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Blog Post: Don't Stop Believin' - The Staffing Journey - Economic Metrics/Analysis

https://www.youtube.com/watch?v=HOEKsQVvqfM

It was one of those weeks that describes,…

Added by Mike Rasmussen at 2:55am on October 12, 2013

Blog Post: Top 12 ‘Environmental Selling Factors’ to Consider When Selecting Sales Talent: "There is no doubt in my mind that to create a world class sales team, you need to know how to…; Added by Steve Ludlow at 9:21pm on May 26, 2011

Blog Post: What I learned in Vegas: #HRTechConf Wrap-Up: The 14th annual HR Technology Conference didn't disappoint in Vegas this year. Not only was this the biggest collection of rockstar attendees at the conference to date but the breakout and main…; Added by Chris Brablc at 4:31pm on October 6, 2011

Blog Post: Best Practices For The Next Tech-Driven Graduate Student Recruitment: Where Should New-Age Recruiters Focus On First?

How is big data changing your campus recruiting strategy?

Big data changing your campus recruiting strategy?

Tech-driven big data approach is revolutionizing…

Added by Ngan Pham at 4:51am on February 18, 2021

Blog Post: Meet Dennis Smith, Blogger for Talent, Talk Show Host of the Recruitosphere: Email

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Blog:…; Added by Dave Mendoza at 1:58am on July 21, 2008

Topic: Meet Kay Kelison, Artist, Senior Sourcer, Speaker, Veteran and Proud Mother: nd Publisher Solutions Group (APS). She is a renown internet sourcer with varied background in the IT, Wireless, and Financial Industries. In her day to day at one of the most prestigious software development companies in the world, Kay is often sourcing prospects for lead Developers, Engineers, Testers, Security, System Admins, Business System Analyst, Project Managers, Program Managers, Media, Marketing, Search, Research, Recruiting, Sourcing, Online Media, On-line Networking, Blogger, and Social Media, etc I had the unique pleasure of getting to know Kay in Atlanta last September at Shally's BBQ mixer on his deck and was immediately charmed by her genuine warmth, humility, and passion for her work and family life. Nearly every speaker for Sourcecon paid a visit for a chance to mingle, talk shop and to taste some of the best ribs and brats in town - but my conversations struck me as memorable, notwithstanding it my first opportunity to finally meet Kay after hearing so much praise within common circles. She has this winning smile that speaks volumes about her ability to connect instantaneously on a human level that I found endearing. I made a friend, but likewise I found someone I grew to admire over the course of that evening. I am fortunate to have the opportunity to share her background with Recruitingblogs today. Q &A with Kay Kellison Six Degrees: Tell us of your home world. Kay: I have a partner named Mary Cay Kelison and we have been together for 18 years, She is my soul-mate and an awesome Sr. Technical Recruiter. When we met, I was a bartender studying art and she was a waitress while studying dance/linguistics/french. Our life has been blessed with two boys. They have captured our hearts and add their own imprints in our world. Deacon Blue Kelison leads the charge at three years old. Chase Orion Kelison, age one, challenges Deacon as well as keeps him grounded. Besides my partner, my boys are the best thing that has ever happened to me. We have a dog name Jaxx Magee (named after street-fighter) and a cat that thinks shes dog, her name is Colly Magum. I was in the Navy for 6 years, traveled most of asia. Lived in Hawaii for those 6 years, honorable discharged in 1989 to go to art school. I have saved about 4 people’s lives , 2 dogs, and one cat. As an artist I have donated and sold my paintings around Seattle and on-line. I also make jewelry as a glass artist. I have donated time and art for the AIDS Foundation and Cancer Foundation which are very dear to my heart since I have lost a lot in my life to both diseases. I was brought up treating people that way I want to be treated and that when you see a stranger who is new to the area, or lost or need help. I without any hesitation will invite them to my home; especially around the holidays, I don’t like knowing someone is alone on the holidays. I also, will take the leftovers and we will hand out food to those on the street around our areas during the holidays. Six Degrees: How many years have you been in the staffing industry? Kay: Having ten years of experience, I have 10 years of strictly research, name generation. I don’t consider myself as a recruiter; I am a researcher who partners with recruiters. I also train and educate recruiters on all that is being offered and help them improve their knowledge of the forever changing web 2.0 generation. My partner, and I are both in the industry. Her specialty is corporate recruiting and strategy with a focus on international. My role is strictly internet research, training, and establishing parameters of communication within an organization. Six Degrees: How did you get started as a recruiter? Kay: I am a Researcher/Trainer with AIRS Certification CIR, ACIR and I have been in the Recruiting Industry for 10+ years. I have made a career of Internet Research. As a Senior Internet Researcher and Trainer, I liken myself as a Sherlock Holmes of the Internet. I have great passion for the Internet and its unfathomable depths and unlimited potential. I believe in the hunt and don’t believe in stopping until I have found what I am looking for. I make strategic sourcing sense to my clients. With the demands of finding outstanding talent and keeping our internal customers happy, I form strong partnerships with Recruiters, working with them to create strategic plans and execute them so that clients are satisfied with the team’s efforts and results. I have had the pleasure of working with some amazing companies: Saltmine, Amazon, Microsoft –Ad Center as well as Microsoft India, Wachovia, T-Mobile…. At the present time I am the Sr. Researcher (aka Researchologist) for Microsoft Corporation in the APS group where I am a key player in building, training and setting the strategy for the Sourcing team. My approach adds value to Recruiting, explores, and exploits all old and new techniques for the best results. Six Degrees: What single event had the most impact on your sourcing/recruiting career? Kay: I would say working for a start up company; it empowered me to carve out my niche. My passion for creating the research need and it gave me the means to develop my skills. With the support of those who saw me as a diamond in the rough… look at me now. I am a diamond! The manager who gave me this opportunity is no longer in the field, but I am sure he would be very pleased where I am in my career and would say “I knew it all the time” Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? Kay: I don’t have just one Mentor, I would say I have several who in most cases don’t even know the influence they have on me. Here are a few people that I appreciate for their influence on the sourcing industry Shally Steckerl, Rob Macintosh, Amy Beth Hale, Moises Lopez, and Carmen Hudson just to name a few. In someway, these are folks who helps confirm what I do, is a great validation and importance in our world of recruiting. To them, I would like to say Thank you! Six Degrees: Tell us about your job Kay: I am the Sr. Researcher (aka Researchologist) for Advertiser and Publisher Solutions Group (APS) at Microsoft Corporation where I am a key player in building, training and setting the strategy for the sourcing team. At any given time I will be working with 2 - 12 recruiters. My relationships with recruitment staff is very important to me. The goal is to effectively communicate needs on both sides so we can accomplish some of the difficulties of finding top passive talent. My work is to take some of the pressure off the recruiters and do most if not all of the internet name generation, sourcing, research, etc so that recruiters can focus on developing the passive and/or active candidate relationships. It is important to me that WE as a team work together to be sure candidate as well as the hiring manager has the best experience possible while working with our teams. Six Degrees: Tell us about your industry involvement. Kay: I spoke at SourceCon 2008, it was my first time and it was the best experiencing to have the support of my peers in the industry. I really want to make change and become more proactive in educating others as well as being a SME in my field. I still feel that my job is relatively new concept to recruiting in a way that there needs to be distinguished role in order to accomplish all the different approaches in conquering the multi facets in our growing technology. Six Degrees: What is your next career goal? Kay: I would like to get into a leadership role focusing on research, training, mentoring and speaking about to leverage each other’s skills and passion. As I work with recruiters and partner with the businesses of the company, the demands that both sides are facing in hiring talented candidates needs to have a synergy between the Research/Source/Recruitment/Hiring process. I want to be a part of a new movement and make change in recruiting. Recruiting in general is still having a hard time understanding the value of “specialized” individuals since the industry seems to want to create a super recruiter that can do all things. This process is broken when you have so many burnt out recruiters that are tired of working to the brink of exhaustion. We need to divide our roles and responsibilities to make work more creative, effective as well as efficient. With the new Web 2.0 generation, it’s just too much to have one individual to succeed. Let’s make the change together! Six Degrees: Tell us of your other passions in life beyond work in our industry. Kay: As a hard hitting internet researchologist and data manipulating mad woman – most would not picture the artist that paints Picasso like abstracts as well as creator of glass jewelry and especially not, the six year career in the United States Navy. My family taught service above self and to help those in need. Mary Cay and I continue that philosophy and way of life with our sons, be being involved with the homeless over the holidays and charity work. My time and various artworks have been donated to both the AIDS Foundation as well as the Cancer Foundation. Like most Americans, we have lost so many to those diseases. Six Degrees: How Are You Going To Change The Recruitment Industry? Kay: I feel very strongly about how communications is broken in our own recruiting world. If we don’t address some of the issues that we face as a recruiting function, then we will never move ahead with the ever changing technology regardless of the industry. We need to utilize our strengths and interest that we hold within the recruiting industry. In recruiting, we tend to make hiring and candidates a “process” and tend to forget about the “human” part of human resources. I decided a long time ago to focus on the research/sourcing aspects of recruiting because of the vast amount of information and the forever changing ways to connect with the talent that is available passively. I am finding more and more corporations are trying to save money by asking one recruiter to do it ALL. This is a major problem, because no one can do it all and be effective, efficient, and still love their job. In fact we have lost a lot of good recruiters because of lack of work life balance that company’s claim they have. I want (will) to be part of a new kind of recruiting and make changes in our industry that support multiple resources to provide the best human experience for candidates and clients alike. We need to start looking at passion, expertise, specialization, to be key factors in areas that we are able to provide research/sourcing/recruiting to humanize the process. By empowering an individual and giving them the education to accomplish these things, then we as team will be stronger and better. My motto: Knowledge is Power and Sharing is Caring! I love working with recruiters and businesses that benefit from my passion and knowledge! Recommendations For Kay “I worked with Kay at Amazon.com and found her to be a thorough, diligent researcher and sourcer. Kay's knowledge of search, research and sourcing continues to impress me, and her ability to quickly understand the elements of a search would benefit any organization. Moreover, she is fun to work with!” May 10, 2005 Carmen Hudson “Kay is a sourcing PHENOMENON! I am consistently amazed at her ability to network with and discover amazing talent for her teams - she is also incredibly gracious in sharing her knowledge with her peers - Kay is passionate about sourcing, and her talent at it is well known - she recently spoke at SourceCon '08. Any organization that is looking to grow and flourish will be lucky to have Kay as a part of the team. She's a star!” September 15, 2008 Mary Hurlock-Murphy, Lead Recruiter, Avenue A | Razorfish “Kay is on the cutting-edge of deep search and candidate sourcing. When ever I work with Kay, I feel like I come away learning something new. Kay is a true wealth of knowledge when it comes to interactive search and sourcing and it has been a real pleasure working with her.” May 1, 2008 Peter Kaye, Sr. Recruiter, Avenue A Razorfish “Kay is by far one of the best Sourcers/Recruiters I've worked with. Her knowledge and expertise is boundless and unmeasurable. She's always coming up with excellent strategies and ideas on sourcing and candidate generation. She's a pleasure to work with.” May 1, 2008 Jenafer Park, Recruiter, Atlas, a Microsoft Corporation subsidiary “Kay is best, if you need to find anyone or anything via the web she will show you how!!! She is a self taught master at web sourcing, she spends 1:1 time with every new Recruiter on my team and I always take advantage of getting her on my calendar to learn new tricks of the trade. She is best I have worked with; she is always available and loves to help. A definite team player who thrives on helping my team become more successful. Highly recommend” May 1, 2008 Shannon Barbour, Recruiting Manager, Avenue A | Razorfish “Kay is an incredible team-mate. Her experience, knowledge, drive, determination and creativity really shine through, and you see it when you work with her. Her passion for research, how to use it, how to share it are all things that make her great at her job,. Kay is a pleasure to work with and an awesome team member. GO TEAM SPIDERS!” November 9, 2007 Bryan Reichert, Prospecting and Networking Manager, aQuantive, a Microsoft subsidiary “Kay is an amazing sourcer! She comes up with candidates that are right on. Kay assumes ownership and does what it takes to get the job done. I recommend her without any reservations.” June 6, 2007 Nelia Hayes, Senior Recruiter (Account Manager), Microsoft - Windows Live “Kay is a very smart, dedicated worker that is motivated by using key sourcing techniques to find information that enables recruiters.” July 7, 2005 Tameiko Davis, Senior Technical Recruiter, Washington Mutual “This woman is phenomenal at what she does. She is able to source potential candidates quickly when others have failed. I recommend her without reservation...she is excellent at what she does.” June 17, 2005 Vicki Cohen, Staffing Manager, Saltmine “Kay is one of the brightest stars in internet research I have had the privelege of working with; she is also one of the most determined when it comes to producing results. Professional, fast, and very committed to the needs of the organizations she represents, Kay is a recruiter's dream to work with!” June 5, 2005 Claudia Faust “I worked with Kay at both Amazon and T-Mobile. Kay would source candidates and I was her customer as a technical recruiter for both companies. Kay is excellent at finding good people and she gets what you are looking for very quickly. She uses her intelligence to find what you want. She is persistent and reliable and I would recommend her highly for sourcing. She adds value to any recruiting team.” May 12, 2005 Perry Brunner…; Added by Dave Mendoza at 1:37am on November 3, 2008

Topic: Meet Craig Campbell, Principal at Talentwoo, Veteran Strategic Sourcing Manager & Industry Speaker: raig Campbell. It is a pleasure to feature today someone with as varied contributions and personal appeal as Craig. He has been a talent acquisition leader with 15 years of experience creating strategic talent programs including, but not limited to sourcing, recruitment marketing, college, diversity and workforce analytics. Craig attributes his success to having worked with world class companies such as Manpower International, Microsoft, Amazon.com, Starbucks Coffee Company and most recently MGMMIRAGE. These experiences have afforded Craig a depth and breadth of recruiting insight and best practices across these various industries. If you ask Craig the secret of his success, he will tell you he owes it to his years having an opportunity to showcase effective internal consulting skills, a strong bias for innovation and an ability to connect the dots between business strategy and talent strategy. Jason and I first met Craig in Las Vegas at the Recruiting Roadshow and he has been a ceaseless advocate for our efforts towards building community. I am a fan and a friend, and I see Craig going places as far as his imagination allow him, and I see no limits to that end - only fresh beginnings. Q&A with: Craig Campbell Six Degrees: Tell us about your home world, Craig. Craig: I have a smart, hot girlfriend and I’m the father of beautiful 11-year-old daughter. As of late, I’m really upgrading my daddy skills because my daughter is now a pre-teen and has started wearing a training bra - HELP! I love to devour good books that are mostly non-fiction. A few of the more recent I’ve read are “A Sense of Urgency by John p. Kotter; a re-read of “The DIP” by Seth Godin, “CrowdSourcing” by Jeff Howe and I’m bouncing around the chapters of Outliers by Malcolm Gladwell. My favorite book is called A Hope in the Unseen: An American Odyssey from inner City to The Ivy League by Ron Suskind. I’m a sports fan, but not avid because I prefer playing vs. watching. I played college basketball, which deeply influenced my sense of team, my desire to win and some of my approach to recruiting. I’ve dabbled in martial arts over the years, Tae Kwon Jo, Jujitsu and even tried mixed martial arts some years back. I decided to quit the MMA that after a co-worker upon seeing a few bruises on me, came into my office one day and said to me “I know the first rule is that there isn’t one, but are you in a fight club?” I thought it was pretty funny, but a couple of months later I experienced what they call a rear naked choke and didn’t sleep that night because I thought my throat would swell and cut off my breathing. To be clear, I wasn’t naked when this happened, it’s just non technical name for it...lol. Anyway, after that, lets just say I sought out other hobbies and decided to watch UFC from the sofa. I’m a “geek” and would consider myself a very early adopter of new hardware and software technology of all kinds and In case you were wondering, I’m a Mac with PC roots from my days at Microsoft. I love metaphors and my favorite one right now is one that I read in a guest blog post on cheezehead. Paraphrasing: You have to ask yourself - are your recruiting solutions painkillers or vitamins. I might extend that and add placebos. I’m a fan of painkillers Six Degrees: How many years have you been in the staffing industry? Craig: I’ve been in recruiting for about 15 years and done everything from professional, college, diversity, workforce analytics and branding. I got started by being a recruiting champion when I was working in the insurance industry. It wasn’t my fulltime job, but when they would invite my out to the events, the engagement, the process and end game came very naturally to me and shortly thereafter, I started to explore this profession called with recruiting, which I didn’t really know existed. The most exposure I had to recruitment was my experience of being recruited for sports in high school, which did and still does influence my recruitment style today. One of the cool things about my summary of experience is that I’ve been able to scale across different industries and functions from temp to perm, software engineers to ecommerce to retail and most recently hotel casinos. I’m primarily a recruiting programs guy, eg. Sourcing, employee referral, college diversity, etc. and my best work zone is start-up, turnaround or growth challenges vs. maintenance. Six Degrees: What single event had the most impact on your sourcing/recruiting career? Craig: I think the event that had the most impact on my recruiting career was while I was at Microsoft during the dotcom era. It was fierce direct competition and I loved it. I was a senior member of the college recruiting team and we were as many as 500+ college candidates a year and it seemed as if there was a new start-up attacking our talent pool every week. These were the days when college students were getting huge cash signing bonuses, BMW leases and other crazy tactics to close the best and brightest. The bottom line is that it was such a sweet intersection of systematic logic; creativity, candidate experience and the tenacity to win that sealed my love for the game of recruiting. What I’m proud of in that experience, is that so many of the individuals that my teammates and I hired during that time went on to become high performing leaders in the organization. • I would also reference MGMMIRAGE. First and foremost it’s Vegas baby! It was very unique set of challenges that mostly revolved around solving for • the sweet spot of high touch and high volume • how to differentiate your employer value proposition in an extremely hyper competitive market in one geographic location • managing hiring manager complacency around attracting the hourly job seeker • External factors of housing foreclosures • Successfully developing and managing the employer value proposition against the perception of the lifestyle of Vegas These were really juicy, highly engaged challenges that many times were a moving target and I think will continue to be a moving target. It gave me the opportunity to dig deep into these challenges end to end at the property level and collective as an organization. The internal consulting and change management skills were truly battle tested. I think Las Vegas has a ton of runway for recruiting solutions. Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? Craig: I give extra props to the recruiting philosophy and talent mindset at Microsoft during my time there. However, I attribute my overall outlook on recruitment, capabilities to the collective recruiting community more so than any one individual. In addition I tend to be influenced by the parallels of many non-recruiting professions. The just in time (JIT) product delivery models of Dell and Wal-Mart, the brands of Nike and Apple, the customer service/experience delivered by Starbucks and Nordstrom’s, the Porters 5 Forces for strategy and the recruiting prowess and discipline of schools like USC, North Carolina and Duke Six Degrees: Tell us about your daily duties Craig: I’ve typically managed small SWAT teams and my primary responsibilities have been focused on the following areas: Strategy: Utilizing the best workforce analysis to customize and prioritize talent needs Identify the most compelling and relevant employer brand messages leverage technology to build recruiting capacity. Sourcing: (professional, college, diversity) Make it my business to know where candidates live, work, and play and I take us there: physically and virtually . Develop and tap into deep and complex social networks Recruitment Marketing: Build talent channels in the same way the business builds supply chains.Translate the voice of your brand to help candidates understand why they should work for you. Six Degrees: (A) What other companies' recruiting operations do you admire or have heard are best-practice examples? Craig: As of late, I’ve been following and really like the execution of Sodexo. Their presence and execution of recruiting in the social media space has been impressive. They are also doing a great job at segmenting and customizing content for their respective talent pools such as military, diversity, college and alumni. The most impressive thing about there ability to launch, execute and leverage these tools is that it requires end to end support and buy in when not everyone “gets it.” Having spent most of my career in big corporations, its not always easy to get these types of strategies and tactics off the ground in the early adoption stage. Shout out to Arie Ball and the Sodexo talent acquisition team. I would also call out EA and how they’ve led the way in how they leverage a CRM approach vs. core ATS, In addition to that, I like the way in which they use events to transfer the virtual relationships into in person engagements. Shout out to Cindy Nicola and Sean Rehder of Talent Logistics on that 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? Craig: As fundamental an effective as it has been for many companies, Employee referrals will continue to have an impact on my work and the industry. Generally, I don’t believe it’s been optimized. Although recently there are some yet to be proven tools on the market that leverage social networking platforms like facebook, linkedin, etc…I think there is huge runway in the employee referral channel. Six Degrees: List/detail speaking events, awards, publications, where you have you represented your company: Craig: I have spoken at ERE, NACE and Diversity Best Practices, but no awards to mention. Six Degrees: What is your next career goal? What do you need to do to get there? Craig: My next career goal is to build and lead a start-up or turnaround recruiting function that literally leverages the best practices of business strategy, technology, marketing and customer service instead of an aspiration. I the main things that I need is an organization and team with a strong sense of urgency, an entrepreneurial spirit, reasonable resources and the right capabilities appropriately aligned and lastly trust and autonomy. Game on… Recommendations for Craig “Craig is a true professional in Human Resources. He is an excellent strategist who thinks outside of the box to develop creative initiatives and processes. Craig has an unique understanding of the importance of "branding" within Human Resources and business in general. His valuable experience and thinking is emphasized with his ability to quickly develop credibility through executive presence and influence skills. I would sieze the opportunity to work with Craig again in the future. He will be an asset to any organization that thinks strategically about Human Resources.” December 15, 2008 Michelle (Bray) DiTondo, VP Human Resources, MGMMIRAGE-New York-New York “I had the pleasure of getting to know Craig through my teams support of his initiatives - looking back, we learned something new (and important) in every interaction. He has the ability to take very complicated, large scale situations and quickly identify the most critical, though often subtle, details. Then, after creating and analyzing multiple potential solutions, effectively communicates to any level of audience which is the best and why. Craig is strong from strategy to execution, and from C-level to individual contributor. If you're building a team, make sure you have Craig on yours!” October 25, 2008 Mike Inman, Corporate Strategic Sourcing, MGM MIRAGE “I have working with Craig on several recruiting events, diversity events as well as business planning. In each case, Craig has demonstrated great passion with the ability to generate good ideas. He was very thorough in his work and laid out plans that allowed the group to move forward in a positive direction.” October 7, 2008 Cordell Jones, Lead Program Manager - Microsoft Exchange, Microsoft “Craig has been a huge asset to our company both from a leadership standpoint as well as supporting our talent initiatives. Craig has brought business intelligence and insights which have been "game changers" for our business. I hope to have the opportunity to continue to work with Craig in the future.” July 3, 2008 Mark Avery, Director Strategic Sourcing, MGMMIRAGE “Craig is someone who creates a vision, explains the vision, and then delivers the vision. Coming from an exceptional background of work experience, Craig continues to push and to lead his employers in the "talent economy" in new and innovative ways.” June 16, 2008 Sean Rehder, Talent Management Consultant and Developer, MGM MIRAGE “Craig brings a wealth of knowledge and experience to the table. Over the years he has provided me with great advise and support. He is well connected in the recruiting industry and is always willing to share his knowledge with others. I would welcome the opportunity to work with him. Cody” May 25, 2008 Cody Horton, SPHR, Talent Acquisition Manager, Dell “Without a doubt, Craig gets "it". He truly understands how recruiting impacts business not just from a hiring perspective but from a "bottom-line" perspective. He is extremely creative when it comes to the business of recruiting and sourcing strategies. I am looking forward to working with Craig again in the future.” May 22, 2008 Shea Putnam, Partner and Branch Manager, Coolhires “Craig is a polished, confident staffing professional with a plethora of knowledge in all areas of the staffing industry. He is able to use his marketing and strategic thinking along with creativity to bring new meaning to outdated programs and processes. His ability to look at the staffing industry out of the box, from a consumer level rather than an employee level, enables him to create innovative programs that are far reaching within an organization. He is a charismatic and engaging speaker who is able to deliver high level information in corporate vernacular or “see spot run” fashion. He has been an enlightening person to work with.” May 21, 2008 Lauren Burke Bennett, Consultant, MGM MIRAGE “Craig, has been an valuable resource to me. He offers wise counsel and is a big thinker who has helped me identify actionable solutions to staffing challenges (ATS, employee referral program, sourcing strategies, etc.) Craig's quickly understands complex problems and offers thoughtful, clear and insightful solutions. Whenever, I have an idea I want to brainstorm and/or challenge, Craig is the first person I call.” May 21, 2008 Jojuane Porter, Manager, Recruitment Process, Tools and Metrics, Kohl's Department Stores “Craig is a dynamic professional that has a tenacity to uncover every stone until he locates the ideal result. He possesses the incredible ability to multi task, think out of the box, leverage hard to find resources, and initiate projects with long term benefits to both stakeholders and sponsors within the organization. Moreover, Craig continually brings concepts and ideas that are generations ahead of current corporate models, including time, cost and quality value propositions. Craig offers a relentless approach to extraordinary achievement. I believe that he is a valuable contributor to the MGM MIRAGE enterprise.” May 20, 2008 Lance Greeninger, Div. Corporate Recruiting & Human Resource Initiatives, MGM MIRAGE “Craig has the ability to not only create a vision, but to see that vision through right down to the tactical level and foresee any operational impact the vision may have on different verticals within the organization. Knowing this, Craig will reach out to these stakeholders and involve them at the beginning stages in order to achieve the critical buy-in to foster the success of the vision/project. Bottom line, Craig brings vision, foresight and attention to detail to MGM MIRAGE.” May 20, 2008 Andrew Heckert, Manager, Strategic Sourcing, MGM MIRAGE “Craig is a talented,creative, and smart staffing professional. He has the ability to access situations quickly and put together programs and solutions that not only work well, but can scale and be reproduced. He's responsive, proactive and a great person to work with. I'd work with Craig again and I highly recommend him.” May 20, 2008 Jerry Montgomery, Recruiter, Amazon.com…; Added by Dave Mendoza at 1:36am on February 9, 2009

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

Blog Post: What you know about Internet Resume searching is wrong: Do you use search engines to look for resumes on the Internet? Do you use exclusions such as "-jobs" or "-submit"?

If you do. Stop it. Read…; Added by Donato Diorio at 11:32pm on June 22, 2010