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Blog Post: 19 Recruiting Text Message Samples to Reel in High-Quality Candidates: In times of rapidly evolving communication technology, it is extra challenging for recruiters to get the attention of their prospective candidates. Job opportunities often get lost in someone’s…; Added by Ngan Pham at 9:59am on December 26, 2021

Blog Post: Top 14 Game-Changing Recruiting Platforms You Should Know as a Recruiter: Technology has revolutionized the recruitment process. Now you need to integrate advanced software solutions to attract and retain mobile- and tech-first talents. There are lots of great…; Added by Ngan Pham at 1:02am on May 18, 2021

Topic: Meet Gino Conti, RecruitingBlogs Activist, "Who said Corporate Meant Boring?": • Email Read Gino's Blog Post Archives: • "Maybe those brainless single-celled blobs have it right after all..." • "Dignity in Downsizing" • "I won't blame them for their ignorance" • "Exit Interviews" • "The more I do my job the more I like it" ABOUT GINO CONTI We continue with our series on Activists within the RecruitingBlogs.com Community. This week we feature Gino Conti, an Employment Specialist at Nissan North America in Detroit, Michigan. Gino is an experienced, full cycle recruiter aligned with Nissan's major OEMS, Tier suppliers, and non-automotive companies nationally with a focus on the Midwest market and in Canada. He has developed his staffing industry niche almost entirely within the automotive industry on behalf of a wide array of functions ranging from business to technical. Currently, Gino is responsible for NTCNA for engineering, but also in support functions such as purchasing and communications within Nissan. Q&A with Gino Conti Six Degrees: Tell us of your home world. Gino: Outside of work I surround myself with friends and family in most of my free time. I occasionally like the solitude of a good book, but most of the time I’m spending time with my two younger brothers or old friends that have stayed close since high school and college. I try to keep as busy as possible since I don’t like being bored. Outside of working full time I am also going to school full time for my MBA, training for a half marathon this fall (and hopefully a full in the spring), and fill any remaining time with reading, writing, and the very rare guilty pleasure of some video gaming to just zone out. I am still trying to find the time to get out and go skydiving again, as this is the first summer in a while that I haven’t been out. I have been involved in a variety of charities, and I have often said if I hit the lottery I would love to replace the time I spend at my day job now with volunteer time. I have worked with Adopt-a-family, area soup kitchens, and try to donate any gently used possessions to Purple Heart or Salvation Army instead of relegating them to the trash bin. Six Degrees: How many years have you been in the staffing industry? Gino: Recruiting is the only thing I’ve done since I graduated college in 2005. The first three years were spent working for a TPR, and I am now in a corporate role, so my duties blend into HR a little more now, but the main focus has always been recruiting. Six Degrees: How did you get started as a recruiter? Gino: I’ve spent just over 4 years in the recruiting seat doing mostly technical staffing. My initial responsibility was to recruit engineers for the automotive OEMs and suppliers in Southeast Michigan so despite a complete business-based education my focus was almost entirely engineering recruiting. Since coming onboard at Nissan my recruiting efforts have been more varied and I have branched into finance, purchasing, and sales and marketing. Six Degrees: What single event had the most impact on your sourcing/recruiting career? Gino: The fist webinar I attended that was presented by Shally. I had been using LinkedIn for a short while at that point, but was not nearly as proficient as I wanted to be. After his webinar it was like I was a changed man in terms of recruiting – it truly opened my eyes to the creativity and open-mindedness required to really be an effective sourcer and recruiter. Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? Gino: There are a couple of people who come to mind, but one who is head and shoulders above the rest. Ian Caullay was a Senior Recruiter whose desk was adjacent to mine when I was first hired out of college. I knew precious little about recruiting (absolutely nothing to be honest) and he was more than happy to help. I remember trying to strategically plan my phone time to be opposite of his so I could listen to how he talked with candidates, asked probing question after probing question, closed them down on the opportunity and the salary, and built a tremendous rapport with each one. Although it was important to tweak his approach to fit my personality, the majority of my recruiting persona was influenced by Ian. Six Degrees: Tell us about your position at Nissan Gino: As a corporate recruiter for Nissan I am tied into several difference areas of the company. My role includes doing my own sourcing and recruiting, but also requires that I take a teaching/coaching role with managers in order to create job descriptions and conduct interviews. I also work very closely with HR and Talent Management to ensure that we are developing high potential employees and maintain a good range of diversity in our employee base. The recruiting team itself is relatively small, being only 6 people for the US and Canada, but overall HR and Talent Management is a much larger entity. Six Degrees: (A) What other companies' recruiting operations do you admire or have heard are best-practice examples? Gino: I really like some of the things being done at Nike, Google, Deloitte, and Microsoft to name a few, and what Adidas did to revamp their career page was quite an ambitious and impressive undertaking as well. (B) In what aspects are they superior? Gino: Despite the fact that most of the aforementioned companies have such strong brand recognition that they probably have candidates practically banging down their doors, they still remain progressive and active in recruiting. I love the idea of having viral job ads, a more interactive career page, and conducting webcasts to inform potential applicants what the company is truly about. Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? Gino: Although social media is not necessarily the newest thing around, this is the area in which my role will change the most. The recent push has been to avoid costs whenever and wherever possible, and as such the reigns have been loosened a little bit to utilize sites like Twitter, Facebook, LinkedIn, and potentially even YouTube in order to reach out to candidates instead of paying the big fees required to search on sites like CareerBuilder or Monster. I could not be happier to have this be the case, and am glad we’re not allowing ourselves to get too far behind! Six Degrees: Tell us about your broader involvement within the staffing industry: Gino: Unfortunately travel has been a bit tough to justify lately, so conference attendance is not something I’ve had the luxury to do, but I hope to make it out to some in the near future. Six Degrees: Can you detail how the recession has affected your particular industry niche? Gino: Unfortunately I was not able to fully elude the recession myself, but thankfully it did not have me down and out for too long! The TPR I was working for previously had 90% of their eggs in the automotive basket, specifically with GM and Chrysler. Once those two companies started cutting contract employees left and right I saw the writing on the wall and tried to make a move before it was too late. I started getting some bites, but the losses got so great that the board could not wait any longer to take action and the layoffs began. Thankfully when my time came I already had some irons in the fire and my period of unemployment only lasted a few weeks instead of months, but it was terrifying and nerve-wracking all the same. Despite being gainfully employed, the recession has continued to affect my role. Budget is tighter than ever before, managers are pickier than they used to be, and candidates are typically a bit more persistent with requests for feedback. I can’t say that I blame anybody for taking the actions they have, but it has certainly required a slight adjustment to normal process! 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. Gino: Instead of going strictly with online networking via groups on LinkedIn or the like, our recruiting team has made efforts to get our internal subject matter experts involved. We have been working much more closely with the hiring managers and top talent within our own four walls to go after known high performers within the industry. 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? Gino: Although it has brought me some success in the past, I’m still not a huge fan of the true cold-call. I know there are some folks that have made a living out of it, but blindly calling into a company has not seemed to be the most productive, nor has it been well-received. While I have been able to connect with some great candidates by cold-calling, I found that most people were either upset to be contacted at work, or were too worried about getting caught to give me the time of day. Essentially I feel for the time sensitivity I need to keep in mind for my projects I need to do something with a lower failure rate than the cold call. Six Degrees: What is your next career goal? What do you need to do to get there? Gino: I have a couple of different ambitions within my profession. One option is to continue to learn and grow in recruiting in order to lead the recruiting team for Nissan, or branch out into one of our related organizations within HR or Talent Management and create a stronger connection and synergy with the recruitment team to make recruiting a more strategic part of the organization. Part of this goal is continuing to educate myself (thus the MBA), excel in my current role, and continue to stay abreast of what is cutting edge in order to move my team closer to becoming a world-class recruiting function.…; Added by Dave Mendoza at 9:17pm on October 4, 2009

Topic: Exclusive Interview with Kimberly Thompson, Director North America Brands & Leadership at Whirlpool: o lead the company forward. Kimberly Thompson, Director North America Brands & Leadership, Whirlpool, is a speaker at the marcus evans Talent Planning & Leadership Development Conference taking place in Chicago on 30-31 August, 2010. Here she addresses some central issues surrounding talent management. What are the key attributes a leader needs to steer a business in today’s changed economic environment? They must have a good character and enduring values. You have to represent your integrity, have respect for people, be inclusive and build an environment of trust. Leaders need to be those things in this day and age where there is a lot of speculation and so many examples of bad behavior. Thought leadership and being a director of change is also important. Someone who consistently challenges the status quo and is always looking for the next best thing is vital. Thinking about it from an evolutionary standpoint, it’s the whole idea of continuous improvement and how do we continually stay on top of it. Be that driver of change to make sure we stay ahead of the competition and win in the market place. In talent planning, should a company try and distinguish itself from others so it can attract that often-elusive talent and make them want to stay? Over the last five to seven years I’ve had a change of mindset regarding this. People have changing needs in what they are looking for in their career and in a company. They want a company that is very honest with them in terms of what they are looking for them to do as a talent. For a company, it’s not so much about getting the best for the best – it’s more about getting the best for what you need to have done. I think it’s a much truer and honest approach for both the perspective employee and the company to have that mutual understanding. How crucial is customer-focused leadership in engendering brand loyalty in a slow economy? I think it’s very important and it’s not something that we generally think about because we think that people are still going to spend money in a slow economy. But the fact is that consumers will still buy because they need to buy; however they will be much more deliberate about their purchases. From a customer perspective, our customers are so different in as far as what they expect, what they value and what they’re willing to pay for. In a slow economy we have to remember that we still have all of these different customers out there. And yes there will be customers who want to pay the least amount of money possible to get what they need. But there are also customers who will spend anything to get exactly what they need or want. We can’t lose sight of that. So internally you need to keep your group focused on the fact that there are multiple customers, they have different kinds of needs and even in a slow economy you have to continue to meet their needs. What is the significance of sustainable brand leadership for Whirlpool and for the future of the company? A brand is really the perception of the customer. As we are a multi-brand house, we have to identify and understand those brands are targeting different customers who all have different needs. For us to be sustainable we’ve got to make sure we deliver to those consumers because we are a manufacturer and marketer of durable goods. To be competitive we can’t win on price alone. You really do have to deliver to your customers what they value and what they will pay a premium for. Just going with the low cost solution is not a viable business strategy in the US for a durable goods manufacturer. What are the new opportunities that the strong China market presents for a company like Whirlpool? Geographic expansion into China - and other areas of the world where the population is underserved – is a great opportunity for us. Here again there are many types of different customers and so our mission is to be in every home everywhere. Our challenges understand the different types of consumer base there. The misnomer about China is that everything is just cheap. Over the past year we’ve been watching Chinese companies starting to get their heads around brands over price because brand will get you to a premium but price is just a commodity. It’s not an easy win where you go in and sell cheap products. You really need to go in and know your customers and have a great value proposition. What are the recession lessons learned by Whirlpool? We’ve come through very well in spite of the fact that we are so linked to new home building and remodeling of homes. For some people appliances are the largest purchase they will have all year. It tends to be a very deliberate purchase and not one they take very lightly. Our CEO sent us on a mission when the recession gained steam. He said we are going to control what we have control of meaning that we can’t control the economy; we can’t control the price of materials, or the price of oil. What we can control is how we do things internally that drive unnecessary waste and cost into our products and services. We made a choice not to do a lot of advertising. We invested that money instead into creating the next generation of products. That whole mantra of ‘taking control of the things you can and it will pay’ - it definitely has worked for us. The marcus evans Talent Planning & Leadership Development Conference takes place on 30-31 August in Chicago. Contact: Michele Westergaard 455 North CityFront Plaza Drive9th Floor NBC TowerChicago, IL, 60611Telephone: 312 540 3000 ext 6625 Fax: 312 552 2155Email: michelew@marcusevansch.com …; Added by Michele Westergaard at 4:48pm on August 5, 2010

Topic: Meet Mark Berger, Sourcing Guru, Adjunct Faculty at JobMachine: Invite Mark! An $800 fee in 1979 bought a lifetime of confidence to share with others .... Meet our friend and fellow RecruitingBlogs.com enthusiast, Mark E. Berger. Since 1979 he has been a driving force within the staffing community and his accomplishments have been widely recognized. "Mark has been one of my longest standing heroes and influencers in the business of sourcing. His quiet and humble demeanor exudes an unmatched confidence, while at the same time makes him extremely approachable. From when we first virtually “met” before the turn of the millennium, I have remained a loyal and devoted fan of his work. I can offer no stronger endorsement than the fact that I trust him completely and strive to find more ways in which we can do business together regularly.” December 31, 2007" Shally Steckerl, Chief CyberSleuth & Founder, JobMachine, Inc, (JobMachine.net) I should preface my featured article by letting our audience know that Mark and I are fellow travelers within the sourcing community and that we share mutual admiration of our colleagues Shally Steckerl and Glenn Gutmacher. That said, Mark established himself long ago and independently with his SwatRecriting Techniques - so good that it caught the eye of JobMachine and has since joined us as an Adjunct Faculty member since September 2008. In his role as Adjunct Faculty, Mark conducts online workshops for Swat Recruiting and JobMachine customers, covering many of the topics in the JobMachine curriculum. His specialties inclued demonstrating how to maximize searches on Google, Windows Live and LinkedIn, advanced techniques for finding resumes online, and specialized search engine syntax such as the site: command, intitle: and inurl:. Mark has been in recruiting and staffing since 1979. He is currently the proprietor of Swat Recruiting (www.swatrecruiting.com), a firm supporting the technology needs of the recruiting and staffing industry. He has been heavily involved in Internet recruiting ever since there was such a thing and has become an expert on recruiting and sourcing products and services available to the recruiting industry. Mark started utilizing the Internet for candidate sourcing back in the early 1990s by first running classified ads on the text versions or AOL and Compuserve. Then he was an early user of some of the very first online resume databases including Career Mosaic, Headhunter.net, and Online Career Center. In the latter part of the 90s Mark learned advanced techniques to source passive candidates from the Internet using the search engines, primarily utilizing Alta Vista and Northern Lights in the beginning and is now an advanced user of today's popular search engines including Google, Live, and Yahoo. Mark also has a high level of expertise in recruiter databases (ATS’s), including how these products add to the bottom line. Mark has authored the Internet Recruiting column appearing monthly in The Fordyce Letter since 1998 and is a frequent contributor to other recruiting industry publications. He is also an often requested speaker at many local, regional, and national recruiting industry events. Mark is also on the board of directors for the Mid-America Association of Personnel Services Q&A with Mark Berger Six Degrees: Tell us about your home world Mark. Mark: To date, my personal life has been fairly private. I am a simple man with simple needs and tastes that leads a fairly uncomplicated yet enjoyable life. I am lucky to have a great job that I love, get to travel fairly regularly, a wonderful family including three great school-aged kids that I am very close with. In whatever free time I do have I enjoy going to yard sales and estate sales, usually on the weekends. You just never know what treasure you will stumble on next. Six Degrees: How many years have you been in the staffing industry? Mark: I started in the early days of IT recruiting, 9/17/79. Back then it was nothing more than recruiting COBOL and Assembler programmers on IBM, Honeywell, Univac, and Burroughs “mainframes”. There was a little Fortran on DEC/PDP’s as well. How things have changed… I was at it pretty much full time for many years, close to 28 or so, until I went into recruiter technology training full time back in 2006. Six Degrees: How did you get started as a recruiter? Mark: I wish my story could be more dramatic but back in the late 1970s nobody even knew what a “recruiter” was. Most of the time people thought I worked for the military. I remember being doing some shopping one day and bumped into a friend I had worked with in a prior job. He just happened to mention I should come and interview with his boss, who was looking to hire a couple of people. I agreed and although I had no idea what I was walking into nor the impact it would have on the rest of my life, I was offered and accepted the job. After my initial 60 minute training session my boss had me make out a bunch of index cards (pre-computer/pre-database) with all the company names I could find, then started to call those companies to solicit job orders. I made my first placement in my third week…and the rest is history. Six Degrees: What single event had the most impact on your sourcing/recruiting career? Mark: Probably that first placement, back in 1979. In this new job of mine, not knowing what I was doing, I did wonder if I was cut out for the task. That first placement, I think for an $800 fee, gave me the confidence I needed to go forward and turn this job into the career that it has been for me. Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? Mark: In my early days, I never had a mentor. I was always jealous of those recruiters who worked for the very few other recruiting companies at the time that actually had big billers on staff to learn from. The company I worked for didn’t really have anyone like that. I always used to tell people back then that the reason I knew what to do at any given time was because I had done it wrong in the past and was able to learn from my mistakes. Later in my career, I’d have to say Paul Hawkinson, long-time editor and publisher of the venerable Fordyce Letter, nurtured my early role as his Internet Recruiting columnist, starting in 1998. His early vision that an Internet column in his newsletter is only one indication of his broadminded outlook on this industry. These days, if I had to pick a mentor it would be Shally, whom I have known for many, many years. Before his name because a household word in our industry. I saw his JobMachine grow from a small, part-time endeavor to become a national influence in the recruitment/sourcing industry. Every time I listen to him speak, I learn something new. Six Degrees: Tell us about your staffing industry contributions, Mark: Mark: Currently, I am owner of Swat Recruiting (www.swatrecruiting.com). I actually started Swat many years ago but never really had the time to do what I wanted to do with it. In late 2005 I made the decision to change the focus of my career from placements to training, and have never been happier. Although I do miss the placements from time to time, I feel very fulfilled and actually love my job now. Swat is involved in all types of recruiter technology. Anything computer, Internet, software related. We try and assist recruiting organizations integrate technology into their work environment. There are so many choices out there it is overwhelming for some. Swat Recruiting offers many training sessions, mainly on sourcing passive candidates on the Internet, and most have been very well received by the recruiting community. We also work on marketing plans from time to time with recruiting industry vendors, and have a small ATS consulting practice. Six Degrees: What other companies' recruiting operations do you admire or have heard are best-practice examples? Mark: Well…I don’t know about companies, but I do have a few “heroes” I suppose. A couple I already mentioned. Paul Hawkinson, who just received a Lifetime Achievement Award at the most recent NAPS conference, has always been someone I have looked up to, and I am very privileged to have been able to get to know him in my ten-year association with him prior to his retirement. Shally Steckerl is another already mentioned. This man is a true visionary in our chosen field and one that is well-respected throughout. It is my honor and pleasure to be as closely associated with him as I am. Donato Diorio is another. This man is a tireless supporter of our industry, and now only develops some of the finest recruitment software via his Broadlook company, he is also very knowledgeable about the inner workings of our industry. I have had the pleasure of knowing him since the early days of Broadlook. Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? Mark: Lucky for me…the prevailing industry trend is locating passive candidate resources on the Internet, my specialty. As far as this aspect of the recruiting industry has come, I feel like in many ways we are still in its infancy. I think over the next few years networking for candidates will become more and more an accepted way to get those elusive A+ candidates as the pricey resume databases will become less influential. Six Degrees: I know you have been active on the speaking circuit over the years, Mark can you elaborate on where our colleagues can have an opportunity to see you in action? Mark: One thing I really enjoy about my career as an industry trainer is that I do get to travel from time to time for public speaking engagements. I have been to Fordyce Forum, the National Association of Personnel Services national conference, MRI, Top Echelon, and IPA regionals. I have also had the pleasure of working with these groups and others including Kennedy Information, NPA, ASA, and many state and local recruiter associations to get the word out about this technology. For many years I have been a Certified Personnel Consultant (CPC) and a Certified Internet Recruiter (CIR). I am also very proud to say I am not an Adjunct Faculty member at JobMachine.net and will be participating on a regular basis in the Webinar Series and be a regular blog contributor. Six Degrees: What is your next career goal? What do you need to do to get there? Mark: My career goals are simple. Not only to learn as much as I can about recruiter technology…to stay abreast of everything new and exciting, but to be able to teach what I learn to others, so they can make effective use of these new trends to make more hires or placements. PART II: “HOW DOES MARK DO IT?” 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? Mark: In my role as the Internet Recruiting columnist for the Fordyce Letter and industry technology trainer I maintain relations with surely the vast majority of the recruiting industry vendors, ATS, Data/Resume Capture, Contact Databases, etc. People often ask me for my recommendations or favorites, and although I do have them I always encourage people to make their selection based on their own needs, not what I happen to like. Six Degrees: What tools did you first encounter early in your recruitment career? Mark: When I first started in the business back in 1979, we used index cards to sort our companies/clients and hard copy resumes for our candidates. This was way before computers, much less the Internet. This was even before fax machines as we had to make copies of resumes and actually mail them (yes, USPS…with a stamp) to our clients. We had file drawers with folders and tabs for different programming languages and/or job titles and/or hardware. Our job was made much more difficult by the fact that if a person had more than one skill, you either had to make a duplicate copy of his resume and file it in a second folder, or, more often forget that he or she was there. We had to rely a lot more on our memories that we do today. Those were the reasons I was a very early proponent of automation/computerization in the recruiting office in the 1980s, as soon as the PC came onto the market. Then in the early nineties, we tried running classified ads for programmers on the text versions of America Online and Compuserve. Snagged a few here and there. The middle nineties brought the early iterations of resume databases including Headhunter.net, Career Mosaic, Online Career Center, etc. All those have since been gobbled up by today’s big services. Then, in the latter part of the nineties, the term “passive candidate” was first coined, and we learned how to use Internet search engines, back then mainly AltaVista and NorthernLights, to search for resumes. Since then it has been a learning process and then a teaching process the last few years. 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. Mark: The problem, if there is one, depends on the audience. If you talk about HR, this is a group of people not typically trained in sales. You can teach them all about sourcing techniques but once they have sourced a few candidates, they may be unsure as to how to make the connection, how to lure that resource into the fold. The solution here is to give that audience a simple, yet reliable way to make contact and get their foot in the door. Most big companies have this problem licked by dedicating teams of people, however, many smaller and medium sized organizations do not have the financial resources or manpower to do this. They have to be more creative. If you look at the third-party group, the problem differs a bit. This is a group that is typically highly skilled in sales, however, lack the patience and/or inclination to follow a thorough sourcing process. This needs to be taken into account when presenting to this group. They need some very easy ways to perform this task. Six Degrees: “Best practice” you are most proud of developing (now or in the past) in your recruiting career? Mark: Probably preaching a process-oriented approach to sourcing. Technique is one thing. You can get techniques from the Google help pages, but it is only when those techniques are integrated with a comprehensive, multi-pronged approach can one expect to say they have done a thorough job of sourcing their next applicant. So many I talk to run one string in one search engine, grab a few resources and call it a day. Little do they know how much they are leaving on the table for those more thorough competitors. 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? Mark: One thing that helps is to try hard not to become frustrated. What goes up goes down but conversely, what goes down goes up. There are always good times and bad times in any business. Ride the wave either way it goes and be in it for the long haul. Six Degrees: What one thing do you ideally hope to accomplish in 2009? Mark: Next year, one of my professional goals is for my training to become more appealing to an international audience. I have had a couple classes to Australians, Asians, and the English. I want to do more of that. I also want to expand my training to include more of the network available to recruiters. There are so many now it is hard for one to know the good from the great. Six Degrees: Anything you want to plug? Mark: Check the JobMachine.net calendar regularly for my webinars. Better yet, sign up to be on the mailing list so you won’t miss the announcements. Six Degrees: How Are You Going To Change The Recruitment Industry? Mark: Simple…learn more…teach more. Listen to Mark in action this Thursday: Free Webinar, Register HERE for "Turbocharged Passive Candidate Sourcing: Best of Telephone, Google & Online Database Research Techniques" with Co-Presenter, Sheila Greco RECOMMENDATIONS “I highly recommend anyone to work with Mark. I've trained with him a couple times. He had a wonderful rapport with trainees at all levels. He is always very responsive to questions, feedback, or simple explanations to my issues. His ability to connect with superiors, clients, vendors, and subordinates is what sets Mark apart from other trainers; he had the balance of truly listening and then approaching issues with candid yet insightful knowledge. Mark has excellent written and verbal communication skills, is extremely organized, reliable and a whiz with any sourcing technology. I have emailed him questions and despite her busy schedule he gets back to me immediately and always with a very positive attitude. I recommend Mark without reservation."” May 27, 2008 Teresa Bustamante PHR, CPC, Research Analyst, Avery Dennison “Mark's down-to-earth writing and seminar teaching style is easy to follow and his strategies are simple to execute. Mark really cares about helping his colleagues and client/students become more efficient and more effective recruiters.” November 25, 2008 Top qualities: Expert, Good Value, High Integrity Ronald Siegel “I had the good fortune of attending Mark's Linked-In webinar. Up until this point, I hadn't done much with Linked-In. However, Mark taught many options one could investigate to help in sourcing passive candidates. While I'm just starting out using Linked-In, I'm hopeful that it will be a big help in my building a solid network & provide another alternative to traditional sourcing.” November 3, 2008 Michael Klass, Search Consultant, Joan Leslie Search Group was with another company when working with Mark E. at Swat Recruiting “I have taken 2 courses from Mark and look forward to taking more. He knows his stuff and is a great teacher.” October 30, 2008 Top qualities: Great Results, Expert, Good Value Bill Zajac PE hired Mark E. as a Business Consultant in 2008, and hired Mark E. more than once “Mark is truly an expert in the area of recruiting technology analysis. He breaks down the process to even the most minute detail, and is quick to understand the impact technology has on the recruiting process. While I may not always agree with what Mark has to say, I certainly respect his viewpoint, and it makes for great conversation. Thanks for your commitment to our industry, Mark.” August 19, 2008 Mike Tischer, Channel Manager and Sr. Sales Representative, Broadlook Technologies was with another company when working with Mark E. at Swat Recruiting “I have worked with Mark on a number of Kennedy Information sponsored seminars. He is a joy to work with because he is a true professional who updates his content on a regular basis and has a great ability to reach his audience. Post report analysis prove that he is popular talent. I look forward to working with Mark in the future.” August 15, 2008 Hillary Kyle Holian, Associate Producer, Kennedy Information, Career Management Alliance, IOMA “I have had the pleasure of knowing and working with Mark Berger for several years. Mr. Berger is a top notch recruiter and an expert in the application of technology to the recruitment process. He provides a much needed resource to the staffing and recruiting industries through his training programs and leadership. Mark is also a tireless supporter and board member of the Mid America Association of Personnel and Staffing Services. His input and insights have had a tremendous impact on both that organization but also on the many members of that organization.” June 18, 2008 Roger Aistrup, General Manager, Allan James Associates LLC “I've taken 2 classes from Mark and find his work to be very meaningful and thorough on the subject. He not only has a pleasant manner, you can tell he enjoys what he does. He is extremely knowledgeable and detailed in his presentations and materials. I highly recommend his classes!” March 21, 2008.. Top qualities: Expert, Good Value, Creative Marney Reed “WAPS invited Mark Berger to speak to our local membership on February 20th 2008. Mark came prepared to engage our membership on finding passive candidates on the internet. WAPS emphatically endorses Mark Berger for any seminars or webinars in your area. Mark knows his subject very well and the content of his presentations enabled our members to take several ideas and suggestions back to our desk. Mark is very patient and was willing to answer any question our membership had. Also, Mark is very much open to continue answering questions if our members are struggling with one of his techniques. WAPS is happy to endorse Mark Berger for your passive candidate recruiting needs on the internet. February 21, 2008, Terry Rohde, CPC, Engineering Recruiter, DES LLC “From Day 1, Mark has demonstrated his tremendous knowledge of the universe in which he works --- the recruiting and sourcing world. His experience and keen assessment capabilities make him one of the best sources for guidance, especially when it comes to the myriad of tools and methods available on the market today. He is a true professional, and a pleasure to work with!” February 11, 2008 Anne Scofield, Vice President, Business Development, SGA “Mark E. Berger has a very influential and charismatic personality and his online seminars have been a great help for me to do things better that I do every day. I am very impressed with his abilities and grasp of the subject within his domain and I would strongly recommend Mark E. Berger to everyone.” January 11, 2008 Asif Akhtar Nizami, Technical Recruiter, FSD Solutions “Mark has written several articles on my blog (jimstroud.com) and worked with me on multiple projects. I respect his expertise in online recruiting and appreciate the value he brings to the industry.” January 11, 2008 Top qualities: Personable, Expert, Good Value Jim Stroud is a Social Media Development Manager “I have had the pleasure of working with Mark on numerous occasions. He has a comprehensive understanding of the keys to successful recruiting. Mark's clients clearly benefit from his experience and knowledge of the recruiting industry. I enjoy working with the clients he refers because they are focused, informed, and have a clear understanding of why technology is critical to their success.” November 13, 2007 Tammy Wirths, Account Executive, Sendouts was with another company when working with Mark E. at Swat Recruiting “I was introduced to Mark through a management seminar that our owner went to. He showed us all ways to gain access to information that is otherwise not for public eyes-- invaluable in our business! I think it is wonderful that he shares his technical knowledge with those of us who are less savvy in those areas.” November 13, 2007 Denise Gabbard, Search Consultant, GRN Brookpark was with another company when working with Mark E. at Swat Recruiting “In the volatile recruiting software industry, many customers are confused by all the choices & need help to assess their requirements and understand vendor options in a crowded market. I refer people who need assistance to Mark with confidence that he can provide unbiased, professional, and valuable guidance throughout the software evaluation process.” September 21, 2007 Sylvia Dahlby, Chief Executive Instigator, SmartSearch Online “Mark is a consumate professional who is a very knowledgable recruiter, honest and forthright. Then as an owner of Berger-Nowlin, you were fair to all that worked for you, supported and tried to assist the team in anyway you could. It is a natural progression that Mark is in recruiter training. All new and struggling recruiters would only benefit and improve their success by working with Mark.” June 11, 2008 Kevin Fox, Site/Project Manager, Unisys / Berger Nowlin, Inc. “Mark is a kind, capable and caring business owner and manager. I worked directly for Mark and have always respected him and his many abilities. Mark's AIRS knowledge and certification gave him some skills very few recruiters or business owners have. He has always been willing to mentor/train others to be more productive and to lead by example. I would gladly work for Mark again in the future.” March 5, 2008 Jane Bullington, recruiter, berger nowlin “I have known Mark for pretty close to thirty years . Mark has truly made the leap from running a desk to running a company and finally to becoming the "go to guy" for the latest web techniques. The many years Mark has spent on the desk has given him a keen insight as to what recruiters are looking for in tools to make their job mre efficient. I look forward to reading Mark's comments and opinions in the Fordyce Letter as I know they are always right on and I highly recommend attending one of Marks webinars or in person sessions .” November 2, 2008 Ron Sunshine, Owner, ron sunshine associates…; Added by Dave Mendoza at 1:10am on December 8, 2008

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Blog Post: Being prepared is half the battle...: The 25 most difficult questions you'll be asked on a job interview

Being prepared is half the battle.

1. Tell me about yourself.

Since this is…; Added by Ericka Diaz at 5:32pm on April 12, 2012

Blog Post: Being prepared is half the battle...: The 25 most difficult questions you'll be asked on a job interview

Being prepared is half the battle.

1. Tell me about yourself.

Since this is…; Added by Ericka Diaz at 5:32pm on April 12, 2012