Search Results - engineer

Comment on: Topic 'Shally Steckerl - Discusses Tools, Social Media and more': oponent of pushing for more of a decision science within the Talent Acquisition function since first entering the field – even in my early days of recruiting inexperience, I knew that we were not leveraging any of the similar decision sciences I had seen or used among my previous marketing, sales, and/or operations background. Due to the potential complexity of your question, it’s important that we set a few guidelines up front. From a scientific standpoint, it’s important we state our assumptions before attempting to build a model. Let’s quickly do that: 1. First, your question involves web tools that enable ‘identifying and recruiting passive candidates’. Since your question revolves around the ‘passive’ candidate, we can eliminate any job boards and explicit advertising from our answer. In addition, we can also eliminate any non full-time direct-hire employees (as most are aware that short-term contractors usually fall into the ‘active-candidate’ category). 2. Secondly, your question involves the notion of ‘Return on Time Invested’ (ROTI). The notion of ‘Return’ originally derives from the Accounting and Finance function, and is stated quantitatively. As such, there must be a numerator and denominator, and depending on the circumstances, the quotient/product can be stated in one of the following manners: a. Ratio (i.e. x:x, 5:1, 7.3:1) b. Percentage (i.e. 200%, 0.98%) c. Index Score (this will take into account certain independent variables and sometimes allows for a better side-by-side comparison of values.) 3. Thirdly, it is important that we define ‘Effectiveness’ to properly answer this question. The best definition I was able to find is, “The extent to which actual outcomes are achieved, against the outcomes planned, via relevant outputs or administered expenses.” The reason I believe this to be the superior definition is because there is attention given to ‘impact’ as well (this is where well-intentioned HR and TA programs fail as the programs may be effective, however lack true impact on organizational performance). 4. Third-Party Recruitment is concerned with several metrics, however there are 3 true mother metrics that drive all others: a. Number of Placements b. Avg Placement Fee c. Annual Billings [See note below.] 5. Corporate Recruitment is concerned with several metrics, however there are 3 true mother metrics that drive all others: a. Cost-of-Hire b. Time-To-Fill c. Quality-Of-Hire [See note below.] [Note: Some may argue that there are several other important metrics to follow on the TPR side (such as Sendouts:Offer, Sendouts:Month, etc.), however the true mother metrics are listed above. Likewise, some may argue that there are several other important metrics to follow on the Corp Recruitment side as well (such as Interviews:Offer, Recruiter Efficiency, etc.), however the true mother metrics are listed above. The analogy is that we can follow numerous financial indicators for a firm and each metric offers independent value (such as ROE, ROA, Asset Turnover, etc.) . . . however the true mother metrics are Earnings-Per-Share (EPS), Market Capitalization, P/E Ratio, and Stock-Price. This is where the tricky part begins – time allocation in terms of identifying ROTI. For example, we may spend a total of 8 hours ‘sourcing’ for a given role, however only 1 of those hours may have been spent on the actual source/channel upon which we’ve identified the passive candidate. What compounds this is exactly what Shally mentions – the current notion of an ‘integrated’ desk which involves several applications and browser windows open. As such, we may quickly source 10 channels in an hour period, upon which we enter a ‘deeper dive’ depending on our initial results. I only mention this because it’s easy to see just how complex the answer to your question can become. The only ‘real way’ to note true ROTI would be to keep clicking a timer as you move from source to source and from channel to channel. Also, we must ask ourselves whether we are going to allocate the entire amount of time spent on the search itself into our ROTI number. Doing so will truly allow us to answer the question of how much our time was worth (for example, if we spend 40 total hours on a $40k fee, then we can identify that our time was worth $1k per hour on this individual search). However, although this will allow us to identify specifically how valuable our time was, there is no correlation back to the source itself. When I say that, I mean that we’re dealing with human beings and some take more emotional attention, persuasion, and closing than others. Another factor that may serve to greatly complicate our attempts to quantify source value is how many degrees away our placed candidate is from the original source that led us in the candidate’s direction. For example, let’s say we find an initial candidate on LinkedIn, who then refers us to the candidate we actually place. Would that mean LI was not of value to us? Obviously, the original source was of great value, but it’s not so easy to identify this if we’re looking at things with black-and-white ratios. In going through this process, I’ve given the concept of ‘waste’ considerable thought (in the Six Sigma and LEAN sense). I say that because some may say that although we spent 40 hours within a given search, 20 were spent on sources that did not yield a placement or hire. But were those hours technically waste? Not really, as sourcing is an overall process. An analogy would be an engineer that spends 40 hours trying to correct a problem, but spends the final 1 hour reconnecting a wire that was disconnected. Would this mean his prior 39 hours were waste? No, not at all. His previous 39 hours may have led him to the root cause of the problem. Based upon all these things, this is my recommendation: a. Group sources into categories. For example, LinkedIn may be in its own category due to its power as a source. Facebook, Twitter, and MySpace may also be in their own categories. Blog Searching may fall into a distinct category, as may several Boolean search strings using Google and MS Live. This would all be dependent on the individual organization and the differing external talent pools, etc. b. Block out your ‘Sourcing Time’ into 15-minute blocks. By doing so, you will allow yourself to remain committed to a given ‘Source Category’ without overdoing it. c. Source individual projects at a time. When I say this, I mean to focus on a given requisition or job family, etc. This is imperative for tracking purposes later. [Note: I would recommend against grouping too many sources into the same category as this will reduce the power of this technique. If you know certain sources are effective given your personal needs, ensure the source is in its own category for tracking purposes.] By engaging in categorizing out your different channels and sources, blocking out your time spent within each source/channel, and by sourcing individual projects or job families at a time, you’ll be able to track the entire time spent sourcing for a search. Upon doing so, this is how your tracking matrix may look per project or job family: a. Source A (LinkedIn) = 6 hours b. Source B (MySpace/Facebook) = 8 hours c. Source C (Blog Searching) = 2 hours d. Source D (Twittering) = 1 hour e. Source E (Boolean Search ‘xyz’) = 4 hours f. Source F (Direct Sourcing) = 16 hours At the end of a month, quarter, or year, you can return to review your sources and total time spent within them . . . in addition to the mother metrics given your role (TPR or Corp Recruitment). At this point, we can then overlay this time information onto our aforementioned mother metrics. Examples would include the following: Third-Party Recruitment (LinkedIn Annual Review) a. Time Spent Within Source = 240 hours b. # of Source Placements = 12 c. Source Avg Placement Fee = $25,000 d. ROTI = 240 hours / 12 placements = 20:1 (i.e. we make a placement for every 20 hours spent within this source). Third-Party Recruitment (Direct Sourcing) a. Time Spent Within Source = 800 hours b. # of Source Placements = 24 c. Source Avg Placement Fee = $28,500 d. ROTI = 800 hours / 12 placements = 66.7:1 (i.e. we make a placement for every 66.7 hours spent within this source). Third-Party Recruitment (OVERALL Source Review - Annual) a. Source A (LinkedIn) = 20:1 b. Source B (MySpace/Facebook) = 120:1 c. Source F (Direct Sourcing) = 66.7:1 [Note: Obviously, the lower the ratio, the more effective the source.] Corporate Recruitment (Facebook Annual Review) a. Time Spent Within Source = 110 hours b. # of Source Hires = 6 c. Source Cost-of-Hire = $5,500 d. Time-to-Fill = 45 days d. Quality-of-Hire = 3.5/5 Stars e. ROTI = 110 hours / 6 hires = 15.7:1 (i.e. we make a hire for every 15.7 hours spent within this source). Corporate Recruitment (Boolean Search ‘xyz’ Annual Review) a. Time Spent Within Source = 150 hours b. # of Source Hires = 15 c. Source Cost-of-Hire = $4,000 d. Time-to-Fill = 27 days e. Quality-of-Hire = 4.1/5 Stars f. ROTI = 150 hours / 15 hires = 10:1 (i.e. we make a hire for every 10 hours spent within this source). Corporate Recruitment (OVERALL Source Review - Annual) a. Source B (Facebook) = 15.7:1 b. Source E (Boolean Search ‘xyz’) = 10:1 c. Source F (Direct Sourcing) = 200:1 [Note: Obviously, the lower the ratio, the more effective the source.] To conclude, Bill, I would suggest that we look at our Source data in such a way as to accumulate knowledge for targeted use on future searches/requisitions. In this manner, we will be better able to increase performance by using forward-looking projections to formulate leading indicators (an example would be TPRs’ or Corp Recruitment using the knowledge that Pivotal Talent Pool ‘X’ is populated primarily with candidates from Source ‘A’). Our industry is in perfect position for a more intelligent decision framework to be architected and implemented, much as is being done by John Boudreau (Research Director of the Center for Organizational Effectiveness at USC Marshall School of Business) has done with the new notion of "Talentship". I would hope that some of the above answer adds to the growing field of opinions and research in our sector and I look forward to your thoughts and feedback.…; Added by Joshua Letourneau to BillVick.com at 9:15pm on April 25, 2008

Blog Post: How we increased traction by 10X - The story of Simplicity & Scalability

As we embarked upon 2018, we would like to take a moment to reflect on our journey in 2017.

In the beginning of 2017, we essentially aimed at making our 'Technical…

Added by Bangabdi Roy Chowdhury at 1:23am on February 1, 2018

Blog Post: Meet Rayanne Trumbo - RBC's Groove Is In Her Heart: Rayanne ThorneTrumbo, Recruiter

O:949.251.0460 Ext. 101

Rayanne@bsmassociates.com…; Added by Dave Mendoza at 7:43pm on June 8, 2008

Blog Post: The Missing Piece to ATS Prescreening Questions: It’s no surprise that the number of resumes stockpiling for HR and hiring managers has increased in the past year. Thus, it’s important now more than ever to have an applicant tracking system (ATS)…; Added by Jake Stupak at 2:46pm on September 11, 2009

Blog Post: Exit Interview: Why Top Talent is “REALLY” Leaving Your Company: We network with top talent on a daily basis, so we always come across top producers that are willing to throw in the…; Added by Bridget Baggett, MBA, MHA at 1:24pm on April 11, 2013

Blog Post: 2014: Tougher than Ever to be a Recruiter

What a great year...2013! I'm sure for many of you the lump of…

Added by Stephen Nehez, Jr. at 2:55pm on December 23, 2013

Blog Post: Are Job Postings Worth Money?

I saw an ad recently for one of those major…

Added by Joel McLean at 11:34am on August 26, 2015

Topic: Meet Julia Stone, Humanity Purveyor: From Toilet Paper to Systems Admin is Born a Networking Specialist: ne It takes Recruitfest to bring the best from within and to broaden the circle of those we call friends. I met Julia at Recruitfest at a Hotel dining table across from me by chance, and it was my personal good fortune. Julia is not someone who minces words, who takes personal opinions personally, who has the self confidence and paneche to tell an unconventional story much to both our entertainment and our enrichment. The conversation was the appetizer, the entree and dessert. Julia Stone is no longer acquaintance, but friend. Julia Stone is a bang drummer in any circle and the beat to follow in the company of friends old and new. Julia Stone prides herself in her Negotiating skills, Interviewing techniques, AIRS Certification, high Integrity and ethical standards. Ask her what her specialty is and the back to basics are her pride, she is above all … a networking specialist (people not machines!). It is on this basis, that Julia operates her own niche recruiting agency that works on contingency and engaged search. BizWerks is a professional recruiting firm whose focus is in the technology and scientific industries. We are passionate about our clients and our candidates and work hard to maintain high ethical standards in all situations. Q&A with Julia Stone Six Degrees: Tell us of your home world. JULIA: My husband, Brad, and I have been together since the millennium. Literally, we met on January 1st, 2000 and started our adventures together. Since that time, we took a three month road trip through the US and Canada, lived on a sailboat for a year, successfully built and sold one company, started another, and had a daugher who is now 3 named Sophia. We are thrilled to call Madison, Wisconsin our home now after many years in Seattle. Six Degrees: Detail Hobbies, activities/interests unfamiliar to readers JULIA:Besides our monthly poker game, I play video games and I exercise. Zumba is my favorite, but I also ride my Trek Bike in the warm months. (They do shovel the bike paths in Madison when it snows!) This year, I participated in my first bike competition, the Urban Assault Race, and was thrilled to complete it. Starting BizWerks with a toddler has left me a little less time for some of my other passions which include scuba diving, sailing, camping, reading something other than Goodnight Moon and martial arts. Each year, my husband and I work hard to create unique holiday greeting cards. We try to make them humorous in nature. Community service is important to me. I sit on the finance committee for the bilingual grade school Nuestro Mundo. Nuestro Mundo creates a successful and unique learning environment through the use of dual language education and democratic decision-making. I have participated in Habitat for Humanity, and sit on the Small Business Advisory Council which is an advisory council to both the Greater Madison Chamber of Commerce and the office of the Mayor. Carrying through to our corporate philosophy, BizWerks donates a percentage of each employees salary to the non-profit of their choice. Six Degrees: How many years have you been a recruiter? JULIA: I started recruiting 12 years ago in a small technical recruiting agency in Seattle. Six Degrees: How did you get started as a recruiter? JULIA: I sold toilet paper. I got bored with it, not very challenging if you want to know the truth. So I took a job working as a systems administrator. While technically challenging, I was bored. I was so lacking in human communication, that I took on a part time job at the local Scuba Diving shop to meet more people. One of those people was a Director at Microsoft who helped me work through my career crisis while his fiance was getting certified. I sold him a lot of diving equipment and he got me into the best accidental career ever. Six Degrees: What single event had the most impact on your sourcing/recruiting career? JULIA: In 2007, I attended the first SourceCon conference and it completely changed the way I recruit. Once I listened to such industry experts as Shally Steckerl, Glenn Gutmacher, Eric Jacquith, and Danny Cahill; I realized that the industry was evolving. Sourcing good candidates is where everything starts. If realized that if I couldn't compete in this arena, I needed to get out of the business. I have so much past experience in the field, that I have learned how to manage the recruiting process, the hiring manager's expectations, and the candidate experience. Six Degrees: Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? JULIA: I don't have an individual mentor, but I am sure I could benefit from one. I take bits of information from as many leaders as I can and blend them together, a recruiting melting pot of sorts. Things are so dynamic in this industry that people who were virtually unheard of last year could be a superstar this year. I am in awe of Dave Mendoza's networking, Shally Steckerl's sourcing techniques, Jason Davis' ability to create online communities, or Donato Diorio's ability to create tools for the industry. There are a dozen more I could mention here. There is no shortage of talent in our industry. Six Degrees: Tell us about a day in the life at the helm of Bizwerks: JULIA: I own, BizWerks, a niche recruiting agency that works on contingency and engaged search. We primarily work with technology positions within the software life cycle up through director level positions within technology companies. BizWerks has grown to 4 employees and has expanded into scientific recruiting and supply chain. Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? JULIA: I think that the recent trend toward RPO is worth watching. It will be interesting to see how it changes the dynamics of the industry. Six Degrees: Tell us about your broader involvement within the staffing industry. How do you share the love? JULIA: I have had the opportunity to speak as an individual and as a part of several round table discussions in both Seattle and Madison on the topics of finding jobs, finding candidates and upcoming trends. I am passionate about the industry, the generational differences we see now, and upcoming hiring trends. Officially, I have managed teams who produced award winning documentation for clients including Medtronic, Microsoft, and Group Health Cooperative. In 2008, I was thrilled to be picked for InBusiness Magazine's 40 under 40 for Madison, Wisconsin. I won the SourceCon, sourcing challenge this summer and was one of three national finalists in the competition in Atlanta. Six Degrees: What is your next career goal? What do you need to do to get there? JULIA: Right now, I am dedicated to growing our agency. This is a goal of many, but few are able to turn an individual desk into a successful agency. RECOMMENDATIONS “Julia has a truly unique skill; she listens. She always has the most thorough and detailed understanding of a project's requirements.She efficiently translates those requirements into tasks for her team, ensuring that the project is executed as flawlessly as possible. I hope to work with Julia again someday soon!” July 18, 2008 Thomas Schmitzer, CPIM, Master Scheduler, United Industries Inc. “While the timing of my search and interview process with Julie was not conducive to final placement through Julia, she did all she could to work with me on an opportunity with a major national brand. Julia provided me with regular update and kept me feeling that we were in control of the process. Unfortunately for Julia, I accepted a different offer. Had I not left for the other opportunity, I am sure Julia would have continued her hard work and dedication to my placement. Thanks Julia for the dozens of updates and for your advice throughout the process.” February 23, 2008. Top qualities: Personable, On Time, High Integrity Andy Stawski “As a potential recruit for Julia's business, she has always been very informative, thorough and responsive. I'd highly recommend her to any business looking for a solid and experienced recruitment professional.” November 19, 2007 Michele Virnig, Assistant VP-Marketing Communications, CUNA Mutual Group “Julia is a true professional recruiter whose passion is to match people with high-tech businesses. She is also active within community, for example, she is an active participant on Mayor's and Chamber's Small Business Advisory Council and economic development taskforce.” November 16, 2007 Joe Campana, Ph.D., CITRMS, CIPP/G, Principal, J. Campana & Associates “If you are reading this, you are in luck. Julia is the kind of person you want on any project or team; a leader, a professional and a keen intellect.” October 4, 2007. Top qualities: Great Results, Expert, High Integrity Thomas Schmitzer, CPIM “Julia is a fantastic to work with she is very engaging and has a lot of ideas on how to accomplish the end goals of the project in a timely manner and making sure the team is still together. I look forward to working directly with her on future business projects.” September 28, 2007 Daniel Guerra Jr., Owner, Argus Ventures, LLC “There are too many good things to say about Julia. She is the consummate professional with great industry knowledge. She is a very good person to have on your side. We plan to continue our relationship and hope that in the near future we will be able locate the perfect job for my skill set.” September 19, 2007. Top qualities: Great Results, Personable, High Integrity Brian Watson “Julia, brings an ethically anchored fresh approach to IT recruitment in this world of sharks. Her experience, personal communication strengths, and optimism are critical for connecting clients with ideal effective contractor candidates.” September 14, 2007 Peter Sibilski, Network Engineer - Switch Technician, Verizon Wireless “Julia Stone took over the Xbox.com writing team during a turbulent time in the contract, which previously seemed to change every six months (leaving many of the writing team uncertain of what the future might hold). Julia took charge immediately, smoothing out bumps in the road, personally seeing to our concerns, and keeping us on course with remarkable ease. I would work for Julia again any time the opportunity presented itself and highly recommend her for to any potential employer.” January 14, 2008 Cory Herndon, Content Writer, Xbox.com, The Write Stuff “Julia is excellent at networking and keeping in touch with people. She never forgets a name.” October 2, 2007 Naarah Hanson (Hastings), Sr. IT Recruiter, Excell Data…; Added by Dave Mendoza at 11:43pm on October 12, 2008

Topic: Meet Irina Shamaeva, Boolean Strings Guru: acebook Profile • Your website; my company Brain Gain Recruiting http://www.braingainrecruiting.com • Irina's Personal blog • Groups: “Boolean Strings” Q & A with Irina Shamaeva Six Degrees: Tell us of your home world, Irina Irina: My family is unusual. I have two lovely children, Jane, a 29-year old, and Peter, a 5-year old. I am lucky to have Jane and her family living close by. Jane has a daughter Oksana who is 4 and is close friends with her uncle Peter. My children are the joy of my life. Most of the adults in our extended family are mathematicians; Jane “rebelled” and her education is in literature. She got her degrees at Columbia and UC Berkeley (grad) and is teaching English Literature at a small private high school in Berkeley. We talk daily, are close, and also, strangely, moms of young children. My son Peter has a huge amount of energy and is very athletic and social. My granddaughter Oksana is also full of energy and is already showing her talents in math and reading. I feel blessed when I have both Peter and Oksana in my lap. A big part of who I am is my cultural background. I came to NYC from Russia in 1990 for my first trip abroad ever, enjoyed the trip and got a 3-month contract in San Francisco over email (email was very new then). I brought then 12-year-old Jane to San Francisco, and in the middle of my stay got an offer to stay as an employee. My temporary visit to the US has lasted since. I’ve lived in San Francisco and Berkeley all this time and love the area. My family members Jane, Peter and Oksana are all bilingual English-Russian speakers. My father is still living in Moscow, Russia. At 78, he is an actively working, published mathematician, loves swimming and travels to conferences in the summers, where he is invited to make presentations. Last summer he and I met in Rome; next summer the plan is to meet in London. Six Degrees: What do you do for fun? Irina:I love spending time with my children and share my favorite activities with them. I used to take ballroom dancing lessons; now I go to free-style dancing events and classes. Last summer Peter and I went to a Northern CA dance camp in the Sierras near Kings Canyon Park, and we loved it. I volunteer at Peter’s school weekly, helping his teacher in the Kindergarten classroom. I am an avid backpacker. I especially like high mountains, walking cross country to high elevations with views, rocks and snow. I have been on many Sierra Club trips; Yosemite is my favorite place to go to. I also enjoy downhill and cross-country skiing. I do yoga and meditation. I am interested in psychology, especially character theories, such as the Enneagram. I keep in touch with long-time friends whom I met in high school. They live all over the world now. Last summer, we had a reunion in Yosemite and my classmates came from Washington DC, Boston, San Francisco, and the Netherlands. Six Degrees: How did you get started as a recruiter? Irina: I have been recruiting since 2003. In 1991-2003 I worked as a Software Engineer and later a Manager/Director here in the Bay Area. I worked in Biotech and Multimedia. A few times my jobs ended abruptly when my start-ups shut down during the dot-com era. At one company we were invited to a meeting with a 15-minute notice to learn that that was our last day, and no further pay was given. I worked with recruiters as a candidate quite a bit and it felt like for them it was an easy way to make money. (Indeed, I was once “placed” at a start-up by a recruiter who initially reached me by email and then was nowhere to be found throughout the whole interview process and the offer negotiation but got paid in the end.) I started recruiting on my own as a contingency recruiter while being completely new to this type of business. (Typical for me, since I also was not quite qualified for many of my previous jobs, learned on the fly and did quite well.) I didn’t make any money in the first 6 months, but then it took off. I was really lucky to get together with my Partner Julia Tverskaya. We’ve run Brain Gain Recruiting as Partners since 2004. As I, Julia is a former software manager; she is also a chess grandmaster and won some US competitions in the past. She’s ideal as a partner, smart, reliable, and has mastered the art of interviewing candidates, including some areas that were new for us, such as strategy consulting. Early on, we got on the vendor list for a Big Four consulting company, and stayed on based on our success, when they cut their list from 5,000 people to 100 early in 2008. Thanks to Julia, we are one of the very few companies who are on the vendor list for their Strategy and Change Practice. Over the years our clients have included software development, financial and consulting companies. In the last 2+ years we have mostly been placing high-level consultants in ERP/IT (SAP, Peoplesoft, Oracle, Siebel, etc.), Strategy and Change, and Finances. We are also getting some jobs in the Government sector now. The majority of our openings are in the $100K+ per year range. Six Degrees: What single event had the most impact on your sourcing/recruiting career? Irina: The event was my son Peter’s arrival. When Peter was little and I was a stay-at-home Mom for his first year, I tried to do recruiting. I remembered how I could help friends improve their resumes and find jobs and also how I worked with recruiters as a candidate and so it felt like a thing to try. A few months later, I got a call from a recruiter offering to join their client as a software manager, and ended up placing someone for that position for a $5K referral fee. That was the beginning. In my before-recruiting life, I was often able to help bring in good employees for my companies and help friends find jobs. In 1997 I got my first “recruiting” award of $8K for referring successful job candidates to my company Applied Biosystems. Before that, in 1994, when I was leaving my job, I talked my boss into hiring a friend of mine from Moscow, Russia, to replace me – which he did, without even first meeting my friend face to face. It worked out very well for all. Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? Irina: I do not have a career mentor. I often learn things on my own. Of course I pick advice from others, especially given the wealth of web-based publications. I feel grateful to Lou Volpe of www.Recruitalliance.com for his advice to “submit only A candidates” early in my recruiting career. Simple as it is, this was the best advice I ever got about recruiting. Six Degrees: Tell us about your company Irina: Our company, Brain Gain Recruiting, is a two-person partnership. Both Julia and I wear multiple hats but my role is mainly a Sourcer for our company. In addition, I have been training multiple recruiting contractors, some of whom came from a non-recruiting background. In 2008 I created sourcing-related forums, blogs and events and posted on many sites. My area of expertise that I talk about is web sourcing. One topic, constructing Boolean search strings, got very popular. So far I have enjoyed blogging and teaching and got many emails and messages thanking me for sharing useful information. I plan to keep it as part of what I do. Six Degrees: (A) What other companies' recruiting operations do you admire or have heard are best-practice examples? Irina: We’ve worked with a number of third-party recruiters as split partners (on both client and candidate sides). I have watched two recruiters with whom we have worked closely that felt as great examples in certain ways. (B) In what aspects are they superior? Irina: The two recruiters I admire know the business inside out, know competitors and news about them, understand assumptions behind job descriptions, can assess resumes in rather complex areas and can speak to both clients and candidates in a meaningful way. We are not bad ourselves but these people seem stronger. Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? Irina: With the slow economy, we have a challenge and those who are the strongest at what they do and can make changes work for them will be successful. I feel it’s good to have challenges since they make me grow professionally and invent new ways to do business. Six Degrees: List/detail speaking events, awards, publications, where you have you represented your company: Irina: I have written publications and blog posts about web sourcing and Boolean Strings and may go to some speaking events. Some of my online posts are listed on http://booleanstrings.wordpress.com/about; here are selected links: • Two Common Misconceptions about Searching Google for Resumes • Use Facebook to verify candidate’s location and send fewer emails • Boolean vs. "Googlean" • New Year's quiz - 8 fun Boolean questions for all - QUIZ-JAN2009 • Number of results matters • Finding email addresses. • Looking for people based on a target title and a target company name • How to source candidates on LinkedIn even if your network is small • Find the LIONs based on keyword search • How to create a target email list of candidates in no time and for free • LinkedIn Tutorial, Part 2 • I Disagree with Donato Diorio | The Talent Buzz • BountyJobs Competitor Recommended - RecruitAlliance A few more articles will be published soon in TheSource and ERE in January 2009. Six Degrees: What is your next career goal? What do you need to do to get there? Irina: I’d like to grow our company, get more business and hire more recruiters so that I could delegate some tasks and concentrate on the company strategy, expand my sourcing skills, invent new ways to source and teach the sourcing community.…; Added by Dave Mendoza at 12:08pm on February 4, 2009

Blog Post: Non-negotiable Applicant Tracking System Features Every Recruiter Wants: Human resources professionals everywhere are facing a growing challenge when it comes to navigating the constantly-evolving job market. With the increasing competition for top talent and the need…; Added by Phil Strazzulla at 9:57am on May 28, 2023