiting rates down. State unemployment claims are at a 25 year high; corporation’s employment offices are receiving a daily Tsunami of applicant resumes requiring more time reviewing & processing paperwork versus hunting the best talent. Some recruiters will be forced to quit the profession; many may consider survival by entering into random “split arrangements” and/or offering fee based “outplacement / coaching” services to the unemployed. 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. Reed: I’ve invested greater amounts of time; energy; and, money networking (online and through local Kiwanis Clubs) to identify and communicate with the Talent Acquisition leadership of select local employers. Each day I seek to identify Talent Acquisition points of contact; then I craft a communications strategy to open a line of communication with that leadership. When the very nature of the organization precludes such, I try to work with the organization’s procurement process to position Gary Associates, Inc. as an approved minority owned vendor of Talent Acquisition services. 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? Reed: Don’t trash people (online or in your mind) for trying to network with you to find work. Offer them words of encouragement to hang in there; tell them you’ll pray for them and do it! It’s our country; our economy; our foreclosures; interest rates; and, aggregate credit card debt. Treat people as you would like your family to be treated if they lost their job; their home was reposed; they lost their retirement investments; and, were trying to re-enter the workforce to survive. Share leads and be generous to people you don’t even know; pay it forward. Six Degrees: What is your next career goal? What do you need to do to get there? Reed: My immediate goal is to survive; to get there, I need a new recruiting assignment within commuting radius of Augusta, GA or an assignment open to virtual arrangements.…; Added by Dave Mendoza at 11:31pm on May 31, 2009

Topic: Meet Dan Nuroo, RBC Activist Down Under, "Say Something Dan!": urne, Australia • Personal Email We continue our series on active, RecruitingBlogs Community members with a spotlight on Dan Nuroo, Recruitment Manager at DWAS. I first had the pleasure of meeting Dan Nuroo at The Austral-Asian Talent Conference in May, 2008 in Sydney. I was on a talent panel and shared a presentation with Kevin Wheeler. Dan was one of the audience members and it has been a thrill to see his involvement as a blogger and activist bear fruit within the RecruitingBLogs.com Community. Dan has been specializing over the past 12 years in the IT Recruitment field. The first 6 within agencies (including his own) and since July 2002 as the Recruitment Manager at DWS an ASX listed national software and solutions, consulting company. His areas of expertise include Management, Sales, ad writing, searching, and strategic recruitment. Q&A with Dan Nuroo Six Degrees: Tell us of your home world. Dan: I’ve been married to Simone (who I met first year Uni) for over 10 years and we have been blessed with 2 gorgeous kids Zachary (now 5) and Talia (now 2), and our loyal Cat Jasper, who has allowed us the honor of looking after him for most of those 10 years, I love my football (Australian Rules Football) and cricket, well any sport really. I was an avid participant in my youth, but seem to have grown out of it! My son, recently caught the footy and cricket bug and I just finished one of the most rewarding winters of my life, by volunteering to Coach the kids at my son’s Auskick Centre, 20 or so 6 year olds or younger. I cannot put into words the amount of joy that gives me. Six Degrees: How many years have you been in the staffing industry? Dan: I started in this game back in 1997. I started as a Recruiter after responding to an Advertisement in the paper (remember them) for an HR Coordinator, I think they took a bit of artistic license with the term. I had grand ambitions of being an HR Generalist or something like that. This role was actually a Resourcer/Data Entry person, or general “GoFer” for the office. My company then won a large tender to get on a PSA with IBM GSA, where I became the core Resourcer for that team. As luck or misfortune would have it, 6 months into this, 5 out of the 6 people in the team left to start up on their own, leaving me holding the baby as it were. After a bit (OK a lot) of in-fighting the client became mine, and I started running the account as a 23/24 year old. This was purely IT Recruiting. I looked after this account for close to 5 years and made some incredible friends whilst doing so, some of my clients here actually came to my wedding! In 2002 I took a risk and moved to a company trying to build itself into an IT Recruitment Company (not the smartest thing I have ever done, as the IT Bubble bursting was still pretty fresh) and after 8 weeks and a redundancy, I set up my own company for a little while. My wife and I had begun discussing starting a family, working for myself I could not look her in the eye or look in the mirror and confidently state what I would earn for the next month. SO I decided to move internally. Luckily enough for me, my targeted search was successful as my timing had been perfect, as the target was looking at the same time I was. I joined DWS Advanced Business Solutions in July 2002 as their first In-house Recruiter. We have been able to grow the company from 110 permanent staff to over 500 now and I have grown the Recruitment team to a team of 4 which operates across the Nation. All the Recruitment for my company comes from my team, we rarely use third parties. Six Degrees: What single event had the most impact on your sourcing/recruiting career? Dan: The whole team leaving me on my own was pretty big, made me grow up and learn to handle stress I had not encountered before. However, discovering sites such as ERE.Net and Recruitingblogs.com changed my professional life. There are other weird people out there like me who love this industry. I felt at home. Also ranking right up there was my attendance at the Australasian Talent Conference in 2008. I had not been to anything like that before (and was quite stunned I got the budget to go!). I got to meet legends I’d read about like, Kevin Wheeler, Shally Streckel, Dave Mendoza (not sucking up because this is his interview) Heather Hamilton and Rob McIntosh to name but a few. Oh I was inspired from this event, I’d never been in such company. Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? Dan: Not specifically, I have lots of people I lean on or consistently read. My readings from those two sites mentioned above help me question myself, my beliefs and my view of my profession. Six Degrees: Tell us about your position, (responsibilities, size of your staffing organization) : Dan: I am the National Recruitment Manager (part of the National Management Executive) at DWS Advanced Business Solutions, responsible for all the Recruitment which occurs in my company. I have a team of 3 delivering some very demanding results. My jobs is to deal with all the day to day Recruitment issues, educate the executive as to our market and outlook, to placate and deliver to the business the talent they want (hopefully) when they want it, within a Quality Framework. Six Degrees: (A) What other companies' recruiting operations do you admire or have heard are best-practice examples? Dan: I love the creative stuff. I love hearing stories of what corporations have done to attract people. Rob McIntosh gave an example of a company that posted ipods to targeted people, with a message at the start of it as to why they were targeted and why they should join their company. (B) In what aspects are they superior? Dan: Creativity, and more importantly, they actually did it, not just spoke about it. They delivered something Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? Dan: General outsourcing/off-shoring is taking hold more and more especially in the IT industry. Most Development seems to be heading off shore, which will change the way my company looks and how my focus in Recruitment will change to more analysis and Project Management people. It will be interesting to see how our styles of companies survive these economic times, when there have been a few casualties already, like Satyam. I feel lucky that my company is in a pretty good place financially. Six Degrees: Tell us about your broader involvement within the staffing industry: Dan: I’d love to do more in this arena. I have recently been asked to increase involvement with the Australian Computer Society, presenting to Business Analysts of late as to what I look for when hiring them, and then last week even sitting in on Graduate presentations as a type of Simon Cowell character. I started an Australian Recruiters on ERE.net and am actively involved with the guys at RBC, which started my blogging. Six Degrees: Can you detail how the recession has affected your particular industry niche? Dan: The months between September and April were tough for an internal recruiter here with a team. Trying to keep us relevant and thus employed was a challenge. Especially when we had industry analysts asking my CEO why he still had us. We kept ourselves relevant by getting ALL the recruitment done, with great efficiency (and bragged about our successes) and by secondly looking outside our sphere and becoming the champions of Enterprise 2.0. We found other ways of adding value to our company. And now, the pressure is on from the business again to hire. Thankfully. Managing the perception from the business, candidates and my own sanity tended to keep me busy too. 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. Dan: In the last 18 months to 2 years I have really upped my involvement in the web2.0 communities. I have actively grown my LinkedIn.com Network, have pushed myself, and my company fairly hard on Twitter and talked my company into building a Facebook.com fan page. I try new things, like a cartoon I built for advertising our roles, the key is to get involved. You actually do get back what you put in. It amazes me as to the amount people share. 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? Dan: Firstly, don’t try to sell all the time. Respect your audience and trust in your message and the value people will see in it. Secondly, don’t think the technology will do it all for you. You still have to work a network, people contact is key, face to face or voice to voice are more important than having 4000 friends on facebook. Thirdly, don’t get sucked into trying to use everything that gets put in front of you. Not everything will work. Learn what works for you and dump the rest. Finally, I do not enter and thus cannot win 100 million Euros even if the email looks really authentic., Six Degrees: What is your next career goal? What do you need to do to get there? Dan: I wrote somewhere once I want to be a General in the War for Talent. Still trying to define that now that there seems to be a détente. I’d actually like to help other Recruiters reach their success and believe in the industry and their profession. I feel a lot of disrespect for this industry in the world, which I believe some of its participants (ie recruiters) buy into. I am working on myself so as to be able get that message out there, by constantly crafting and honing my ideas and running them by people I respect and who’s judgeship I trust.…; Added by Dave Mendoza at 7:46pm on August 30, 2009