Search Results - cheap beer

Comment on: Topic 'Twitter Successes': with don't appear to be on Twitter to find a job, they are on Twitter to have some fun and talk about where they are going to go for a beer after work. I am led to believe that you should approach sourcing candidates as a "long game" and you need to put the work in for a while before you get anything out of it. If this is the case then you may well want to take Jerry's approach and ignore it and get on with your real job and source candidates other ways. You would not be wrong to do so despite what the Twitter evangelists say. I guess the thing to do is find a balance that works for you. I do think Twitter is however a good way to promote your business and market know how to the wide public in a cheap and cost effective manner By the way.... I'm @JonTerryWS on twitter if anyone wants to follow me!…; Added by Jon Terry at 4:09am on September 29, 2011

Blog Post: Keeping it Real like Willy: Willy dips Skoal, hunts, drives a tractor and is missing a finger. But he has a great personality and extreme likeability factor too.

When he is not outdoors killing defenseless animals he…; Added by Michael Glenn at 12:24pm on April 24, 2009

Blog Post: What's on the College Career Fair Menu? Make Your Company Stand Out: For a college student, entering a College Career Fair venue is like walking into a cafeteria. Both facilities are crammed with decisions, persuasion and the uncertainty of what to choose or where to…; Added by Laura Gargolinski at 3:57pm on October 27, 2009

Blog Post: Seamless voice recognition; recruiters get ready: I was recently speaking with my friend Ami Givertz and he asked me about technology that excites me. With this question, I realized that technology…; Added by Donato Diorio at 12:19am on July 24, 2008

Blog Post: Technology and the numbers game is destroying creativity of thought.: While browsing Twitter recently I noticed an organisation that was offering an…; Added by Alasdair Murray at 5:37am on June 3, 2014

Blog Post: It’s time to change your recruitment ads to be “gender smart”: Many organisations in Australia, particularly listed companies, are focusing on gender equity at board and executive levels. A gender balanced organisation is not just an outcome by achieving…; Added by Charles Van Heerden at 3:29am on July 8, 2011

Blog Post: DIY Market Research Part One: Field Observation: Field observation is an essential component of any serious market research project, particularly in emerging markets, but it’s usually overlooked by agencies. Now, you may not…; Added by David Kippen at 8:04pm on February 8, 2010

Topic: The Sourcers We Are (And Aren't) Today Part II: the Sourcecon AfterDark affair jabbering over the best way to help Bill, our disappointed and alarmed Sourcecon co-attendee sitting next to us, half-listening, his attention wavering between what we're telling him and the siren glare of the LinkedIn interface. We four sourcers, we happy four, we band of brothers raged and rattled and roared at each other over past victories and bitter phone sourcing defeats for about an hour and decided a best plan of attack against the bastion that held the promise of deliverance for our disappointed young brethren who had the sense God gives few to ask for help where it can best be found. Let me ask you something, Reader. If your house is on fire are you going to text or email/InMail 911 for HELP or are you going to CALL SOMEONE ON THE PHONE and scream for HELP! knowing someone will hear you? Bill was calling 911. As a parting exchange one of the phone sourcers, a seasoned gentleman from Canada, nodded to Bill and said, “Don’t you worry - by tomorrow morning all this is going to be fixed.” Young Bill looked at him like a deer in a headlight, not knowing what to believe. How much money would recruiters pay – how much money would a CEO or a CFO of a company be willing to pay - to hear those words from a sourcer’s lips and know he could believe them? I looked at Bill and nodded. “He’s right. Don’t worry. Go have yourself some fun. Come to Room 334 at 7:15 and we’ll get this thing done.” He looked so young and vulnerable. I wanted to make him some hot chocolate. Pam and I left and went to bed. It was past our bedtimes. It was about 11. 7:15a.m. came and went and I was beginning to wonder if Bill was going to show. Did he remember? He was absent mindedly nursing a beer when we last left him sitting slouched back/slightly hunched forward on one of the bar’s couches, hoodie up with the eerie bright glow of the laptop casting a rather cherubic flush onto his young, fresh-scrubbed face. He was earnestly searching LinkedIn and CareerBuilder like all of salvation laid within their gated districts. 7:18 and a knock sounds at the door. Pam is sitting cross-legged on the floor in front of the door putting on make-up and I ask her if she’s ready. “Bring him in,” she says. She’s quiet, getting her game on; pulling herself together - thinking. “Good morning,” I say, as I open the door. “I wasn’t sure I had the right room,” he stammered, slightly. “He’s nervous,” I thought. “Daylight’s burning in the Midwest,” I say to him. He looks at me like he’s just realizing the midsection of the country is two hours ahead of us here in Seattle on Pacific Time. “That’s right!” he exclaims. “It’s 9:15 there!” “9:19,” I correct, glancing at the clock. He’s clutching his laptop. I imagine him sleeping with it clutched next to his chest. I shake the image off and ask to see what he has. Sure enough he opens his laptop. To LinkedIn But then, you already knew that, didn’t you? Before he’d arrived I’d looked up the number of the airline we’d be calling. I had to dig a bit because the first number most commonly found is an 800 number. We don’t want to call 800 numbers because in general 800 numbers are a pain in the ass (too many prompts/they identify my CallBlock number/take too much time to wade past.) Time is money. I found a number that uses a regular area code exchange and called it before Bill arrived to see how it worked. This company employs near 90,000 people and it’s using a number that offers entry to an employee directory and an option to hit zero for “the receptionist” and when you do that it instructs you to “leave a message.” Figure that one out. Please. Someone do that and send me the answer – okay? Moving on: Deciding the best way to approach this is to “stab in” (call directly in to the company number-by-number reaching individual employees at their desks) I had begun that process around 5a.m. PT to find that it was a very simple one-after-another number assignment to individual employees in the company. Piece of cake I was locked and loaded when the knock came. “Let me see what you have,” I demanded. He hands me a list with four names scribbled on it. I’m pretty sure they’re all off LinkedIn. Pam is standing next to me craning to see the list. “That woman’s no longer there. I checked,” she said, pointing assuredly and shaking her head. I looked at her, sideways, “You did?” I was surprised. “Last night. When you went to bed. I’m ahead of you on this, Maureen.” I looked at Pam and laughed. “I’m glad somebody is. This isn’t going to be easy,” and felt myself relax some knowing Pam is every bit as good a phone sourcer (if not better!) as I am. There are many times I know for sure she’s better. “Then you know what to do; you know they use-” “-an answering machine?” Pam almost shouts back at me, emphasizing the absurdity of it all. “I know! Can you believe it? We’re gonna have to stab in. Here’s the- " “-internal dial system? I have it; found it this morning,” I counter back and we both looked at each knowing we each knew what the other knew and not a whole lot more needed be said between us on the subject. Bill looked from one of us to the other like, "What's goin' on?" with that "Who's on first/who's on second?" look. Pam then says, “I did find one woman on that list, though, in the company phone directory. The Sr. Manager for Loyalty Marketing that Bill thinks his Traitoress-Consultant works under. Her extension is 1156.” Let’s start with the 1100’s then, with the hope some of her team members will be assigned numbers nearby. I’ll go in there (pointing at the bathroom) and I’ll do the numbers above 1150 and you take the numbers below,” I said as I picked up my phone and headed for the bathroom. To be clear and to help you stay on track with what we’re doing to this point: We’re going to be “stabbing in” (calling in) to the company – one number at a time – one number after another and keeping track of who answers as we go – until someone answers and then we’re going to ask that person (who answers) if they can help us locate numbers/names/any information on the team members of the Consultant that Bill so desperately wants to identify in hopes of replacing the candidate that was just lost. That’s what we’re doing and that’s what we did and I hope you stay tuned to find out what happens next! This story shall the good man teach his son; And Crispin Crispian shall ne'er go by, From this day to the ending of the world, But we in it shall be remember'd; We few, we happy few, we band of brothers; For he to-day that sheds his blood with me Shall be my brother; be he ne'er so vile, This day shall gentle his condition: And gentlemen in England now a-bed Shall think themselves accursed they were not here, And hold their manhoods cheap whiles any speaks That fought with us upon Saint Crispin's day. William Shakespeare, Henry V Part III…; Added by Maureen Sharib to Phone Sourcing at 10:42am on October 22, 2013

Blog Post: THE RECRUITER’S GUIDING PRINCIPLES

Rule 001 Once you have their money, you never give it back.

Rule 002 The best deal is the one that brings the most money.

Rule 003 Never spend more for information than you have…

Added by Keith D. Halperin at 3:20pm on October 11, 2013

Topic: Meet Eric Raynard, Bay Area to Giverny: All Texture - Bringing Art's Abstract to Recruitment's Form: focus the limelight on those activist members who make RecruitingBlogs tick, it is a pleasure to introduce Eric Raynard. He has more than 20 years of experience in client - directed, project - managed search services. His practice focuses primarily on technical and operations positions with sports and recreation equipment companies. During the course of his career, Eric placed successfully with IBM, Johnson & Johnson, Wrigley, Applied Materials, and other world-class organizations from Boston, MA, to Portland, OR, and from Sarasota, FL, to San Diego, CA. He continues to improve and refine his skills. He was previously with the BridgeGate Group from September '89 - March '96 where his practice migrated from individual contributor to Director and Vice President level. Eric helped perfect the ten - step search process; wrote marketing materials; and conducted training classes in recruiting techniques. Named Team Leader in June '94, he built a four person Technical and Operations Group. Q & A with Eric Raynard Six Degrees: Tell us of your home world. Eric: I have been married to Susanne for 28 years -- which is almost half my life, We live in the Sunset District of San Francisco. We can see the Pacific Ocean from the second floor deck of our home. We have two sons. Max is 24 and Jack is 21. They both live in San Francisco. From our home, I can jog up into Golden Gate Park, out to the ocean and back to the house in a five mile loop. It’s a great way to start the day. Growing up in Chicago, I visited the Art Institute frequently. I was particularly drawn to the works of Vincent Van Gogh and Claude Monet. As a small boy, I made a pledge to myself that if the opportunity ever came my way, I would go to France to see where these masters created their works. Through a fortuitous set of circumstances, and the generosity of a dear friend, I have been able to visit France for two weeks in ’07 and two weeks in ’08. We spent time in the last three towns where Vincent lived and visited Monet’s estate at Giverny as well as the museums in Paris which display their works including the Musée d’Orsay, Musée de L’Orangerie and the Musée Marmottan. I read a number of books on the artists before and after the trips. There’s a very interesting contrast between the anti-social Van Gogh, who died at 37, and the gregarious Monet, who lived into his 80’s and donated major works to the nation of France. Needless to say, I have become quite a buff and can explain the differences between Van Gogh’s “Starry Night” (this painting is in the Museum of Modern Art in New York and was created from memory while he was housed at the asylum in St. Remy in 1889) and “Starry Night Over The Rhone” (done in ‘plein air’ in Arles in 1888 and houses in the d’Orsay). Okay, I see your eyes are glazing over. I’ll stop now [Laughs]. Six Degrees: How many years have you been in the staffing industry? Eric: I have been in recruiting for more than twenty years. Six Degrees: How did you get started as a recruiter? Eric: I started way back in ’88 at a firm called Sales World. It was a contingency firm filling sales positions which has subsequently gone out of business. It was, for the most part, a great way to get training in the field of recruitment. There were methods and metrics for everything. Each recruiter was assigned a “desk.” For a while, I worked “packaging” and came to know every purveyor of corrugated containers in the San Francisco Bay Area. In other words, they encouraged industry specialization. They also taught candidate and client control. The Sales World style might have been a bit old fashioned … maybe a bit “used care sales” in tone. But the concepts behind the style (like consistency of effort) were extremely valid. Then I was recruited to a much higher end firm, The BridgeGate Group, in ’89 when it was the largest privately owned search firm in the state of California. I worked in the San Francisco office. We had the entire 37th floor of the Transamerica Pyramid. It was a pretty posh location. It was interesting working in the Financial District, wearing wool suits and silk neck ties every day. I was in the office when the earth quake hit in ’89. At The BridgeGate Group, the focus was on providing real search services for client companies. My practice migrated from contingency to retained. There was a lot of cross training going on there. We taught each other how to finesse certain situations and how to “thought lead” the client companies to make a decision. The entire style was much more subtle and sophisticated than Sales World. About ’93 or so, I was promoted to Team Leader in charge of a small group in the functional area of Manufacturing and Operations. That played to my interest in how things are made. My group placed people with Applied Materials, Johnson & Johnson and Wrigley, among many others. Six Degrees: What single event had the most impact on your sourcing/recruiting career? Eric: In ’95, a colleague passed a lead to me. She was placing software people with IBM and they needed a Purchasing Manager for the Boulder, Colorado, facility. That was where they were doing software duplication, manual printing and kitting for internal and external consumption. Remember, this was before internet speeds made downloading software easy, cheap and quick. I went to meet the prospective client wearing a blue suit, white shirt and red power tie … the iconic IBM uniform of the time. The client was wearing a sport shirt and slacks. We hit it off. He selected me for the assignment. Then I initiated the search. I did significant telephone recruiting, went to the Boulder area, interviewed several candidates and went to the IBM facility to make a report. We found a terrific candidate at Coor’s Beer who was subsequently hired. After a while I realized that I had successfully placed with one of the “brass nameplate” companies and the people from that company never cared about the wool suit or the posh office or collegial rapport of the firm. It was my own ability to understand the position skills needed and the interpersonal chemistry desired -- plus the basic diligence to do the recruiting work and give them enough choices to make them happy. Shortly thereafter, I left the BridgeGate, where I was surrendering half my fees for the office space and training and award trips and hung out my own shingle. I’ve been operating independently since March of ’96. Six Degrees: Tell us about your compay, Jackson Maxwell Raynard Eric: I am a Vice President at Jackson Maxwell Raynard, a boutique recruitment firm headquartered in San Francisco. We specialize in technical and operations positions with companies making sports and recreation equipment. Most are “back of the house” positions. We work from individual contributor level up to Vice President and have placed with such identifiable brands as Samsonite, Victorinox, Precor, CamelBak, Yakima, JanSport, Spyder and Schwinn. Six Degrees: Can you detail how the recession has affected your particular industry niche? Eric: About four months ago, I got calls from four people who had been laid off - all before lunch! It got me thinking. I should provide information for candidates to help them with my client companies, such as interview preparation, including what kinds of questions to expect and how to answer those questions. That type of coaching could be of value to people who are between careers or looking to upgrade their positions. Simultaneously, I started blogging. There are simple, discreet lessons one learns in the recruiting field. Like how to answer the dreaded money question or how to research a company before going in for the interview. I am at the place where I want to share that knowledge, either in a one on one coaching session or in the broader context of a web posting. So today I have broadened my service offering to include all forms of career coaching. 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. Eric: I have about 12,000 records in my database. That probably represents more than 9.000 separate individuals. So that’s where my networking starts. Additionally, I am a frequent user of LinkedIn and belong 13 groups including Linked: HR, Outdoor Sporting Goods Connection and World Cycling 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? Eric: The written word is different than the spoken word. Without tone of voice, it’s very easy to misinterpret things. Be careful what you write because it can be interpreted in a number of different ways. Use language that’s family friendly. If you are expressing an opinion or point of view, I recommend you do so in a gentle fashion. It’s amazing to me, when you follow the strings of comments, that a simple question like “Are Human Resource professionals liberal or conservative?” can elicit such strong back and forth debate. Seems like some people have just too much time on their hands. Six Degrees: What is your next career goal? What do you need to do to get there? Eric: No question about it, this economy has reduced the amount of hiring and, therefore, the amount of ongoing retained search work available. Prospective clients have invited me to participate on a contingency basis and, at least for now, I’ve resisted the temptation because it feels like going backward. I have all this experience and talent to bring to an assignment … and I can provide a more comprehensive service if I conduct a comprehensive search. So my next career goal is to return to “those thrilling days of yesteryear “ -- when retained search was at least a strategic option for urgent, critical hires. In my heart of hearts, I believe there’s a lot of pent up demand for a quality service geared to hiring quality people in key contributing rolls and I think (and hope) the tide will turn before 2010. I guess that’s the stubbornly optimistic part of me. It’s important to communicate the value proposition of search. Even in a down economy. Because the economy won’t be down forever and the less expensive, less customer friendly options (like internet postings and contingency search) will diminish in usage because there is very little value added in those ways. …; Added by Dave Mendoza at 3:53am on September 28, 2009

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