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Blog Post: The Candidate Experience Enigma: Top of everyone’s agenda, but Candidate Experience remains a challenge…; Added by Kim James at 12:20pm on July 11, 2016

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: How and Why to Object to Taking .jobs Away From Employers and Creating a Million New Job Boards: day, read this blog entry, and immediately send an email in which you voice your objections to the .jobs proposal to jobs-phased-allocation@icann.org. On the other hand, if you believe that the ends justify the means, then sit back and wait until about mid-August when some back room deals could be approved that will result in Employ Media, a for-profit organization which is closely related to the non-profit DirectEmployers (yes, that's correct), is able to do just about whatever it wants with the .jobs domains. If you're a third party recruiter specializing in information technology workers, wouldn't you love it if Employ Media refuses to sell InformationTechnology.jobs to you and instead creates its own job board using that domain? Better yet, how about if you specialize in that market in Chicago and Employ Media gives you the choice of buying ChicagoInformationTechnology.jobs for a measly $5,000 per year or watching them create and promote that domain to your clients? Or you're Microsoft and Employ Media gives you the choice of buying both SoftwareEngineer.jobs or SeattleSoftwareEngineer.jobs for $100,000 per year (they'll have full control over the pricing for different domains for different potential buyers) or they'll turn around and sell those to Amazon for $10,000 per year (maybe their sister works at Amazon so they want to cut her a deal that they won't make available on the same terms to you). Better yet, you're American Airlines and you're not even offered the opportunity to buy AmericanAirlines.jobs because Employ Media decides that it wants to use it to create a job board with job postings scraped from all sorts of U.S.-based airlines as well as loads of ads telling you that you need to have your credit history checked or you won't be hired and you should immediately request information about continuing your education because otherwise no employer will want to hire you. Nice, huh? So how did this all get started? Actually, the origins were innocent enough. Six years ago, SHRM and Employ Media got together and submitted an application to the International Corporation for Assigned Names and Numbers (ICANN), the governing body for Internet domain names and top level domain (TLD) extensions like .com and .net, and requested that ICANN create a new TLD, .jobs. ICANN approved the application a year later in 2005. SHRM was to be the sponsor of the new .jobs TLD. As such, its role was to set policy and establish registration requirements. Employ Media was essentially to administer the TLD, including selling the new domains. Due to a startling lack of transparency, we don't know much else about the relationship although it has been reported that "SHRM receives a flat fee from Employ Media for its role in sponsoring the .jobs TLD." So what .jobs domains are available? The .jobs charter limits their use to domains such as organizations such as Toyota or Microsoft using them to drive traffic to their career sites. So Toyota could use Toyota.jobs and Microsoft could use Microsoft.jobs but job boards such as Monster and CollegeRecruiter.com could not use Monster.jobs or CollegeRecruiter.jobs unless it was to promote their own job openings and not those of their clients. Similarly, job boards like Monster and CollegeRecruiter.com could not register Automotive.jobs or SoftwareEngineer.jobs and use those to drive traffic to job posting ads they sold to Toyota or Microsoft. In short, the .jobs domains were reserved for employers promoting their own job openings. End of story. Or was it? Well, if the story ended there, no one would be upset except, perhaps, for SHRM and Employ Media. You see, after five years, Employ Media has managed to sell only 15,000 .jobs domains even though there are some 13 million employers in the U.S. alone and likely hundreds of millions more in other countries. So SHRM and Employ Media apparently huddled up and agreed that their partnership was failing and brainstormed about how they could turns their lemons into lemonade. The scheme they hatched was to pretend that ICANN authorized Employ Media to do with .jobs just about anything it wanted with the .jobs TLD included the creation of potentially a million new job boards owned and operated by Employ Media. Yes, a million. They really said that. SHRM apparently thought this was such a good idea that in a process that resulted in the resignations of multiple members of the task force charged with overseeing the process, it gave its blessing to Employ Media to charge ahead. Employ Media could sell some .jobs domains to job boards and other organizations whose eligibility and cost for buying the domains would be determined by Employ Media with no oversight in a process which would lack transparency (see a pattern here?) and use other domains to create perhaps a million new cookie cutter job boards to go along with the estimated 100,000 which already exist. Do you want Employ Media to create hundreds of thousands and perhaps a million new job boards however it sees fit when the charter it and SHRM were granted clearly restricted the use of the .jobs domains to employers wanting to create an easy way for their candidates to go directly to the career section of the employers' web sites? Some may argue that this is just free enterprise at work and I would agree in part. Although the creation of a million new job boards will surely add new competition, that isn't the problem. I wouldn't be thrilled about that, but I also wouldn't be helping to lead the objectors in this process. Rather, it is the lack of openness, transparency, and even honesty that is the problem. If the new domains were to be sold like .com domains -- anyone can buy them in a manner that is open, transparent, and honest -- then you wouldn't hear such a fuss. But if Employ Media gets its way then some .jobs domains will be sold behind closed doors and others will be retained by Employ Media to enrich its coffers through the creation of perhaps a million new job boards. If you agree that Employ Media should be allowed to do what it wants, do nothing for inaction will surely lead to ICANN's approval. But if you don't want Employ Media creating and operating domains such as Headhunter.jobs, StaffingAgency.jobs, Chicago.jobs, SoftwareEngineer.jobs, SiliconValley.jobs, Dublin.jobs, or HoustonProfessionalSales.jobs then you need to take action today by simply sending an email to ICANN in which you object to the plans of Employ Media. And it really should be today because tomorrow (Thursday, July 15, 2010) is the deadline to submit comments on this. Note that a personalized letter is a bit better than sending the same letter as everyone else, but sending the same letter is FAR better than sending no letter. Similarly, sending a letter by mail on letterhead is a bit better than sending by email on letterhead or sending a regular email, but sending a regular email is FAR better than sending none. So if you only have time to send a regular email, do so today. If you have time to also print it onto letterhead, sign it, and mail it, do so today. As reported last week by John Zappe of ERE, all comments must be received within the next four days on Thursday, July 15, 2010. If you don't know what to write, have a look at what I and others have submitted or use this: July 15, 2010 Peter Dengate Thrush, Chairman Members of the Board of Directors International Corporation for Assigned Names and Numbers Internet Corporation for Assigned Names and Numbers 4676 Admiralty Way, Suite 330 Marina del Rey, CA 90292-6601 USA By Email To: jobs-phased-allocation@icann.org RE: Employ Media sTLD Charter Amendment Dear Chairman Dengate Thrush and Members of the Board: I am writing on behalf of [insert the name of your organization here], to urge you to reject Employ Media's request for authority to permit second level registration of strings that do not correspond to an employer's name in the .jobs sponsored top level domain. My organization would be directly and adversely affected by this request and therefore opposes the unilateral expansion of the .jobs charter to encompass regional and industry-specific second-level registrations. Since 1993, the community of online employment service companies--job boards, associations, staffing firms, newspapers and other publications that operate job posting and/or resume search databases--has effectively served working men and women and employers worldwide. These same organizations have also significantly improved the career prospects of veterans, minorities, disadvantaged persons and those affected by natural disasters such as Hurricane Katrina. The separate and distinct communities of employers, staffing agencies, third party recruiters, job boards, and even career services are now threatened by the proposed expansion of the .jobs top level domain (TLD). The charter holder is attempting to extend the application of the TLD from its approved community--direct employers--into the online employment services community by introducing geocentric (i.e., Atlanta.jobs, NewYork.jobs, Athens.jobs) and occupation specific (i..e, nurse.jobs, salesperson.jobs, systemsanalyst.jobs) web sites. It now has a proposal to implement this plan before the governing board of the Internet Corporation for Assigned Names & Numbers (ICANN). This proposal violates both the spirit and the letter of the charter holder's contract with ICANN. No less important, it will grievously harm the online employment services community and therefore my organization by confusing the job seekers and employers who have long been the customers of the community. Sincerely, [Insert your name, job title, and contact information here] Oh, two more things: When you email the above letter to ICANN, please cc me at Steven@CollegeRecruiter.com. I want to make a difference in this process and if you'll cc me on your email, I'll know that my time was well spent. After you send your email by the evening of Thursday, July 15th, watch your inbox and perhaps also your spam folder because ICANN will kick out to you an automated email to confirm that you really exist. All you need to do is click the link in the email so your comment will be submitted. If you don't, it might as well not exist. Thanks!! …; Added by Steven Rothberg at 12:53pm on July 12, 2010

Blog Post: The Interview – No Time for a Decision: Everyone – I mean every recruiter, manager, interviewer, interviewee, et al –…; Added by Skip Graham at 5:23pm on August 5, 2015

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Blog Post: How to motivate employees - 11 protips from Steve Jobs: Looking for new ways to motivate your team? We’ve put together this guide so you can learn from a motivational legend and the famous creator of Apple - Steve Jobs. His methods of motivation may…; Added by Phil Strazzulla at 7:52am on October 19, 2022

Blog Post: Why Boring Work is Subjective and Necessary: Added by Sean Pomeroy at 9:49am on November 17, 2015

Topic: Meet Thomas F.X. Licari, Corporate Recruiter, And Activist Founder of The Illinois Recruiters Association: link Facebook Profile - MySpace Profile Blog Site Plaxo Resume: http://TFXL.emurse.com Meet our friend, Thomas Licari, RBC Community enthusiast, founder of his own activist local staffing organization, corporate recruiter and family man. Thomas is a Human Capital Management Professional with 15 years of experience working with fortune 500’s, the U.S. government and startup’s companies providing cutting edge talent acquisition strategies. He specializes in recruitment, retention, compensation, global strategic sourcing, OFCCP regulations, and training/development. Overall, he is primarily Client-focused with strong relationship building and strategic planning skills and particular strengths in the broad areas of Recruitment Optimization, Recruiting Technology Expertise, and Executive Recruitment Specialist. I have communicated over the years with Thomas but had a chance to finally meet him one-on-one while he sat next to Jason Davis interviewing live on a webcam at ONREC last September. Thomas did not disappoint, he has a keen sense of humor, the kind where his answers to some of JD's questions would have caused a fountain of soft drinks to burst out from noses had they been privy to his candor and wit. (If you were there, you would attest to the accuracy of my statement!) Thomas has that rare tenacity of not merely being a follower, but a leader in his own right, who cares deeply about the quality of topics and events of the Illinois Recruiters Association he founded, and has been active in referring his own membership to the RBC community. Q&A With Thomas Licari Six Degrees: Tell us of your home world. Thomas: I married my beloved dream girl Kelly Sue August 19th 2005. We rented a private house with its own beach “McKenna” on the island of Maui, HI. We had a huge party with all our family, friends and the giant sea turtles that came to witness our nuptials. We have two kids a girl 2 1/2 years; Alexandria Soleil Licari and a son 6 months old; Dallas Hawk Licari Thomas: My hobbies include but are not limited to: playing the guitar, rocking the mic, geeking out on the computer, watching way to much TV, making up loving nicknames to call my wifey, singing the Dora the explorer theme song to make my daughter smile, becoming mental over the play of my Dallas Cowboys, FYI, some day my daughter will buy the Cowboys for me as a gift, boxing, and teaching my son Hawk how to throw a perfect punch at six months of age Six Degrees: How many years have you been in the staffing industry? Thomas: I have been a Human Capital Management Professional for 15 years and still love it! I must be sick in the head. Six Degrees: How did you get started as a recruiter? Thomas: I became a recruiter by mistake. I graduated college with my 1st degree in Criminal Justice with an eye on becoming a FBI agent. After obtaining my degree I started the testing process for state and federal law enforcement positions. The problem was that I needed a job now so I could eat, and the testing process takes months to achieve a result. So I put together a resume, you all know the kind of resume I mean, as a recruiter I am sure you’ve read thousands of them. The kind that says you did all these wonderful things, but is a really big stretch. I sent my resume for a COO position to a very success female owned temp to perm agency and was called in for an interview. So I dressed up in my only suit and when in with high hopes knowing full well that I was totally 100% not qualified for the position. I met with the president of the company her name was Hallean. She got me in that interview chair and went for my throat for the start. I was too dumb to recognize that she was messing with me. At the end of the interview Hallean offer me a job as a Jr. recruiter. I was totally excited to have a job as it meant that I could eat something other than ramen noodles. I had no idea what a recruiter even did, but you can be assured Hallean taught me in her own very direct way. I think about her sometimes and would love to show her what I became or in other words what she helped create. Six Degrees: What single event had the most impact on your sourcing/recruiting career? Thomas: I was very young in my recruiting life and still wasn’t sure that I wanted it to be my career. I worked for a small technology firm as a recruiter and was given a great deal of authority when it came to the hiring process. Remembering the lessons that Hallean taught me about understanding the “resume stretch” I implemented it into my selection process when choosing talent to interview. I quickly became the top producing recruiting at the small tech firm. After a few months of working there one of my recruits sent me a card all about how I changed his life by giving him a job. I sat in my chair reading the card and suddenly realized that I in a small way could affect change. I fell in love with recruiting right then and there. Come to think about it, I think I still have that card, I should dig it out to show my son and daughter one day when they are older. Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? Thomas: Short answer my Pop! I wanted to prove to him that I could be the best recruiter. You see he wasn’t sold on the fact that I turned down offers to go into law enforcement at the time. So when I decided that I would continue my career as a recruiter I made up my mind that I would succeed at it. The second person would be Scott A. Spear currently the co-founder and Executive Vice President of Corporate Strategy at Acquity Group. I worked for Scott at Modern Business Technology when he founded the company. Scott always had a way that I can’t explain fully around the hiring process. When I recruited for him he always had a great eye for talent and a different approach for judging all candidates. It wasn’t behavioral, skills, or matrix driven I think you’d call it instinct. Anyway I told you I couldn’t explain it. He had the uncanny ability build structure where there was chaos. He is a good guy look him up & connect with him http://www.linkedin.com/pub/3/2a7/755. The third person would be Tim Simmons the guy is just unbelievable at dealing with people. You’d just have to see him work to know what I mean. He is a top notch people person and I tell him often that he should write a how to book http://www.linkedin.com/pub/0/189/958 Six Degrees: Tell us about your job, Thomas Thomas: I can description my current roles in two ways; I am the president and founder of the Illinois Recruiters Association and a professional consultant. As the president and founder of the Illinois Recruiters Association my responsibilities are providing strategic direction, building membership, constructing the organizations web channel, virtual marketing and participating in speaking events. The size of the Illinois Recruiters Association is a moving target because we grow larger every day. We currently have over 2500 active members with a national newsletter that reaches over 10,000. As a professional consultant in area of Human Capital Management. I have 15 years of experience working with fortune 500’s, the U.S. government and startup’s companies providing cutting edge talent acquisition strategies. I have proven abilities in recruiting, retention, compensation, global strategic sourcing, OFCCP regulations, and training/development. I am Client-focused with strong relationship building and strategic planning skills. Other key areas I might be able to help you with include: Recruitment Optimization, Recruiting Technology Expert, Successful Instructor, Networking leader, Team/Project Leader, Executive Recruitment Specialist. If you need help feel free to give me a call if I don’t have time to assist I’ll refer you to someone that can. Six Degrees: (A) What other companies' recruiting operations do you admire or have heard are best-practice examples? Thomas: I admire the following: Doug Berg the founder and chief innovation officer of Jobs2Web because of his vision. Shally Steckerl from JobMachine, because the guy is just that crazy good, also I believe in what RD Whitney is doing with Onrec. (B) In what aspects are they superior? Thomas: Doug Berg all you need to do is visit www.jobs2web.com. To understand why I dig Doug is visit http://www.jobs2web.com/what-we-do/attract-talent/ read the page and you’ll get it I promise. Shally is best in class as a recruiting technology strategist, he is always willing to help people, and constantly comes up with new great ideas, he seems to drive the industry. RD Whitney I’ve gotten to know personally/professionally and he really goes all out to build strong virtual marketing channels for all his exhibitors at the OnRec shows. Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? Thomas: Government bail outs, the down economy, global recession. The WHY just bums me out when I think about it. Hiring slows down to a snail’s pace and my fellow recruiters starve. To all my fellow recruiters out there reading this keep your head up things will get better. If you are looking for a new job email me and I’ll try and help. Six Degrees: Tell us about speaking events, awards, publications, where you have you represented your company: Thomas: The event I’d really like to focus on is the January 28, 2009 Training Seminar & Networking Event. I am invited an expert panel of Web 2.0 recruiting strategists to discuss Topic: “Web 2.0 Recruiting & the Latest Trends”. If you are going to be in Illinois 01/28/09 come check out this event. For more information visit www.illinoisrecruiters.org My events can easily be found with a simple Google search or visiting http://www.illinoisrecruiters.org/calendar/calendar.htm. Six Degrees: What is your next career goal? What do you need to do to get there? Thomas: My next career goal is to build the largest professional recruiters network in the industry, which include educational/networking events. All I need to accomplish this is more time. Recommendations “Thomas is able to build relationships with Hiring Managers quickly, thereby, jump starting searches with accurate information. Thomas is creative in his sourcing approach and keen on networking to find the right people at the right time for the right job. He is a great team player and a delight to work with!” November 12, 2007 Mary Claire Ryan, Dir. of Global Exec. Search and Diverstiy Staffing, Abbott Laboratories “Thomas is a knowledgeable recruiter and an expert 'networker' who works tirelessly for the Illinois Recruiters Association. He has arranged and promoted a number of very useful educational and networking programs for local recruiters to hone their skills and enhance their professional networks. I have known Thomas for a number of years and all of my interactions with him have been positive and productive.” October 24, 2008 Marianne Murphy-Orland, Executive Recruiter & Training Specialist, Electro-Motive Diesel “I have had the opportunity to attend several Illinois Recruiter Association meetings that have been hosted by Tom. He does an excellent job in providing relevant information to his audience; things we can use right now. I definitely look forward to interfacing with him in the future.” April 22, 2008 Mike Madura, Manager Recruiting, KPMG “I had the opportunity to see Tom "work his mojo" at the Illinois Recruiters Association's meeting. He provided an excellent presentation and was able to talk with a diverse set of recruiters in the room. He was able to explain it so that it made sense to all levels and was able to get into some advanced topics without losing the room. Based on his presentation I could see clearly why he has been such a successful recruiter. I would highly recommend Tom for speaking and recruiting engagements.” April 17, 2008. Top qualities: Expert, High Integrity, Creative Scott McCance…; Added by Dave Mendoza at 3:34am on January 12, 2009

Topic: Lean, Just-in-Time Hiring & The Seven Deadly Sins of Waste in Recruiting!: he Largest Global Gathering of Corporate Recruiting Leaders, in Chicago on September 14-16 2010http://www.onrec.com/conferenceusa/ Barb Matti will be joining Scott Clatur and David Szary at the onrec.com Online Recruitment Conference & Expo 2010 where they will be presenting: Lean, Just-in-Time Hiring & The Seven Deadly Sins of Waste in Recruiting! This group of exceptional presenters with a combined experience of over 30 years, and a practical and deep understanding of the recruiting process will engage attendees on how to streamline the process to eliminate waste. They will share tips and tricks for you and your colleagues to apply immediately for a more effective recruiting process. This and many other great ‘how to’ sessions for those who attend onrec Expo 2010 - to be held at the Donald E Stephens Convention Center, in Chicago from September 14-16, 2010 - will benefit those in attendance. onrec Expo 2010 provides a thriving exposition hall packed with the latest tools and services to help your organization hire the best, and is highly regarded as the “must attend” recruitment event of 2010 where corporate recruiting practitioners and thought leaders will educate hundreds of attendees with cutting edge training (HRCI Credit pending) on innovative sourcing, screening and recruiting techniques and technologies. onrec Expo 2010 will bring together global delegates and exhibitors involved in recruitment to share their common interests, provide a business driven networking environment, and stimulate discussions, debates, and beneficial partnerships. Session Description: WASTE is the single biggest deterrent (AKA - ‘silent killer’) to an efficient, responsive cost-effective recruitment solution - and unfortunately, very few organizations focus efforts to eliminate it! Still today in this age of automation, recruiters continue to spend hours processing “data waste” creating bottlenecks, effectively suppressing their ability to identify, recruit and hire top talent! In this riveting session, you will learn what impact a Lean staffing process can have on an organization and how to avoid the “Seven Deadly Sins of Waste in Recruiting,” including how Henry Ford Health System started their transformation initiative and implemented the principles of a Lean Recruitment Solution! Topics to be discussed include: · Migrating to a Just-In-Time Hiring Model and the Cost of Vacancy · The Seven Deadly Sins of Waste in Recruiting · Quantifying the ROI of eliminating WASTE to Key Stakeholders · Developing a culture passionate about life-long learning and continuous improvement. This is a must attend event for anyone that is: Struggling to do more with less - Looking to streamline their staffing supply chain processes - Seeking solutions to eliminate waste - Looking to demonstrate ROI to key stakeholders. Speakers Bios: Drawing on over 15 years of experience in healthcare recruitment, Barbara Matti has introduced various best practices in talent attraction, selection and retention to HFHS. By showing the value add of top notch sourcing and hiring practices, building high performing trained teams, and a focus on continuous improvement and development, the team at Henry Ford Health System has been successful in transforming talent selection into an efficient, highly effective organizational model with a best in class lean hiring process. Scott Clatur is a seasoned HR Professional with over 12 years in recruitment strategy and operations, branding, and program development. His current responsibilities include developing, evaluating, and sustaining sourcing and diversity recruitment strategies, in order to identify and attract the best talent in the Healthcare space. He is also responsible for Recruitment Operations, as well as, recruitment brand strategies to promote HFHS as an employer of choice. David Szary is known as a leading authority on developing radical, just-in-time recruitment solutions and has worked with more than 2000 companies including some of the largest and most recognized organizations in the world, educating thousands of recruiters on recruiting “best practices” and how to manage an efficient staffing process. He has published numerous articles and is the author of The Recruiter Handbook and Best (and worst) advice for Job Seekers. About Henry Ford Health Systems Henry Ford Health System, one of the country's largest health care systems, integrates primary and specialty care with research and education. It includes six owned or affiliated hospitals, a 500,000 member health maintenance organization and 27 ambulatory centers. The health system had revenues of nearly $4 billion in 2009, with more than 2.1 million outpatient visits and nearly 100,000 hospital admissions. For more information visit: http://www.henryford.com About The Recruiter Academy The Recruiter Academy is Lean Human Capital's renowned Education & Development Solution. We provide the methodologies, tools and techniques to become an 'Elite' recruiter who is passionate about life-long learning, continuous improvement and change! For more information visit: http://www.recruiteracademy.com About onrec Expo: onrec Expo is Onrec.com’s annual international recruitment conference featuring a wide range of over 25 industry specific topics from more than 40 of the top thought leaders and industry experts - and with the 2009 acquisition of Kennedy Information's Recruiting Conference and RecruitingTrends.com, onrec Expo has effectively become the must attend recruitment conference of the year. A division of the Tarsus Group - an international B2B media company creating industry-leading events, publications and online media since 1998 - Onrec.com is the world's leading information resource for Human Resource and Recruiting professionals, and is the accompanying website to Online Recruitment Magazine, which takes an in-depth look into recruitment and industry suppliers - helping corporate recruiters, recruitment agencies, and suppliers find the best resources available through a range of media and services. A growing portfolio supported by Tarsus Online Media, features educational and networking products in the talent management, HR and recruiting sector including; TalentManagementTech.com, RetentionInstitute.com, TheRecruitingConference.com, RecruitingTrends.com, and Onrec.com. Start onrec Expo 2010 by joining our great line-up of leading experts on online sourcing. Expand your understanding of the proven tools, techniques, and strategies to deepen your talent pool and optimize your sourcing channels, by attending the preconference Sourcing Summit: http://www.Onrec.com/conferenceusa/pages/sourcing_summit1 For an overview of all Onrec session topics visit: http://www.Onrec.com/conferenceusa/pages/session_descriptions For more information on all of the speakers participating at this event visit: http://www.Onrec.com/conferenceusa/pages/speakers For more information on the Onrec.com Online Recruitment Conference & Expo 2010, contact Anna Brekka at anna@Onrec.com or go to www.Onrec.com/conferenceusa…; Added by RD Whitney at 12:48pm on July 21, 2010