fferin Grove Park and volunteer within the parks and communities movements in Toronto.
• Office/Cell Number (O) 416-530-4271 (C) 647-226-9322
Geoff Webb has over 10 years of experience with Recruitment and Resource Management with some of the top consulting companies in Canada and the United States --- "Geoff is Canada's Most Connected Recruiter".
In addition to his sourcing expertise, Geoff specialties include: Recruitment, Resource Management, Training and Coaching, Career Transition, Health Services and Privacy.
Q&A with Geoff Webb
Six Degrees: Tell us of your home world.
Geoff: I live in Toronto with Michelle (we’ve been together now for over a decade), we have two daughters Inanna is six years old and Dara is two years old, we currently take care of three cats, a cockatoo (named Cookie) and a dog, wow, we really have too many pets.
Not only am I a Master Sourcer, but I’ve been involved in Canadian politics for over 20 years, in that time I have worked for two Prime Ministers, one Premiere and a number of Members of Parliament. As well, I was once held by the Secret Service at the White House (it wasn’t my fault I swear). I was there on a school trip, a friend threatened to burn down the building, I got taken in for standing beside him (such an idiot). I am currently very involved with the Parks and Communities movement in Toronto, where we try to focus communities around urban park spaces. If you want to see a great model for an urban park check out www.dufferinpark.ca - we rock. When we’re not volunteering I like to spend time with my two little girls, we hang out a lot with friends in the parks, but also like to go rock climbing, we are all avid rock climbers (so if you know of any good rock, I’ll climb it). Currently my eldest daughter and myself are trying to figure out if it’s possible to build a zipline in our backyard
Six Degrees: How many years have you been in the staffing industry?
Geoff: started out in recruiting at Parachute Community employment centre in 1989, so I have been in the staffing industry for wow, for 20 years now.
Six Degrees: How did you get started as a recruiter?
Geoff: Funny story actually. I didn’t want to be a recruiter. At first I went to theatre school and aspired to a career as a Stage Manager. I’ve always had an artistic side of me, however, after about three years of Theatre School I decided that I really couldn’t stand actors and that might get in the way of a career.
So I went to work for my friend Tim McVegh who ran a community employment centre (Parachute, named after “What Color is your Parachute”). My job there was to assist underemployed youth in the Regent Park area of Toronto to get on-the-job skills training through a Government of Ontario program called Futures.
That got me hooked so I worked my way through school and got my certification in Human Resource Management. When I did the course I thought that I wanted to be in Training and Development, but during my coop I ended up working for Canadian Tire as a Staffing Assistant.
Now this is where it got really interesting, growing up my father was a professor of cognitive science at UofT and so we had a lot of computers around the house. I got the job at Canadian Tire because they were implementing a new ATS called Restrack Hire (which eventually became Taleo) and I understood both the HR world and the technology world, and Canadian Tire was the first company in Canada to implement the system.
My role was to work as a Jr. BA on the implementation. Through that process I became very interested in Recruiting and started to assist on some of the Campus recruitment initiatives. And that’s how I got started in Recruiting. Since then I have mainly focused on Technology hiring because I have a love of Talent Acquisition and Technology.
After Canadian Tire I worked briefly for a year with a Technology agency called Ian Martin IT, until the VP and a good buddy Craig told me that he didn’t “want to hold me back from something better” (no Craig Silverman it wasn’t you but I love that line).
I then spent the next few years working for Computer Task Group on the IBM account as an RPO recruiter, this gave me the opportunity to manage recruiters as well as move my young family to Vancouver for a year…since then Vancouver has been our second home. It also gave me the opportunity to meet some really great American recruiters and learn the phrase “that dog won’t hunt”.
After deciding to return to Toronto I worked for Xwave, Cognicase and then CGI (where I briefly delved into the world of Resource Management). After leaving CGI in 2002 I started to really become interested in the Candidate Generation or Sourcing side of the business. So I started my own company and with the help of my friends at Head2Head worked for companies such as T4G, Microsoft and Tucows (thanks guys).
I then did a pure sourcing gig at Intuit for two years where I had the great pleasure of working with some of the best sourcers in North America under Traci Wicks (who btw rocks). I also got to attend the first Sourcecon and really started to delve into my community of peers. I am currently working with Hewitt Associates on the Central Sourcing team, again, I am very lucky to work with such a dedicated and smart bunch of folks under the inspired leadership of Chris Gould and Cynthia Wehrenberg.
Six Degrees: What single event had the most impact on your sourcing/recruiting career?
Geoff: I can remember the day when the sourcing world really opened up for me, during my stint at Microsoft Canada I sourced and recruited for the Enterprise Services team. Let me say that it was a challenging assignment, as you had to find people that not only excelled technically but also were prepared to go on the road 80% of the time. We were using all the usual channels at the time, however, one day I was having lunch with a couple of the folks who were Technical Evangelists, and they were talking about the Microsoft Developer contests that were going on. It sounded both interesting and a lot of fun, so I inquired further about, well, what the heck they were. At the end of the conversation I was dumbfounded to find out that we already knew most of the best talent out there through the contests, but no one had thought to connect the contests to Talent Acquisition, and that’s when it struck me, everything can be about recruiting. You just need the proper recruiting ecosystem in your company. That’s when sourcing became really interesting for me, the more creative the approach the more exciting I get about it…and over the years I’ve done some crazy things, set up hotdog stands across the road from competitors, rode the elevators looking for contacts, crashed conferences to meet with developers. But I’d have to say that was a defining moment for me.
Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after?
Geoff: you know I can’t say that I have any one mentor, however I have to give props to some folks for really opening my eyes to the sourcing world and community based recruiting.
A big prop has to go out to my friend and mentor Traci Wicks at Intuit, Traci really taught me two valuable lessons 1.) that online communities are great but always need to be supported by direct human connection and 2.) your sourcing strategy no matter how complex should always answer the question “how am I going to move this person from a prospect to a hire”. I will forever carry those lessons with me.
As well, Leslie O’Connor gave me the opportunity to connect with so many people that share a common passion for sourcing through the Sourcecon venue. I owe many of my relationships with my fellow sourcers to Leslie.
Speaking of community builders I would be remiss in not giving a shout out to my fellow Torontonian Jason Davis, Recruitingblogs has been a great place not only to connect to the recruiting world but also to see how vibrant online communities can be created and maintained. Also huge shout out to all those sourcers and recruiters that I connect with regularly to share ideas…unfortunately to numerous to all name here.
Six Degrees: Tell us about your position at Hewitt:
Geoff: Currently I am a Sourcer on the Central Sourcing team at Hewitt Associates, I work on a team of seven sourcers under the direction of Cynthia Wehrenberg, besides my everyday sourcing duties of finding the best and brightest of the HRO world I also work on researching and evaluating new sourcing tools and technologies and then showcasing those technologies to the team. Further I am involved with the team building out the Hewitt social media strategy (with my good friend the brilliant Michael Marlatt), an opportunity that I am very excited about.
I am extremely proud to be working on a sourcing team that has come so far so fast, in six months we’ve really become a force to be reckoned with in the Sourcing world, I would put us up against any sourcing team out there today, yeah, I mean you - bring it.
Six Degrees: (A) What other companies' recruiting operations do you admire or have heard are best-practice examples?
Geoff: Wow, so many, however, if I had to pick the top three I have always admired the work that Marvin Smith has been doing over at Microsoft, building Talent Communities that are true self sustaining and self propagating. I also really enjoy the work being done by Chris Hoyt and Amybeth Hale over at AT&T around the integration of their social recruiting elements, and last but not least I am a huge Josh Khan fan, he’s both a cool and very smart guy and understands that not every tool is made for every job.
(B) In what aspects are they superior?
Geoff: you know in all these cases including Hewitt, I am highlighting companies that are daring to be different, to push the boundaries of traditional Talent Acquisition, to really delve into social recruiting, daring to make mistakes and learn from them. I have a lot of respect for any company that puts themselves out there and is prepared to make some big OOPS. Another very important lesson that I learned at Intuit was if you aren’t making mistakes then you’re probably not innovating. In all my favorite companies I see a lot of innovation in our space.
Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why?
Geoff: Hmmm, let ‘s see, Job Boards, yeah, they’re going to replace Third Party Recruiters…wait, wrong decade. No, seriously for me it’s got to be two things, 1.) the emergence of social media, and when I say that I don’t just mean Facebook, Linkined, Twitter, I am thinking beyond that with Diigo and Del.i.cious and other social bookmarking sites like Stumbleupon, I am talking about blogs, widgets, anything that can tell me more about you as a person other than your resume and can allow me to connect with you as a person more fully and 2.) (this is me Faith Popcorning a bit here), the fact that the future of Sourcing will be less about resumes and more about the content, I as a Sourcer I will be more interested in what you demonstrably know than what you have written on your resume.
Six Degrees: Tell us about your broader involvement within the staffing industry:
Geoff: Granted I haven’t been a huge conference attendee (probably that long trek across the border), however, I have religiously attended both Sourcecon conferences and have attended Recruitfest and RNG here in Toronto. I look forward to the day when Canada can say that we are in the Talent Acquisition conference game, I hope that day will come soon.
Six Degrees: Can you detail how the recession has affected your particular industry niche?
Geoff: I have been very lucky not to be a member of the unemployed up to this point during the recession. However, I know many of my fellow recruiters and sourcers that were downsized during the recession. To try to combat some of the effects of the recession in Toronto we started a monthly meetup of recruiters, hoping that the direct connections that we make will entice folks to help each other seek clients, new gigs, contracts, whatever they need.
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.
Geoff: Well, let’s see, the last time I was looking for work I started a Facebook group and called it “Help Geoff Webb Find a Job” and invited all my “friends” to the group, I would then keep them updated about my job search status, I also run a number of social networks for Canadian Recruiters and have invited my Linkedin friends to a Ning group called “Friends of Geoff Webb Worldwide”. I help to run the Sourcecon Ning site and I am a regular contributor to Recruitingblogs.com. I also have one of the largest Facebook networks of recruiters on Facebook - all these media allow me to stay in touch with my community and share information with them. As I stated above I am also the organizer of the Toronto Recruiter Meetup and I am often called upon by community groups in Toronto to set up their online social media. I would start my own radio show, but Animal has that covered.
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?
Geoff: Don’t ignore people, and be your authentic self. The best way to tick people off is ask them for something and then ignore them when they come calling to you. I try my best to answer every wall post, every Linkedin inquiry, every Tweet that I get, otherwise, I’m just another avatar out there. As well, do “pay it forward”, helping someone today can often become an opportunity of tomorrow.
Six Degrees: What is your next career goal? What do you need to do to get there?
Geoff: I’m torn there…on one hand I would like to be the Talent Community Manager, and work within social media to grow and enrich Talent Hubs or Communities by providing interesting and rich content but also introducing an element of the human touch, I don’t have it all figured out yet, but I’m learning. I could also see myself as the Product Manager for the next killer recruitment app out there, again, not there yet, but I’m learning.
Industry Recommendations for Geoff Webb
“Geoff and I worked together at Intuit, as Senior Recruiters, and then he moved into the Candidate Generation Team. He is passionate about building recruitment pipelines, creating sourcing strategies, training peers in technology tools that increase their ability to effectively use the newest and latest & greatest tools and, last but definitely not least creating new social networks. Geoff is an Excellent Sourcer, with many tools at his disposal and full of ideas, strategies and networks. He brings alot of tools and ideas to the Table and can help a Recruitment Team and the related Business Groups find a good solution to enable them to Hire the right people and talent!” October 17, 2007
Linda MacNeil, Senior Recruiter, Intuit Canada Inc.
“Geoff strives to always look at new innovations in sourcing from a technology perspective. If there is something new out there he is the expert. Geoff also is a GREAT trainer and is committed to training new sourcers so they become successful! When brainstorming with Geoff there are no obstacles always solutions. Thank you Geoff for being such a committed innovator in sourcing.” August 13, 2007 Top qualities: Personable, Expert, Creative
Traci (TWicks) Wicks
“Geoff managed a heavy recruitment load, and was successful in establishing a user group for Java programmers. He always knows about the latest technology and sourcing strategies, effectively determines technical competence among candidates,, and managed the hiring relationships with ease. He is a pleasure to work with and is willing to share ideas and best practices.” September 10, 2007
Janette Richards, Recruitment Consultant, Intuit, Inc.…
Daniel Harris is one the bright stars within the constellation of strategic sourcing talent developing within Silicon Valley. He has been developing his name generation and overall research capabilities over the last seven years, and in that time, has been a passionate evangelist for his vocation as a distinctive fine art within the staffing realm.
Daniel Harris recently was a Sourcer/Talent Researcher at NetApp Sunnyvale headquarters since February 2007. He Reported directly to Sr Staffing Managers, building a pipeline of talent lead generation supporting different recruiters on a daily basis. Dan actively sources both active and passive passive leads on behalf of NetApp, finance/accounting, sales, consulting and marketing departments. Prior to NetApp he worked at VeriSign for a year supporting multiple recruiters from engineering to sales/marketing.
It is suffice to say that Dan cares deeply for people, his work, and about living life to the fullest. He takes time to smell the roses so to speak. He is an international traveler, always looking over the horizon for his next experience overseas year after year. Dan prides himself in being part of the American dream, and likewise in being traditional; maintaining tight familial bonds. He visits his family often in Vacaville, about 1.5 hours away from his home in San Jose. His parents have since retired; his mother was a florist and father was in the Air Force and a part-time car mechanic, and he is mindful of his younger brother, and their family dog, "Momo" He is just as animated about speaking about those he loves as he is about the passion he has for his profession, sourcing.
And for all these stated reasons and more, I am proud to have Dan as my first personal apprentice in the JobMachine Advanced Cybersleuth's program.
It has been my personal observation that Dan Harris has a particular passion for life, one which resonates in each of the opportunities I have had the pleasure of meeting him. He has often been seen passing out sheets of the latest niche sites he has discovered to colleagues with a large grin and a sincere enthusiasm, and never seeks reciprocity for his generosity. He is often one of the first to register for a webinar or workshop, with a tenacious desire to maintain his cutting edge. When Research Goddess in Training, AmyBeth Hale visited the Bay Area, Dan provided legendary tour guide assistance. Of special note, Dan is one of the most modest people I have met in this industry. He is if anything, bashful when it comes to recognition, always thankful for the smallest of favors, and never a braggart. It is a significant quality for someone whose career is noteworthy for accomplishments and destined with the high expectations of his peers. Dan is respected for many reasons, but because he is a genuinely kind and thoughtful person he is a person who develops bonds in his friendships that go beyond the professional meet and greets.
Dan is one of the small circle of colleagues I contact within the Bay Area to assess hiring trends for recruiters in the technology economy. Someone of Dan Harris' talent and work ethic is in demand and the availability of sharp sourcers is in limited supply. I can honestly say, Dan is one of my personal bell weathers “ if Dan isn't on a contract, I promptly surmise the bay area economy is slowing down.
Q&A with Daniel Harris, Sourcing Expert
Six Degrees: Tell us of your home world Daniel.
Daniel: I bought a Nintendo Wii and I like to play video games but haven't lately at all. I've been spending my time reading more books to sourcing/research on the internet. I am picking up Golf and enjoying that greatly. Mainly my time is spent at work/home in research and sourcing (passion for it). Currently reading books on Competitive Intelligence as I am finding the subject and topics it covers extremely interesting. I love listening to self improvement audio books at my desk everyday (for about 1 hr while I'm working). I listen to webinars to CDs from others such as Bill Vicks Big Biller audio dvd to Lou Adler zoominfo webinars to Shally Steckerl recorded webinars I have. I also enjoy volunteering at my local church serving as an usher to help setup and takedown on Sundays.
Six Degrees: How did you get started as a recruiter?
Daniel: I got pulled into recruiting from retail. I was working for Best Buy as a Merchandising/Media Supervisor and one of the General Managers left to join a small boutique Name Generation/Profiling company (HTC Research). He recommended me and I was hired on the day I interviewed.
Six Degrees: What single event had the most impact on your sourcing/recruiting career?
Daniel: Well, I would say itâ€™s multiple events, but if I had to nail one it would be Jack Young, a coworker I had at HTC Research who stated to me, "Dan, BE YOUR BEST" just before I left there. Its has been a lasting effect over me and the changes I've made within my career in my learning development, growth, thoughts, work ethic, understanding and how I go about in research and sourcing for the best passive talent.
Six Degrees: Tell us about your job
Daniel: I'm most currently a Contract Sourcer/Talent Researcher at NetApp working onsite in Sunnyvale, California. My responsibilities are delivering a pipeline of talent of names/profiles/resumes to senior recruiters covering marketing, sales, to finance position opportunities we have.
Six Degrees: Are there occasions in which you share best practices with your colleagues?
Daniel: In-house at NetApp I gave presentations & my cheat sheets on some of the newest techniques, websites, and sourcing strategies I share with the recruiting teams I worked with every quarter. In November and December this last quarter I Led and contributed to sourcing training via phone/web conferencing to the NetApp India recruiting team along with the help of two additional sourcers within NetApp. I love to teach and also learn from others!
HOW DOES DAN DO IT?
Our continuing series on the rank and file and thought leaders who make us proud of our vocation. Dan Harris is a worthy role model to spotlight. He is modest, - truly uneffected by each of his successes, suffice to say it is because his inner core is driven by a certain, most unique love for his profession in life. It is comparable to a professional football player remembering the first time he held a pigskin in his grip or a baseball player recalling that warm summer afternoon as a youth playing catch with his dad. It is a sincere passion, a bliss few of us can maintain given our daily chores, and it is for that reason, that Dan Harris is respected and admired by his peers - his focus and drive being all the more infectious to us all. Today we continue our discussion from the trenches in this War for Talent.
Q&A with Daniel Harris, Sourcing Expert
Six Degrees: How many applicants at your present employer do you estimate are hired from your corporate website as compared to how many are hired through referrals?
Daniel: While I won't give an exact number, I will state we have a higher percent of employee referrals that are hired and come onboard vs through our corporate website but its almost equal I would say.
Six Degrees: What is the source of the "Most Hires" collected from at your present employer? (In terms of Quantity #)
Daniel: Employee Referrals and directly through our Company Website are representative of our highest quantity hires. Both are about equal.
Six Degrees: What is the source of your "LOWEST COST OF HIRES" - (least amount of invested resources for the easiest hires, regardless of quality) at your present employer?
Daniel: Employee Referrals and Internal mobility.
Six Degrees: What talent niche groups do you target and are these particular talent areas specialized under your review?
Daniel: One of my focuses is building out a talent pipeline at NetApp. I am the orginal creator of our NetApp Facebook page which now boasts over 700+ fans. I'm proud I was able to create something that will now contribute to more overall branding and social networking relationships for NetApp. I also targeted specific competitor companies and built out handmade directories/contact title lists for multiple recruiters with a majority of names that won't be found using any resume board, Linkedin, or via the internet.
Six Degrees: What types of training in sourcing/recruitment are available to you and have you taken advantage of?
Daniel: Well, I am currently Secretary of HRCA and actively assist putting together great speakers here locally in the bay area every quarter. I usually try and attend great webinars given by Humancapitalinstitute.org. I also look at ERE.net to taking Shally Steckerl's Jobmachine, Inc. webinars.
Six Degrees: What recruitment software tools do you use in your day to day recruitment activities & do they translate effectively within all of the different countries where you recruit?
Daniel: I would say my biggest three tools I used everyday at NetApp are jigsaw, spoke, linkedin, and talenthook. There are some other tools I am itching to get but for now I must use these.
Six Degrees: What tools (technology or old school file folder, for example) did you first encounter early in your recruitment career?
Daniel: I was originally trained via telephone methods while at HTC Research. I then started using the internet more and found search engines like Yahoo, Dogpile, or Google helpful.
Six Degrees: How did your expectations of being a recruiter compare to the actual, first time you got on the phone or in the cubicle? To this day would you say people's assumptions about our vocation differ from reality?
Daniel: Found it pretty exciting and challenging at the same time. The expectations and what I thought I would be doing was extremely hard but I was able to reinvent myself by a combination of using both the phone and the internet. While I had a lot of personal interaction while working retail before I found a lot of my skill sets I learned did carry over but still had to work and learn at recruiting, specifically the biggest being just really understanding the job and what the hiring manager was looking for.
Six Degrees: Worst mistake, biggest goof, lousiest practice you thought would fly but didn't and how that was a learning experience?
Daniel: Ha ha! I've made so many and learned a lot. I can't say I could single out any single practice in my mind this moment. However, One point I would say the you can't really start a job without first really understanding it and knowing what your looking for and requirements.
Six Degrees: How do you personally expect to facilitate change within our industry, and/or at your place of work? If you started that process, outline the problem, your solutions, and the vision.
Daniel: Its starts with me! I openly share my research/sourcing knowledge with my coworkers and friends I have in recruiting. I believe in sharing knowledge and skills as it comes 100x back. I think the biggest differentiator is that I do feel confident in the work quality/quantity I can produce, how I think and can best bring value and talent into a top organization. I believe the YOU can be the biggest component in your success along with meeting and surrounding yourself with the right people/talent and knowledge along the way. Continually Learning and I never give up plus I love the thrill of hunting talent and winning.
Six Degrees: Best practice you are most proud of developing (now or in the past) in your recruiting career?
Daniel: Striving to Be My Best everyday. Continually learning and improving. Understanding the position, having focus and then taking the right actions to get the results I need.
Six Degrees: What are some of the frustrating aspects/obstacles to your day to day as a staffing professional and in general?
Daniel: The biggest obstacle I still face internally sometimes is when hiring manager(s) or certain upper management within companies doesn't understand the challenges that sourcer/researchers go through in the recruiting process. Sometimes the hiring manager needs coaching and understanding on what is realistic (both in timetable to the multi-faceted skill level candidates the hiring manager is wanting).
Six Degrees: What are the most common themes of strategic and/or tactical mishaps involving past or present HR/Staffing org?
Daniel: Maybe an HR Business Partner or Upper Management at many companies that don't have a fully understanding grasp of what research/sourcing can do within their staffing organization (not to mention help possibly impact marketing, sales, and Competitive Intelligence).
Six Degrees: Considering all of the frustrations you have experienced in your career as a recruiter, -- what inspires you as you continue in your career?
Daniel: People Do! What motivates me everyday is People. I truly want to help impact and make a difference in their lives. Yes, while I do acknowledge I reach out and connect to passive talent mostly, I really do want to make a positive impact and create that great win/win in their career and financially for their families.
Six Degrees: What one thing do you ideally hope to implement that hasn't been done before?
Daniel: I would like to lead and take part in implementing some very low-cost training & networking luncheons starting here in the silicon valley/bay area that would provide more opportunities for face-to-face networking of industry leaders, HR staffing mgmt, and recruiting peers as we truly are only a couple degrees of knowing each other. We can help each other and others through this as People and the connections we know is one of our most powerful assets throughout our career and through our lives. If we can build lives, help build each other, we all get better and get through challenges and challenging times together!
Six Degrees: Anything you want to plug?
Daniel: Well, I love to make great connections on linkedin so I can be found there
Six Degrees: How Are You Going To Change The Recruitment Industry?
Daniel: This feels like a Pinky and the Brain question! I will endeavor to get research and sourcing more well known, valued, and an understood function within industry organizations. Also see above on networking luncheons.
Recommendations For Daniel Harris
"Dan's generous spirit and ebullient enthusiasm are absolutely contagious. Few people in our industry have such a hunger for learning even after they have developed a deep wealth of knowledge, yet remain so openly willing to share. Dan is sharp and engaging, making him not only a pleasure to work with but someone with whom to enjoy exploring new ideas. I strongly recommend Dan among the elite CyberSleuths" September 21, 2007
Shally Steckerl, Chief CyberSleuth & Founder, JobMachine, Inc,
"I hired Dan based on a recommendation from one of my Name Generation Managers and I'm glad I did. Dan is probably one of the best Internet Name Generators I've every trained. We trained him to take a project and "make it his". When he first started he had never even heard of Name Generation and within a year he was taking ownership of projects and runing the research from start to finish. He made tons and tons of mistakes but never allowed his ego to get in the way of what was best for the research and the client and was easily corrected and put back on the right track. He was always eager to learn new tricks and invested a few new ones himself. He has the highest integrity and truely appreciates the skills he has acquired. He is an absolute pleasure to work with and I highly recommend him as I know he will go very far in this career." February 21, 2007
Jeff Weidner, COO, HTC Research Corp
"Dan worked for me at HTC for 4+years. Was sorry to lose him. Great work ethic and super employee. Knows his way around the internet too! Solid researcher. Would love to have him back!" June 9, 2005
Jeff Shiverdaker, President, HTC Research
"Dan is an excellent sourcer and team player. He is up to the second on what's new in sourcing techniques and tools and so willing to share what he knows with others. He is always positive and always willing to go the extra mile to help the team be successful." September 20, 2007
Andrea Schmidt, Recruiter, VeriSign, Inc.
"Dan is passionate about his role and committed to providing value to the team. He is a fearless researcher and has freely shared his insights and techniques with me. I feel I've learned a lot from his cutting edge techniques and his take on the future of recruiting plays out for me in my bid to secure top technical talent daily." September 19, 2007
Kate Gordon, Senior Recruiter, VeriSign
"Dan is great guy, very professional, focused and interested on getting to know the actual person to find the best fit." March 27, 2007
Federico Bockel, Sr Network Engineer, DTCC
"Dan is one of the best sourcers of the industry and is always well equipped with new sourcing techniques and ways to find qualified talent for "hard to fill " jobs .He is very talented in sourcing and always ready to share information.I would highly recommend him." September 25, 2007
Nikhila Bhingarkar, Human Resources-Staffing, Oracle ( formerly Hyperion Solutions Corporation)
"Dan has an incredible sense of how to best utilize information technology to attain and maintain a true competitive advantage. Use his resources and watch his amazing network bring you the results you need almost magically." October 18, 2006
Kevin Nations (email@example.com), Owner, SilverBack Marketing Corp
View my profile on RecruitingBlogs.com…
Phone: 954-692-3553 OR 877-344-4300
Meet my friend Claudia Faust, Independent provider of recruiting services including executive search, professional staffing and passive candidate sourcing. As a recruiter and leader of corporate recruiting organizations for 14 years, Claudia Faust brings her passion for people and analytics to hiring and retention. Over the years she has recruited and managed staffing organizations for globally recognized brands such as T-Mobile USA, Amazon.com, Microsoft, Sprint PCS, and Burger King Corporation; her expertise includes executive search, staffing, recruiter development and training, metrics development and implementation, workforce planning, recruiting technology and vendor selection.
Claudia took this opportunity as a featured member in our interview series to do something those who know her are quite accustomed to: she shared of herself for others, and in the most personal, poignant way. When you venture forward, her responses regarding home and history, - be it children, marriage, and career, - she shares the type of deeply personal and introspective flashbacks that good friends do on a warm summer night sharing a few spirits under a full moon. When all is said and done, you leave refreshed and empowered someone cared enough about you to entrust a part of themselves. For anyone who knows Claudia, it is a familiar take away in what it is to befriend her. She is entirely authentic and even more formidable if you recognize her wisdom is not solely pertaining to a certain day in a week.
Truth be told, I look forward to conference season each Fall and Spring, it gives me an opportunity to see friends new and old, and in each venture I get a hug from my friend Claudia and that endearing smile that is so sincerely welcoming. Claudia is many things, not least among them a class act and someone who so consistently provides value to her industry. More importantly, Claudia is a friend to something far bigger than you or I - she is a confidante and mentor to the daily visitors of RecruitingBlogs.com, not to mention the spotlight featured guest sharing "Wednesday Wisdom"
Improved Experience builds feedback portals to help companies measure and improve the engagement and retention of their best talent. From earliest contact and throughout the employment life cycle, the Better HiresTM suite of products measures and benchmarks critical indicators of workforce engagement, employer brand, and recruiting effectiveness. Improved Experience products are real-time and subscription-based, utilizing patent-pending survey technology. Sales, operations and customer support are provided from Dallas, Miami and Copenhagen
Q&A with Claudia Faust
Six Degrees: Tell us of your home world, Claudia.
CLAUDIA: I currently live in Plantation, Florida, about 10 miles inland from Fort Lauderdale. I say “currently” because my husband and I speak often about other places we’d like to live, and who knows where we’ll be five years from now.
My husband is a brilliant, kind, wonderful engineer, and we’ve been married for three years; it took me forever to find my match (you’d think that as a matchmaker I would have been better at choosing a life partner for myself, but that wasn’t the case for me), so he sits firmly at the top of the list of blessings I count every day. I also happen to think he’s the cutest boy in the world, but that’s another story.
I didn’t know my husband when I moved to Florida six years ago, and the story of how we met is too good not to tell you. At the time I was actually dating someone else: an Italian Count I had met while on a cruise from Venice to Istanbul; I dated the Count for over a year while thinking long and hard about what I wanted next from my life. In the summer of 2003 I decided to leave T-Mobile and step headlong into his world; we traveled frequently between his homes and businesses in Italy and south Florida for many months before I concluded that this nomadic life was not for me; I missed my kids and my friends, and even my work -- alas, I was living someone else’s fairy tale; it seemed only fair to acknowledge it and move on.
It was the middle of January by then, and I had a choice: I could return to Seattle, or stay in Florida for a while. I chose the second option (no brainer), and took a condo on the beach for a much-needed sabbatical. It was a life-changing four months: I ate when I was hungry, slept when I was tired, and even recruited a bit here and there to replenish my savings account. But mostly, I walked the beach for hours every day. Family and friends came to visit, and I began to feel like an improved version of my old self once again.
It was at sunset on one of those beach walks that I had a chance meeting with the cousin of one of my neighbors, a dark-eyed Turk with a quiet smile and a European accent wasn’t easy to place (turned out to be Denmark, where he had spent many years on his own journey). We chatted for a moment and then I went for my walk, returning an hour later to discover that he was gone, but a note in a bottle was carefully tucked into my sandals. The rest, as they say, is history; we were married two years later at sunset on that same beach, and my life feels like it has come full circle.
Our blended family is split between two continents: in Denmark it includes a son, two daughters, and four amazing grandchildren, and here in the US, two sons and two more amazing grandchildren. Note the underscore on amazing , and yes I do love being a Grammie.
Last summer our family expanded again with the adoption of three feral kittens that have since domesticated well and taken over both the house and our hearts. Life suits me just fine these days.
SIX DEGREES: Tell us about a day in the life, what is that eclectic past time that makes you tick? Make us believe, Teresa “We Hardly Knew Ye!”
CLAUDIA: Travel is perhaps the most visible pleasure for me – it doesn’t matter where I go or how I get there: I can be packed in a heartbeat, and if I forget something they probably sell it there too. There are so many beautiful places to see in the world, and fascinating people from every culture to meet. How can my feet not itch to start the next great adventure?
I’m not athletic by any stretch of the imagination, but my interests are eclectic; I like to bike, ski (the jet-, water-, and downhill variety), snorkel, sail, and go for road trips in my Z3 (straight six, open road, let the big dog eat…you know what mean). I’ve also started working on a dive certification this year because the Bimini Road is both in my back yard and on my Bucket List. I love baseball (to watch, not to play); hate pub crawls (although hanging out for a while is lots of fun); love dancing (took belly dancing lessons my first year in Florida); and learned to hate golf the minute someone insisted I had to keep score. Pretty much a classic Gemini.
SIX DEGREES: How many years have you been in the staffing industry?
CLAUDIA: It feels like a lifetime, but it’s only been 14 years. Even though I’ve run a software company for several years now I still tend to think of myself as a recruiter first.
SIX DEGREES: How did you get started in recruiting?
CLAUDIA: I took a job at an executive search firm in Seattle back in 1995. The owner wanted to train someone to do candidate development for his clients in the wireless telecom industry; I spent the next two and a half years working beside him on what I like to call my hands-on MBA. I didn’t know much of anything about how big business worked before I met Marc, and I soaked up everything he was willing to teach me. It was an excellent education, and I’m thankful for it to this day.
In 1997 my curiosity about the software industry drew me to a consulting firm that placed contractors at Microsoft; it was my introduction to technical product development and the “back office” side of the Internet, and I grilled the developers and architects I placed there to understand how all the parts fit together. This is where I also accepted what a geek I am at heart: my recruiting library contains books like “C for Dummies,” and “From Cloud to Code” that opened for me the world of a well run software organization.
There was no shortage of recruiting opportunities in the late 90s in Seattle; I was recruited to Amazon.com next (where at one point my work load exceeded 400 requisitions); rather than obsess over the obvious, I mostly focused on sourcing and headhunting executive talent for new lines of business. This part of my job was pretty funny, by the way. Recruiting as a function was new to Amazon at the time and there wasn’t a lot of respect for the role there yet. So I was instructed to “go find candidates for the executive team to talk to” – but new business lines were so top secret before launch that I wasn’t even allowed to know what they were. So calls to prospects were interesting to say the least (“Hello Fortune 500 Executive, we’re looking for exceptional leaders with full P&L experience to lead business lines that I can’t tell you about or I’ll have to kill you. Interested?”). Lucky for me the Amazon.com brand was powerful even then, and the doors that it opened with candidates were truly amazing.
In 1999 I joined yet another great Seattle company, T-Mobile USA, where I had the good fortune of leading Corporate Talent Acquisition for several years. If my time at the executive search firm was an experiential MBA, T-Mobile was my final exam. TMO was in a massive growth mode that year that came to a screeching halt when the Internet bubble burst in the economic recession of early 2000, and then rebuilt with locomotive speed in the years that followed.
TMO gave me hands-on experience as a recruiting leader; I worked with an amazing team of recruiters, and had a front row seat to the effects of both good and bad HR and recruiting practices on every functional area of the business. It was, as Charles Dickens penned, “the best of times and the worst of times” as the company grew from fewer than 10 thousand employees to more than 22 thousand in four short years, and simultaneously grappled with stunning turnover rates in many departments. There’s a silver lining to every cloud though, as what I learned there became the catalyst for product development that would follow at Improved Experience.
SIX DEGREES: Tell us about your company, “Improved Experience”
CLAUDIA: Improved Experience is the company I founded with Alise Cortez in 2006, to provide enterprise feedback solutions for HR and recruiting.
Some of my biggest frustrations as a recruiting leader came from the incredible lack of data (and data collection systems, for that matter) that were available to feed the decision making process when allocating recruiting resources, or planning outreach initiatives. It occurred to me that if I could somehow capture feedback from all of the stakeholders in the hiring process – candidates, new hires, hiring managers, recruiters, even my boss sometimes – and present it in a simple and compelling way, I could put critical business intelligence into the hands of recruiting and HR leaders to measure and improve business performance.
So we built an online “feedback portal” technology – a diagnostic platform that measures and manages perception in the hiring process, after onboarding, and throughout the first year of employment. It took two years to finish the engine and the interactive survey technology that feeds it. Since then, we’ve released two products: Get Better Hires, a tool that explores candidate and new hire feedback and engagement; and Make Better Hires, a tool that explores feedback from the internal business customer about Quality of Hire, recruiting services and support, and talent market conditions.
SIX DEGREES: What single event had the most impact on your career?
CLAUDIA: I don’t think that for me it was a single event; rather, it was the opportunity to see recruiting from so many different perspectives: executive search, contract agency, corporate recruiting and corporate leadership. Each has its own unique drivers for success, and that understanding has powerfully impacted my view of recruiting as well as the business solutions my company offers today.
SIX DEGREES: Do you have a mentor?
CLAUDIA: I’ve been fortunate to work for some great companies along the way, and some very smart people. Janice Dilworth hired me at T-Mobile, and I still consider her a mentor; I wasn’t sure if it would work so well at the beginning, because she was a veteran HR administrator and I had a lot of assumptions about HR that came from years of working in a third-party environment (the old “us versus them” mindset). Janice trusted my expertise when it came to setting a bar of excellence for the team, and I came to deeply to trust her abilities to set broader strategy and protect us from the politics inherent in really big, rapidly growing companies. I learned not only from her knowledge, but by her example.
SIX DEGREES: How do you personally expect to facilitate change within our industry?
CLAUDIA: I truly believe that if something can be measured, it can be improved. My work at Improved Experience is about leveraging perception to improve business performance. By creating a mechanism that collects and reports this data in a transparent and compelling way, we can deepen communication between all of the stakeholders: the internal business customers who drive the hire, the recruiters who make it happen, and the talented candidates and employees they want so dearly want to attract and retain. And if that helps to solve the problem of the dreaded black hole in recruiting, while building stronger businesses, I think we’ll have accomplished something amazing.
SIX DEGREES: What inspires you as you continue in your career?
CLAUDIA: I’m inspired by people who don’t give up, ever. Churchill once said, quite simply, “Never, never, never quit,” and I think that that is perfectly said. I’m inspired by the part of the human spirit that rises in adversity, that stands its ground, that finds courage, that clings to hope.
My youngest son spent ten years in the hell of drug addiction; watching in horror, I was there with him. My first year as a recruiter was his first failed attempt at recovery; he was 14 years old at the time. He tried again to get clean when he was 18, and failed again. At 22 he tried a third time; 60 pounds under weight for his six foot frame by then, we all knew that he didn’t have many chances left. He finally did it, and remains clean and sober 4 years later.
People who don’t give up are rock stars to me.
SIX DEGREES: What is your next career goal? How do you expect to get there?
CLAUDIA: You know, I still can’t believe I’m doing what’s on my plate today. In the past three years I’ve taken all I know of recruiting and built a couple of software products, filed a patent, and worked with developers all over the world to get it done. I still have two more products that need to be built to complete this suite of enterprise feedback tools. Who knows what will happen after that? All I can say is that I’m pretty darned sure I won’t be bored.
Recommendations For Claudia
“You have an amazing concept that will revolutionize the industry. Treating applicants with respect will allow a company to attract the best candidates, and maintain a large labor pool!” February 27, 2006
“Claudia is a very talented professional with the ability to make candidates feel relaxed during all phases. She follows up with candidates and lets him know the status in an inspiring manner whether the results are positive or not. Claudia is difinitely a champion among executive search professionals.” July 19, 2005
Jonathan Jordan, client
“As an executive recruiter, Claudia shines! She possesses all of the technical skills and knowledge of a superb recruiter, as well as the innate ability to align with clients and candidates. Her even cadence and unfaltering delivery have earned the trust of top executives world-wide. Claudia reels-in candidates that had no intention of "leaving home". With Claudia you truly get what you pay for.” June 23, 2005
Christy Miller, Senior Manager of Talent Acquisition, T-Mobile USA
“Claudia is the very definition of what recruiters can and should be. In a world where so much focus is placed on process, Claudia is always looking for the desired outcome and managing to it with her stakeholders. A true a thought leader in her field, and among the most genuine people I know. I would highly recommend as a trusted advisor.” May 21, 2008
Michael Gaul, Director of Compliance & Fulfillment, American Background
“Claudia was a great leader for myself and the entire recruiting team at T-Mobile. Her leadership and support never faulted and her consultative skills are beyond reproach.” August 6, 2007
Nathalie Becker, Manager, Talent Acquisition, T-Mobile USA
“Claudia Faust was more than my manager, she is my mentor. She is a strong leader and extremely relationship oriented. She truly understands the recruiting industry and how talent is a competitive difference for companies. She is strategic in her approach to bring people and opportunites together. I recommend her highly to do retained search work or consult on best practices. Judy Wright” June 21, 2005
Judy Wright, Employment Brand Manager, T-Mobile
“Claudia implicitly understands both the art and science of ALL aspects of recruitment. She is an incredible coach and mentor and very generous with her time and knowledge. I can’t recommend enough to partner with Claudia for any recruitment related needs. You are guaranteed a positive experience and solid results!” June 21, 2005
Annie Rihn, Sr. Recruiter, Zillow
“Claudia has shown time and again her ability to find not only the right skillset but also the necessary personal qualities for senior level positions. Her attentiveness to the process makes candidates feel honored to have been considered no matter what the outcome.” June 14, 2005
Sharon Fitzpatrick, SPHR (LION), Senior HR Manager, T-Mobile
“I worked with Claudia at T-Mobile. She is an exceptional recruiter and evaluator of executive talent. In addition to her great senior recruiting work she put together very good processes to improve the evaluation process and make the interview experience better for candidates. Claudia is very knowledgeable, and just as importantly, is a great person to work with. I recommend her highly.” June 10, 2005
Randall Birkwood, Director of Talent Acquistion, T-Mobile
“I am pleased to endorse Claudia on two counts. First, as my manager, she was easily the most professional, supportive, instructive, competent manager I have had in my 20+ years in the workforce. As a recruiting professional, she has the best command of executive recruiting I have ever encountered and is a true class act.” June 8, 2005
Alise Cortez, Technical Recruiter, T-Mobile…
ollow and would appreciate any feedback to know if its something that we should continue to do. So, sit back, grab a coffee and enjoy the conversation!
Don't forget to join us and participate in the live Chat each week on Tuesday's and Thursday's at 3pm ET / 12pm PT.
Susan Burns So, William - take it away and lets hear whats on your mind with HR and Social Media
3:03pm William Well good afternoon to all you non-West Coast recruiting people
3:03pm Maren Hogan That's an illustrator graphic from a mac, I will shut up now
3:03pm Ben Yoskovitz Hi Susan ... and everyone else.
3:03pm William I had recently done a preso
3:03pm William on Social Media (sm) and HR
3:04pm William amazingly only 25% had read a blog
3:04pm William and only one other person in the audience of 70 wrote a blog
3:04pm William pretty stunning...
3:04pm Business Support by Mittie wow...
3:04pm William It's really encouraging to know that you folks are already distinguishing yourself from the rest
3:04pm Maren Hogan Dan Schwabel posted a stat that um, I think 70 or 80% of marketers (not HR I know) were using social media
3:05pm Susan Burns Wow - the # who had at least read a blog is lower than I would have anticipated
3:05pm Susan Burns William - what was the average age - approx, of the group?
3:05pm Business Support by Mittie that is a very good question
3:05pm William Great q: don't know would guess that they were mostly boomers
3:05pm Susan Burns HI Ben!
3:06pm Lance Haun that's not surprising
3:06pm William So I'd thought we could start off w/ collaborating on just what is Social Media - and come up with a definition. Any takers?
3:06pm William(hi, Lance)
3:06pm Maren Hogan Oh fudge, I hate definitiongs
3:06pm Maren Hogan no g
3:07pm William Let's making a working one... no wikipedia etc.
3:07pm Business Support by Mittie creating video advertisemnts for example, marketing that appeals to a younger demographic I think
3:07pm William How would you explain it to that HR audience I just had...
3:07pm Susan Burns virtual collaboration, sharing and content creation
3:07pm Lance Haun hmm, user driven
3:07pm Steve Levy SM - recruiting the way it used to be done before technology...meeting and greeting and developnig relationships
3:07pm Susan Burns Hi Steve!
3:07pm William Mittie... those are great examples of Sm.
3:07pm Rob Humphrey sure.. social media is content distributed by technology...the web..mobile phone...etc
3:07pm Business Support by Mittie thank you
3:07pm WilliamN ice Steve!
3:07pm Steve Levy calls, birthday cards, coffee chats
3:07pm Susan Burns Hey Rob!
3:07pm Ben Gotkin interactive, multimedia, transparent
3:07pm William(hi, Rob)
3:07pm Maren Hogan it's definitely two sided
3:07pm Maren Hogan or should be
3:08pm Rob Humphrey Hey Susan..everyone
3:08pm Business Support by Mittie Myspace is also an example
3:08pm William Great point Ben. It certainly isn't passive
3:08pm Susan Burns Maren - can you try and do a copy and paste again today - this willb e great to capture and I still cant get it with Firefox
3:08pm Rob Humphrey Social Media is not to be confused with social media marketing...
3:08pm William Yes, even marketing is abusing SM, eh, Rob?
3:08pm Business Support by Mittie I think I confuse the two at times myself
3:08pm Rob Humphrey umm they are trying to
3:09pm Maren Hogan shoot I will try Susan
3:09pm William So we have interactive, authentic/transparent
3:09pm Steve Levy SM marketing is about monetization
3:09pm Ben Gotkin creating community
3:09pm Recruiting Animal Don't worry I won't say anything. I just came to harrass William U with my presence
3:09pm Steve Levy as we use it, it is about creating relationships
3:09pm Rob Humphrey SM Marketing is not just about $
3:09pm Susan Burns Hey RA - welcome back - its great to have you on TTC!
3:09pm William c'mon, Ani contribute... I can barely hear you...
3:09pm Steve Levy when Keleman says don't worry...
3:10pm Recruiting Animal I'm playing your music
3:10pm Lance Haun heh
3:10pm Ben Yoskovitz Social media is also "freer" - in the sense that more people are now capable of distributing their content / message.
3:10pm Jennifer McClure William - you shared a good definition of social media on twitter earlier. Are you gonna repeat that?
3:10pm Steve Levy Rob - abs but to far more it is
3:10pm Rob Humphrey The weapon of social media (so to speak) is being turned around and pointed at employers...
3:10pm Ben Yoskovitz It costs less to create and distribute.
3:10pm Recruiting Animal I know, Vin. It doesn't mean anything
3:10pm Rob Humphrey so much for "controlling your brand.."
3:10pm William So Ben's "community" vs Steve's "monetization" are those opposite or can those attrib work together in SM?
3:10pm Steve Levy they have to work together
3:10pm Business Support by Mittie they work together
3:10pm Rob Humphrey they work together sometimes
3:11pm Susan Burns Community and monetization can work together if there is a bi-directional value exchange
3:11pm Rob Humphrey depends what your goals are
3:11pm Lance Haun I think they can but it is trickier
3:11pm Lance Haun is that a word?
3:11pm Ben Gotkin they can, not necessarily important for recruiting though
3:11pm Rob Humphrey Ben--why not?
3:11pm Susan Burns Ben - maybe monetization in recruiting is a hire??
3:11pm William So in recruiting, I usually hear of people "using" SM. Is that a fair generalization. If so does it run counter to true SM?
3:12pm Ben Gotkin Susan - possibly
3:12pm Ben Gotkin I'm wearing the corporate hat though
3:12pm Rob Humphrey no i dont think so...
3:12pm Steve Levy monet. in recruiting depends upon who is doing the recruiting
3:12pm Jennifer McClure I don't think so. No more than using a phone to communicate with someone.
3:12pm William Rob can you elab?
3:12pm Rob Humphrey well--it is a phrase that we latch onto
3:12pm Rob Humphrey and we think about FB LI etc
3:12pm Lance Haun is their an intrinsic value of SM to not use it to monetize or gain something?
3:12pm Lance Haun or is it a tool like anything else?
3:13pm Rob Humphrey when we should be thinking about how to really harness SM
3:13pm Lance Haun it is the latter to me
3:13pm Susan Burns An important distinction is wether or not your looking at it as transactional or as community - wich is nurturing relationships and creating value over time
3:13pm Kari Quaas It's a tool for me to connect with all of you fine people. Without it, I / we wouldn't be here.
3:13pm Rob Humphrey I had a video game client recently--the whole recruitment plan revolved aroun a SMM plan
3:13pm Susan Burns Hey Kari - welcome!
3:13pm William Good pt Susan. Intent becomes apparent pretty quickly
3:13pm Rob Humphrey versus tactics--
3:13pm Steve Levy if ur creating value over time ur also creating val minute by ymin
3:13pm William(hi Kari)
3:13pm Kari Quaas hi all
3:14pm Ben Gotkin Susan - Or creating a conversation, building a brand, pushing out content
3:14pm Steve Levy meaning all steps are critical
3:14pm William Steve good point, but are recruiters patient to that end?
3:14pm Rob Humphrey A linkedin group is a tactic... not a strategy..for example
3:14pm Steve Levy most... NO
3:14pm Ben Gotkin LinkedIn Groups can be used strategically now...
3:14pm Susan Burns Rob - LI is part of a strategy and the site itself and actions on the site are tactics that support the strategy
3:14pm Jennifer McClure The recruiters who "use" social media just for recruiting typically aren't able to generate the relationships/following they need to get to the people they are trying to recruit
3:15pm WilliamSo let's run with Ben's spec ex. How have you used LI Groups?
3:15pm Ben GotkinLove it
3:15pm Rob Humphrey yes
3:15pm Susan Burns Hey Jennifer! Thanks for joining us!
3:15pm William Any one have examples?
3:15pm Jason Stark because they dont take the time to develop the relationship. they use it as if it is another job board and try and recruit candidates or sell to clients without taking the time to build the relationship which in the long run is much more important!!
3:15pm Steve Levy BG -which groups have been most fruitful for your searches
3:16pm Jennifer McClure I have a LinkedIn group with over 5k members in it. I've "used" it for personal branding, a bridge to establishing relationships, and a quick way to reach people I need to reach
3:16pm Ben Gotkin Any of the Big 4
3:16pm Ben Gotkin We have an alumni group for our firm that I administer too, good stuff there
3:16pm Steve Levy their affinity groups?
3:16pm Steve Levy sorry - already answered
3:16pm Ben Gotk incorporate or alumni groups, thousands and thousands of members
3:16pm William So would you guys say that LI Groups are more network (exchange of help) or communities?
3:16pm Susan Burns Ben - how do you interact with the group? What does content shared look like?
3:17pm Rob Humphrey network
3:17pm Lance Haun I would say network
3:17pm Rob Humphrey trying to be a community
3:17pm Jennifer McClure LI groups done well are definitely communities
3:17pm Carmen Hudson How do candidates want to interact with SM (from a recruiting standpoint?)
3:17pm Steve Levy becoming networks
3:17pm Susan Burns network - LI is missing too much functionality for it to be community!
3:17pm Ben Gotkin network, but you can also post content and start discussions there
3:17pm Susan Burns Hey Carmen - welcome to TTC!
3:17pm Rob Humphrey the community aspect is limited
3:17pm Carmen Hudson do they want to develop relationships, or are they looking for transaction-based communication?
3:17pm Rob Humphrey the dialogue component is in its infancy
3:17pm Steve Levy if they're candidates, they want access to peeps who will hire them
3:17pm Ben Gotkin Rob - true, but it's a start
3:17pm William Jennifer (hi) how are you using your LI group as a community versus a network?
3:18pm Rob Humphrey if you ask 1000 linkedin users they would say network
3:18pm Carmen Hudson Hey there Susan, William and everyone! Shout outs!
3:18pm Steve Levy Carmen - neither - I think they want shortcuts
3:18pm William(hey Carmen)
3:18pm Jennifer McClure Our LI group established a Yahoo group before LI added discussions to communicate, and we also have LIVE networking events.
3:18pm Lance Haun I agree with Steve, they want to touch base largely
3:18pm Lance Haun Do people connect to your group when they aren't looking for a job?
3:19pm Lance Haun I think thats the ultimate test
3:19pm William Ok, great example so there is more than a single online presence of your community
3:19pm Susan Burns LI is not dynamic - compare it to Twitter, Ning sites or FB and it is quite flat and transactional
3:19pm Carmen Hudson But I think LI is moving toward being dynamic, given the new app features
3:19pm Ben Gotkin LI is business focused though with 30M members. No other SM site competes with that
3:19pm Susan Burns ANd to Lance's point - would they tell a friend about your community because they think its a cool place to hang out and get/share info
3:20pm Jennifer McClure To build true relationships - you typically need to take it to an in-person interaction at some point. Otherwise, it's just an affinity
3:20pm Steve Levy Carmen - until they layoff more people
3:20pm Carmen Hudson tell ME about it!
3:20pm Business Support by Mittie I have a question excuse me if it isn't appropriate for this discussion
3:20pm Susan Burns Agree Carmen - but they have been really slow and the group manager tools are not there yet, let alone the community interface - would love to see them get it together
3:20pm Steve Levy susan - cost/benefit to add those features
3:21pm Carmen Hudson If they don't they will lose their core users -- only recruiters will be left, linking to other recruiters
3:21pm Susan Burns Jennifer - when u say in-person do you mean face time?
3:21pm Steve Levyless chance now that they having financial issues
3:21pm Rob Humphrey face to face is great
3:21pm Lance Haun yeah, exactly carmen
3:21pm Rob Humphrey but not common among recruiters...anymore :-(
3:21pm Jennifer McClure Face time or at least a phone conversation. I've developed some great friendships through social media with people I've not yet met, but when I do get a chance to meet them, the relationships become that much richer
3:21pm Rob Humphrey why not transcend LI Groups?
3:22pm Ben Gotkin recruiters are still a minority of users in LI. It continues to grow across all demographics
3:22pm Rob Humphrey use it as a feed to your community?
3:22pm Susan Burns Steve - could be a lot of benefit but I think they are running out of time and it will cost them more in the longrun to catch up
3:22pm Lance Haun Jennifer alludes to SM relationships not being as deep as ones developed over the phone or in person. That's part of the problem with relying on that strategy.
3:22pm Ben Gotkin Good article on LI demographics on AdAge.com this week:
3:22pm Ben Gotkin http://adage.com/digital/article?article_id=132300
3:22pm William What about other SM outposts... what else is everyone using?
3:22pm Ben Yoskovitz @Ben Gotkin: But LI makes a fair share of their $$ from recruiters, I'd say.
3:23pm Ben Gotkin Ben Y - I'm sure
3:23pm Jennifer McClure Blog, Twitter, Ning groups
3:23pm William... and how does this help you (as a recruiter) or even HR in general?
3:23pm Rob Humphrey William--there are many...
3:23pm Rob Humphrey Dont know where to start
3:23pm Kari QuaasE mployers who use Cool Works are using Facebook more to connect with their former and potentially future employees.
3:23pm Ben Gotkin Blog
3:23pm Steve Levy there are other forms of SM that peeps don't consider SM - less Web 2.0 than Associations 101
3:23pm Jennifer McClure The various SM options are tools to connect with people to begin developing relationships where it makes sense
3:24pm Kari Quaas And I should add that it's a small %
3:24pm Ben Gotkin Jennifer - Agree. Also to use to market your organization and build your brand
3:24pm Rob Humphrey I tend to mash up twitter, FB, Ning to make it easy for a community to grow --regardless of platform
3:25pm Susan Burns IF SM is done well - current, relevant content created in an authentic voice - it adds a personality dimension to the comp brand that cannot be created through other mediums - then the viral aspects take over and it riding the wave
3:25pm Jennifer McClure@Ben absolutely. Create a presence where people WANT to connect with you. Build authority & influence
3:25pm Ben Gotkin Amen
3:25pm William Rob are you trying to reach potential candidates or referral contacts? Or who else?
3:25pm Maren Hogan But people are really wanting you to give back as well.
3:25pm Rob Humphrey candidates..
3:25pm Rob Humphrey very specific folks
3:25pm Maren Hogan You can't use SM to take take take and never participate or reach out to candidates
3:26pm Rob Humphrey for example MTV Games--Harmonix--game developers--super hard to find ppl
3:26pm William Beyond reaching contacts (to become candidates) or active candidates, what else are you using SM for?
3:26pm Jennifer McClure For example - if I were using social media correctly, I could get @Susan Burns to follow me on Twitter :)
3:26pm Rob Humphrey We used Standout Jobs to assemble all SM in one place
3:26pm Susan Burns RE SM - look at the power of the Groundswell with this election. Regardless of your political view - people connected, shared, influenced, engaged and got involed online and offline like never before to express themselves and participate
3:26pm Ben Yoskovitz@William I think you should use SM to develop your own brand / space within whatever industry you're in.
3:26pm Susan Burns uh oh! Jennifer - consider it done! What is your Twitter profile name?
3:26pm William great point, Susan. SM was used to not just recruiter, but organize people
3:26pm Maren Hogan StandoutJobs is a phenomenal tool
3:27pm Rob Humphreyhttp://harmonixmusic.standoutjobs.com/
3:27pm Rob Humphrey It is Ben --u owe me for the plug!!
3:27pm Kari Quaas Great example, Susan!
3:27pm Ben Yoskovitz Blogging is still the #1 mechanism to carve out your own piece of the SM pie.
3:27pm Business Support by Mittie Being that there are so many people out of work, has recruiting been easier or more difficult?
3:27pm Rob Humphrey Harder IMO
3:27pm Jennifer McClure @CincyRecruiter
3:27pm Lance Haun I think it is more difficult
3:27pm Ben Yoskovitz Thanks guys (re: Standout Jobs) :)
3:27pm William Has anyone seen HR (versus just recruiter) us SM effectively?
3:27pm Rob Humphrey Easy to find people....hard to recruit!
3:28pm Ben Yoskovitz I think the downfall of SM for many is that they don't use it strategically. I think I argued that in the last chat too :)
3:28pm Lonnie McRorey I agree Rob
3:28pm Business Support by Mittie Really? Wow....
3:28pm Lonnie McRorey MAny don't want to relo
3:28pm Lance Haun I haven't seen HR use SM effectively
3:28pm Susan Burns Hey - that's right Jennifer but I thought I was following @cincyrecruiter - checking again now!
3:28pm Lance Haun I'd love an example of a department just using it semi-effectively
3:28pm William Lance, I'd cite Dow Chemical...
3:28pm Jennifer McClure There are some good examples of HR using social media well - @Kris_Dunn and @YourHRGuy are doing well with establishing their brand
3:28pm Susan Burns William - use of SM by HR for internal or external?
3:28pm Rob Humphrey i have 2 examples
3:28pm Maren Hogan I always hear ppl talk about Ernst and Young
3:29pm Rob Humphrey smaller firms though
3:29pm Rob Humphrey I am sooo bored of hearing about E and Y - no offense
3:29pm Rob Humphrey and Google
3:29pm Ben Yoskovitz @Lance: Our best example is http://telecomjobsireland.ie - which is Ericsson.
3:29pm Maren Hogan And I think Chris Hoyt does a ton of stuff for ATT
3:29pm Maren Hogan but he is more recruiting focused, not sure if that counts?
3:29pm Ben Yoskovitz So that's at the divisional level, to answer your question.
3:29pm Jennifer McClure @Maren - but Chris is a recruiter - not HR. Right?
3:30pm William Right, we hear about Comcastcares or Zappos' CEO using Sm to reach their customers. I'm asking about HR using SM to connect with their own ppl
3:30pm Susan Burns So William - internal examples?
3:30pm Jennifer McClure I think HR's opportunity for using social media is in creating a personal brand, communicating their employment brand, and establishing community - which leads to recruits
3:30pm Ben Yoskovitz Ah...that's a good question. Something I'm very interested in learning more about.
3:30pm Rob Humphrey Viximo uses twitter for everything
3:30pm Maren Hogan Oooh, that girl that I interviewed at ERE. Her CEO made all the emplyees use twitter.
3:30pm Rob Humphrey internal
3:30pm William Yes. For example: Dow Chem was facing a huge braindrain
3:30pm Carmen Hudson dennis smith of wireless jobs does a good job
3:30pm Maren Hogan And they won a best small biz award too
3:30pm William 40% of their ee pop was 50+ yo and
3:30pm Susan Burns Rob - do they use it internally as well - examples?
3:31pm Rob Humphrey code updates etc http://twitter.com/viximoelves
3:31pm Rob Humphrey yes
3:31pm Ben Gotkin When I was at MITRE, it worked very well, but was only partially HR driven
3:31pm William had 10 or more years experience.
3:31pm Ben Yoskovitz I'm curious about companies building their brands internally - to promote back to employees.
3:31pm William So they had a prob. They collab'd and used a 3rd pty to create their own network: MyDow
3:32pm Lance Haun I don't think the most effective internal facing campaigns are 100% HR driven
3:32pm William The purpose was to connect employees + retirees + alum
3:32pm Rob Humphrey I diagree w Lance
3:32pm Rob Humphrey depends on who in HR is driving the bus
3:32pm Jennifer McClure @Lance - What's your opinion on how HR can best utilize SM?
3:32pm Ben GotkinSelect Minds is a big vendor in the corporate social networking space
3:33pm Ben Gotkin They work with Big 4, Consulting Firms, Law Firms
3:33pm William IBM has a software prod for SM: Lotus Connections
3:33pm Lance Haun If someone in HR is effective, they are going to get thought leaders in the co. to help create and drive forward initiatives internally
3:33pm Rob Humphrey thought leaders?
3:34pm Rob Humphrey what doe sthat mean?
3:34pm Carmen Hudson HR is viewed as the gatekeeper - employees (even recruiters) are afraid to use
3:34pm Rob Humphrey like if you are not a thought leader..you are a thought follower?
3:34pm Lance Haun people that are leaders regardless of titles
3:34pm Susan Burns Lance - do you believe that it would benefit HR to also assume the role of a thought leader, innovator, connector and visionary?
3:34pm Lance Haun no Rob
3:34pm William Lance... and able to sponsor, give weight to an initiative?
3:34pm Lance Haun that's my feeling...there has to be authenticity
3:35pm Jennifer McClure @Carmen - depends on the HR person. Let's not peg them all just like we don't all want to be tagged with negative perceptions of recruters - cause we're cool
3:35pm Susan Burns HR could build their own personal equity by being more transparent and seen more as the connector / enabler or people and business
3:35pm Lance Haun Susan, I believe visionaries inspire others to create and prosper
3:35pm Rob Humphrey Lance-I sense you picked up on my sarcasm...
3:35pm Business Support by Mittie that is so tru
3:35pm Lance Haun so yes, I think HR does that currently
3:36pm Lance Haun how well is debateable
3:36pm Lance Haun but I don't think they ever do it by themselves
3:36pm Jennifer McClure Anyone here other than @Lance representing HR pro's?
3:36pm Rob Humphrey sorta
3:36pm Kari Quaas I used to be an HR person and I wish I knew then, what I know now about SM.
3:37pm Rob Humphrey i would never take an HR role though...too stifling
3:37pm Susan Burns Agree that its not an either or but an AND,,,,,And I think HR could advance their image, credibility and strategic contribution to the org by transparently embracing SM
3:37pm Jennifer McClure @Kari - how would you have used SM as an HR professional?
3:37pm Kari Quaas My manager was one of the "afraids."
3:37pm Rob Humphrey I used to run global staffing for a few firms..i am reformed now
3:37pm William So how can we help our HR brothers and sisters catch the vision of SM? Any examples?
3:37pm Lance Haun I think the problem with HR is they rarely come off as authentic so it makes it difficult to participate well in SM
3:38pm William ouch, Lance.
3:38pm Lance Haun I'm not casting blame
3:38pm Kari Quaas Seeing how my former employer has connected with hires prior to them starting work was great.
3:38pm Jennifer McClure @Lance ow ow ow
3:38pm Kari Quaas Building a community before they got on site.
3:38pm Lance Haun that's perception, fair or not
3:38pm Rob Humphrey Its not a matter of whether HR WILL particiapte or not!
3:38pm Ben Yoskovitz I think that perception exists, in part, because when HR rejects people they rarely give the complete reason.
3:38pm Rob Humphrey they already are
3:38pm Maren Hogan I have to agree with Lance, they have so many people to please-- it's hard to build relationship
3:38pm Ben Yoskovitz I know I struggle when rejecting people that I'm looking to hire with how to phrase the reason, explain it, etc.
3:39pm Kari Quaas I also would have broadened our recruiting scope using SM.
3:39pm Lance Haun That's part of it Ben
3:39pm William True, but in the same way - Don't wait for Legal to define your corp SM policy.
3:39pm Lance HaunDon't let legal define any policy
3:39pm Ben GotkinTrue, we defined it at our firm for Legal and Marketing
3:39pm Lance Haunthat's my policy :)
3:39pm Susan Burns question - how manu of you trust the hr generalists that you've worked with? DO u believe things always stay confidential and that you received an authentic answer when needed?
3:39pm William Nice, Lance. Ben... how did that go?
3:40pm Ben Gotkin I had a senior director in Marketing in full support of our initiatives
3:40pm Jennifer McClure I spent most of my career in HR (shout out to the HR peeps) and I regularly tell peopel I would be a MUCH better HR person now with what I've learned through being active in SM. I think HR can LEARN here. Not just use.
3:40pm Ben Gotkin he 'gets' SM
3:40pm Maren Hogan Yeah marketing!
3:40pm Ben Gotkin Legal had no concerns with the policy we wrote
3:40pm William So a collaboration... nice... did they also help with other things beyond the policy to foster SM at your org?
3:40pm Kari Quaas Ditto what Jennifer said.
3:41pm Ben Gotkin We've carried most of the load, marketing has helped with some of the branding elements of our blog, alumni site, etc.
3:41pm Carmen Hudson @Jennifer - very true. However, I recently surveyed a group of local recruiters about their SM use. Many are afraid because of "HR or legal implications". The *perception* is that HR doesn't like SM.
3:41pm Susan Burns Ben - can u share the policy?
3:41pm Jim - medXcentral Sorry I'm late.. long call. What did I miss?
3:41pm Jennifer McClure @Susan - HR people are people. So you get with the HR folks what you get with the broader population. Some are trustworthy & authentic. Some are not. It's not about the profession
3:41pm William (hi Jim)
3:42pm Jim - medXcentral kidding.. looks like it's been busy. (hi william)
3:42pm Ben Gotkin Possibly, I actually pulled most of it from searches I found on the web
3:42pm Lance HaunCarmen, I think that's a fair assessment
3:42pm Ben GotkinGoogle 'blog policy' and you will find existing policies from organizations including IBM
3:42pm William @Carmen 2nd'd
3:42pm Kari Quaas I would have to agree that HR doesn't like SM most of the time. I hope that they'll get over this soon.
3:42pm Jennifer McClure @Carmen - True. HR doesn't like SM - because they haven't taken the time to understand it for the most part. We need to get some champions involved who can show others how to use it well.
3:42pm Maren Hogan @Susan, no way I can keep up with this
3:42pm Susan Burns Jennifer - but do you think it reflects negatively on the profession since theres a difft. expectation there? Maybe they should be bonded for truth, transparency and authenticity ;-)
3:43pm Maren Hogan I am sorry. Next time I will login to explorer to capture from the beginning
3:43pm William One of the things I'm doing is being a source of market info to the company and HR... I'm using sm to tell them what they should already know (and giving sm credit)
3:43pm Susan Burns @maren - you should be able to capture the whole thing at the end since u were on from beginning.
3:43pm Ben Gotkin What HR needs to understand is that our candidates demand authenticity, and that we as recruiters are not going to do anything in the SM space to hurt the organizatoin
3:43pm Susan Burns Ben had a trick last time - maybe he can get it.....Ben?
3:43pm Jennifer McClure @Susan - no more than the CEO should. :)
3:43pm Susan Burns I'll format it if someone can capture it
3:43pm Ben Gotkin Susan - I can give it a try
3:44pm Susan Burns cool - thanks Ben!
3:44pm Lance Haun I think HR has less of a problem with recruiters using than say another employee
3:44pm Jennifer McClure @William has a good point. As a recruiter - he's partnering with HR in his organization to help them understand SM. Maybe that's OUR role!
3:44pm Susan Burns @jennifer - exactly! HR can be the conscious of the org and be a strategic player and guide to enable people and biz
3:45pm Ben Gotkin Lance - That's why a specific policy is important, make the guidelines clear
3:45pm Lance Haun Ben - I think expectations need to be set for sure
3:46pm William @Lance, @Ben and I'd add resources..
3:46pm William such as a central clearing place for information (some folks have a SM Mgr)
3:46pm Ben Gotkin What type of resources?
3:47pm Jim - medXcentral Are we talking about SM resources and the policy for using them as corp recruiters?
3:47pm Susan Burns @william - resource for managing community? If so, absolutely!!! Needs to be a community manager
3:47pm Jennifer McClure @Lance & @Ben - I like Zappos "guidelines" for SM that Tony quoted on his blog about the layoffs. Something about be real and honest. That's it. If you create a "policy" you feed into the perceptions about HR - rule makers/gate keepers
3:47pm Rob Humphrey gotta run thank u all this is great.. @rob_humphrey (twitter)
3:47pm William brand, marketing rich media...
3:47pm William stuff that will content wise better represent your org
3:47pm Susan Burns Thanks for joining TTC Rob!
3:47pm Lance Haun Jennifer - I don't think a policy is always needed
3:47pm Rob Humphrey Thanks Susan!
3:47pm Lance Haun depends on your goals
3:48pm Lance Haun I think what a lot of Corp HR people need to realize is that people are already talking about your company
3:48pm Lance Haun policy or no policy doesn't change that
3:48pm Susan Burns @william - do u think that HR / Recruiting can effectively manage sm and incorporate into existing roles or does there need to be a dedicated community manager?
3:48pm Jennifer McClure @Lance - I like the word "guideline" (that's HR-speak for policy) :)
3:48pm William comcastcares (a guy on twitter) coaches other sm'ers in his corporation
3:48pm William so HR or the person's mgr doesn't have to play thought police
3:49pm Kari Quaas @Lance - yep - they are talking about you
3:49pm Lance Haun I think it is more about setting expectations and not playing thought police past that
3:49pm Jim - medXcentral Depends on the size of the co. ... agreed?
3:49pm Kari Quaas I always believe that it is best to control your message.
3:49pm William Kari, right but in Comcast's example... most orgs will go top down and try to control
3:49pm Kari Quaas For some of our clients, their HR depts are just too small to do it.
3:49pm Jennifer McClure @Kari - you can never control the message. The point of using SM is to participate in the conversations that are already happening
3:50pm Susan Burns If there are clear guidelines the community can self organize and determine direction - that is a tough thing for a public or private company to allow to happen - but, they must support the communiites desires
3:50pm William...if you offer to help peer coach it's better received and minimizes concerns
3:50pm Kari Quaas Right, but at least your side is out there.
3:50pm Recruiting Animal William, that presentation you mentioned at the beginning. Who was in the audience?
3:50pm Lance Haun if you don't allow your good employees to use SM, only the bad ones will be posting about you
3:50pm William @Kari, Jennifer... great point with SM you cannot control the conversation, only help influence it
3:50pm Ben Yoskovitz @Kari: I agree. You can put out a message and participate, which is a form of control...at least you're there.
3:51pm William @RA HR folks (some recruiting too): http://www.slideshare.net/foghornboy/hr-and-social-media-influencing-the-conversation-presentation/
3:51pm Recruiting Animal 70 losers, then. Thanks
3:51pm Susan Burns the word control is a bit scarry - nothing can be controlled with social media....it can only be influenced.
3:51pm Kari Quaas Yep. We see it all the time on our social network. The employees talk (A LOT). For good or bad, they talk.
3:51pm William @RA I love that you are so wishy washy about your opinions
3:51pm Ben Yoskovitz You want to promote your brand in a particular way, and that's reasonable. And SM is a great way to do it.
3:51pm Jim - medXcentral That's what scares the big co's.
3:52pm William @Susan, @Jim great points
3:52pm Susan Burns RE control - as soon as the community feels control or manipulated the value of what your trying to build becomes diluted.
3:52pm William @Susan because it ceases to be authentic
3:52pm Jim - medXcentral @Susan... 100% agreement.
3:52pm Ben Yoskovitz @Susan Fair, but playing a bit devil's advocate - influencing is a form of manipulation :)
3:52pm Susan Burns The whole idea of sm is to build a voice, play and influence - if it works the positive overshadows the negative.
3:53pm Ben Yoskovitz Some might argue that he (or she) who yells loudest wins.
3:53pm Susan Burns Ben - yes, influence could be perceived as manipulation - all depends on the intention = authentic voice and actions
3:53pm Ben Yoskovitz Whether through traditional means or SM.
3:53pm Lance Haun Ben - That's right. And actively encouraging your best employees to be actively involved in SM is big time manipulation
3:53pm Jennifer McClure @Ben - then @Animal is the clear winner right?
3:53pm Susan Burns @ben - yes, but the community should quiet the outliers - did I spell that correctly??
3:54pm Susan Burns Thanks for the laugh @jennifer!
3:54pm Business Support by Mittie I have learned a lot today
3:54pm Kari Quaas Anyone see this article - http://www.time.com/time/business/article/0,8599,1842104,00.html?
3:54pm Kari Quaas It's about your online reputation.
3:55pm Ben Yoskovitz @Lance I don't have a problem with encouraging employees to participate in SM
3:55pm Jim - medXcentral @Lance how is that manipulation if it is what everyone wanted?
3:55pm Slouch William, thanks for doing this today
3:55pm Susan Burns @Lance - actively encouraging is not necessarily manipulation - if you force them yes - but if you invtite them, encourage them, help them see the value and even recognize them i don't see it as manipulation
3:55pm Lance Haun Ben - I said good employees?
3:55pm Ben Yoskovitz We rag on a few of our guys who don't blog :) Although at least one of them constantly argues that he microblogs...
3:55pm Lance Haun no ?
3:55pm Ben Yoskovitz What's wrong with encouraging them to use SM?
3:55pm Lance Haun it is one thing to encourage everyone
3:55pm Susan Burns Hey JD!! Awesome chat today - great topic by @williamu
3:55pm Ben Yoskovitz Isn't it the same as encouraging them to refer their friends?
3:55pm Lance Haun it is another thing to encourage people who you know will speak well
3:56pm Lance Haun how isn't that manipulation?
3:56pm Susan Burns @lance - do you take ALL employees to recruiting events or the good ones? I only took the best
3:56pm Ben Yoskovitz Once you've given them free reign to speak, they'll say what they want to say.
3:56pm Recruiting Animal Did someone say I'm the big winner. Hey I got a prize yesterday and there was no money invovled. What kind of winning is that?
3:56pm Ben Yoskovitz And I didn't say it wasn't manipulation. But we all want positive stuff said about us...
3:56pm Susan Burns RA - you won a luke warm cup of Toronto coffee ;-)
3:56pm Ben Yoskovitz We don't post testimonials on our corporate site that are bad.
3:56pm Lance Haun Susan - you take good ones but isnt that the manipulated perception of HR we all hate and that lacks authenticity?
3:57pm Jennifer McClure @Animal - you win our undying admiration and affection
3:57pm Recruiting Animal Lenin said that when the state withers away the people on the street will take care of the bad apples themselves.
3:57pm Jim - medXcentral nice
3:57pm Susan Burns I always thought of it as recongition for those that were top performers. There are many things that concern me about HR but that isn't one of them
3:58pm Susan Burns @Lance - I think that depending on how HR communicates it and speaks to those that want to be included, then yes, there could be issues - so I see more of what your saying with that
3:58pm Recruiting Animal @Jenny Money don't get everything that true. But What it don't get I cant uste
3:58pm Recruiting Animal use
3:58pm Ben Yoskovitz I think the challenge is that it's darn near impossible for corporations to be 100% authentic. Then again, I'm not sure ANYONE is 100% authentic all the time.
3:59pm Jim - medXcentral @Ben... agreed.
3:59pm Maren Hogan my 2 yr old is!
3:59pm Kari Quaas @ben true
3:59pm Ben Yoskovitz @Maren Are you sure? :)
3:59pm Jim - medXcentral @Maren ... from the mouths of babes
3:59pm Maren Hogan yep, Rocky is the real deal
3:59pm Ben Yoskovitz @Maren I swear my 4 year old is a master manipulator...although maybe that's his authentic self anyway.
3:59pm Lance Haun Ben - 100% authenticity isn't going to happen
3:59pm Susan Burns This has been a fabulous chat!
3:59pm Jennifer McClure @Ben - but if you're authentically unauthentic that's authentic - right?
3:59pm William From social media to socialism (Lenin). Alright - wow. Thx Susan for setting this up. Thx to everyone being so "shy". Great stuff.
3:59pm Recruiting Animal They're talking about the kids. Time to go
3:59pm Susan Burns William - do you have any final thoughts before we wrap?
4:00pm Maren Hogan the word authentic makes me think of pottery barn which is not authentic
4:00pm Lance Haun Maren - that's good branding
4:00pm Ben Yoskovitz @Lance: Right. So companies have a responsibility to put out their message - and the community provides a check against absolute stupidity from corporations.
4:00pm Kari Quaas Good stuff, thanks!
4:00pm Susan Burns William - you were fabulous! Great topic and guided us though a really fun, active and dynamic chat!
4:00pm William Social media is about being authentic, dialogue that's published... we need to help HR catch the vision of SM.
4:00pm Maren Hogan Just so Im clear, all I have to do to get Animal to leave is talk about my kids! Eureka!
4:00pm Business Support by Mittie I am really glad I found this site....
4:00pm Lance Haun Ben - I agree. :)
4:01pm Jennifer McClure Have a great day everyone - and hug and HR pro while you're at it! :)
4:01pm Jim - medXcentral Keep it rolling. Does not have to stop now.
4:01pm Recruiting Animal I'll also leave if people start talking about their operations
4:01pm Susan Burns Thanks everyone! Don't foget Suzy Tonini this THursday on Talent Talk CAfe - her topic is Competitive Intelligence!…