Search Results - chair pretty

Blog Post: We Must Have Hit The Fountain of Youth... We sure as hell don't feel 40

January is a big month in the Thomson household. It kind of sucks to…

Added by Will Thomson at 12:16am on January 19, 2013

Blog Post: Who is a better Hire, Jack Of All Trades or Master Of One?

As the famous figure of speech goes, ‘Jack Of All…

Added by Hardik Vishwakarma at 5:59am on February 12, 2019

Blog Post: Call me a PIRATE and I'll slit your throat!: A Banker, a Doctor, and a Recruiter walk into a bar, two of them leave…; Added by Stephen Nehez, Jr. at 2:47pm on September 27, 2013

Comment on: Blog Post 'A job board owners view of LinkedIn': st and foremost LinkedIn in is a job board and [profiles] are resumes...period! To claim otherwise only demonstrates a complete lack of understanding of the space and business model. Perhaps diversionary, like McDonalds really doesn’t sell hamburgers as much as they are one of the largest real estate holding companies in the world, I applaud Linkedin for their proposition. As for the blog itself, does anyone remember the story of Chicken Little? I'm old enough to remember when cable television was introduced many predicted the demise of the big three networks. A quick check today demonstrates that while few have rabbit ears or roof top antennas, the big three networks still win the ratings war on most fronts. I began my recruitment career before the job board was introduced. When it was, if I had a nickel for every article I read [predicting the demise of the third party recruiter] I wouldn't be writing this, I'd be on my yacht anchored of the coast of Boracay sipping champagne with woman much younger than me! Although I applaud your provocative commentary I can't see where your “personal branding guru” status lends any credibility to your blog. Many have asked but I see you've only responded to the lay-up comments. Below are just some of the comments that explain why it’s probably best to cut your losses: 1. "They [companies] only use job boards in a last ditch effort to hire a candidate because the best people for the job are the ones that aren't looking (sometimes [all the times] called "passive candidates"). If I'm putting my profile (or resume as I like to call it) on LinkedIn I'm looking to be found. Please explain how these profiles are passive (or the difference, other than the format of LinkedIn vs. Microsoft word between this and a Monster resume database)? 2. "219 applicants per job board submissions vs. 33 applications per hire on their own corporate web site!" I hope so! Truth be told, I expected the spread to be wider. Why? Because job boards spend billions on marketing and "personal branding". The wider the spread the more hiring options for the company. Ever hear of the term, “database building”? What you're not commenting on is how many of those 186 additional applicants who are plugged into the corporate database and hired in the future and how much money that saves the company. 3. “…Job boards are black holes…stop submitting your resume to them and praying that a machine finds it and delivers it to a hiring manager.” So I suppose submitting your resume through a company’s career site is not a machine? And to the point of your article, the “Apply with Linkedin” isn’t a machine? 4. "Companies will expect you to be on LinkedIn and if you are not, then you can't apply for jobs." I saved the best for last. I almost fell off my chair with this one, Dan. Can you please cite one hiring manager, HR rep, recruiter or 10 year old child who supports this theory? True, active networking and personal contact is incredibly effective. But that isn’t the point of your blog and most don’t have the time or the contacts to utilize this method effectively. Job boards like LinkedIn, social networks, directories, ATS, networking, referrals, friends, etc. (all of which I've made placements from) are simply tools. Each tool to be used to varying degrees depending upon the search. To categorically discard any one is to discard a portion of the talent poll and demonstrates a foolishness that history has proven. I work with ultimatejobboard.com. We are a general job board and proud of it. Our unique proposition is our filtering tools, ease of use and dedication to one vertical. Your comment that job boards look at Linkedin as competition is short sited. In the internet space partnering is King. As part of our job seeker experience we promote LinkedIn so they may find those they know at a company. What does LinkedIn pay us for this...nothing! It's an enhancement with our users in mind. We partner with Indeed.com as well (as do most job boards) with a tremendous amount of success. A satirical and provocative read Dan. I'm guessing you've accomplished your goal. Well done! Perhaps as a follow up the title of your next blog should be, "Why Women Should Leave the Work Place?"…; Added by Christopher Poreda at 6:40pm on June 5, 2011

Blog Post: #GPTWConf A Two Thumbs Up Experience

#GPTWConf A Two Thumbs Up Experience

I recently went down to…

Added by Anna Brekka at 10:08am on April 15, 2014

Topic: Meet Peter Malamas, Senior Vice President, Sheila Greco Associates, ExecutiveTracker: Chair (Current) at Habitat for Humanity RecruitingBlogs Profile Linkedin Profile Facebook SGA Executive Tracker ExecutiveTracker Testimonials Direct Office: (201) 735-7082 Email: peter@sheilagreco.com TESTIMONIAL: "SGA ExecutiveTracker provides me the opportunity to search a wide range of industries and executives within one system. The functionality is simple, but the results are robust. Tracker supports my recruiting efforts greatly, providing potential candidates, referrals, company profiles, corporate structures of leadership, and Bio's that give me an overview of the persons career. I researched similar tools and chose SGA ExecutiveTracker, because it's best at providing the in-depth information that I need to successfully recruit at all levels and functions within the organization." – Annette F. Green, Director of Executive Recruiting, Brinker International Working with SGA since 2004, Peter has focused on the creation and launch of the SGA ExecutiveTracker product as well as the continuing growth of the SGA ExecutiveTracker division. His experience includes driving significant revenue growth as President of idEXEC, an online business intelligence service, under both Thomson Financial and infoUSA, and the founding of Tactical Business Concepts LLC to assist Subscription-based Content & Software-as-a-Service providers with new product development and business growth. He was a key team member in the sale of idEXEC to Thomson Financial, as well as the subsequent sale of idEXEC to infoUSA. Peter launched, and continues to manage, the ExecutiveTracker product & division, including marketing, sales management, strategic alliances. SGA provides clients with proprietary business intelligence, executive profiles, & company research through its ExecutiveTracker online subscription-based tool, custom research projects, as well as through content partnerships Peter developed with Lexis/Nexis, Sendouts, & Salesforce.com. Peter is a Board of Directors Member and Fundraising Committee Chair at Habitat for Humanity of Bergen County NJ, and is the NJ Executive Networking Group Moderator for NETSHARE. SGA http://www.sheilagreco.com specializes in custom research and subscription based online content and tools for HR, Executive Search and Sales professionals. Q & A With Peter Malamas Six Degrees: Tell us of your home world. Peter: Dave thanks for inviting me to be interviewed on SixDegrees. I think you are providing us a great opportunity to connect on a more personal level with all the people we work with or hope to work with out there in the industry. I live on what’s now known after a NY Times article 2 years ago as the “New Jersey Gold Coast”. It’s made up of several towns like Fort Lee, Edgewater, Hoboken, and Jersey City that are right across the Hudson River overlooking Manhattan. Hard to believe 30 years ago it was all industrial buildings, shipyards, and factories over here, now mainly high rise apartments and condos! I have a wonderful 6 year old daughter who just lights up a room when she walks in. I have to say, as you know from personal experience too Dave, fatherhood has been one of the greatest developments in my life. Kids can really show you how to approach every situation as an adventure and positive experience, because it’s all new to them, I certainly learn as much from Alexis as she learns from me. Six Degrees: What do you outside of your day to day professional activities? Peter: I’m on the Board of Directors as well as Chair of the Fundraising Committee at Habitat for Humanity of Bergen County here in NJ. It’s a terrific organization that provides affordable housing for families in need. Two things I really like about Habitat are that we help families help themselves, they are required to put 400 hours of “sweat equity” work into their own Habitat home and also have to pay for the home. It’s not given to them, they make payments into an interest free mortgage. Also most of the work we do is all here in our own communities, so we get to see the result of our good works of Habitat and improving our own neighborhoods all around Bergen County. It’s pretty satisfying. For fun, I have had motorcycles and trail bikes since I was a kid growing up riding the trails in Massachusetts. Then I rode sport bikes for a long time, and when I got my first Harley a few years ago I found myself riding it more than the sport bikes and going on longer rides. So now for pure fun I like to ride my motorcycle in the country. You really can reach a kind of Zen-like experience riding up there. Riding in the city is a great way to get around Manhattan and it’s very easy to find a parking space, but dodging yellow cabs on 6th Avenue on a Harley isn’t exactly as relaxing as a ride by the lakes in Harriman State Park! I plan to mix my hobby and my charity work, we’re planning the first Habitat Bergen Bike Run Fundraiser for September 2009. Six Degrees: How did you get started in the staffing industry? Peter: Actually Dave I never have been a recruiter, although I have been a hiring manager for most of my career. On the candidate generation side I have been very focused on the related field of “business intelligence” since I moved to NYC in ’94. I started that part of my career in sales at a small product division of Knight Ridder’s Business Info Services called Finex, which at the time was a part of KR along with Lexis Nexis. We were a business information company specializing in Executive Profiles and Company information. Recruiting firms and Sales organizations used us, they both were very interested in contacting the right executives at U.S and Global firms. The product was generating less than a $1mil when I started. I then worked my way up to leading the sales team and then President of the company, brought the product online, and along the way we grew the company to about $6mil and renamed it idEXEC. We sold it twice, so I was President under three different parent companies including Thomson Financial and then infoUSA/infoGroup. After 9 total years at idEXEC including three years of growth under infoUSA/infoGroup I left to do my own thing. I then setup a consulting LLC to work alongside clients in long-term engagements called Tactical Business Concepts. http://www.tacticalbc.net That’s how I connected with Sheila Greco and SGA (Sheila Greco Associates) four years ago. Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? Peter: Well when it comes to answering both of the above questions I really look to Sheila as the main influence on me. Her taking me in to help bring SGA into the online data world and start the ExecutiveTracker business was the reason I got more deeply involved with the Recruiting marketplace, and she is also the one responsible for teaching me about the internals of the Recruiting industry. It’s been a great relationship because as we work together we draw on similar experiences, we both are entrepreneurial and have been in the driver’s seat for multi-million dollar companies, but from different industries, the recruiting world and online information. That provides a great... and sometimes crazy... environment where we are constantly bouncing ideas off each other and moving quickly to launch new ideas. I not only admire Sheila’s creativity and energy in growing a great business and building a great team at SGA, but I have also learned a lot from Sheila on work-life balance. I have a lot of respect for her focus on her family. She is always there for her son Joey while meeting the demands of running the SGA business. Needless to say Sheila has a LOT of energy to accomplish all that. Anyone that has ever met her can confirm that opinion! Sheila’s has built a great team that she can trust to help run the business including Joe Morse, Mary Maines and Tere Masters, just to name a few. People tend to stay with Sheila. At four years with SGA I’m actually the “new guy” among the group I mentioned! Six Degrees: Tell us more about your position, responsibilities, and size of your organization: Peter: ExecutiveTrackerPro is a product line that’s integrated into the full range of services provided by SGA http://www.sheilagreco.com that support the recruiting process. SGA’s specialty is finding “passive candidates”. It’s that full range of services that is our greatest strength because we not only have an online passive candidate database, which is unique because it is telephone verified, but we also specialize in the custom research, name generation, and Traditional Research that fills in the gaps not addressed by all the online products out there. It’s funny Sheila and I joke often about my job description. While officially I help lead the Tracker division, including product management, marketing, sales, and strategic alliances such as Lexis/Nexis, Sendouts, or salesforce.com, I really get involved in more than that. Whenever anyone asks my job description I usually say my job description is “Sheila let’s me know whatever we need to accomplish and then I go figure out a way to get it done”. I’m only half joking since one day I may be evaluating the terms of a client contract, while the next day I may be giving a product demo, creating a marketing email, or dealing with a user interface design issue. In an entrepreneurial environment you become even more goal oriented and a little less focused on an official job description. What’s great about that environment is the diversity, you’re working on technology, sales, customer service, marketing. That keeps things very interesting. It’s always great to be interested and still learning something new every day. I especially enjoy the constant contact with our clients, and telling new people about our service. Six Degrees: (A) What other companies' recruiting operations do you admire or have heard are best-practice examples? READ MORE AT SixDegreesfromDave.com, HERE…; Added by Dave Mendoza at 4:06pm on January 13, 2009

Blog Post: The seven deadly signs of a broken recruitment process (and how to mend it): I’ve observed recently a series of hiring processes in firms from…; Added by Jane Paine at 11:14am on November 3, 2015

Blog Post: The High Performance Conference Room: Added by Louis Bina at 6:14pm on January 6, 2011

Blog Post: Are Mo, Larry and Curly Doing The Hiring At Your Company?: Originally posted on http://blog.keenhire.com

I'm serious.

Let's get real, have you…; Added by Margaret Graziano at 12:33pm on May 13, 2010

Blog Post: Am I Too Ethical To Be A Recruiter?: Well now, it's been a couple of years and my recruiting life is going along pretty good. Exceeding my numbers, gaining exclusive clients, having fun and thinking this is the best job and the best…; Added by Cora Mae Lengeman at 12:01pm on October 29, 2011