Search Results - Experienced

Blog Post: Top 4 Virtual Event Platforms for Your Next Virtual Career Fair

For the event industry, especially career events,…

Added by Rakuna at 2:25am on January 26, 2021

Blog Post: How to Select the Right Applicant Tracking System for Your Organization: Picking the wrong applicant tracking system (ATS) can often be annoying. By the time your team realizes that the ATS might not be suitable, the team might have sunk a…; Added by Rakuna at 12:07am on August 5, 2021

Blog Post: Tribal Law Attorneys: Representing Indigenous Communities

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Choosing the right attorney can be a critical decision, especially when dealing with specialized areas of law such as tribal law. Tribal law encompasses a unique set of legal…

Added by Alice Thomas at 6:59pm on February 27, 2025

Blog Post: How to deliver quality headhunts that WILL win more business: Added by Rhys Jones at 5:37am on June 12, 2023

Topic: Meet Eric Gilson, Director of Sourcing and Operations - Bluespeed Technology, Inc.: logs.com Eric Gilson Director of Sourcing and Operations Bluespeed Technology, Inc. Bend, Oregon • RecruitingBlogs.com Profile • Linkedin Profile • FaceBook Profile • BlueSpeed, Company Website Office: 800-363-5734 Meet RecruitingBlogs.com Regular, Eric Gilson, an ACIR, Advanced Certified Internet Recruiter whose personal motto, "Helping the Fast eat the Slow since 2001" caught my eye along with his insightful, daily chat contributions. Eric directs all sourcing activities for Bluespeed Technology including industry research, cold-calls, power searches, job posting management and internal database management. He oversees all operational functions for the firm including vendor evaluation and selection, training of new employees and "taking out the trash on Fridays." His primary candidate focus is Lean Manufacturing of Qualified Professionals, and to that end, he is immersing himself further in his expertise area by seeking a Green Belt certification/Six Sigma. RBC regulars may not be aware of this, but aside from being an avid outdoorsman, Eric was once an Executive Chef at Deschutes Brewery & Public Ale House for over 6 years (1994 – 2000). He managed a 25 member kitchen staff with over 2 Million dollars in annual sales. Never one to be second best, Eric was likewise recognized as Winner of the 1999 National Brewpub of the Year Award from Brewpub Magazine for quality of food and atmosphere. He organized the 'Chef of the Sagebrush Classic', one of the Northwest's premier culinary and golf event featuring international celebrity chefs. Basically you can come to Eric for his expertise on field dressing elk, cooking it, and targeting passive Lean Manufacturing candidates. We have ourselves a bona fide, one-stop machine in Eric Gilson. Six Degrees: Tell us of your home world. Eric: I live in what Business 2.0 claims to be one of the top 5 places to telecommute in the US, Bend, OR. My girlfriend and I share a home with one dog and 4 cats on the Westside of Bend. I have lived in the area since 1993 when I visited for what was supposed to be a 3 week vacation during summer break from the University of Minnesota. I never returned. I still have that unused return plane ticket somewhere. I very much enjoy the outdoors. From Fly-Fishing to Archery Hunting, nothing makes me feel more alive than spending time in the Great Outdoors. I spent a year as a Fly-Fishing Guide on the Deschutes River. I would still be doing it if it had paid my bills! Six Degrees: How many years have you been in the staffing industry? Eric: I started recruiting in early 2001, just as everything was starting to take a nosedive. I learned enough in those first 6 months of running my own recruiting desk that there had to be a better way. And with the slowing economy that 9-11 helped to exaggerate, we knew that we had better figure out a better way or we weren’t going to make it. So began the process of segmenting roles in the recruiting process. Six Degrees: How did you get started as a recruiter? Eric: A colleague from a previous employer went to work for a small firm in Sun Valley. After seeing what type of person it takes to be a successful recruiter, he decided that he would start his own firm and hire a couple of people that he knew who could do this work. I was a Fly-Fishing guide at the time, and it fishing season was closed, so I gave it a shot. That was 8 years ago, and I have only looked back once. (The Steelhead counts were very large in 2003) I now handle all of the Sourcing and Operational functions within Bluespeed, focusing my development in these key areas. I have worked across many different verticals and horizontals but am now very niched in IT and Management Consulting Firms. We are looking to help build the next Big 4. Six Degrees: What single event had the most impact on your sourcing/recruiting career? Eric: 2001! When things slowed, it was apparent that I had better become very good at my job or I wouldn’t have one in this industry. Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? Eric: I have worked very closely with Kendall Messner of Bluespeed to develop Processes, Best Practices, and Customer Experiences that my mother is proud of. Six Degrees: Tell us about your position, responsibilities, size of your staffing organization: Eric: As the Director of Sourcing and Operations for Bluespeed Technology, I am responsible for: • Candidate and/or Name Sourcing • Industry Research • Process Development • Training • Newsletter Creation • Technical Operations • Vendor Relations • Development of Reports • Taking out the trash Six Degrees: (A) What other companies' recruiting operations do you admire or have heard are best-practice examples? Eric: Kaye/Bassman Krista Bradford - The Good Search Rachelle Williams – APQC Chris Murdoch – Yahoo, Inc. (B) In what aspects are they superior? Eric: Kaye/Bassman – Implementation of the empowerment model. Creating sense of Ownership Krista Bradford – Best Practices align so well with ours. We seem to have re-invented the same wheel. Rachelle Williams – Because she is hot and likes Sushi. Chris Murdoch – Great attitude on the business and work Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? Eric: We are very diversified across many industries. I believe that the Healthcare arena will go through major changes due to the new Obama administration and suggest that everyone read Tom Daschle’s book, What We Can Do About the Health-care Crisis to get an idea of where that industry is going and how it will affect other industries. This isn’t just Hospitals. This will affect Payer, Providers and all of their vendors. “HOW DOES ERIC DO IT?” Six Degrees: What is the source of the "Most Hires" collected from at your present employer? (In terms of Quantity #) Eric: Word of mouth. We like to play the 6 degrees from Kevin Bacon game. 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? Eric: Our lowest cost per hires involves professionals who come back to us based on experiences they or someone they know has had with Bluespeed Technology. Whether they are Hiring Mangers or Most Placeable Candidates, returning customers cost us very little. Six Degrees: What talent niche groups do you target and are these particular talent areas specialized under your review? Eric: Alumni of Big4 Consulting Firms Six Degrees: What types of training in sourcing/recruitment are available to you and have you taken advantage of? Eric: The amount of training available in this industry is astoundingly vast. I have completed AIRS Certified and Advanced Certified training. I spend 3-4 hours each week watching videos or attending Webinars from the likes of Scott Love, Shally Streckle, and others. Lately, I have been spending time on sites such as Recruitingblogs.com and MagicMethod.ning.com Additionally, reading is key. I just finished the Encore Effect from Mark Sanborn and am now reading Jeffrey Gitomer’s Colorful Little Books. Next on the shelf is You Inc. by Harry Beckwith. 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? Eric: I use Gopher from Blackdog Recruiting Software. It is an ATS that was designed and built by a recruiter. It has many compelling attributes including the ability to use it in an ASP environment. It is very customizable and integrates fully with my Outlook Application allowing it to automatically record and save all email correspondences as well ad build and manage email campaigns. It does acknowledge and Country Code, but it cannot translate from French, Spanish Chinese or Greek. Six Degrees: What tools (technology or old school file folder, for example) did you first encounter early in your recruitment career? ANSWER: Monster and the Telephone. 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? Eric: At first, I couldn’t believe that anyone would pay us for what we were doing. I had no idea how difficult this job was. The more I learned about the job, the more I realized WHY people would pay us. There are lots of people keeping tabs on the top performers in every industry. If you don’t have a couple of these individuals or firms working for you, then you’re losing to the competition. It was very comforting to realize that this job is very important and very deserving of every penny made while doing it properly. Six Degrees: How do you personally expect to facilitate change within our industry, and/or at your place of work? If you started that process, outline the problem, your solutions, and the vision. Eric: You are getting into some proprietary information here Dave. I’ll let you know after launch, but think ‘A-la-carte’……. Six Degrees: “Best practice” you are most proud of developing (now or in the past) in your recruiting career? Eric: The Triple Filtered Process of evaluating candidates prior to introducing them to our client. It allows each individual in the process to pay close attention to developing and using specific skills within our “Search and Employ Process”. Segmentation of duties. Six Degrees: What are some of the frustrating aspects/obstacles to your day to day as a staffing professional and in general? Eric: Untruthful Candidates and Untruthful Hiring Managers Six Degrees: What are the most common themes of strategic and/or tactical mishaps involving past or present HR/Staffing org? Eric: A general lack of understanding from Corporate America of the value Third Party Recruiters bring to the Hiring table. Six Degrees: Considering all of the frustrations you have experienced in your career as a recruiter, -- what inspires you as you continue in your career? Eric: The challenge and pursuit of excellence gets me into the office everyday. There is always something to learn, someone to meet. This career offers many different paths of success and forces one to grow beyond their wildest dreams. Six Degrees: What one thing do you ideally hope to accomplish in 2009? Eric: In the coming year, I would like to build out a Sourcing Practice to provide Internet Sourcing Solutions that are tailored made for individual external clients. The Resume Machine!!! Six Degrees: Anything you want to plug? Eric: Visit our company website, www.bluespeed.net Six Degrees: How Are You Going To Change The Recruitment Industry? Eric: Educate Internal Hiring Teams on how to get the best out of their relationships with Third Party Recruiters.…; Added by Dave Mendoza at 10:20pm on January 4, 2009

Topic: Meet Luigi Lupo, 15+ Year Staffing Industry Veteran, DoubleStar's Talent Measurement & Acquisition Services: 15 years of Recruitment and Operational Staffing experience, with expertise in designing and implementing complex, high-volume strategic staffing programs and initiatives domestically and internationally. Strong background in all aspects of executing strategic recruitment initiatives to fill various staff, managerial, executive and specialized IT positions within Fortune 500 organizations and start-up ventures in the Financial, Pharmaceutical, Biotech, Healthcare, Medical Device, Insurance/Reinsurance and E-Commerce industries. Organizational development experience includes developing Affirmative Action Plans, applicant tracking compliance, designing and implementing internal referral programs, internship program, process re-engineering, internal departmental/divisional communications, recruitment branding, new employee onboarding programs and policy and procedure development. Through out his career, Luigi has lead national RPO projects for firms such as GlaxoSmithKline, Munich Reinsurance America, Noven Pharmaceuticals, NASDAQ, Citizen’s Bank, Mercy Health System, Aramark, Travelers Insurance, Teva Pharmaceuticals and Eli Lilly, among others. Luigi currently leads both DoubleStar’s Talent Market Research and Sourcing Services Teams, two groups that are critical contributors to our operational excellence on direct-recruiting projects. Luigi earned his Bachelor’s in Human Resources and Marketing from Temple University and is an active member of the Society for Human Resource Management (SHRM) and Human Capital Institute (HCI). He is also an active member of the Electronic Recruiting Exchange and various other recruitment networks. Q& A with Luigi Lupo Six Degrees: Tell us of your home world. Luigi: I feel like I am very fortunate to have the home and family I do. They provide a great balance to my work life. I’m married to a wonderful wife, Christina, and have been blessed with 2 incredible children, Mia and Joseph. My oldest, Mia is 4 and a half and my youngest, Joseph, is 2. They absolutely keep us on our toes and on the move. I consider myself a media snacking news junkie and will use all means available to get my fix. Really doesn’t matter whether it’s a newspaper, magazine, newsletter, computer, TV or my phone. I still enjoy reading the newspaper but am addicted to all the snip-its of news and information on the internet. I’m an avid reader but tend to focus on business and industry related topics. My night table holds my latest group of great reads including “Talent on Demand” by Peter Cappelli, “Extreme Future” by James Canton, “The Leadership Challenge” by James M. Kouzes and Barry Z. Posner, “Big Think Strategy” by Bernd Schmitt and one of my favorites “Blink” by Malcolm Gladwell. I’m a magnet for online newsletters, reports, statistics, surveys, webinars and slide presentations. I earned a bachelor’s in Human Resources and Marketing from Temple University and am an active member of the Society for Human Resource Management (SHRM), Human Capital Institute (HCI, ERE, Recruitmentblogs.com and various other recruitment networks. I enjoy pretty much any kind of outdoor activities including mountain biking, hiking and camping . I’m an avid freshwater fisherman and try to get water side as often as possible through out the year and have both a NJ and PA fishing license. I enjoy spending quality time with my family and have recently introduced my daughter to fishing. Six Degrees: How many years have you been in the staffing industry? Luigi: I have been in the recruiting industry for 15 years now and have enjoyed every second of the ride. This industry has come a long way from when I started. I can remember my first experience with candidate generation was approving a newspaper ad by 4:00 on Thursday to run over the weekend (when the employment section was about 25 to 30 pages long) and making sure the fax had plenty of toner and paper to run over the weekend. Believe it or not, this was my biggest challenge when I started in the industry. Six Degrees: How did you get started as a recruiter? Luigi: I’ve been developing talent acquisition strategies for the last 15 years. I feel like I had found my niche from the very beginning. My first job out of college was as a personnel assistant in the HR department at the Philadelphia Stock Exchange. Within six months I was asked to work as a non-exempt recruiter and the rest is history. Although, I do remember hesitating at first and did not want to get into it – WHAT was I thinking?!? I enjoy all aspects about recruitment and labor markets and spend a lot of time on the DOL & BLS website. I have been consulting with clients for the last 10 years. Recruitment consulting has provided me the opportunity to work and understand the recruitment functions of many small, mid and large companies globally. I’ve consulted in multiple industries and at multiple levels. I’m proud of my career and feel that my experience has given me the opportunity to view recruitment from a unique perspective. Six Degrees: What single event had the most impact on your sourcing/recruiting career? Luigi: I think that would have to be my first employer and boss the VP of HR at the Philadelphia Stock exchange. I was given the opportunity to get into recruitment. My boss at the time was an inspiration and mentor to me and when I hesitated to get into recruitment said “Luigi, I know you will enjoy recruiting and you will run with this and never look back” -- She was right. Six Degrees: Worst mistake, biggest goof, lousiest practice you thought would fly but didn’t…and how that was a learning experience? Luigi: One of the mistakes I made earlier in my career was that I did not understand the value of internal consulting. I learned my lesson and better underestimated the change management aspect of the implementations and process changes and have never made that mistake again. Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? Luigi: I have been fortunate to have worked with some amazing people throughout my career. I have had mentors and brilliant individuals coach me through out my career as well as had the opportunity to observe entrepreneurs and leading influencers in the industry. I believe that you can always learn from the individuals and the environment surrounding you at any given time. Six Degrees: Tell us about your work at Doublestar Luigi: I’ve been consulting with DoubleStar Inc. for the majority of the last 10 years and have learned so much from the experience. DoubleStar focuses on Talent measurement and Acquisition services including but not limited to RPO, Assessment & Planning Services, Analytics Consulting, Recruitment Training, On-Demand Project Recruiting, and Talent Market Intelligence I posses a successful track record of recruitment support and alignment to business needs and strategies at all levels. I’ve lead national recruitment initiatives and RPO projects for firms such as GlaxoSmithKline, Munich Reinsurance America, Noven Pharmaceuticals, Philadelphia Stock Exchange, Citizen’s Bank, Mercy Health System, Aramark, Travelers Insurance, Teva Pharmaceuticals, Noven Pharmaceuticals, Vanguard, Merrill Lynch, Aventis, and Eli Lilly, among others. I currently lead and develop both DoubleStar’s Talent Market Research and Candidate Generation Services and Teams, two groups that are critical contributors to DoubleStar’s operational excellence on direct-recruiting and Talent Intelligence projects. I’ve always enjoyed training and designed and delivered customized training programs for HR managers and staff recruiters on various topics within recruitment. I enjoy understanding how the latest tools, resources and technologies can help organizations’ improve their recruitment initiatives. Six Degrees: (A) What other companies' recruiting operations do you admire or have heard are best-practice examples? Luigi: I’ve had the privilege to have worked as a consultant for the last 10 years and have experienced with quite a few organizational recruitment functions and simply said, admire any organization that realizes recruitment is a team sport. (B) In what aspects are they superior? Luigi: I admire the recruitment functions that embrace change and not afraid to both research and take a new approach to talent acquisition. I admire the recruitment functions and recruitment leaders that seek to understand the emerging resources and technologies and can continue to evolve their recruitment functions and harmonize the process with the organization’s culture. Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? Luigi: I have to say that most recent controversy in Iranian elections and how we received our news information impacted by my world and my work. Basically, the country tried to cut itself off from the media and the rest of the world but streams of information and news poured out of the country on Twitter and Facebook. This event combined with every news personality now marketing both their Twitter and Facebook profiles have really had an impact on me. Times are changing - these and other emerging technologies will not only change the way we communicate but the way we recruit globally in the future. Six Degrees: Tell us about your broader involvement within the staffing industry: Luigi: I try to stay as active as possible within the recruitment community. I’m a regular blogger on various topics on recruitmentblogs.com, ERE and on Lou Adler’s wall. And I’ve been hooked on Twitter since the moment I clicked on the site. I’ve always enjoyed mentoring others through out my career as I was mentored and am an active mentor in the SHRM mentoring program as well as my employer. Most recently I have been providing free resume critique and interviewing tips in my local neighborhood and community out of a local coffee shop. Six Degrees: Can you detail how the recession has affected your particular industry niche? Luigi: I think we have all felt the impacts of the current recession and it has affected everyone regardless of the industry. I have heard of many colleagues and friends lose their job in this recession and try to help in any way I can. 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. Luigi: I have always enjoyed networking. Most recently I have been connecting with recently laid-off professionals within my neighborhood and local community at a local coffee house to provide free resume critique and interviewing tips. It is a great opportunity to meet people and share experiences and expertise amongst professionals. 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? Be specific Luigi: I think that we should all be open to networking in this market and it’s a real opportunity to build strong relationships. if I had to think of something not to do it would have to be to Not forget that networking is a two way street and professionally you can develop long lasting relationships. Six Degrees: What is your next career goal? What do you need to do to get there? Luigi: My overall career goal is to continue learn and evolve and educate myself through emerging technologies within the industry and to be an asset to my clients globally.…; Added by Dave Mendoza at 9:21pm on September 20, 2009

Topic: DUBAI REC 2 REC VACANCIES-Snr Consultant – Energy, Search-Snr Consultant – IT/ Telco, Search-Snr Consultant – Accts & Fin, Search * MENA experience required: Our client is a well established, boutique Executive Search Recruitment company. They have offices in the Middle East and Asia and are rapidly expanding. They work with various sectors including IT/ ICT & Telecoms, Energy and Finance & Accounting. The company prides itself on delivering a personable and profession service to their well respected clients. All roles will be Billing focused with the freedom to build a team of 4 – 6 around you with time. Would suit experienced Recruiters with a passion to develop their own part of the business SENIOR CONSULTANT – ENERGY SECTOR Search level, contingent Recruitment SENIOR CONSULTANT – IT & TELECOMS SECTOR Search level, contingent Recruitment SENIOR CONSULTANT – ACCOUNTS & FINANCE SECTOR Search level, contingent Recruitment BENEFITS · Up to £42k GBP/ $65k USD (Salary & Accommodation Allowance) per annum · Tax Free earnings [For most nationalities] · Based in Dubai · Full private health cover · Uncapped, fantastic commission structure (30-40%) · Chance to grow a team from scratch · 360 Degree Senior Recruitment · Excellent clients to leverage from · Strong brand name ESSENTIAL SKILLS & EXPERIENCE MUST INCLUDE: · Extensive new business development skills · Experience in the Middle East · Team Leadership skills - leading by example · Exceptional Sales and client relationship management skills To apply in confidence for these exciting opportunities please send over your full CV including your recent billing results to yvette@firstresortrecruitment.com LIVE THE DREAM RECRUITMENT http://www.ltdrecruitment.com Global leaders in the Rec 2 Rec Market …; Added by Yvette LTD Recruitment at 11:26am on August 13, 2010

Topic: The Sourcers We Are (And Aren't) Today Part V: he Sr. Manager (Loreen Musterson) under whom he thought Diane might report and one of the few names he could find on LinkedIn relative to Diane – was definitely not going to work as that group turned out to not only not contain Diane but also contained mostly Analysts and not Project Managers. This is the heartbreak of online search – no matter how promising it may look – no matter how much we care to color in between the lines – the reality of what we think it might be and what it turns out to really be are many times two entirely different animals. What to do next? Pam and I decided to take the other managers and senior managers reporting to the Director of Loyalty Integrated Marketing (Denise Smothers) and open up their groups because that’s where we suspected we’d find Bill’s turncoat Project Manager Diane and her three as-yet unknown co-workers. Hell, we suspected we might even find more because we felt good about the fact we had the right group outlined - Loyalty Integrated Marketing - from the director on down through the managers. Like a puzzle we had the outer pieces in place; now it was time to fill in the center! We decide to break up the director’s reports – Pam will take the first three managers and I’ll take the last four. One out of seven will answer (probably two out of seven in this, their 10a.m. Thursday morning hour) and we’re likely to learn something from at least one, if not both of them! I retreat and push the bathroom door mostly shut behind me. I barely have time to dial my first number before I hear Pam jabbering in the next room. I go to the door and listen. I miss the first few exchanges but hone in on the third or fourth… “She is? Sure, I’ll wait.” Radio silence. “Diane? Hi. This is Pam – for some reason I thought you were in Jerome’s group –that Loreen was your manager!” I open the door and go to the room’s kitchenette and pour myself a cup of coffee, just a few steps from Pam. I listen as Diane says something on the other end and then Pam says, “Then whom do you report to? Oh. I see. Renee. You mean Renee York?” and I see her circle a name on the page and draw a line from another name to that circle. I listen some more and it appears Diane affirms Renee’s last name and then my gut tightens as I know Pam’s does as she then asks, “I’m unclear with the information I have; are you an airline employee or a Consultant?” “That’s the direction I was going,” Pam said and then she really skated out onto the thin ice. I could hear the crackling. “Who are the other consultants who work with you?” Every muscle in my body tenses. “Sure, I can do that. I’ll call you in a few minutes.” Pam put the phone down on her lap and looked at me and said the s word. “She either went south on me or didn’t want to stand there taking up someone else’s phone,” she said to me. "I don't know." I know what that means and you few phone sourcers out there reading this knows what this means but for those of you who don’t know what “going south” means it means when a source “turns” suddenly from giving you information to not giving you information, we in the phone sourcing business say they “went south” on us. Again, to you few phone sourcers reading this; I'm sure you caught the whiff of danger in Pam's "I don't know." When a phone sourcer tells you she doesn't know it means her next step is going to be a gamble. This doesn't usually happen; an experienced phone sourcer can usually "hear" what her next steps should be as she proceeds on a job. We'll get back to this "special-case" subject later (maybe tomorrow.) For now, what had happened on her call, Pam explained, was that she’d decided to call one of the Sr. Manager’s reports (Jerome Peters) in the group that Bill had originally thought Diane belonged in instead of calling the Sr. Manager first, thinking she’d climb the chain of command and use all the resources she had available. This is smart technique for a phone sourcer because calling in directly to the belly of the beast in these real-time exercises is usually the best and fastest way to get the best and most current information and there’s no point in not exploiting every rung on the ladder as we climb along. Another reason to orbit this group headed by this particular Sr. Manager that Bill identified on LinkedIn is that there may be/sometimes is enough “exhaust” being given off that there could be some connection to the real targets Bill wants - those three other consultants Diane works with! Remember, we still don’t even know what company these consultants work for. That’s a tough one. In other words, LinkedIn (and any social media/turned/turning jobs platform) has its place as a starting point but they should be viewed as only that – in general they hold about 10% of the information on any one specific group in an organization. I get a lot of heat when I make this claim and it’s hard to prove but unless you’re in a position to be doing this kind of real-time information gathering (actual phone-sourcing; calling in and deciphering the data and placing it where it really belongs (not guessing) in an org chart) like phone sourcers do there is no way of knowing (or arguing against) my assertion. Getting back to the reasons to circle a senior manager that emits a signal, as this one seemed to do for Bill, as it turned out, there was cause to investigate further. Calling Jerome, the Marketing Transitions Manager who reported to Loreen (the Sr. Manager for Loyalty Marketing) just happened to not only find Jerome at his desk but it also found Diane standing next to the desk talking to Jerome! Lucky, huh? As lucky as it sounds, surprisingly it isn’t as lucky as it seems. Things like this happen all the time when you’re phone sourcing! I call this the human element and it’s the advantage that phone sourcing has over Internet sourcing and it’s huge. Coincidences like this happen all the time. Humans are social animals; they meet and greet and mingle and tingle and interact and know one another and phone sourcers, by doing the same on their daily call rounds each day reach and touch the lives of these people that deliver real-time results to their companies. Instead of finding information online that was entered a year ago (or even last week!) about which veracity can only be guessed about, phone sourcing allows up-to-the minute intelligence gathering unparalleled in the world of sourcing. It has no equal. Nothing even begins to come close. Nothing. Nada. Zero. Zilch. Zip. Zippo. Nothing. Get it? To give you the bird’s eye view again to what we have gathered so far and where we are in our efforts; remember, there is a director, seven managers/sr. managers and their reports. We have one group flushed out and it includes four people/analysts and one manager – all who report to one of the senior managers/the one Bill suspected Diane reported to and the one he had found on LinkedIn as one of Diane's right-column "connections." We've discovered Diane DOES NOT belong in that group and we've just discovered she belongs under a different manager; one we had earlier uncovered by phone sourcing the very helpful Annette who had given us not only that manager's name but also all her co-managers and the director they all reported to. We've seen how having that group intelligence outlined was helpful in Pam's phone sourcing exchange with Jerome and with Diane herself and now we're preparing to go in for The Kill. Diane is in blue, below. Our mission has been to locate the group Diane belongs to (we've accomplished this) and identify who the three Consultant co-workers she has revealed to Bill who work at this airline with her are so he might contact them about the opportunity Diane has chosen to turn down. He wants to do this with the idea because her skills are so unique and desired by his customer her coworkers may have the same attributes and his customer may want to hire one of them! The project, at this point, looks like this: Major Airline Headquartered In The Midwest 800 xxx xxxx <-Voice Mail Hell / Tracks Your Call Number xxx xxx xxxx <- “Leave a Message” message Denise Smothers Director Loyalty Integrated Marketing xxx xxx xxxx Renee York Manager (or Sr. Manager) Loyalty Marketing xxx xxx xxxx Diane Buenopello Project Manager / Consultant Company Unknown xxx xxx xxxx Has three co-workers – find them! Martha Newkes Manager (or Sr. Manager) Loyalty Marketing xxx xxx xxxx Charlotte Sanders Manager (or Sr. Manager) Loyalty Marketing xxx xxx xxxx Teresa Harkum Manager (or Sr. Manager) Merchandising xxx xxx xxxx Ann Hersler Manager (or Sr. Manager) Merchandising xxx xxx xxxx Sachia Kunz Manager (or Sr. Manager) Merchandising xxx xxx xxxx Loreen Musterson Sr Manager Loyalty Marketing xxx xxx xxxx Sheila Masters Analyst xxx xxx xxxx Jerome Peters Marketing Transitions/Locations/Operations Manager xxx xxx xxxx Tim Gunther Analyst (no number listed - Jerome's one report) Shenee Polson Analyst xxx xxx xxxx Tomorrow we’re going to attempt to fill in those missing consultants and you’re going to emerge breathless from the ride Pam and I take you on! Part VI Maureen's PHONE SOURCING TRAINING begins a fresh semester, Tuesday, October 22 at noon ET. Details here.…; Added by Maureen Sharib to Phone Sourcing at 11:42am on November 1, 2013

Blog Post: The harsh reality of redundancy (but how it can also actually make you a better, stronger person): I still remember the feeling to this day. The gut wrenching feeling that comes with redundancy is unlike anything I had ever felt…; Added by Alasdair Murray at 2:24pm on April 27, 2010

Blog Post: What Recruiters Can Learn From Outplacement - A Conversation with Orville Pierson - Former SVP - Program Design Lee Hecht Harrison

The Unwritten Rules of the Highly Effective Job Search - The Proven Program Used by the World's Leading Career Services Company - by Orville Pierson Highly Effective Networking