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Blog Post: What Prospects & Candidate Say About Recruiting Calls: Originally Posted at Bearing Fruit Consulting on Wednesday June 3, 2009…; Added by Michael Homula at 8:56am on June 23, 2009

Blog Post: 275 Creative Employee Award Titles for Recognition [2022]: Managers often focus their energy on ensuring employees live up to customer expectations and facilitate movement in the needed direction. But, exceeding their employees’ expectations of…; Added by Phil Strazzulla at 10:18pm on November 6, 2022

Topic: Meet Dan Harris, My Personal Apprentice and Sourcing Guru at NetApp: com 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 (kevinnations@gmail.com), Owner, SilverBack Marketing Corp View my profile on RecruitingBlogs.com…; Added by Dave Mendoza at 11:20am on January 8, 2009

Topic: Meet Claudia Faust, "Pearls of Wisdom Delivered Not Only on Wednesdays": book Profile Email: claudia@improvedexperience.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 Kathy Gillen “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…; Added by Dave Mendoza at 4:40am on March 9, 2009

Topic: Meet Beth Havens, A Corporate Recruiter with a Physics Degree & Love Ancient Architecture: ue. Personal Causes: Saving Edith Wharton’s Home in the Hamptons, it’s a very unique bit of history Office/Cell Number: 805-212-0612 Personal Email: msbhavens1@yahoo.com *** Beth is Available for New Opportunities Beth Havens has been a Full Cycle Contract Technical Recruiter with more than 12 years exempt recruitment experience in high-volume, high profile technical and scientific fields. Beth takes pride in her expertise in areas such as risk reduction, ability to work independently or in teams, vendor negotiation, collecting and defining business requirements, executing strategic searches, workforce planning, strong flexibility to adjust to demanding environments with attention to details and deadlines. Q&A with Beth Havens Six Degrees: Tell us about your home world Beth Beth I am an empty nester with a busy year ahead of me! My youngest Daughter Graduates from the University of Louisville, in Kentucky, on the 9th of May. (Yes that is the week after the Kentucky Derby, for you horse racing fans out there) My Oldest Daughter is getting Married in August, and finishes her Masters at USC in December (her BA is from UCLA, she has a fine sense of humor) otherwise it is just me and the critters at home these days! Have Dog will travel! Hobbies! Oh my! Aside from the obvious hobbies of gardening and hiking, I am known to write poetry, I have a book on lulu dot com that I put together for the friends and family who complained, “Toads Pond”. I’m known to hang out with the Society for Creative Anachronism on occasion. I enjoy medieval engineering, heraldry, textile hobbies and other interesting tidbits to be found within that group. I love ancient architecture. I’m far more likely to be found in the museum or the garden than on the beach. I’m terribly unsocial in my private life for a recruiter. Six Degrees: How many years have you been in the staffing industry? Beth I started recruiting in 1995. My BS is in Physics and Computer Science and finding a job in that market was a bit tough, when I stumbled across a recruiter who thought I’d make a good recruiter. I think a good many recruiters stumbled into the industry via odd roads. I had the pleasure of working for an IT staffing company called XXCAL for a good many years before I went into contract recruiting. Since then I have been doing contract and freelance recruiting. Generally I get called for one of two things, either hard to find Scientific, Engineering, IT or Technical people, OR oddly enough, hard to work with hiring managers. I have worked with both very large companies like Citibank, and Sony electronics, and small companies(less than 100 employees), like Xencor. I find either can be great opportunities as long as there are interesting requirements to work on. Six Degrees: How did you get started as a recruiter? Beth Full Cycle Contract Technical Recruiter with more than 12 years exempt recruitment experience in high-volume, high profile technical and scientific fields. I am dedicated and work to give a high level of professionalism. My abilities include strong written and verbal communication, risk reduction, ability to work independently or in teams, vendor negotiation, collecting and defining business requirements, executing strategic searches, workforce planning, strong flexibility to adjust to demanding environments with attention to details and deadlines. Most recently, Beth serviced at Sony Electronics, Inc. through Integrity Placements, performing full cycle recruiting, mainly for ISSA, Legal, Marketing and Controller groups. Recruiting mainly SAP manufacturing and finance project lead and management for ISSA. Participating in research and development for a strong print ad campaign, as well as searching for and developing stronger presence in recruiting online in niche arena’s for specific job functions, mainly seeking Project experience for large ERP projects. Helped to re-create the in house staffing function at Sony. Six Degrees: What single event had the most impact on your sourcing/recruiting career? Beth Transitioning from Agency Staffing to Contract Recruiting - it allowed me to really do the parts of recruiting I like best! Working directly with hiring managers to fill needs, and working on finding the candidates to fill those needs, while not having to do the part I dislike which is hunting for prospective opportunities. Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? Beth I have to say the person I learned the most about recruiting and business in general from, was Marv Hoffman. Marv not only provided a great deal of recruiting training, but encouraged his recruiting teams to participate in groups that they could learn more from. For instance while working with XXCAL I belonged to several users groups that were great souring pools. (NT users group and a VB Testing group for example) We attended recruiting conferences and Marv had his own training sessions as well. It would have been hard to spend any length of time in that group and NOT learn a great deal. Six Degrees: Tell us about your position, (responsibilities, size of your staffing organization) : Beth Currently I am doing freelance work, taking on requirements from staffing firms who need a bit of help, and doing splits while seeking that next contracting opportunity! Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? Beth I am hoping the Trend in new Energy Development and Deployment will have a great boost in my future opportunities, as I’ve been keenly interested in alternate energy sources since I was a teen. Be it thermal heating systems, Wind turbines, solar (recently read a great white paper from MIT on some solar energy changes that would radically alter the amount of energy you are ABLE to use from solar cells) or even passive energy creation or conservation. (for instance if you don’t lose as much heat from a home, you don’t need to create as much, etc.) But then I’m always interested in engineering and architecture, so this shouldn’t’ be too big a shock for those who’ve been reading along. I am a geek by nature, and no! That is not a negative statement! Six Degrees: Tell us about your broader involvement within the staffing industry: (Do you attend conferences? Which ones? List/detail speaking events, awards, publications, where you have you represented your company) Beth I have attended conferences in the past, SHRM, ERE and many conferences that were directly related to my recruiting needs, Like the Optical Electronic Industry conferences, or Computer conferences which were related to industries I was recruiting for. My personal favorite is the OPIE. I have to admit, I have a couple Schott glasses from the Schott glass company. That has to be one of the best give aways ever. Six Degrees: Can you detail how the recession has affected your particular industry niche? Has it effected your job or that of your fellow team members within the organization - If so, to what extent? (If you have been laid off, tell us about the experience, when it happened) Beth My last contract ended at the end of January in 2008. I was very surprised that I didn’t have several opportunities in the wings when it ended, but still, I didn’t think I’d be working freelance as long as I have. I had remarked to some friends in 2007 that some banking transactions I’d had reason to observe worried me as to the state of several banks stability. I really hate to be right some days. It seems to me that the media began paying attention to the recession in Late 2008, but that the recession itself began early 2007. I began seeing a great deal more recruiters looking for work peaking in the winter months of 2008 and finally starting to subside in about March of this year. Of course in times like this, Good Sales Staff are worth their weight in gold, but they aren’t automatically created from thin air, so both staffing agencies and corporate business have found themselves going through sales staff and training at a rather intense rate (good training is far too under rated and under utilized in my opinion) while other business find themselves holding their collective breath, so to speak waiting to see what is happening on the world stage, or even failing in the interim. We will recover, economies do, sometimes more slowly than others, but we will recover. Now, where we will all be at the other end of that recovery, that is the question! I admit to having some Thoughts about the viability of changing direction, but to what purpose? Important questions these! I think one of the best indications that the bleeding of the economy is slowing down is that there are more advertisements for recruiters and a big slowdown in the number of NEWLY unemployed recruiters. If there are Jobs, there will be a need for recruiters, so it is, I think, the number one job listing to look for in a recovering economy. Interestingly there seem to be a great deal more ads for the east coast than west coast coming up on my searches. That too may be an indication of what we need to watch in the coming year. Are other economies recovering faster than the California economy? And which industries are recovering fastest. Which seem to be failing completely? I enjoy searching through this information on a regular basis lately. Also I would expect some staffing agencies to do really well when the economy begins to heal because when applicants are abundant, what manager wants to wade through hundreds of resumes to find a few gems? So the pick up in Agency hiring is to me another indication that the recession is beginning to ease just a bit. I am looking forward to a happier year! 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. Are there specific groups, both online and in-person that have proved fruitful in extending your personal brand and job seeking prospects? Beth You know that is a great question! I have joined a few interesting groups in an effort to get more visibility. I joined the “Ruthie List” and “Carecruit” (California recruiting) groups. I also started receiving other industry communications that I thought might be useful for finding companies that might need my services. I found a few browsers that have been uniquely helpful. Indeed.com is a site that lets you see jobs on several boards and even private company sites at once. Which also just brings to light several possible companies that might be useful. 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? Be specific Beth I should advise against sharing too much personal information, there really is (and I believe, should be!) a difference between your personal and public life. Other than that, be interested in others as much as you are interested in promoting your own needs, because if you don’t listen to others, you will miss opportunities for yourself! (or maybe even an opportunity for a friend) Six Degrees: What is your next career goal? What do you need to do to get there? Beth There are a couple things I’d like to do. One objective is to work with a small company helping build a solid team from the ground up. Possibly working that effort into an operations Lead position later on. Another thing that I’d be interested in doing is leading a recruiting team for a large company. Either objective is highly dependent upon opportunity. I have my eyes open for just such an occurrence! “HOW DOES BETH IT?” 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? Beth When corporate recruiting, it has been my experience that the overwhelming vast majority of the hiring was the result of sourcing efforts on my part, which included, corporate advertising, searching internal and external databases and networking. I found that a good candidate was just as likely to be found by anyone of these methods as the other, which is why I employ all these methods. . 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? Beth Without doubt the lowest cost per hire I have found has been with previously known candidates, or internal transfers. An internal transfer does not always mean another opening. One of the things smart companies do, is to review the personnel they have to let go from One team, for the likelihood they can fill openings in another group. The cost savings can be tremendous there. Six Degrees: What talent niche groups do you target and are these particular talent areas specialized under your review? Beth I generally focus on hard to find IT, Engineering or Scientific candidates, though I’ve been asked to fill legal openings as well. While at Sony my main focus was in hiring High level SAP management and design level candidates and Law candidates. While at Amgen it was chemists and other high level R&D scientists, at Citibank embedded Unix developers, and Oracle programmers. If it is a complex opportunity, I may be the recruiter you need. 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? Beth I have probably used just about every ATS system out there, at one time or another, having an ATS is invaluable, which one you have is certainly up to you or your company, my favorite is Bond. The one I’ve used most is Taleo. Secondly I think one should have access to posting on Some job boards, one doesn’t necessarily need every board out there, but one universal board, and a few niche boards that fit your company needs really do make networking easier. Not to mention advertise your company and give you more opportunities to network. And contact with niche groups that support whatever activity you most need in your hiring, be it MBA groups or some users group that services a particular type of prospective candidate, these can be invaluable. My brain, is also known to be a fairly useful tool, though I don’t claim to share all its contents. Six Degrees: What tools (technology or old school file folder, for example) did you first encounter early in your recruitment career? Beth I came into recruiting when databases and search engines were already in use. And being a geek I really don’t think I would have gotten into it otherwise. If I file it, it isn’t likely to be seen again for years. I file things that Might be useful sometime, not things I use on a regular basis. That is why databases are so useful, its filing for things you plan on using regularly. I also think I drove my first bosses crazy because I hired more candidates on email than I ever called, and that drove the metrics crazy. But then a lot of the candidates I deal with don’t like(and occasionally don’t answer) the phone. 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? In your opinion, how do people's assumptions about our vocation differ from reality? Beth I didn’t have any idea of what to expect when I first started recruiting, since it wasn’t anything I ever imagined I’d be doing! So no expectations to live up to or crush. I think the biggest assumption people have about recruiting is that it in any way is an HR function. Recruiting is a management function, and is diabolically opposed to HR. the sole function of HR is to protect a companies assets. This means if you have someone in HR doing your recruiting, they often will not show resumes to hiring managers that they think are a pain to HR. a recruiter puts the position and the hiring managers needs before HR preferences. Recruiting assumes the responsibilities of a hiring manager to detail, advertise and find suitable candidates for an opening. Some of the odd HR jobs recruiters take on in order to fulfill that duty, are for our own convenience, to get the job done. They aren’t a recruiting function per se’. The most foolish thing any business can do in my opinion, is to put recruiting under the auspices of HR. If they aren’t under their own separate heading altogether, then they should be under operations. Six Degrees: Worst mistake, biggest goof, lousiest practice you thought would fly but didn’t…and how that was a learning experience? Beth I will have to hold a contest to see. Though possibly the one I thought the silliest was parking in boss’ favorite (though unmarked) parking place when I went for an interview. 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. Beth I think that the best way to make any industry better is to do your best at what you do. Lead by example and change will occur naturally. Well it’s a theory anyway. Six Degrees: “Best practice” you are most proud of developing (now or in the past) in your recruiting career? Beth The best recruiting practice is to stick to process. Six Degrees: What are some of the frustrating aspects/obstacles to your day to day as a staffing professional and in general? Beth I think the biggest obstacle to recruiting, are hiring managers whose personal hiring goals clash with their companies hiring goals. They most often take up the most time. This time waster is followed closely by un-necessary meetings. 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? Beth I’m happiest when working on an interesting opportunity. Finding that one odd placement no one else can find. Six Degrees: What one thing do you ideally hope to accomplish in 2009? (OR) Six Degrees: What one thing do you find most ideal given the opportunity to develop/ implementing/ invent professionally that has yet to be done. Beth Actually I’d like to see an MRP (manufacturing resource planner) that is similar to a job board for investors and communities to use to help manufacturing stay strong. The idea being that resources, inventors and investors really need a place to network to make opportunity happen. The thought comes out of my recruiting experience. Six Degrees: Anything you want to plug? Beth Only the hole in the economic dyke…; Added by Dave Mendoza at 2:54am on May 18, 2009

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Topic: Talent Talk Cafe Transcript - What is Community - June 10/08: an - welcome! 3:03pm John Little First time to the Talent Talk Cafe 3:03pm Susan Burns Hi John - welcome! 3:04pm Susan Kang Nam first time for me as well~~ 3:04pm Chet Volpe community... a group with common interest. 3:04pm Susan Burns Hi Chet - thanks for the comment 3:04pm Angelia Floyd I'm hoping that this topic will give me more insight...but I would also agree with Chet. That's my general thought about it 3:05pm Susan Burns In addition to a common interest what else helps define a community 3:05pm Susan Burns And - what do you think people want/expect/desire from being part of the community? 3:05pm Angelia Floyd I think they want to feel part of the group 3:06pm John Little to gain wisdom and knowledge from like minded individuals 3:06pm Chet Volpe looking for mutual support and some benefit from belonging to the group. 3:06pm Susan Burns These are great comments - feeling a part of something, gaining knowledge, mutual support... 3:07pm Ryan Leary Hello 3:07pm Maren Hogan Well I think that "intimacy" needs to be part of community, yes at different levels and times but it is important 3:07pm Rayanne copmmunity: those with different expereinces and knowledge coming together for a common good 3:07pm Slouch I remember speaking to John sumser once and he told me that a successful community is one where the members and thpse participating somehow can say or feel that they get back more than what they put into it 3:07pm Susan Burns Hi Maren! Can you say more about intimacy 3:07pm Rayanne *community Maren Hogan mutual support is key though, you have to give as well as recieve 3:07pm Susan Burns Hi Rayanne! - So diverse ideas and thoughts? 3:07pm Susan Burns Great comments about sharing - giving/receiving - I like to think of it as a value exchange - contribute to get something back 3:08pm Rayanne yes, and touching on what Jason said, "giving back" 3:08pm Maren Hogan shoot. I am trying to but my comp is having issues, lemme run to the PC 3:09pm Susan Burns So, in the broader conversation about social networking sites and recruiting - what could make a difference then with how we've talked about community 3:09pm Rayanne "coming together is a beginning..: 3:09pm Susan Burns and what companies could do with their strategy? 3:09pm Susan Burns Rayanne - can you say more about "coming together"? 3:10pm Rayanne It was a quote by Henry Ford 3:10pm Rayanne "..Staying together is progress.. 3:10pm Maren Hogan Community has to be intentional. If you have a billion LI connects but no relationships to back those up, that is not community 3:11pm Rayanne working together success 3:11pm MN Headhunter I think recruiters forget that social networking sites are just that, social. That it is about creating and furthering relationships. 3:11pm Maren Hogan Investing in those you can and building up some while learning from others can be practiced easily in companies if they implement a mentoring program that does not suck 3:11pm MN Headhunter Do that first, then see if someone is interested in a job 3:11pm Susan Burns Rayanne - so before you can move to process/results its important to come together and "be"...talk...share? 3:12pm Jeff Ingman Newbee here... to me the value of community is a way to get help from others facing the same issues. 3:12pm Susan Burns Hi Paul! Hi Jeff 3:12pm MN Headhunter (sorry to be late)\ 3:12pm Rayanne recognizing that each of us comes from a different place with a different perspective 3:12pm Susan Kang Nam I would have to say be able to understand each other for that common goal in mind...having a developing a relationship 3:12pm Susan Burns Paul - glad your here! 3:12pm Susan Burns So respect is also part of community 3:13pm MN Headhunter absolutely 3:13pm Rayanne "being" is extremely important in order for that openess to take place 3:13pm Susan Kang Nam definitely - respect goes a long way.. 3:13pm Susan Burns I've been re-reading the Cluetrain Manifesto and there is great content about online connections - conversation - marketplace 3:14pm Rayanne I think of it like a web - together we build soemthing strong and inclusive 3:14pm Slouch Susan, what do you think is working these days with recruiting and using social networks 3:14pm Rayanne apart we just build walls 3:14pm Susan Burns Jason - I've seen very few examples of success and whats working partly becuz companies are trying to dive in and extract value immediately w/out engagin in the community 3:15pm Rayanne that is never successful - 3:15pm Rayanne you have to come together first 3:15pm Maren Hogan Well I'm not Susan but I think the first question directly impacts the second. When you enter a comm like a bull in a china shop and start posting jobs and hitting people with what are, in essence, ads, they disengage 3:15pm Susan Burns Where they are engaging they are getting results - Twitter is producing hires but via the biz leads versus recruiters 3:15pm MN Headhunter Jason, here is my example. In 1000 tweets on Twitter I have asked 1 time about help filling a job. 3:16pm Chet Volpe anyone still there? anyone have any comments or experience with starting a group on one of the socia networks around having your motives questioned. 3:16pm MN Headhunter But durung that time I have had 8 requests to lend some help. 3:16pm Susan Burns Chet - I think your motives are questioned when you take the "bull" approach Maren describes. Its a dance at first and you need to play and have fun - then results will arise 3:17pm Maren Hogan Chet, I think when you follow some of the above guidelines, that tends to happen less and less. When you can give before taking and provide real value to your community, people will eventually come to you. 3:17pm MN Headhunter Someone once used the analogy of being at a party. Guy shows up, passes out his real estate business card. Hits everyone up for leads. 3:17pm MN Headhunter You do not want to be that guy 3:17pm Maren Hogan Reason? You are there and it is obvious you care. Does that sound like a Hallmark card? 3:17pm Maren Hogan or girl 3:17pm Rayanne Just give back more than you take and no one will question.. 3:17pm Slouch i don;t even want to be at that party Rayanne my mom used to say, "keep the camping site cleaner than you found it..." that applies here as well 3:18pm Susan Burns When you enter a community and immediately want to extract value without contributing the community either doesn't respond or responds negatively. It can be detrimental to the brand 3:18pm MN Headhunter But the analogy goes for every situation. If you go to a party, recruiting event, or start a web site it cannot be about what you want but what you can offer 3:18pm Jeff Ingman So give a few examples of how to give to this community? 3:19pm MN Headhunter offer advice, offer to connect people, offer links to knowledgable people\ 3:19pm Rayanne share expereiences, 3:19pm Slouch I think that with Ning and the ability to set up a provate network, the ability to create an unbelievable recruiting tools exists 3:19pm MN Headhunter promote others events, expertise 3:19pm Slouch private 3:19pm Rayanne be light-hearted..., this is not an easy job 3:19pm Susan Burns Community is taking a perspective that we are all connected at a deeper level. By listening to the community you also learn more about what they want Slouch Hey jeff, are you referring to RecruitingBlogs.com? 3:20pm Susan Kang Nam I am fairly new to all this.. and I think listening. is very important so far.. to reach out and to see what the "needs" are.. and how to give back... This is my perspective so far.. 3:21pm Jeff Ingman Yes 3:21pm Susan Burns Also, looking at connection as being fun, an experiment, a global marketplace - often the community will begin to share what they want more of or less of - RB.com is a great example 3:21pm Rayanne listening is key 3:21pm Rayanne imperative, even 3:21pm MN Headhunter that and we all have had at some point in our careersm the same questions, issues, etc and at some point someone helped us it is our turn to help back 3:21pm Susan Kang Nam definitely.. 3:21pm Susan Burns listening and giving back - very key in the beginning but also to grow and retain community 3:22pm Maren Hogan In life, and business, there is an excellent rule to follow: have one person you are mentoring (passing along knowledge, building up) 3:22pm Maren Hogan one person that you are on the same level with, so you can bounce ideas off each other, iron sharpens iron 3:23pm MN Headhunter but doing this takes time and most do not want to invest. they want to do a withdrawal without doing a deposit 3:23pm Susan Burns This is a great discussion - wonderful comments - thanks! 3:23pm Maren Hogan and a third that is your mentor, they hold you accountable and teach you what they've learned 3:23pm Slouch i just typed a ton of ideas and it never made it Jeff. I'll wait maybe there is a delay and I;ll retype it 3:23pm MN Headhunter (happened to me too) Rayanne happened to me too 3:24pm Susan Burns Time is a key factor - so how do we do all of this for recruiting? Is small, targeted better than firehose 3:24pm Rayanne I agree with Maren 3:24pm MN Headhunter Maren, intersting that I have been doing that without knowing I was doing that 3:24pm Jeff Ingman I'm new to this site. Where is the best place to go on the site to learn and contribute to the community? 3:24pm Susan Burns and yes - had the same thing with the chat black hole 3:24pm Rayanne right on the home page is a great place to start Jeff 3:24pm Slouch Jeff, you can read, and contribute ideas and perspectives, refer people to the site you think will add value and keep the site interesting 3:24pm Susan Burns jeff - this is a great starting point. you can also visit the forum - write/contribute or blog content 3:24pm Slouch you can submit videos 3:24pm MN Headhunter Jeff, start a blog post on your page or create a discussion forum. 3:25pm Rayanne and ideas 3:25pm John Little not to go all sales 101 but listening is the MOST important part of being a successful salesperson 3:25pm Slouch take me up on offers I make for free tickets to conferences. I give away a lot of them, 3:25pm MN Headhunter John, AMEN 3:25pm Susan Burns Jeff - great as well that your interested and asking!! 3:25pm Maren Hogan it's all good, some of us NEED sales 101 3:25pm MN Headhunter I always suggest "lurking" for a period of time. Get to know the "players", get to know the culture of the group before jumping in 3:25pm Rayanne sometimes we worry so much about what we will say next that we stop listening 3:26pm Slouch this idea for talent talk was susans and now she has the floor. If you ever have ideas about how you can add something here, let me know 3:26pm Susan Burns Just read that ameriprise is giving training to their brokers on compassion - revenue went up and stress went down 3:26pm Susan Kang Nam I agree with Rayanne on that.. 3:26pm Jeff Ingman I know about lurking but it can get boring if you don't jump in... even if you aren't up to speed 3:26pm Maren Hogan that is so cool. whose brainchild was that one? 3:26pm Rayanne that is a great idea 3:26pm Susan Burns Paul - definitely - observe and then immerse! 3:26pm Maren Hogan Oh nuts, I think I did it backward. Oh well! 3:27pm Chet Volpe In my experience using linkedin for networking and recruiting, I always approach folks from the networking prespective and if they are interested in the position I am trying to fill, that is good. not sure how to get started on some of the others like 3:27pm Rayanne it all goes back to that darn "golden rule" 3:27pm MN Headhunter Jeff, it's a fine line. Some folks jump in like a cannon ball. Some try the water with the ote 3:27pm Susan Burns Maren/Rayanne are u asking about the ameriprise training? 3:27pm MN Headhunter toe 3:27pm Chet Volpe myspace or face book 3:27pm Maren Hogan I am asking about ameriprise training 3:27pm Rayanne yup 3:27pm Susan Burns chet - depends - big diff in demographics between the two and ms is shedding members 3:27pm MN Headhunter Chet, do a search on MySpace. People sign up for diffeent things like friend, dating, relationships, and networking 3:28pm Susan Burns maren/rayen - no link but was in Ode magazine. Its on my list to write about - very cool and measurable outcomes 3:28pm MN Headhunter If they say networking, that is for me an open invitation to introduce myself. But offering something they might want 3:28pm Susan Burns oops- sorry Rayanne - typing to fast and missed a few letters 3:29pm MN Headhunter like an upcoming tech event, salary information, news link 3:29pm Maren Hogan Ode? Is new to me. Will look up 3:29pm Rayanne you can call me Ray 3:29pm Susan Burns RE community - I'm at a university recruit conference and we just had a panel discusion - they are totally turned off by recruiters who dive in and reach out to recruit 3:29pm Susan Burns they see as separate space between personal and professional 3:30pm MN Headhunter nothing worse than seeing that o Facebook, very annoying. 3:30pm MN Headhunter If one offers information and becomes trusted, people will reach out to you 3:30pm Susan Burns looking at fan sites - check out victoria's secret piink (esp u Paul) as an alternative to direct outreach 3:30pm MN Headhunter uhh, I might look elsewhere on the site 3:31pm Susan Burns Paul - YES TRUST is really important - how do you build it online? 3:31pm Slouch are they hiring? 3:31pm Rayanne There is a line between pro / personal but that is where I have found my greatest successes 3:31pm Rayanne when I connect with candidates and clients personally 3:31pm Rayanne are you looking slouch? 3:31pm Slouch lol 3:31pm MN Headhunter we both are 3:31pm Slouch not today 3:31pm Susan Burns Rayanne - how are you crossing over from professional to personal? 3:31pm MN Headhunter there I mean 3:31pm Rayanne in my very forst conversation 3:32pm Rayanne first 3:32pm Rayanne be it a common interst, location...etc. 3:32pm Susan Burns Jason and Paul are distracted now ;-) 3:32pm Slouch im back. im sorry 3:32pm Maren Hogan I know how do we always talk about beer and women?? 3:32pm Susan Kang Nam lol 3:32pm MN Headhunter I go back to the Twitter idea. 1000 tweets, 1 job mentioned. Just be yourself, be a little forward, see what other people are talking about, make a connection 3:32pm Susan Burns so Rayanne - your nurturing the relationship and moving the line to overlap btwn prof and personal 3:33pm Rayanne taking it past a cold call 3:33pm MN Headhunter It's about relationshsips. Maybe that is why for some this does not work. they want the results now. 3:33pm Rayanne I never think of it as a cold call 3:33pm Susan Kang Nam I think also it's about timing...as well.. 3:33pm Rayanne timing is everything-- which is why I keep calling 3:34pm Rayanne the next one might be the right time 3:34pm Slouch that is exactly right 3:34pm Susan Burns susan - that also implies understanding, patience and investing in someone - yyes? 3:34pm Slouch how many time you call someone and they are no longer at the company and you look at your notes and they said, very happy right now, call me back in 6 months 3:35pm Susan Kang Nam YES! 3:35pm Dennis Smith I agree with Paul about the rel'ships...I don't find many that are disagreeable, even if we've not yet developed a "meaningful" rel'ship 3:35pm Slouch that is a real big lesson the first time it happens 3:35pm Rayanne often, Jason 3:35pm MN Headhunter As a side note, I have never looked at Twitter as a recruiting tool but a relationship tool. People know what I do and to tie in to Rayanne that when they are ready they will tell me 3:35pm Rayanne yep 3:35pm Dennis Smith Which is the same way I've viewed FBook 3:35pm Jeff Ingman techinical observation... the print in this chat is small for us with weak peepers. Who to ask to make it bigger 3:35pm MN Headhunter I use my ATS for that, Jason. I always ask to call back in 90 or 180 days. And then I do. 3:36pm Jeff Ingman i have expanded with IE but this distorts stuff a bit 3:36pm Rayanne That's good Paul 3:36pm Susan Burns paul - great comment re Twitter - & the beauty of it is that by building connecttions and sharing it evolves to return value 3:36pm Rayanne follow up and follow through leads to a strong reputation 3:36pm Slouch Jeff, I don;t think I can fix it now. I will check on it after. Thanks 3:37pm Susan Kang Nam I haven't explored Twitter yet.. but now I will.. thanks for that 3:37pm Rayanne ho dennis... 3:37pm Susan Burns I learn something on twitter every day and feel compelled to give back - which is also why i'm more patient w/ their technical issues and not jumping to plurk 3:37pm MN Headhunter And in the mean time I suggest they look at my blog, or add to my newsletter email list, or see if they or someone they know are interested in helping a local non profit who needs tech volunteers 3:37pm Rayanne hi, i mean.. geez 3:37pm Jeff Ingman did not expect immediate fix 3:37pm Slouch thanks 3:37pm Dennis Smith question for Paul...are you connected to hundreds of people on twitter or just those that you think would be important with regard to long-term value 3:37pm Susan Burns paul - that adding value as well - you put a lot into your blog that gives a lot to people 3:37pm Susan Burns hey Dennis - welcome! 3:37pm Dennis Smith thanks Susan! 3:37pm Dennis Smith late - sorry 3:38pm MN Headhunter I was shocked whenI went to local tech event, wearing a blue shirt, similar to tone on my Twitter profile, and people walk up and say "hey" 3:38pm NMarie I like the email list idea...although it is not "One-on-One" it keeps in contact... 3:38pm Rayanne better late then never 3:38pm Slouch Dennis. great video you made and I love the song 3:38pm Rayanne me too! 3:38pm Maren Hogan I think twitter has made me way recognizable to people. Had four people at Kennedy intro themselves 3:38pm Dennis Smith well, knew you would bro....got the rush kinship thing going 3:38pm Susan Burns Paul - that also brings up the importance of another dimension - moving between the online and offline worlds 3:38pm Rayanne aww, yes, kinship..... 3:38pm MN Headhunter Dennis, Twitter, it changes. who I follow and seem to follow me is split 3:39pm Dennis Smith gotcha 3:39pm MN Headhunter 1/3 local tech folks,. 1/3 recruiter folks, 1/3 bloggers 3:39pm Maren Hogan I think it's important to reach out whenever possible, F2F, phone, card etc. 3:39pm Susan Burns Is blending online/offline an effective approach to recruitment as well? 3:39pm MN Headhunter It has to be 3:39pm Rayanne pphone 3:39pm MN Headhunter I spend about 1/3 of my time doing the social stuff the rest is old school phone and enmail 3:40pm Maren Hogan if you use only online tools, your phone muscles goe dead. . . 3:40pm Susan Burns has anyone else seen examples of doing this really well - social - community? 3:40pm Maren Hogan um that's the british spelling of "go" 3:40pm Rayanne true, Maren 3:40pm Rayanne ummm..., REALLY connecting a group? 3:40pm Maren Hogan Heck yeah! RBC and my twitterpeeps 3:40pm Rayanne RBC 3:40pm Maren Hogan Or are you asking for corp stuff? 3:41pm Rayanne definitely 3:41pm NMarie It also depends on industry you work in... Healthcare requires more emailing and phone! 3:41pm Rayanne healthcare requires patience 3:41pm Susan Burns absolutely - RBC!! 3:41pm Rayanne and tenacity 3:41pm Susan Burns yes - what about for corporate recruitment or even third party 3:41pm Susan Burns Hi NMarie - can you share more about that 3:42pm MN Headhunter I am sitting on the company name for the moment, but a Minnesota $5B is redoing their corporate web site to add career pages specifically for sales, tech, and marketing folks. Set up a Twitter account for jobs, and added RSS feeds too 3:42pm Rayanne when I worked in-house- we had a rule: no stopping and talking in the halls. 3:42pm Maren Hogan it's fascinating actually, because I have been invited to eerily similar groups and occassionally joined but it's the intentional leadership here that engages people and makes each member feel valued rather than as a connection commodity 3:42pm Slouch If I were still recruiting now, I would take the top 300 candidates I can name and build out a provate ning group for them and then start singing and dancing 3:42pm Slouch the placements will absolutely follow 3:42pm MN Headhunter Best Buy also does some of this with more rollig out this year 3:42pm NMarie Yes, because of the Nurses I am recruiting, my experience is they enjoy seeing things in writing... 3:42pm Dennis Smith They (BB) is getting "it" ....just like the other company you mentioned. 3:43pm MN Headhunter Jason, doing that here too for the tech community. My late summe project 3:43pm Susan Kang Nam I had similar experience with recruiting for researchers at a University...setting. 3:43pm Susan Kang Nam the like to see more writing... 3:43pm MN Headhunter But they are the onkly 2 3:43pm Dennis Smith This is very standard communication protocol for many in the X Gen,...... 3:43pm MN Headhunter 220 recruiters at our last event, 7 using RSS feeds 3:43pm Dennis Smith that would be "are" not "is: 3:44pm Dennis Smith Paul - what's that number compare to from one year ago? 3:44pm Susan Burns NMarie - do they participate in communities and networks? 3:44pm MN Headhunter I am not trying to be snob but if relying on job boards to find people, shut the hell up about a War For Talent 3:44pm Rayanne True MN Headhunter 3 if I remember right 3:44pm Dennis Smith Amen, brother P 3:45pm MN Headhunter 3 if I remember right 3:45pm Susan Burns Paul - i would say the same about university recruitment 3:45pm Maren Hogan Sometimes when I mentioned customized jobsites or rss feeds people don't even know what I am talking about 3:45pm NMarie Memberships to RN Associations depending on state and pub magazine...some websites are trying 3:45pm Dennis Smith Wow....the times are a changin 3:45pm Maren Hogan they say" but we have a jobs page". sigh 3:45pm Rayanne good recrutiers don't wait for candidates to come to them 3:45pm Rayanne they go get 'em 3:45pm NMarie to capture more social networking... still in the learning phase! Susan Burns seems like healthcare could create a very cool community around learning, sharing, helping, ..... 3:46pm Susan Kang Nam learning phase as well... 3:46pm Maren Hogan the thing that strikes me about socnets community etc, is the power of the individual can sometimes eclipse the power of the corp presence and in effect be a "beard" for a lame duck employer 3:46pm Maren Hogan not that there's anything wrong with that. . . 3:46pm MN Headhunter To use another analogy, if you hunt all day (job boards) and never farm (develop relationships) if the hunted move away, get smaller, or are less of them you are screwed. 3:46pm Rayanne Having spent five years in H/C recruitment, I firnly believe an online community would eb extremely beneficial 3:47pm Susan Burns maren - absolutely - the community owns the brand! if companies don't play they lose complete control. 3:47pm Susan Burns Rayanne - isn't beeker targeting healthcare? NMarie Yes, Susan there is a window of opportunity... for all healthcare recruiters..thus - I'm IN! 3:48pm Slouch Beaker is targeting life sciences 3:48pm Rayanne I think so. 3:48pm Susan Burns NMarie - I hope you'll continue to share your progres with us 3:48pm Rayanne Life Sciences is to broad 3:48pm Rayanne that's like targeting Human Resources to catch the recrutiers 3:48pm NMarie Thanks to venues like this...we each listen and learn... Gotz to go! Take care Y'ALL! 3:49pm Susan Burns Thanks for the FABULOUS discussion everyone. I need to logoff and go back to the conference. presenting in a few 3:49pm Slouch says the online community for the life sciences industry 3:49pm Rayanne Thanks Susan and everyone else... 3:49pm Susan Burns Jason - thanks for creating an archive of today's chat - can't wait to read through it agai! 3:49pm Susan Kang Nam Thanks Susan and everyone. 3:49pm Chet Volpe thanks all... 3:49pm Susan Burns Everyone - please let me know if there's a topci idea for the future? 3:50pm Slouch Thanks susan. I have a copy of the text. ill post it soon 3:50pm Susan Burns oops that was topic - adios!! 3:50pm…; Added by Slouch at 4:04pm on June 10, 2008